考察在加拿大聘用的学术普通外科医生的公平性和多样性特征。

IF 2.2 4区 医学 Q2 SURGERY Canadian Journal of Surgery Pub Date : 2023-09-01 DOI:10.1503/cjs.006122
Nada Gawad, Kieran Purich, Kevin Verhoeff, Blaire Anderson
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引用次数: 0

摘要

背景:外科医生之间的工作竞争和就业不足强调了公平招聘实践的重要性。本研究的目的是描述学术普外科医生的一些人口统计学特征,并评估最近聘用的性别和少数族裔(VM)状况。方法:收集加拿大学术普外科医生的人口统计信息,包括性别、VM状态、执业地点和研究生学位状况。收集了最近聘用的普通外科医生(2013年至2020年聘用的)的居住地点。对每个机构的人口统计特征进行描述性统计。使用Pearson相关系数和假设检验来确定各种指标与性别和VM状态之间的相关性。结果:共纳入14所大学附属30所专科医院的393名普外科医生。医院中女性普通外科医生的比例为0% ~ 47.4%,VM普通外科医生的比例为0% ~ 66.7%。这种异质性与城市人口无关(性别:r = 0.06, p = 0.77;VM: r = 0.04, p = 0.83)。每家医院的虚拟普通外科医生的百分比与城市虚拟外科医生的百分比不相关(r = 0.13, p = 0.49)。在最近聘用的120名普通外科医生中,没有研究生学历的只有34人(28.3%)。最近聘用的没有研究生学历的学术外科医生中,男性的比例是女性的1.5倍左右。在学术晋升方面,女性正教授的比例从0%到40.0%不等,与各机构女性普通外科医生的比例无关(r = 0.11, p = 0.70)。VM正教授的比例从0%到44.4%不等,与各机构VM外科医生的比例有中等相关性(r = 0.40, p = 0.16)。结论:学术普外科工作人员似乎有些多样化。然而,医院之间的多样性存在很大的异质性,留下了改进的空间。我们必须愿意审查我们的招聘流程,并对其保持透明,以建立一支公平的外科工作队伍。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

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Examining the equity and diversity characteristics of academic general surgeons hired in Canada.

Background: Job competition and underemployment among surgeons emphasize the importance of equitable hiring practices. The purpose of this study was to describe some of the demographic characteristics of academic general surgeons and to evaluate the gender and visible minority (VM) status of those recently hired.

Methods: Demographic information about academic general surgeons across Canada including gender, VM status, practice location and graduate degree status was collected. Location of residency was collected for recently hired general surgeons (hired between 2013 and 2020). Descriptive statistics were performed on the demographic characteristics at each institution. Pearson correlation coefficients and hypothesis testing were used to determine the correlation between various metrics and gender and VM status.

Results: A total of 393 general surgeons from 30 academic hospitals affiliated with 14 universities were included. The percentage of female general surgeons ranged from 0% to 47.4% and the percentage of VM general surgeons ranged from 0% to 66.7% at the hospitals. This heterogeneity did not correlate with city population (gender: r = 0.06, p = 0.77; VM: r = 0.04, p = 0.83). The percentage of VM general surgeons at each hospital did not correlate with the percentage of VM population in the city (r = 0.13, p = 0.49). Only 34 of 120 recently hired academic general surgeons (28.3%) did not have a graduate degree. The percentage of recently hired academic general surgeons who did not have a graduate degree was approximately 1.5 times higher among male hirees than female hirees. With respect to academic promotion, the percentage of female full professors ranged from 0% to 40.0% and did not correlate with the percentage of female general surgeons at each institution (r = 0.11, p = 0.70). The percentage of VM full professors ranged from 0% to 44.4% and was moderately correlated with the percentage of VM surgeons at each institution (r = 0.40, p = 0.16).

Conclusion: The academic general surgery workforce appears to be somewhat diverse. However, there was substantial heterogeneity in diversity between hospitals, leaving room for improvement. We must be willing to examine our hiring processes and be transparent about them to build an equitable surgical workforce.

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来源期刊
CiteScore
3.00
自引率
8.00%
发文量
120
审稿时长
6-12 weeks
期刊介绍: The mission of CJS is to contribute to the meaningful continuing medical education of Canadian surgical specialists, and to provide surgeons with an effective vehicle for the dissemination of observations in the areas of clinical and basic science research.
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