The art of peer review: Guidelines to become a credible and constructive peer reviewer

Peer review is a learned skill set that requires knowledge of study design, review construct, ethical considerations, and general expertise in a field of study. Participating in peer review is a rewarding and valuable experience in which all academic physicians are encouraged to partake. However, formal training opportunities in peer review are limited. In 2021, the Association of Women Surgeons and the journal Surgery collaborated to develop a Peer Review Academy. This academy is a 1-year longitudinal course that offers a select group of young women surgical trainees across all specialties a curriculum of monthly lectures and multiple formal mentored peer review opportunities to assist them in developing the foundation necessary to transition to independent peer review. The trainees and faculty mentors participating in the Association of Women Surgeons–Surgery Peer Review Academy compiled a summary of best peer review practices, which is intended to outline the elements of the skill set necessary to become a proficient peer reviewer.     

The future of neurosurgery: a white paper on the recruitment and retention of women in neurosurgery

PREFACE: The leadership of Women in Neurosurgery (WINS) has been asked by the Board of Directors of the American Association of Neurological Surgeons (AANS) to compose a white paper on the recruitment and retention of female neurosurgical residents and practitioners. INTRODUCTION: Neurosurgery must attract the best and the brightest. Women now constitute a larger percentage of medical school classes than men, representing approximately 60% of each graduating medical school class. Neurosurgery is facing a potential crisis in the US workforce pipeline, with the number of neurosurgeons in the US (per capita) decreasing. WOMEN IN THE NEUROSURGERY WORKFORCE: The number of women entering neurosurgery training programs and the number of board-certified female neurosurgeons is not increasing. Personal anecdotes demonstrating gender inequity abound among female neurosurgeons at every level of training and career development. Gender inequity exists in neurosurgery training programs, in the neurosurgery workplace, and within organized neurosurgery. OBSTACLES: The consistently low numbers of women in neurosurgery training programs and in the workplace results in a dearth of female role models for the mentoring of residents and junior faculty/practitioners. This lack of guidance contributes to perpetuation of barriers to women considering careers in neurosurgery, and to the lack of professional advancement experienced by women already in the field. There is ample evidence that mentors and role models play a critical role in the training and retention of women faculty within academic medicine. The absence of a critical mass of female neurosurgeons in academic medicine may serve as a deterrent to female medical students deciding whether or not to pursue careers in neurosurgery. There is limited exposure to neurosurgery during medical school. Medical students have concerns regarding gender inequities (acceptance into residency, salaries, promotion, and achieving leadership positions). Gender inequity in academic medicine is not unique to neurosurgery; nonetheless, promotion to full professor, to neurosurgery department chair, or to a national leadership position is exceedingly rare within neurosurgery. Bright, competent, committed female neurosurgeons exist in the workforce, yet they are not being promoted in numbers comparable to their male counterparts. No female neurosurgeon has ever been president of the AANS, Congress of Neurological Surgeons, or Society of Neurological Surgeons (SNS), or chair of the American Board of Neurological Surgery (ABNS). No female neurosurgeon has even been on the ABNS or the Neurological Surgery Residency Review Committee and, until this year, no more than 2 women have simultaneously been members of the SNS. Gender inequity serves as a barrier to the advancement of women within both academic and community-based neurosurgery. STRATEGIC APPROACH TO ADDRESS ISSUES IDENTIFIED: To overcome the issues identified above, the authors recommend that the AANS join WINS in implementing a strategic plan, as follows: 1) Characterize the barriers. 2) Identify and eliminate discriminatory practices in the recruitment of medical students, in the training of residents, and in the hiring and advancement of neurosurgeons. 3) Promote women into leadership positions within organized neurosurgery. 4) Foster the development of female neurosurgeon role models by the training and promotion of competent, enthusiastic, female trainees and surgeons.     

