A recent study published in JAMA Network has reviewed 22 previous research investigations to understand the prevalence of sexual harassment, bullying, abuse, and discrimination among medical professionals in the field of obstetrics and gynecology (OB/GYN), as well as identify the best methods to reduce harassment in the field. The authors reviewed 10 previous studies on the prevalence of harassment among various fields of medicine and 12 studies regarding medical leadership intervention when harassment is reported.
Over the past 10 years, women’s representation among OB/GYN clinicians has significantly increased. In 2010, women represented 41 percent of OB/GYN professionals, compared to 61 percent in 2021. However, women are still underrepresented in senior level positions, representing only 34 percent of department chairs in 2021.
While the 10 previous investigations on harassment had varied results, a large majority of the studies’ combined respondents reported experiencing some form of sexual harassment or gender bias in the workplace. Medical students and trainees were the most likely group to experience harassment based on their gender. Additionally, the authors found women were unlikely to report their harassment experiences to their leadership due to fear of retaliation and an unclear definition of what harassment in the workplace looks like. Furthermore, among those who did report their harassment, some respondents reported their concerns were not taken seriously.
In examining the 12 previous studies on intervention, the authors found several methods that resulted in decreased harassment among OB/GYN clinicians. Some successful intervention efforts included institutional support from hospital administration and management, creating offices dedicated to gender equity, and offering third-party and confidential reporting systems. However, the authors state a large majority of the intervention methods they studied were not associated with reduced sexual harassment.
The authors believe medical and hospital organizations can utilize their findings to acknowledge the pattern of sexual harassment and discrimination in the OB/GYN field and identify the best practices for preventing abuse in the workplace. Considering many of the harassment perpetrators identified in the previous studies were senior-level clinicians, the authors stress there is a need for future studies to investigate harassment interventions based on improving organizational culture and modeling professional behavior.