<< Back to the abstract archive
Impact of Discrimination on Job Satisfaction in the LGBT Plastic Surgery Community
John H. Pang, Jordan Fishman, Francesco M. Egro, Xiao Zhu, Joseph E. Losee, Vu T. Nguyen
UPMC
2019-02-13
Presenter: Xiao Zhu
Affidavit:
I certify that the material proposed for presentation in this abstract has not been published in any scientific journal or previously presented at a major meeting. The program director is responsible for making a statement within the confines of the box below specific to how much of the work on this project represents the original work of the resident. All authors/submitters of each abstract should discuss this with their respective program director for accurate submission of information as well as the program director's approval for inclusion of his/her electronic signature.
Director Name: Vu T. Nguyen
Author Category: Resident Plastic Surgery
Presentation Category: Clinical
Abstract Category: General Reconstruction
Background: Despite increasing social acceptance, many are uncomfortable working with lesbian, gay, bisexual, transgender (LGBT) peers. We sought to assess the existence and impact of discrimination against LGBT members of the academic plastic surgery community and to determine if this impacted job satisfaction.
Methods: An online survey was distributed to all plastic surgeons (trainees/faculty) from ACGME-accredited programs. Demographics, career information, sexual orientation, work satisfaction, and questions targeting discrimination were collected. Responses of LGBT participants were compared to their heterosexual counterparts.
Results: Of 385 total responses, 8% identified as LGB and none as transgender. A minority of LGB respondents felt residents (5%) or attendings (10%) treated them differently. LGB respondents heard homophobic/transphobic remarks from hospital staff (62%), residents (38%), and attendings (34%). They also experienced direct homophobic remarks by residents (18%) and attendings (27%), but none were reported. All LGB respondents felt that nondiscrimination policies should include sexual orientation, but only 91% of their heterosexual peers felt similarly. No heterosexual respondents felt uncomfortable working with an LGB colleague, though 7 respondents reported feeling uncomfortable working with a transgender colleague. None felt sexual orientation affected job performance. No significant difference was found in job satisfaction between LGB and heterosexual respondents.
Conclusion: LGB plastic surgeons still experience both covert and overt discrimination within the workplace. Though it appears progress has been made as none reported feeling uncomfortable working with an LGB colleague with no reported difference in job satisfaction, reports of transphobic/homophobic remarks speak to the need for ongoing education/training.