Harassment in Residency: An Anonymous Survey of Podiatry Residents

Sexual discrimination and harassment have been shown to be a major problem in many industries in the United States, including entertainment, academia, and professional sports. Within the field of medicine, however, evidence regarding sexual discrimination and harassment is limited. Information focused on residents - particularly those in the surgical realm and during a crucial time of their career - is even more sparse. The primary goal of our research was to evaluate the prevalence of sexual harassment and discrimination among podiatric residents in the United States. We found high rates of sexual harassment and discrimination in our sampled pool. Based on our results, sexual harassment and discrimination is a current and dire challenge facing podiatric residencies in the United States.     

Adverse impacts experienced by police officers following exposure to sex discrimination and sexual harassment

Adverse psychological and physical impacts have been related to experience of detriment arising from sex discrimination. In the present study detriment was operationalized in terms of differential career progress, unequal access to organizational benefits and experience of sexual harassment. A national UK sample of 1802 police women, 510 police men and 164 civilian women took part in the study. Results revealed gender differences in exposure to detriment and the suffering of associated adverse impacts. Subjective rating of impacts by police women revealed the greatest impact to be associated with frustrated career progression and the least from experience of sexual harassment. A multiple regression analysis suggested the reverse order when predicting elevated GHQ(28) scores for women officers. This is accounted for by cultural factors, which are also proposed to be influential in rates of reporting sources of discrimination.     

Perceived gender-based barriers to careers in academic surgery

BackgroundWomen represent roughly 50% of US medical students and one third of US surgery residents. Within academic surgery departments, however, women are disproportionately underrepresented, particularly at senior levels. The aim of this study was to test the hypothesis that female surgeons perceive different barriers to academic careers relative to their male colleagues.MethodsA modified version of the Career Barriers Inventory–Revised was administered to senior surgical residents and early-career surgical faculty members at 8 academic medical centers using an online survey tool. Likert-type scales were used to measure respondents' agreement with each survey item. Fisher's exact test was used to identify significant differences on the basis of gender.ResultsRespondents included 70 women (44 residents, 26 faculty members) and 84 men (41 residents, 43 faculty members). Women anticipated or perceived active discrimination in the form of being treated differently and experiencing negative comments about their sex, findings that differed notably from those for male counterparts. Sex-based negative attitudes inhibited the career aspirations of female surgeons. The presence of overt and implicit bias resulted in a sense that sex is a barrier to female surgeons' career development in academic surgery. No differences were observed between male and female respondents with regard to career preparation or structural barriers.ConclusionsFemale academic surgeons experience challenges that are perceived to differ from their male counterparts. Women who participated in this study reported feeling excluded from the dominant culture in departments of surgery. This study may help guide transformative initiatives within academic surgery departments.     

The role of gender in academic productivity,impact, and leadership among academic spine surgeons

BACKGROUND/CONTEXTWomen represent a small minority of practicing orthopedic surgeons and neurosurgeons, with spine surgery having a disproportionately low representation relative to other subspecialties. Previous efforts have attempted to characterize gender patterns in authorship amongst select spine journals. However, no study to our knowledge has done a comprehensive assessment of the influence of gender on academic productivity, impact, and leadership amongst academic spine faculty.PURPOSETo evaluate the impact of gender on academic productivity, promotion to leadership positions, and career advancement among academic spine faculty in the United States.STUDY DESIGNCross-sectional study.PATIENT SAMPLEAcademic spine faculty associated with orthopedic residency, North American Spine Society spine fellowship programs, and American Association of Neurological Surgeons spine fellowship programs.OUTCOME MEASURESAcademic productivity as measured by publications counts, h-index, authorship ranking as well as academic rank and leadership rolesMETHODSWe identified all spine faculty across orthopedic residency, orthopedic spine fellowship, and neurosurgical spine fellowship programs in the United States, and abstracted academic performance characteristics, cumulative h-index, and complete publication records for each individual faculty member. Proportions of men and women by specialty, academic rank, and leadership were compared with Fisher's exact testing, and comparison of mean h-index and publication counts compared with Wilcoxon rank-sum testing. Adjusted analyses on publication count and h-index were achieved with poisson regression analysis with gender as the primary predictor adjusting for specialty, degrees, academic rank, and seniority based on time since fellowship completion.RESULTSThe representation of women among spine faculty associated with orthopedic residency and North American Spine Society spine fellowship programs was 5.6%. On average, women had 40% fewer total publications (p=.025), h-indices approximately 5 units lower than men (p=.006), 40% fewer total high-impact publications (p=.030), half the senior author publications (p=.005), and half the high-impact senior author publications (p=.007) compared to men. After adjusting for seniority and academic rank, the number of publications in high impact journals no longer differed between men and women, although differences persisted for total publication count and the h-index. Men were significantly more likely to occupy higher academic ranks, with 25.6% of men and 9.5% of women holding the rank of full professor (p=.031), although there was no significant difference in the rate of appointment to leadership positions. Similar findings were encountered among American Association of Neurological Surgeons spine fellowship faculty.CONCLUSIONSThe present study details the low rate of women in academic spine surgery. Furthermore, gender disparities exist in publication volume, impact, and h-indices. A much lower proportion of women hold higher-ranking academic positions compared to men, though appointment to leadership positions was similar between genders. Differences in seniority and publication metrics may in part be due to the relatively younger cohort of women faculty. These findings underscore the need for active investment in diversity and pipeline efforts that facilitate recruitment and support academic productivity of women in spine surgery.     

