MP57-04 TOWARD GENDER EQUITY: AN EXAMINATION FROM THE AUA WORKFORCE WORKGROUP REGARDING AUA CENSUS DATA TO ESTABLISH KEY DIFFERENCES BETWEEN MALE AND FEMALE UROLOGISTS

Abstract

You have accessJournal of UrologyCME1 Apr 2023MP57-04 TOWARD GENDER EQUITY: AN EXAMINATION FROM THE AUA WORKFORCE WORKGROUP REGARDING AUA CENSUS DATA TO ESTABLISH KEY DIFFERENCES BETWEEN MALE AND FEMALE UROLOGISTS Jacqueline Morin, Kate Kraft, and Andrew Harris Jacqueline MorinJacqueline Morin More articles by this author , Kate KraftKate Kraft More articles by this author , and Andrew HarrisAndrew Harris More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000003310.04AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: The American Urologic Association (AUA) Workforce Workgroup routinely submits workforce questions to the AUA to identify factors negatively impacting the urologic community. This study aims to highlight pertinent gender differences potentially impacting career satisfaction and identify areas in which intervention could improve gender discrepancies. METHODS: The 2016-2021 AUA censuses were examined to collate gender-specific data between self-identified male (M) and female (F) urologists. Answers to AUA census questions on topics with potential gender differences were grouped into major categories of workplace treatment and job satisfaction. RESULTS: Percentages were similar throughout the consensuses from 2016-2021 with most recent reported unless otherwise specified.F were more likely than M to report negative differential treatment in primary practices (66.3% vs. 2.7%), feel they had limitations of seeing certain patients due to their gender (25.9% vs. 2.4%), experience gender bias in their practice (39.3% vs. 1.2%), experience issues with childcare (23% vs. 9%), and experience conflict regarding work and personal responsibility (95.4% vs. 75%). F feel more barriers to professional success (93% vs. 75%) with lack of control over staffing decisions or scheduling being the greatest barriers (46.2%), whereas M feel lack of time (33.7%) to be the greatest barrier. F were less likely than M to report feeling satisfied/very satisfied with their work-life balance (39.9% vs. 57.7%) and more likely to feel they do not have enough time for personal/family life (57.7% vs. 33.6). F were also more likely than M to feel burnout (49.2% vs. 35.3%) which increased notably from 2016 to 2021. F were also more likely to carry substantial education debt (18% vs. 9%) and feel this a contributing factor to burnout (38% vs. 21.6%).M and F demonstrated little differences in average worked hours (h) per week (mean 45.7h for M, 43.7h for F) and choosing medicine as a career (88% M, 83.3% F) and urology as a specialty (93.3% M, 90.8% F) if given the opportunity again. Figure 1. CONCLUSIONS: Notable differences in career experience exist based on gender. F are more likely to feel they were treated differently in the workplace due to gender and indicate factors contributing to less job satisfaction. Source of Funding: N/A © 2023 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 209Issue Supplement 4April 2023Page: e785 Advertisement Copyright & Permissions© 2023 by American Urological Association Education and Research, Inc.MetricsAuthor Information Jacqueline Morin More articles by this author Kate Kraft More articles by this author Andrew Harris More articles by this author Expand All Advertisement PDF downloadLoading ...