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Odunga SA, Odero HO, Syonguvi J, Mbuthia M, Tanaka S, Kiwuwa-Muyingo S, Kadengye DT. "Our program manager is a woman for the first time": perceptions of health managers on what workplace policies and practices exist to advance women's career progression in the health sector in Kenya. Int J Equity Health 2024; 23:148. [PMID: 39080665 PMCID: PMC11287920 DOI: 10.1186/s12939-024-02235-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2024] [Accepted: 07/18/2024] [Indexed: 08/03/2024] Open
Abstract
BACKGROUND Existing evidence suggests that organisation-level policies are important in enabling gender equality and equity in the workplace. However, there is little research exploring the knowledge of health sector employees on whether policies and practices to advance women's career progression exist in their organisations. In this qualitative study, we explored the knowledge and perspectives of health managers on which of their organisations' workplace policies and practices contribute to the career advancement of women and their knowledge of how such policies and practices are implemented and monitored. METHODS We employed a purposive sampling method to select the study participants. The study adopted qualitative approaches to gain nuanced insights from the 21 in-depth interviews and key informant interviews that we conducted with health managers working in public and private health sector organisations. We conducted a thematic analysis to extract emerging themes relevant to advancing women's career progression in Kenya's health sector. RESULTS During the interviews, only a few managers cited the policies and practices that contribute to women's career advancement. Policies and practices relating to promotion and flexible work schedules were mentioned most often by these managers as key to advancing women's career progression. For instance, flexible work schedules were thought to enable women to pursue further education which led to promotion. Some female managers felt that women were promoted to leadership positions only when running women-focused programs. There was little mention of capacity-building policies like training and mentorship. The health managers reported how policies and practices are implemented and monitored in general, however, they did not state how this is done for specific policies and practices. For the private sector, the health managers stated that implementation and monitoring of these policies and practices is conducted at the institutional level while for the public sector, this is done at the national or county level. CONCLUSIONS We call upon health-sector organisations in Kenya to offer continuous policy sensitisation sessions to their staff and be deliberate in having supportive policies and other pragmatic interventions beyond policies such as training and mentorship that can enable women's career progression.
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Affiliation(s)
| | | | | | | | | | | | - Damazo T Kadengye
- African Population and Health Research Center, Nairobi, Kenya
- Department of Economics and Statistics, Kabale University, Kabale, Uganda
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Mucheru D, McAuliffe E, Kesale A, Gilmore B. A rapid realist review on leadership and career advancement interventions for women in healthcare. BMC Health Serv Res 2024; 24:856. [PMID: 39069605 DOI: 10.1186/s12913-024-11348-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/22/2024] [Accepted: 07/23/2024] [Indexed: 07/30/2024] Open
Abstract
Women represent 70% of the global health workforce but only occupy 25% of health and social care leadership positions. Gender-based stereotypes, discrimination, family responsibilities, and self-perceived deficiencies in efficacy and confidence inhibit the seniority and leadership of women. The leadership inequality is often compounded by the intersection of race and socio-economic identities. Resolving gender inequalities in healthcare leadership brings women's expertise to healthcare decision making, which can lead to equity of healthcare access and improve healthcare services. With the aim of enhancing women's advancement to leadership positions, a rapid realist review (RRR) was conducted to identify the leadership and career advancement interventions that work for women in healthcare, why these interventions are effective, for whom they are effective, and within which contexts these interventions work. A RRR ultimately articulates this knowledge through a theory describing an intervention's generative causation. The Realist and Meta-narrative Evidence Syntheses: Evolving Standards (RAMESES) for conducting a realist synthesis guided the methodology. Preliminary theories on leadership and career advancement interventions for women in healthcare were constructed based on an appraisal of key reviews and consultation with an expert panel, which guided the systematic searching and initial theory refinement. Following the literature search, 22 studies met inclusion criteria and underwent data extraction. The review process and consultation with the expert panel yielded nine final programme theories. Theories on programmes which enhanced leadership outcomes among women in health services or professional associations centred on organisational and management involvement; mentorship of women; delivering leadership education; and development of key leadership skills. The success of these strategies was facilitated by accommodating programme environments, adequacy and relevance of support provided and programme accessibility. The relationship between underlying intervention entities, stakeholder responses, contexts and leadership outcomes, provides a basis for underpinning the design for leadership and career advancement interventions for women in healthcare.
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Affiliation(s)
- Doreen Mucheru
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland.
| | - Eilish McAuliffe
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
| | | | - Brynne Gilmore
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
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van Niekerk SM, Mason-Mackay A, Eljazzar J, Albader L, Saied R, Qubaiah R, Latrous M. How are sex-gender differences in chair-and-desk-based postural variability explained? A scoping review. ERGONOMICS 2024:1-18. [PMID: 39042025 DOI: 10.1080/00140139.2024.2354395] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/24/2024] [Accepted: 05/07/2024] [Indexed: 07/24/2024]
Abstract
BACKGROUND Desk-work-related musculoskeletal pain is more prevalent among female workers than male workers. This may be contributed to by sex and/or gender differences in postural variability however, the mechanisms underpinning these differences are poorly understood. This review investigates whether desk-based postural variability studies investigate sex-gender differences and, how they explain the mechanisms behind these differences. METHODS A scoping review was conducted with four databases (PubMed, Embase, Scopus and ProQuest) searched in June and July 2023. Studies investigating postural variability among desk-based workers were included and a narrative approach used to synthesise results. RESULTS 15 studies were included. Only four reported on sex-gender differences. None collected psychological or social information to explore reasons for sex-gender differences. CONCLUSION The mechanisms behind postural variability differences between sexes and genders are complex and multifactorial. Studies largely do not consider sex and gender and do not collect the information necessary to explain their results.