The Podiatric Medical Profession: A Gender Comparison

The number of women in podiatric medicine and surgery has increased steadily over the past 4 decades; however, there appears to be a large and continued gender gap with respect to representation in academic medicine and other positions of power. National and state level organizational data were obtained from multiple podiatry professional societies to evaluate the rate at which women achieved leadership roles within the podiatric profession over time. A secondary questionnaire was also developed and electronically mailed to 8684 doctors of podiatric medicine to help capture additional leadership information and to provide further insight into the trends observed. The response rate was 26% (2276/8684). Female representation in academia, research/publications, most leadership positions, and board certifications has increased over time, but at a slower rate than the number of women entering the profession. We observed a decreasing trend of females completing fellowships, speaking at national meetings, becoming residency directors, and receiving American College of Foot and Ankle Surgeons– and American Podiatric Medical Association–sponsored grants/awards. Based on the survey results, female podiatric physicians were more likely to be single, have fewer children, spend more time in a clinical setting, be less satisfied with work, and experience higher work stress levels than their male colleagues. Of the female respondents, 73% described experiencing gender discrimination at some point in their career, and 42% reported experiencing sexual harassment, compared with only 6% and 5% of men, respectively. There continues to be a gender gap in leadership roles, which may be explained partially by work/life balance issues, gender discrimination, and other issues.     

Disparities Among Leading Publishers of Arthroplasty Research

BackgroundDespite the importance of diversity in advancing scientific progress, diversity among leading authors in arthroplasty has not been examined. This study aimed to identify, characterize, and assess disparities among leading authors in arthroplasty literature from 2002 to 2019.MethodsArticles published between 2002 and 2019 from 12 academic journals that publish orthopedic and arthroplasty research were extracted from PubMed. Original articles containing keywords related to arthroplasty were analyzed. Author gender was assigned using the Genderize algorithm. Gender and characterization of the top 100 male and female authors utilized available information on academic profiles.ResultsFrom the 14,692 articles that met inclusion criteria, the genders of 23,626 unique authors were identified. Women were less likely than men to publish 5 years after beginning their publishing careers (adjusted odds ratio 0.51, 95% confidence interval 0.45-0.57, P < .001). Of the top 100 authors, 96 were men, while only 4 were women. Orthopedic surgeons made up 93 of 100 top authors, of which 92 were men and 1 was a woman. Among the top 10 publishing female and male authors, 10 of 10 men were orthopedic surgeons, only 2 of 10 women were physicians, and only one was an attending orthopedic surgeon.ConclusionWhile the majority of authors with high arthroplasty publication volume were orthopedic surgeons, there were significant gender disparities among the leading researchers. We should continue working to increase gender representation and supporting the research careers of women in arthroplasty.     

