401 Pathology Faculty Perspectives on Wellness and Inclusion: Insights into Institutional Practices and Priorities

Introduction/Objective Pathologists, PhD Clinical Scientists, and laboratory medicine professionals play a vital role in healthcare by diagnosing diseases and guiding treatment decisions. While the profession is incredibly important, the work can be emotionally taxing. Stress, anxiety, and burnout are increasingly common, especially in this era of workforce shortage. The 2018 American Society for Clinical Pathology (ASCP) burnout survey reported 53.4% of laboratory professionals stated experiencing significant stress at work and 85.3% shared being burnt out. Similarly, the 2023 Medscape Pathologist Lifestyle, Happiness & Burnout Report reported a decline in the number of pathologists being happy outside of work from 85% before the COVID-19 pandemic to 62% afterward. Burnout, high workload, and misalignment of professional impact not only individual well-being but also team dynamics and departmental effectiveness. Addressing these concerns is essential for sustaining a healthy and productive work environment that promotes individuals to thrive. To explore these issues locally, this survey assessed perceptions of wellness, inclusion, and workplace satisfaction among faculty and staff in the Department of Pathology at the University of Pittsburgh Medical Center (UPMC). The goal is to identify areas of strength and opportunities for meaningful change, with the broader aim of fostering a more supportive and inclusive workplace culture. Methods/Case Report An anonymous, voluntary survey was distributed to faculty and staff in the Department of Pathology at the University of Pittsburgh Medical Center (UPMC) using Microsoft Forms. The survey included 16 quantitative items rated on a 5-point Likert scale, where the score of 1 represented strong dissatisfaction and 5 represented strong agreement. In addition, the survey included open-ended questions designed to capture more detailed, personal insights. To preserve confidentiality, questions were intentionally broad and non-identifying, and individual answers were aggregated. The survey explored several key domains: work environment, teamwork and collaboration, workload satisfaction and compensation, leadership transparency and trust, professional growth and development, level of innovation and creativity, diversity and inclusion, burnout, and work-life integration. Data were analyzed in a blinded manner, with no access to individual respondent identities. This approach ensured that results could not be linked to any one person and helped foster an atmosphere of trust, encouraging honest feedback without fear of retaliation. Survey findings were reviewed and interpreted in aggregate, and results were initially shared with departmental leadership. These insights will inform future initiatives and will be addressed in an upcoming faculty-wide meeting to foster open dialogue and guide improvements in workplace culture, wellness, and inclusion. Results Respondents included 69 faculty members from Anatomic Pathology (AP), Clinical Pathology (CP), Molecular Pathology, and Informatics, with the majority employed at UPMC for five or more years. Sixty-eight percent (68%) reported satisfaction with collaboration, indicated by scores of 4 or 5 out of 5. In contrast, 45% expressed dissatisfaction with their workload, giving scores of 1 or 2. Forty-one percent (41%) felt that diverse perspectives are actively considered in departmental decision-making. Sixty-seven percent (67%)—including 23 who somewhat agreed and 23 who strongly agreed—believed the department reflects the diversity of the community it serves. Qualitative comments highlighted the need for more flexible scheduling options and a reduction in administrative burdens. Suggestions for diversity and inclusion initiatives included exploring both external and internal opportunities, such as increased outreach to underrepresented groups, structured mentorship programs, and more inclusive decision-making within the department—particularly involving junior faculty. More than half of respondents reported satisfaction with overall compensation, professional development, opportunities for growth, facilities and resources. Work-related, self-reported burnout remains a concern, with 43% (30 of 69 respondents) indicating it affects their overall wellness. Wellness-related recommendations emphasized the importance of improved staffing, clearer communication, greater transparency from departmental leadership, and implementation of faculty recognition programs. Conclusion These results offer valuable direction for targeted improvements in workplace culture, wellness, and inclusion within the Department of Pathology. Survey findings highlighted strong appreciation for the department’s collegial environment and its robust wellness, health equity, diversity, and inclusion initiatives. However, concerns about work-life integration, overall support, and compensation remain prominent. In response, the department is pursuing several key initiatives. These include implementing flexible work policies, expanding wellness programs, reducing administrative burdens, and addressing workload concerns in specific divisions. Leadership has also committed to enhancing transparency and recognizing staff contributions more consistently. In addition, faculty will focus on strengthening recruitment and retention of individuals from underrepresented backgrounds in science and medicine through targeted outreach and formal mentorship programs. Addressing these findings with focused, measurable interventions has the potential to improve job satisfaction, promote inclusivity, and foster a sustainable culture of well-being. These efforts are not only essential for supporting individual wellness, but also for enhancing team dynamics, faculty engagement, and overall departmental performance. By building on the strengths identified in the survey and responding to areas of concern, the department can continue to evolve as a supportive, inclusive, and high-performing academic and clinical environment.