Orthopaedic workplaces may not be as inclusive as they seem, a recent study reveals.
The authors suggest promoting LGBTQ+ surgeons into leadership roles to address the levels of workplace bias experienced by this group of professionals and trainees.
The study as conducted by Dr Julie Balch Samora and colleagues from Nationwide Children’s Hospital in Columbus, Ohio.
It sheds light on the challenges faced by LGBTQ+ individuals despite increased visibility in the workplace.
According to the study, a staggering 75% of LGBTQ+ orthopaedic trainees and professionals reported instances of bullying, discrimination or differential treatment in their workplaces.
While many respondents openly identified their sexual orientation or gender identity to some colleagues, a significant portion still felt the need to conceal this aspect of their identity, highlighting the persisting discrimination within the field.
The findings are based on data collected from 156 individuals participating in the Pride Ortho mentorship and inclusivity initiative.
They underscore the need to create safer and more inclusive environments within orthopaedic surgery.
Dr Samora emphasised the importance of addressing these issues to prevent deterring individuals from pursuing or completing their training in orthopaedics.
The authors recommend implementing protective reporting policies, conducting regular feedback assessments, and providing diversity and sensitivity training programs to foster a more supportive environment.
Additionally, promoting LGBTQ+ surgeons to leadership roles is a crucial step towards fostering diversity and empathy within orthopaedic institutions.
As institutions strive to address these challenges, the ultimate goal is to improve patient care and cultivate a better work environment for all orthopaedic professionals.
The study serves as a call to action for healthcare institutions to prioritise inclusivity and diversity, ultimately benefiting professionals and patients.
Key findings of the survey, published in Clinical Orthopaedics and Related Research, were:
• Of the 100 LGBTQ+ respondents, 94 said they were out in their workplace (open about their identity), but 31 of those 94 were out only to certain co-workers.
• Most LGBTQ+ respondents, 74%, reported either yes or maybe to questions about perceived experiences of bullying, discrimination, or being treated differently in the workplace.
• Of the straight or heterosexual respondents, 92% answered no to experiencing any bullying, discrimination or being treated differently.
• There was no geographic variation in reported experiences of bullying and discriminatory behaviours.
Dr Samora et al. also offered steps that can be taken to support LGBTQ+ orthopaedic trainees and professionals to help improve their sense of belonging and engagement.
As well as promoting LGBTQ+ surgeons into leadership roles, other suggestions included:
• Establish protective reporting policies and procedures.
• Continuously collect feedback from all professionals in the workplace about their perceptions of the environment and current policies and refine policies as needed.
• Implement diversity and sensitivity training programmes such as training about implicit bias, allyship, and bystander intervention.