Diferencias de género en Anestesiología. ¿En qué punto nos encontramos en España? Resultados de una encuesta nacional

ObjectivePublications of diverse medical specialties confirm that gender differences still exist in the medical field. This particular study aims to investigate whether this problem exists in the specialty of Anaesthesiology in Spain.MethodsAn anonymous survey was distributed among anaesthesiologists in Spain. It had 39 questions and was designed to investigate professional position, work conditions, personal situation, and individual perceptions. The goal was to target the majority of anaesthesiologists working in Spain.ResultsCompleted surveys were received from 1,619 respondents which represents 17.6% of the total number of anaesthesiologists in Spain; 654 respondents were male (40.4%) and 965 were female (59.6%). The greater differences were found in the following areas: 70.0% of the respondents advised that their head of department is male. When asked about management and leadership positions, 25.2% of female respondents had ever had any management role in contrast to 46.1% of men (p < 0.001). Regarding academic positions, 10.3% of male respondents are university professors in contrast to only 4.8% of women (p < 0.001). 46.0% of the women surveyed believe that gender discrimination exists in the workplace whereas only 12.6% of men reported the same. A third of women (36.6%) consider their gender a barrier to promotion and fear losing their job due to pregnancy. Furthermore, both genders have witnessed patients and colleagues treating staff differently according to gender.ConclusionThe results of the survey show the existence of a gender gap among Spanish anaesthesiologists. Of particular note, women are under-represented in academic and leadership positions. Additionally, a considerable percentage of respondents perceive gender-based discrimination to be active in their workplaces. This study could serve as a template for future research in other neighbouring countries and as a means to monitor any changes in coming years.     

Perception of gender discrimination among spine surgeons across Latin America: a web-based survey

BACKGROUND CONTEXTFemale physicians rarely choose spine surgery as their specialty. Although the specialty's nature and its associated lifestyle are potential barriers, gender-related issues may play an important part.PURPOSETo evaluate the gender discrimination among spine surgeons across Latin America.STUDY DESIGNCross-sectional survey.PATIENT SAMPLEThe participants in this study were 223 AO Spine Latin America (AOSLA) registered members who answered the web-based survey.OUTCOME MEASURESPersonal and professional demographics; gender-related objective and subjective experiences regarding career and personal life.METHODSA survey link containing a 24-item questionnaire was sent to the members’ e-mails in September 2019. The survey was designed to evaluate the perception of gender discrimination by spine surgeons during their academic and professional lives.RESULTSOut of 223 members who answered the survey, 196 (87.96%) were male and 27 (12.11%) female. Most were orthopedic surgeons (64.13%), ≥40 years of age (55.16%), and had <20 years of experience (69.95%). Gender discrimination was more frequent among women than among men (66.67% vs. 1.02%), as did discouragement from becoming a spine surgeon, orthopedic surgeon, or neurosurgeon (81.48% vs. 0.51%). Females reported higher rates of sexual harassment (44.44% vs. 7.65%) and more often felt disadvantaged because of gender (55.56% vs. 2.55%). Working harder than men to achieve the same prestige and lack of female mentorship were the most common obstacles reported by women (55.56%). Residency/fellowship influenced the decision to postpone/avoid having children for 66.67% of women but only 37.75% of men. Creation of a Women's Committee in AO Spine was supported by 74.07% of women and 38.78% of men.CONCLUSIONSGender-based discrimination affects women more frequently than men in spine surgery. These experiences likely contribute to the low prevalence of female spine surgeons. Efforts to mitigate bias and support the professional development of women in neurosurgery, orthopedics and spine communities are encouraged.     

Gender differences in general surgical careers: results of a post-residency survey

BACKGROUND: This study's purpose was to gain perspective regarding general surgery career choices while examining gender differences. METHODS: Graduates of a general surgery residency (n = 189) received surveys addressing fellowship training, practice type, case composition, work hours, academic involvement, income, residency, and career satisfaction. RESULTS: Several gender differences were identified. Most men (64%) listed general surgery as their primary work type, whereas women most commonly reported breast surgery (38%, P < .001). More women worked <40 hours per week (25% versus 9%, P = .049). There was no gender difference in income for fellowship-trained surgeons, but a disparity in income >200,000 dollars favored non-fellowship-trained men (74% versus 36%, P = .0031). Both genders reduced work hours. Women reduced them exclusively for personal/family demands. Both genders reported satisfaction with their surgical careers (93%). CONCLUSIONS: Some gender differences in surgery were identified. However, both genders maintain a high level of satisfaction with their career choice.     

