Workforce issues
could be challenging someone who makes a discriminatory comment, stepping up in a meeting if a female surgeon is disregarded, and following up with supervisors to make sure work is being done to challenge these negative norms. The Scientific American article is anchored on a study from the New England Journal of Medicine, which reports that nearly two-thirds of female surgeons-in-training experience gender discrimination, and one in five report sexual harassment.8 While sexual harassment is a vital issue
(worthy of its own separate discussion), questions like, “When are you having children?” and “How many children do you plan to have?” could be perceived, and written-off, as well- meaning (albeit deeply problematic). We would hope that, after all, very few people actively want to witness someone struggle through their career. But the key point to consider is that nobody asks male surgeons the same questions. Let’s flip the script to see how unusual this might feel. Imagine a group of female surgeons earnestly suggesting a male surgeon plans for the next few decades of his life. Or telling him he must choose between his children’s wellbeing and his career. Or suggesting he sacrifice his career because he has had a family. Unheard of, we imagine! We know that change is painfully
slow, particularly in male-dominated culture - we only have to remember that #ILookLikeASurgeon began ten years ago - a clear demonstration that female surgeons had reached their limit an entire decade ago. Of course, we understand that change is systemic and, truthfully, to truly alter the narrative, we need a dramatic shake-up, a seismic shift. As a trade union, we advocate for change, but realise that this might look like small steps at first. The implementation of an anonymous reporting system would address fears of reprisal, or embarrassment about making a scene in an oppressive ‘old boy’s network’ of ‘alpha male surgeons’.9 Mandatory bias training could educate
both benign bystanders and inadvertent participants in the impact of their behaviours and non-behaviours. Flexible working structures, available to both male and female surgeons, could allow for parenting to be shared. Clear, bias-free and transparent promotion pathways, with diverse interview panels, would give women the same opportunities as men. Decisions made by diverse steering groups and leadership committees ensure representation. For those who may draw an impatient breath about diversity and representation in
groups, committees and panels, it needs to be known that this is one of the most effective ways of representing the reality of a multi-faceted workforce, ensuring that we adhere to processes that reflect the reality of this workforce, reducing unconscious bias and even improving and widening solutions and options.10 Other small steps for making the landscape
easier to navigate would be to level it by offering similar flexibility to both male and female surgeons. Later start times and on-site childcare are just two ways that the workplace could be more parent-friendly. If this is the norm, and being a parent is not something female surgeons feel they must conceal (working as though they’re not parents, parenting as though they don’t work), then being both a parent and a surgeon will be normalised. Your ability to be a surgeon, to
undertake surgery, should be judged on merit and competence, not on gender. Mark Henley, President of the Confederation
of British Surgery, says: “The results of our survey highlight a stark reality in the surgical profession – gender bias is ingrained, and women face barriers that men do not. It’s unacceptable that so many female surgeons and medical students are told their gender will hinder their career progression, with some even discouraged from pursuing surgery altogether. The fact that no male surgeons reported experiencing gender bias is a clear indicator of the disparity. We must address these systemic issues with urgency to ensure that all surgeons, regardless of gender, have equal opportunities to thrive in this field.” But it’s not all doom and gloom. A shift is happening and, Philippa says, it is thanks
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