Annals of surgery · 2026
What Factors Drive Female Surgeons to Change Jobs or Leave Medicine Altogether?
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Brierley Stephanie F, Heller Kathleen, Leeuwen Kathleen van, Grimsby Gwen M
Аннотация
OBJECTIVE: To explore reasons female surgeons change jobs or leave medicine entirely.
SUMMARY OF BACKGROUND DATA: Only a quarter of physicians in surgical specialties are female. Identifying reasons for career dissatisfaction is crucial to improve retention.
METHODS: An anonymous survey was distributed via private female physician social media groups (physician credentials required) and email communication from 2/2024 to 5/2024. Respondents' demographics, personal and professional characteristics, and job transitions were collected. Respondents who have not changed jobs or left medicine were excluded. Respondents were categorized into female surgeons or female nonsurgeons, and responses were compared between the 2 groups.
RESULTS: A total of 593 surveys were included: 170 (28.7%) female surgeons and 423 (71.3%) female nonsurgeons. Among surgeons, 10 (5.9%) left medicine and 167 (99.4%) changed jobs at least once. Compared with nonsurgeons, surgeons were more frequently non-Hispanic/Latino ethnicity (97.6% vs. 92.3%, P=0.016), more frequently completed fellowship training (58.8% vs. 40.4%, P<0.001), and a higher proportion currently worked in an academic clinical job (44.1% vs. 30%, P=0.002). All other demographics, personal and professional characteristics were comparable between the 2 groups. Surgeons more frequently identified pay inequity (5.3% vs. 1.2%, P=0.005) and harassment/bullying/discrimination (15.3% vs. 6.4%, P<0.001) as the primary reasons for their job change, while nonsurgeons more frequently cited long hours (39.5% vs. 28.7%, P=0.015).
CONCLUSIONS: Pay inequity and harassment/bullying/discrimination emerged as primary factors driving job changes among female surgeons compared with nonsurgeons. Nearly half of all surgeons indicated an improved work environment and culture could have prevented them from leaving. Efforts are needed to address these concerns and improve retention.
LEVEL OF EVIDENCE: Level III.
SUMMARY OF BACKGROUND DATA: Only a quarter of physicians in surgical specialties are female. Identifying reasons for career dissatisfaction is crucial to improve retention.
METHODS: An anonymous survey was distributed via private female physician social media groups (physician credentials required) and email communication from 2/2024 to 5/2024. Respondents' demographics, personal and professional characteristics, and job transitions were collected. Respondents who have not changed jobs or left medicine were excluded. Respondents were categorized into female surgeons or female nonsurgeons, and responses were compared between the 2 groups.
RESULTS: A total of 593 surveys were included: 170 (28.7%) female surgeons and 423 (71.3%) female nonsurgeons. Among surgeons, 10 (5.9%) left medicine and 167 (99.4%) changed jobs at least once. Compared with nonsurgeons, surgeons were more frequently non-Hispanic/Latino ethnicity (97.6% vs. 92.3%, P=0.016), more frequently completed fellowship training (58.8% vs. 40.4%, P<0.001), and a higher proportion currently worked in an academic clinical job (44.1% vs. 30%, P=0.002). All other demographics, personal and professional characteristics were comparable between the 2 groups. Surgeons more frequently identified pay inequity (5.3% vs. 1.2%, P=0.005) and harassment/bullying/discrimination (15.3% vs. 6.4%, P<0.001) as the primary reasons for their job change, while nonsurgeons more frequently cited long hours (39.5% vs. 28.7%, P=0.015).
CONCLUSIONS: Pay inequity and harassment/bullying/discrimination emerged as primary factors driving job changes among female surgeons compared with nonsurgeons. Nearly half of all surgeons indicated an improved work environment and culture could have prevented them from leaving. Efforts are needed to address these concerns and improve retention.
LEVEL OF EVIDENCE: Level III.