Survey Reveals Key Insights on Diversity and Inclusion within ESCRS

The ESCRS Inclusivity Programme has released the findings of a members survey conducted between April and July aimed at helping identify barriers to inclusion and diversity within the Society. 

Under the guidance of ESCRS President Filomena Ribeiro and BOSS (Building Our Sustainable, inclusive Society) Working Group Chair Mor Dickman, the ESCRS Inclusivity Programme intends to gather essential data on the Society’s membership. “As a scientific society, it is beneficial to base our findings on data,” explained Dickman. “We looked at this survey as a baseline measurement. It gives us facts to discuss, not just perceptions. Hopefully, we can revisit it in the future to see how things change.”

The team identified a relevant survey from the British Hip Society, which aligned with the objectives of the Inclusivity Programme. After securing permissions to adapt the survey, it was distributed to ESCRS members in April.

“It was very difficult to find a survey from a surgical society,” Dickman noted. “It’s good to have a tool that’s been developed and already validated and published. Surveys like this are common in the United States, but in Europe, we just don’t have the data yet.”

Key survey findings

The survey participants predominantly hailed from Europe (68.1%), with smaller representations from Asia (11.8%), North America (10.5%), and other continents. The average age was 52 years, with the majority (54.1%) between 45 and 64. The gender distribution revealed a male majority (66.8% male to 32.8% female). Additional key insights include religious affiliations (57.6% Christian), sexual orientation (87.3% heterosexual), and current position held (52.8% identified as a fully qualified ophthalmic surgeon in private practice).

One of the pivotal survey questions explored whether members had faced barriers related to equality or diversity in their progression within ophthalmology. A notable majority (71%) indicated they had not encountered such barriers; among those who had, 49% said they had experienced gender discrimination, 39% cited limited access to training, and 33% mentioned age as a factor.

It is also noteworthy that among those who reported encountering challenges, the majority came from underrepresented groups: 44% of women reported challenges compared to 22% of men, and 49% of those between 25 and 45 reported issues compared to only 5.9% of those 65 to 84. Additionally, African respondents, those with other sexual orientations, and Hindu respondents were more likely to report facing barriers.

“We see a group that thinks there are no issues and a group that thinks there are issues,” explained Dickman. “Generally, the groups that think there are issues are those experiencing them. We are in a field where people are highly educated, and it is very disturbing to see that in 2024 there is still an issue with inclusivity in this industry. It is a problem if one in every three people is experiencing such difficulties.”

The survey revealed many respondents are satisfied with the progress ESCRS has made towards fostering an environment where members are encouraged to contribute, innovate, and lead regardless of gender, ethnicity, sexual orientation, or physical disability. “People really feel at home within ESCRS; they see it as a network where they can connect with their friends and feel included in discussions,” Dickman said. “But while people recognise that our members are quite happy within ESCRS in general, it doesn’t mean they are getting the opportunities they deserve outside of the Society.”

Within the survey, respondents were invited to provide feedback on how ESCRS could foster a more inclusive environment. Their suggestions included increasing diversity and inclusion in leadership positions and panels, promoting geographic and cultural representation, expanding networking and mentorship opportunities, increasing social and interactive events, making the events more affordable and accessible, improving communication channels, incorporating interactive sessions, and openly acknowledging the need for these improvements.

“This is a long process, and we are just at the start of it,” Dickman stated. “We are really setting the building blocks. We are making sure this year that we recognise this is an important issue we need to work on.

“One of our responsibilities is to prepare our future leaders and help them get training in this area so they can create a more inclusive environment,” Dickman said. “It’s very enriching, but we also don’t want it to be perceived as imposing. We really want to engage people to make them understand how these things work and what they can do to negate it.”