Workplace Environment Microaggressions in Otolaryngology–Head and Neck Surgery: An International Survey

Abstract

AbstractObjectiveTo survey members of the otolaryngology community about their personal and observed experiences of being treated differently because of one's physical attributes, cultural norms, or preferences in the workplace.Study DesignCross‐sectional survey.SettingInternational Electronic Survey.MethodsWe invited members of the international otolaryngology community including 3 European or American otorhinolaryngological Societies to complete a survey about personal/observed experience of differential treatment in the workplace related to age, biological sex; disability, gender identity, language proficiency, military experience, citizenship, ethnicity/race, political belief, and sexual orientation. Results were analyzed according to participant ethnicity/race (white vs non‐white) and gender (male vs female)ResultsFour hundred seven participants completed the evaluations: 301 white (74%) and 106 non‐white (26%) participants. Non‐white participants reported significantly more experiences of differential treatment (microaggressions) than white participants (p < .05). Non‐white participants more frequently felt that they needed to work harder for the same opportunities as their peers and were more likely to consider leaving a position because of an unsupportive environment. In general, females reported more frequent experiences with differential treatment related to sexual orientation, biological sex, and gender identity than males.ConclusionWe recognized reports of differential treatment as a proxy for microaggressions. Non‐white members of the otolaryngology community self‐report experiencing or observing more microaggressions than white members in the workplace. Acknowledging the existence and impact of microaggressions in the field of Otolaryngology is the first step towards cultivating an inclusive, diverse workforce where all members feel supported, validated, and welcomed.