Workplace bullying, harassment and microaggressions: the results of a Women of Gynecologic Oncology (WGO) survey

Abstract

<h3>Objectives:</h3> A high prevalence of gender discrimination and harassment has been previously described among gynecologic oncologists. This study examined whether characteristics of leadership and departmental infrastructure impact the work environment for women gynecologic oncologists (GO). <h3>Methods:</h3> We conducted an internet-based, institutional review board (IRB) exempt survey of female gynecologic oncologists and fellows in training who are members of a 472-member Facebook group named Women of Gynecologic Oncology (WGO). Using REDcap survey platform, members provided their demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions, and outcome effects. Demographic, practice and work environment data were summarized using descriptive statistics. Chi-square tests were used to compare work environments by leadership and departmental infrastructure characteristics. <h3>Results:</h3> Between 7/20/2020 and 8/19/2020, 250 of 472 (53%) WGO members participated in the study survey. Most respondents were younger than age 50 years (93.6%), White (82.2%) and non-Hispanic (94.3%). A majority were married (84.7%) and had children (75.2%). Practice environments included academic (n=152, 61.0%), private practice (n=31, 12.4%), and hospital employed (n=57, 22.9%), while 89.9% supervised trainees. Most respondents reported within the department of obstetrics and gynecology (n=193, 77.5%); of those who reported elsewhere, 20 (35.7%) reported to a department of surgery. A total of 40% reported to a woman as chair; and 87 (43.3%) had a woman division director. Only 16.1% of respondents reported having a formal faculty mentor, and 55% of mentors were female. A total of 178 (71.8%) of women felt supported by their division; 153 (61.7%) by their department; 106 (76.3%) felt their suggestions are heard. Most respondents had experienced bullying, sexual harassment and microaggressions (Table). Age, race, ethnicity, practice setting, or mentorship were not statistically significantly associated with these experiences. A total of 30 (12%) of respondents perceived gender to negatively impact the careers of their male colleagues. Compared to respondents with a male chair, those with a female chair experienced similar rates of bullying (55.0 vs 47.7%, p=.33); gender discrimination (59.1 vs 52.3%, p=0.33); or microaggressions (83.3 vs 83.0%, p=1.00). Division director gender, specialty or department reporting structure were similarly not statistically significantly associated with the experience of bullying, gender discrimination or microaggressions. <h3>Conclusions:</h3> Women GOs reported high rates of workplace bullying, gender discrimination and microaggressions regardless of the characteristics of their immediate leadership. These experiences begin early in the careers of women. The sources of these behaviors are multiple and varied. Proactive and deliberate intervention to improve the work environment for women GOs are urgently needed.