"Is it possible to change the whole system? I hope so": a UK national survey on workplace behaviors and burnout in Gynecologic Oncology.

Abstract

Objective: From incivility to bullying and harassment, poor workplace behavior covers a spectrum of behaviors. As many as 1 in 3 health professionals report experiencing bullying, costing the National Health Service £2.28 billion per year due to increased sickness, higher employee turnover, litigation, and lost productivity. This national survey highlighted the reality of workplace behavior and burnout in Gynecologic Oncology in the United Kingdom.

Methods: An online peer-reviewed survey was distributed to all British Gynaecological Cancer Society members using Microsoft Forms. The survey ran from October 4 to November 16, 2024. Results were analyzed using Microsoft Excel (v 16.89).

Results: A total of 118 responses were received from 691 British Gynaecological Cancer Society members (17% response rate). Seventy-eight percent (92/118) of respondents had experienced poor workplace behaviors in the last 12 months. The most common behaviors reported were persistent attempts to belittle and undermine work (55%, 65/118), freezing out/ignoring/excluding (41%, 48/118), and undue pressure to produce work (42%, 50/118). High levels of burnout were reported, with 79% (93/118) finding work emotionally exhausting and 58% (69/118) feeling burned out by their work. Teamwork is particularly important within Gynecologic Oncology; however, 24% (28/118) felt that people are rejected for being different, and 14% (16/118) felt mistakes are held against them. Subspecialty trainees, women, and ethnic minorities experienced the worst workplace behavior compared to other groups.

Conclusions: Gynecologic Oncology team members experience persistent incivility, bullying, and poor psychological safety in the workplace. Burnout levels in Gynecologic Oncology exceed those seen in other specialties. This survey provides key insights into Gynecologic Oncology workplace culture, laying the groundwork to develop meaningful solutions to improve team culture, reduce attrition, and protect staff well-being and patient outcomes.