• Shannon M Ruzycki, Pamela Roach, Jayna Holroyd-Leduc, Cheryl Barnabe, and Sofia B Ahmed.
• Department of Medicine, Cumming School of Medicine, University of Calgary, Calgary, AB, Canada. Shannon.Ruzycki@ucalgary.ca.
• J Gen Intern Med. 2023 Jan 1; 38 (1): 165175165-175.

BackgroundThe prevalence of harassment and discrimination in medicine differs by race and gender. The current evidence is limited by a lack of intersectional analysis.ObjectiveTo evaluate the experiences and perceptions of harassment and discrimination in medicine across physicians stratified by self-identified race and gender identity.DesignQuantitative and framework analysis of results from a cross-sectional survey study.ParticipantsPracticing physicians in the province of Alberta, Canada (n=11,688).Main MeasuresParticipants completed an instrument adapted from the Culture Conducive to Women's Academic Success to capture the perceived culture toward self-identified racial minority physicians (Black, Indigenous, and People of Color (BIPOC)), indicated their perception of gender inequity in medicine using Likert responses to questions about common experiences, and were asked about experiences of reporting harassment or discrimination. Participants were also able to provide open text comments.Key ResultsAmong the 1087 respondents (9.3% response rate), 73.5% reported experiencing workplace harassment or discrimination. These experiences were least common among White cisgender men and most common among BIPOC cisgender women (52.4% and 85.4% respectively, p<0.00001). Cisgender men perceived greater gender equity than cisgender women physicians, and White cisgender men physicians perceived greatest racial equity. Participant groups reporting the greatest prevalence of harassment and discrimination experiences were the least likely to know where to report harassment, and less than a quarter of physicians (23.8%) who had reported harassment or discrimination were satisfied with the outcome. Framework analysis of open text responses identified key types of barriers to addressing racism, including denial of racism and greater concern about other forms of discrimination and harassment.ConclusionsOur results document the prevalence of harassment and discrimination by intersectional identities of race and gender. Incongruent perceptions and experiences may act as a barrier to preventing and addressing harassment and discrimination in the Canadian medical workplace.© 2022. The Author(s), under exclusive licence to Society of General Internal Medicine.

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