Diversity and Discrimination at the Workplace - A Survey of the Members of the Pediatric Orthopaedic Society of North America.

Background: The Pediatric Orthopaedic Society of North America (POSNA) has a large and diverse membership of orthopaedic surgeons, providing valuable information on their experiences with discrimination, bullying, sexual harassment, and harassment (DBSH) within the field of orthopaedic surgery. Purpose: The purpose of this study is to survey POSNA members on their experiences with DBSH while collecting demographic data within POSNA. This information will help to deconstruct obstacles to success, inform JEDI (Justice, Equity, Diversity, and Inclusion) initiatives by tracking demographics, and prevent the perpetuation of DBSH within our field. Methods: This study was designed as a cross-sectional survey. The study was exempt from the Institutional Review Board (IRB) review and approved by POSNA. The survey was constructed in Research Electronic Data Capture (REDCap) and distributed online through the POSNA emailing list. The 43-item survey included questions on demographics, workplace culture, and experiences of DBSH at the workplace. The Kruskal-Wallis test was performed to determine statistical significance for responses to workplace culture, and the significance level was set at Results: The survey received 127 responses out of 1551 members of POSNA (8% response rate). On a Likert scale of 1-5, denoting a spectrum of strongly disagree to strongly agree respectively, women reported a statistically significant lower score than men on questions about workplace culture, such as feelings of fair treatment toward women, underrepresented minorities, and members of the LGBTQ community at their institution. Out of the 127 responses, 53 respondents provided further information on personal DBSH experiences. Among the DBSH experiences, hurtful and/or humiliating comments (30/53, 56.6%), exclusion from social events (22/53, 41.5%), and feelings of intimidation (22/53, 41.5%) most frequently occurred. Conclusions: Members of POSNA generally agree that their workplace encourages diversity and inclusion, adequately addresses DBSH, and fairly treats women, underrepresented minorities, and members of the LGBTQ community. However, instances of DBSH continue to occur in the workplace as reported by the respondents. Therefore, JEDI initiatives within the field of orthopaedic surgery must be continuously addressed to promote a culture of safety where members feel comfortable, make meaningful connections, and contribute to the success of the society. Key Concepts: (1)Physician diversity, especially in orthopaedic surgery, has been shown to be lacking.(2)Orthopaedic surgeons of diverse backgrounds can offer insight into how to address barriers to diversity and inclusion through their lived experiences of discrimination, harassment, and bullying.(3)Tracking the changing demographics of orthopaedic surgery societies over time will serve as a marker for diversity and inclusion efforts. Level of Evidence: Level II.