Is there still a glass ceiling for women in academic surgery?

Despite the dramatically increased entry of women into general surgery and surgical subspecialties, traditionally male-dominated fields, there remains a gross under-representation of women in the leadership positions of these departments. Women begin their careers with fewer academic resources and tend to progress through the ranks slower than men. Female surgeons also receive significantly lower salaries than their male counterparts and are more vulnerable to discrimination, both obvious and covert. Although some argue that female surgeons tend to choose their families over careers, studies have actually shown that women are as eager as men to assume leadership positions, are equally qualified for these positions as men, and are as good as men at leadership tasks.Three major constraints contribute to the glass-ceiling phenomenon: traditional gender roles, manifestations of sexism in the medical environment, and lack of effective mentors. Gender roles contribute to unconscious assumptions that have little to do with actual knowledge and abilities of an individuals and they negatively influence decision-making when it comes to promotions. Sexism has many forms, from subtle to explicit forms, and some studies show that far more women report being discriminately against than do men. There is a lack of same-sex mentors and role models for women in academic surgery, thereby isolating female academicians further. This review summarizes the manifestation of the glass-ceiling phenomenon, identifies some causes of these inequalities, and proposes different strategies for continuing the advancement of women in academic surgery and to shatter the glass ceiling.     

Trends in country and gender representation on editorial boards in anaesthesia journals: a pooled cross-sectional analysis

Evidence exists that women and people from low- and middle-income countries are under-represented on the editorial boards of medical journals. This may adversely influence the journal output. We conducted a pooled, cross-sectional evaluation of the editorial board membership of anaesthesia journals. We collected data on members of editorial boards from the founding year and at 5-yearly intervals until 2020. For each editor, we recorded gender, country of affiliation, World Bank income classification (1990 onwards) and editorial role (2020 only). The composite editorial board diversity score was calculated for each editorial board. We obtained complete data for the composition of editorial boards from all 30 journals for 2020, but for only 171 out of 304 editorial boards (56%) over the time period examined. In 2020, 409 out of 1973 (21%) were women (range across the editorial boards 0–39%) and 139 out of 1982 (7%) were from low-, low-middle- and upper-middle-income countries (range across the editorial boards 0–71%). In 2020, of editorial board positions with known seniority status, 109 out of 259 (42%) of women and 306 out of 960 (32%) of men were in senior roles. In the same year, 397 out of 1115 (36%) of people from high-income countries were in senior roles, compared with 19 out of 93 (20%) of people from upper-middle-income countries and 0 out of 14 (0%) people from lower-middle-income countries. The median composite editorial board diversity score was 4 (range 2–6) in 2020 – 5 or less suggests poor diversity, while 8 or more suggests good diversity. Women and people from low- and middle-income countries are under-represented on anaesthesia journal editorial boards. The editorial boards do not reflect the anaesthesia workforce and may act as a barrier to the publication of research produced by these groups. Urgent action is required to improve diversity.     

