Diversity engagement is associated with lower burnout among anesthesia providers

Abstract

Study objectiveThe high prevalence of burnout among anesthesia providers is a well-established, multifactorial problem that deserves systematic attention and action. This study aimed to identify how perceptions of institutional diversity engagement are associated with burnout and perceived stress among anesthesia personnel. DesignSurvey-based prospective cross-sectional study. SettingAnesthesiology department that encompasses community and academic hospitals in a large healthcare system. ParticipantsOne-hundred and sixty anesthesiology department employees over 18 years of age (i.e. attending physicians, trainees, advanced practice providers and others). MeasurementsA web-based survey with 39 questions measured: demographics, diversity engagement, burnout, and perceived stress. The primary objective was to assess the association of burnout and diversity engagement and the mediating effect of perceived stress in this relationship. Our secondary objective was to measure the prevalence of burnout, diversity engagement, and perceived stress. Burnout, diversity engagement, and perceived stress were measured using a validated two-item survey developed from the Maslach Burnout Inventory-Human Services Survey, the 22-item Diversity Engagement Survey (DES), and the Perceived Stress Scale (PSS-4), respectively. Main resultsMean scores were 4.4 (SD 3.2) for burnout, 78.3 (SD 14.3) for DES, and 4.8 (SD 2.6) for perceived stress. Higher DES score predicted lower burnout (β = −0.11 [95% CI −0.14, −0.08], P < 0.001) and lower perceived stress (β = −0.05 [95% CI −0.08, −0.03], P < 0.001). Mediation analysis estimated the total effect of burnout (β = −0.10, P < 0.001), which comprised the direct effect of diversity engagement (β = −0.08, P < 0.001) and indirect effect of perceived stress (β = −0.02, P = 0.0048). ConclusionsThe perception of increased institutional diversity engagement is associated with reduced burnout among anesthesia providers, in part due to a reduction in perceived stress. Implementing interventions at the leadership level that improve diversity engagement may reduce the negative effects of perceived stress and burnout, potentially improving patient care.