Table 4.

Responses to WEPs Modified Tool for Division Chairs

Question	Subquestions	N
Does your Plastic Surgery division have a gender nondiscrimination and equal opportunity policy?
Yes		5
No		1
I am not aware		2
Other		1
		“The University does. There is not one specific for Plastic Surgery”
Does your Plastic Surgery division have an approach to ensure gender nondiscrimination and equal opportunity in recruitment processes?
Yes		6
No		1
I am not aware		1
For yes	Forbid inquiring about the status or plans of the following: marriage, pregnancy, or care responsibilities, during the interview process	6
	Have due diligence and remediation processes to identify and address violations of recruitment policies that are based on gender discrimination	4
	Has a designated person on the selection committee who oversees gender selection bias/gender discrimination	1
	Takes proactive steps to recruit women at all levels	4
	Takes proactive steps to recruit women in traditionally underrepresented roles	2
	Ensure gender-balanced interview panels during selection processes	2
	Ensure that both women and men candidates are shortlisted for interviews	3
	Ensure job descriptions use gender neutral language and images	6
	Ensures all staff on selection committees participate in unconscious bias training	1
Does your Plastic Surgery division have an approach to ensure gender nondiscrimination and equal opportunity in professional development and promotion processes?
Yes		2
No		1
I am not aware		3
Other		1
		“We are required to follow regulations from our department, Faculty of Medicine, and provincial health authority”
For yes	Mentoring program(s) with specific support for women	1
	Leadership coaching with specific support for women	0
	Access to professional networks (internal and/or external) with special support for women	0
	Development trainings and educational opportunities with specific support for women	0
	Specific programs to build the pipeline of qualified women for leadership level opportunities	0
Does your Plastic Surgery division have leadership commitment and support for gender equality and women’s empowerment?
Yes		5
No		1
I am not aware		1
For yes	Communicates the relevance of gender equality and women’s empowerment	4
	Identifies areas where further improvements can be made	3
	Includes a rationale for prioritizing gender	0
	Articulates the link between gender equality and other areas of medical and surgical performance	0
	Advocates for gender equality and women’s empowerment in education and research forums	3
Does your Plastic Surgery division have an approach to offer and support paid maternity/paternity/caregiver leave?
Yes		2
No		3
I am not aware		2
Other		“We have a mechanism for recruitment of locum coverage, and our provincial medical association has maternity/paternity benefits.”
Does your Plastic Surgery division have an approach to support (nonfinancially) members as parents and/or caregivers?
Yes		2
No		2
I am not aware		1
Other		2
For yes	Provides support and encouragement to take maternity/paternity/caregiver leave	2
	Provides mentorship/succession planning before going on maternity/paternity/caregiver leave	0
	Provides an option for a phased return to work after maternity/paternity/caregiver leave	1
	Provides referrals/recommendations for childcare	0
	Has protected time for breast feeding or pumping	0
	Provides breastfeeding/pumping rooms that are clean and safe	0
	Offers time off to attend healthcare appointments with dependents	0
	Conducts member surveys to determine if parental and caregiver support meets member needs	0
Does your Plastic Surgery division have an approach to accommodate the work/life balance of all members?
Yes		1
No		3
I am not aware		1
Other		2
For yes	Addresses work/life balance for men and women	1
	Offers flextime	1
	Offers peer mentoring	0
	Offers modified program options	0
	Addresses wellness	1
Comments
	“Equality needs to be provided to all members regardless of gender, race etc. Any approach to address inequalities of the past should not come at the expense of discriminating against current members.”
	“Significant progress but still a long ways away: no maternity policy, parental leave or hiring policy”
	“University and departmental policies are very restrictive regarding job accommodation (no part-time appointments or job sharing permitted).”
	“I strive to pay close attention to this as a division issue and would hope that PRS is an exemplar compared to other surgical specialties—it continues to be a work in progress—diversity is a big issue that permeates the selection process for residents but we have 65% female in the program—at a leadership level this continues to be a challenge”
	“This is an extremely important issue. I think many believe this ‘battle was won’ years ago and therefore there is nothing else that needs to be done. In fact, I think a renewed commitment to these issues needs to be made.”