进展报告：妇女在麻醉学术界的地位

背景在过去的半个世纪,从事医学的妇女人数在稳步增加。本研究中,我们重新评估了2006年美国妇女在麻醉学术界的地位。方法医学生、住院医师和医务人员的职称与性别资料均来自美国医学院校协会。相关麻醉专业协会领导者、《麻醉与镇痛》和《麻醉学》杂志编委、麻醉研究获奖者、美国麻醉学委员会审查者以及部门主席的资料均采集自互联网、组织管理人事处以及Wood麻醉学图书博物馆。麻醉学专业的数据资料均与其他临床医学专业部门的资料比较,并与1985年以前的数据相比较。结果1985年以来的医学毕业生中,麻醉住院医生以及麻醉科医务人员中女性比例有所增长;然而,医学毕业生中女性比例的增长速度显著快于麻醉住院医生（P〈0．001）和麻醉科医务人员（P〈0．05）中女性比例的增长速度。2006年中,女性麻醉科医务人员中正教授比例为6．5％,男性则为17．7％（P〈0．001）。2006年女性麻醉科医务人员中正教授的比例与1986年数值相比差异不显著性（P=0．27）。2006年,14％的麻醉科正教授为女性,与所有临床专业中女性正教授15％的比例相比较差异不显著。2006年麻醉学术部门主席中女性占12．7％,在所有医学学术部门中占10％。2007年数据与1993年相比有显著性差异（P〈0．05）。现今,《麻醉与镇痛》杂志编辑中有8％为女性,《麻醉学》杂志为11％。2007年中,所有美国麻醉学委员会审查者中18％为女性,1985年仅为8％（P〈0．05）。女性在1997至2006年间担任麻醉学协会领导的比例显著大干1987至1996年间（P〈0．001）。女性获得研究基金的人数比例在几十年内没有显著改变。结论与20年前相比,在世纪初的10年内,女性在麻醉学术界的地位在一定程度上有所提升,但其他方面没有改善。本研究的任务是找出那些阻止有资质的女?     

The Society of Black Academic Surgeons CV benchmarking initiative: Early career trends of academic surgical leaders

BackgroundSurgeons from under-represented backgrounds are less likely to receive academic tenure and obtain leadership positions. Our objective was to query the curriculum vitaes (CVs) of SBAS leadership to develop a benchmarking tool to promote and guide careers in academic surgery.MethodsCVs from academic leaders were reviewed for academic productivity at early career stages—the first 5-and 10-years. Variables queried: peer-reviewed publications, grant funding, surgical societal involvement, invited lectureships and visiting professorships.ResultsOf 20 CVs, 41 leadership positions including 13 SBAS Presidents were identified. At 5- and 10-years, respectively, the academic productivity increased: 20.6 and 52.3 publications; 4.7 and 9.7 grants; 18 and 42.6 lectures/professorships.ConclusionThe CV benchmarking tool may be a useful framework for aspiring academic surgeons to track their progress relative to successful SBAS members. Creative strategies like these, paired with faculty mentorship and sponsorship are necessary to improve the ethnic diversity in academic surgery.     

Challenges confronting female surgical leaders: overcoming the barriers

BACKGROUND: The number of women reaching top ranks in academic surgery is remarkably low. The purpose of this study was to identify: 1) barriers to becoming a female surgical leader; 2) key attributes that enable advancement and success; and 3) current leadership challenges faced as senior leaders. METHODS: Semi-structured interviews of ten female surgical leaders queried the following dimensions: attributes for success, lessons learned, mistakes, key career steps, the role of mentoring, gender advantages/disadvantages, and challenges. RESULTS: Perseverance (60%) and drive (50%) were identified as critical success factors, as were good communication skills, a passion for scholarship, a stable home life and a positive outlook. Eighty percent identified discrimination or gender prejudice as a major obstacle in their careers. While 90% percent had mentors, 50% acknowledged that they had not been effectively mentored. Career advice included: develop broad career goals (50%); select a conducive environment (30%); find a mentor (60%); take personal responsibility (40%); organize time and achieve balance (40%); network (30%); create a niche (30%); pursue research (30%); publish (50%); speak in public (30%); and enjoy the process (30%). Being in a minority, being highly visible and being collaborative were identified as advantages. Obtaining buy-in and achieving consensus was the greatest leadership challenge reported. CONCLUSIONS: Female academic surgeons face challenges to career advancement. While these barriers are real, they can be overcome by resolve, commitment, and developing strong communication skills. These elements should be taken into consideration in designing career development programs for junior female surgical faculty.     

