New Rules Crack Down on Bad Behavior at Medical Conferences

No, it isn’t what you think – this is more of a don’t be a jerk kind of initiative.

So, in a bold move to address unprofessional conduct —the Society of Thoracic Surgeons (STS) and the European Association for Cardio-Thoracic Surgery (EACTS) —have introduced groundbreaking policies aimed at curbing disrespectful behavior at their conferences.

The STS Policy for Respectful Scholarly Discourse comes in response to shocking (not really though) findings about behavior at medical conferences, particularly the disproportionate impact on women and underrepresented groups. As the medical field grapples with issues of bias and misconduct, these policies serve as a model for other industries— medical spas, aesthetic medicine, and others that have people in them —to prioritize professionalism and mutual respect.

The Problem: Data Reveals Disparities

Research presented at recent medical conferences paints a stark picture of unprofessional behavior:

• Interruptions: Women were interrupted nearly twice as often as men (13% vs. 7.7%), according to observations at past events.
• Titles Matter: Female attendees were far more likely to be addressed by incorrect or inappropriate titles (45% vs. 25% for men).
• Bullying and Harassment: Trainees, women, and ethnic minority physicians reported higher rates of bullying, harassment, and undermining behaviors. In one UK-based study, cardiology trainees experienced bullying at nearly double the rate of other medical specialties.
• Microaggressions: Subtle but harmful actions—like dismissive comments, deliberate exclusion, or gaslighting—were also prevalent.

“These disparities aren’t just numbers—they reflect real experiences that affect people’s careers and well-being… We need to hold everyone to the same high standard of professionalism.”

said Mara Antonoff, MD, a thoracic surgeon at MD Anderson Cancer Center who led the STS policy working group.

The Solution: Clear Policies for Respectful Conduct

Both STS and EACTS have rolled out detailed policies to address these issues head-on.

Key features include:

• Code of Conduct: A clear outline of expected behaviors, with examples of what constitutes disruptive conduct—from verbal abuse to microaggressions.
• Reporting Mechanisms: Attendees can report incidents directly to senior leadership, who are empowered to investigate and take action, including mediation or training.
• Focus on Education: The policies emphasize training and awareness to promote good behavior rather than simply penalizing bad behavior.

Notably, these policies apply specifically to events, meetings, and committees organized by the societies—not clinical or institutional settings. However, they set a powerful example for other professional organizations to follow.

“We realized we didn’t have a policy in place to deal with this… “=Now, we’re signaling how seriously we take these issues by providing direct access to leadership to resolve them.”

said Brendan Eley, CEO of EACTS.

Good on You, But Let’s Not Act Like This Was Rocket Science

Hats off to the Society of Thoracic Surgeons (STS) and the European Association for Cardio-Thoracic Surgery (EACTS) for finally putting some rules in place to curb bad behavior at conferences.

But let’s be real here: Did we really need a study to tell us that women get interrupted more than men (13% vs. 7.7%) or that they’re more likely to be addressed by the wrong title (45% vs. 25%)? Any woman who’s ever been in a professional setting could’ve told you that—for free.

That said, Dr. Mara Antonoff is the one who stepped up to the plate.

When asked about the goals of the new policy, Dr. Antonoff didn’t mince words:

“The next step is to make sure the improvement in behavior doesn’t dwindle away,” she said. “The intent is not to penalize people who make mistakes, but to hold everyone to higher levels of professional conduct.”

Why Dr. Antonoff Is a Rock Star

Let’s take a moment to appreciate Dr. Antonoff’s leadership here. She didn’t just identify a problem—she created a solution. Her emphasis on accountability without punishment is refreshing. As human we make lots and lots of mistakes; what matters is how we learn from them and grow.

By focusing on education, clear expectations, and mutual respect, she’s set a gold standard for how professional organizations can address systemic issues without alienating their members.

Plus, her straightforward advice—“Don’t interrupt anyone, call everyone by the right name”—is the kind of no-nonsense wisdom we need more of in leadership. She’s not asking for perfection; she’s asking for effort. And honestly, if more people took that approach, we’d all be better off.