Perceptions of Institutional Engagement and Inclusion by Sexual Orientation and Gender Identity

作者：Stefanie N. Hinkle, Chelsea C. Okeh, Ernesto Ulloa‐Pérez, Ashika Mani, Eve J. Higginbotham, Rosemary Thomas, Matthew D. Kearney, Corrinne Fahl, Enrique F. Schisterman, Shefali S. Verma, Roy Hamilton, Sunni L. Mumford · 发表于：JAMA Network Open · 年份：2025 · DOI：10.1001/jamanetworkopen.2025.13772 · 被引用次数：4 · 研究领域：Diversity and Career in Medicine、LGBTQ Health, Identity, and Policy、Counseling Practices and Supervision

Importance: There is a paucity of research regarding the experiences of self-identified lesbian, gay, bisexual, and transgender (LGBT+) individuals in academic medicine. Objective: To examine LGBT+ individuals' perceptions of institutional engagement and workplace inclusivity. Design, Setting, and Participants: In this survey study, in 2015, 2018, 2021, and 2023, the Diversity Engagement Survey (DES) supplemented with specific questions about LGBT+ visibility and engagement in the workplace was sent to faculty, students and trainees, and staff at a single academic medical center in Pennsylvania. Exposures: Sexual orientation was self-identified as heterosexual; lesbian, gay, or bisexual [LGB]; or other. Gender identity was self-identified as men; transgender, queer, or nonbinary [TQNB]; women; or other or unknown. Main Outcomes and Measures: Workplace culture inclusivity was assessed using 8 validated DES constructs summarized into 3 scores: perceptions of shared vision and purpose, camaraderie, and appreciation of contributions to the institution. Three questions evaluated statements about institutional welcoming of LGBT+ individuals, comfort working with LGBT+ colleagues, and LGBT+ institutional visibility. Potential attrition was assessed through a question about job change considerations due to inappropriate, disruptive, or unprofessional behavior by a coworker or supervisor. Results were weighted to account for nonresponse. Results: Among 23 708 respondents (15.9% of app...