Gender and Race/Ethnicity dynamics in anesthesiology mentorship: results of a European survey

• Published in: BMC anesthesiology Vol. 24; no. 1; pp. 1 - 10
• Main Authors: Gisselbaek, Mia, Marsh, Becki, Soriano, Laura, Jackman, Sophie, Seidel, Laurence, Albert, Adelin, Matot, Idit, Coppens, Steve, Narouze, Samer, Barreto Chang, Odmara L, Saxena, Sarah
• Format: Journal Article
• Language: English
• Published: London BioMed Central Ltd 06.09.2024; BioMed Central; BMC
• Subjects: Anesthesia; Anesthesiology; Career advancement; Demographics; Education; Ethnicity; Gender; Gender equality; Investigations; Medical personnel; Mentors; Mentorship; Minority & ethnic groups; Questionnaires; Sociodemographics; Surveys; Workplace multiculturalism
• ISSN: 1471-2253; 1471-2253
• DOI: 10.1186/s12871-024-02692-6

Background Mentorship is crucial to career advancement, medical education, and psychosocial support, especially for women and minorities. Although anesthesia mentoring programs have shown promise, there are no survey data regarding mentor-mentee relationship dynamics. This study aimed to explore the dynamics of the anesthesia mentor/mentee relationship. Methods A open cross-sectional web-based survey was distributed by the European Society of Anesthesiology and Intensive Care and European Society of Regional Anesthesia to European anesthesiologists. Participation was anonymous and consent was obtained. The study evaluated responses relating to preferences, facilitators, and barriers to mentorship relationships along with sociodemographic information. Results In total, 543 anesthesiologists responded to the survey, and 406 (111 mentees, 49 mentors, 193 both, 53 neither) responded to questions regarding mentorship. 184 anesthesiologists identified as woman and 22 as other genders (non-binary, transgender, gender-fluid, and self-described gender). Moreover, 250 anesthesiologists identified as white. Both mentors and mentees indicated that personal compatibility was the most important factor for successful mentorship. Barriers to mentorship included time consumption and perceived lack of interest from the mentor and mentee. Both mentors and mentees benefited from this relationship. The former reported feeling helpful, and the latter supported the development of clinical skills. The mentors indicated that their participation was important for protecting against burnout/exhaustion and impostor syndrome. Participants reported a preference for mentorship programs organized at the departmental level, offered at the start of the anesthesiology education curricula. Women were more likely to feel a 'lack of interest' in mentoring them as a barrier (OR = 2.49, P = 0.033). Gender was a barrier for mentors of other genders (OR = 23.9, P = 0.0027) and ethnicity (OR = 48.0, P = 0.0023). White mentees found gender (OR = 0.14, P = 0.021) and ethnicity (OR = 0.11, P = 0.048) to be less important barriers to successful mentorship relationship. Conclusion When possible, programs should prioritize matching mentors and mentees based on personal compatibility and experience in the mentee's area of interest. Addressing the perceived lack of interest in mentoring is essential for promoting diversity, equality, and inclusion within anesthesiology, as well as and uplifting women and minorities. Trial registration Clinicaltrials.gov identifier: NCT05968339, First posted (01/08/2023). Keywords: Mentorship, Anesthesia, Education, Gender, Ethnicity