Desgaste profesional o burnout en los residentes de Cirugía General. Encuesta de la Asociación Española de Cirujanos

IntroductionPhysicians, especially surgeons, are significatively affected by burnout. Duty-hour violation, as well as discrimination, abuse and sexual harassment may contribute to burnout. A study about this topic has been published in residents from United States, demonstrating a high incidence of burnout. Our objective is to know which is the situation in Spain and to compare it with United States.MethodsCross-sectional observational study carried out in January-February 2020, based on the responses to a validated survey administered to General Surgery residents in Spain.ResultsThere are 931 General Surgery Residents. 739 have entered in the survey and 452 (61.2%) eventually responded to it. In any occasion during the training period, 55.1% reported discrimination based on their gender, 8.8% reported racial discrimination, 73.9% reported verbal/psychological abuse, 7.1% reported physical abuse and 16.4% reported sexual harassment. Attending surgeons are the most frequent source of sexual harassment and physical and verbal abuse, whereas patients are the most frequent cause of gender discrimination. Burnout symptoms were reported by 47.6% of residents and 4.6% reported suicidal thoughts. 98% of residents reported duty-hour violations and 47% of them do not have the day off after to be on call. Both of these issues are burnout predictive factors.ConclusionsMistreatment (discrimination, abuse and harassment) occurs among General Surgery residents during their training period in our country. Every kind of mistreatment is more frequent in Spain than in the United States, with the exception of racial discrimination. It is associated with exceeding weekly duty-hour. It is necessary to know these problems and to avoid them in order to improve work environment of General Surgery training period.     

Impact of the intersection of anaesthesia and gender on burnout and mental health,illustrated by the COVID-19 pandemic

Physician burnout and poor mental health are prevalent and often stigmatised. Anaesthetists may be at particular risk and this is further increased for women anaesthetists due to biases and inequities within the specialty. However, gender-related risk factors for and experiences of burnout and poor mental health remain under-researched and under-reported. This negatively impacts individual practitioners, the anaesthesia workforce and patients and carries significant financial implications. We discuss the impact of anaesthesia and gender on burnout and mental health using the COVID-19 pandemic as an example illustrating how women and men differentially experience stressors and burnout. COVID-19 has further accentuated the gendered effects of burnout and poor mental health on anaesthetists and brought further urgency to the need to address these issues. While both personal and organisational factors contribute to burnout and poor mental health, organisational changes that recognise and acknowledge inequities are pivotal to bolster physician mental health.     

Gender,social support,and PTSD in victims of violent crime

Gender differences in social support levels and benefits were investigated in 118 male and 39 female victims of violent crime assessed for PTSD symptomatology 1 and 6 months postcrime. Within 1 month postcrime both genders reported similar levels of positive support and support satisfaction, but women reported significantly more negative responses from family and friends. Women also reported an excess of PTSD symptoms that was similar at 1 and 6 months postcrime, and negative responses mediated the relationship between gender and later symptoms. Overall negative response and support satisfaction, but not positive support, were significantly associated with PTSD symptoms. However, the effects of support satisfaction and negative response on 6-month symptoms were significantly greater for women than men. The findings are consistent with previous studies of predominantly female assault victims concerning the stronger impact of negative over positive support, and might help explain women's higher PTSD risk in civilian samples.     

Perceived obstacles to career success for women in academic surgery

HYPOTHESIS: We conducted this study to determine whether concerns expressed by male and female surgeons at 1 academic center are generally reflective of broader concerns for academic surgery and academic medicine. We reviewed published studies concerning women in academic surgery within the context of reporting the results of a survey of both male and female surgeons at 1 academic center. DATA SOURCES: We developed a survey that included demographic information, work experience, and social issues. The survey was distributed to the entire faculty. For key questions, we compared answers between male and female faculty. Additional data came from the published literature. STUDY SELECTION: We reviewed all available studies identified by a MEDLINE search with key words women and academic and medicine or physician. Included studies contained either data collection or editorial comment concerning women in academic medicine. DATA EXTRACTION: Data and opinions from all included studies paralleling survey questions were extracted from each article. DATA SYNTHESIS: Male and female faculty members reported different experiences and perceptions, specifically relating to relationships between family and professional life and perceptions of subtle sex-related biases. Both men and women reported insufficient mentoring and difficulties in balancing personal and professional responsibilities. CONCLUSIONS: Attitudes, behaviors, and traditions surrounding how we structure work and evaluate participation in academic surgery are more difficult to change than just addressing obvious inequities in support for female surgeons. However, attempting the deeper changes is worthwhile, because addressing obstacles faced by female faculty, many of which also affect men, will allow progress toward environments that attract and retain the best physicians, regardless of sex.