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Affiliation(s)
- Sjan-Mari van Niekerk
- Department of Rehabilitation Sciences, College of Health Science Qatar University, Doha, Qatar
| | - Anna Mason-Mackay
- Department of Rehabilitation Sciences, College of Health Science Qatar University, Doha, Qatar
| | - Jana Eljazzar
- Department of Rehabilitation Sciences, College of Health Science Qatar University, Doha, Qatar
| | - Lujain Albader
- Department of Rehabilitation Sciences, College of Health Science Qatar University, Doha, Qatar
| | - Rahma Saied
- Department of Rehabilitation Sciences, College of Health Science Qatar University, Doha, Qatar
| | - Raneem Qubaiah
- Department of Rehabilitation Sciences, College of Health Science Qatar University, Doha, Qatar
| | - Mariem Latrous
- Department of Rehabilitation Sciences, College of Health Science Qatar University, Doha, Qatar
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Saville NM, Uppal R, Odunga SA, Kedia S, Odero HO, Tanaka S, Kiwuwa-Muyingo S, Eleh L, Venkatesh S, Zeinali Z, Koay A, Buse K, Verma R, Hawkes S. Pathways to leadership: what accounts for women's (in)equitable career paths in the health sectors in India and Kenya? A scoping review. BMJ Glob Health 2024; 9:e014745. [PMID: 39019545 PMCID: PMC11261739 DOI: 10.1136/bmjgh-2023-014745] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/04/2023] [Accepted: 06/03/2024] [Indexed: 07/19/2024] Open
Abstract
OBJECTIVES We aimed to capture evidence on enablers and barriers to improving equal opportunity and effective organisational interventions that can advance women's leadership in India and Kenya's health sectors. METHODS We systematically searched JSTOR, PubMed, SCOPUS and Web of Science databases, reference lists of selected articles and Google Scholar using string searches. We included studies that were published in English from 2000 to 2022 in peer-reviewed journals or grey literature, focused on paid, formal health professionals in India or Kenya, described factors relating to women's representation/leadership. RESULTS We identified 26 studies, 15 from India and 11 from Kenya. From each country, seven studies focused on nursing. Participants included women and men health sector workers. Seven studies used mixed methods, 11 were qualitative, 5 were quantitative and 3 were commentaries. Factors influencing women's career progression at individual/interpersonal levels included family support, personal attributes (knowledge/skills) and material resources. Factors at the organisational level included capacity strengthening, networking, organisational policies, gender quotas, work culture and relationships, flexibility, and work burden. Nursing studies identified verbal/sexual harassment and professional hierarchies as barriers to career progression. Structural barriers included a lack of infrastructure (training institutes and acceptable working environments). Normative themes included occupational segregation by gender (particularly in nursing), unpaid care work burden for women and gender norms. Studies of interventions to improve women's career progression and sex-disaggregated workforce data in India or Kenya were limited, especially on leadership within career pathways. The evidence focuses on enablers and barriers at work, rather than on organisations/systems to support women's leadership or address gender norms. CONCLUSIONS Women in India and Kenya's health sectors face multiple impediments in their careers, which impact their advancement to leadership. This calls for gender-transformative interventions to tackle discrimination/harassment, provide targeted training/mentorship, better parental leave/benefits, flexible/remote working, family/coworker support and equal-opportunity policies/legislation.
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Affiliation(s)
- Naomi M Saville
- Institute for Global Health, University College London, London, UK
- Global Health 50/50, Cambridge, UK
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Buse K, Liwanag HJ, Koay A, Kedia S, Kiwuwa-Muyingo S, Yoon SY, Hawkes S. Strengthening systems of accountability for women's leadership in the health sector. BMJ 2024; 386:e078960. [PMID: 39019550 PMCID: PMC11249720 DOI: 10.1136/bmj-2023-078960] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 07/19/2024]
Affiliation(s)
- Kent Buse
- Global Health 50/50, Cambridge, UK
- Healthier Societies Program, George Institute for Global Health, Imperial College London, London, UK
| | - Harvy Joy Liwanag
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
| | - Aaron Koay
- Global Health 50/50, Cambridge, UK
- Institute for Global Health, University College London, London, UK
| | - Sapna Kedia
- International Center for Research on Alliance of Women, New Delhi, India
| | | | | | - Sarah Hawkes
- Global Health 50/50, Cambridge, UK
- Institute for Global Health, University College London, London, UK
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Kitching AR, Ebeling PR. Challenges for trainee physician-scientists during their PhD candidature: a cross-sectional study. Intern Med J 2024; 54:1190-1196. [PMID: 38682385 DOI: 10.1111/imj.16396] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2023] [Accepted: 02/03/2024] [Indexed: 05/01/2024]
Abstract
BACKGROUND Physician-scientists are important drivers of research, in both knowledge acquisition and research translation. In Australia, many newly qualified physicians and advanced physician trainees enrol in PhD studies, with a view to training as physician-scientists. However, data on perceived challenges and ways to support them are limited. METHODS This single-centre study surveyed trainee physician-scientists undertaking PhD studies within the Monash University Department of Medicine in 2020. Following discussions with PhD students and a qualitative written questionnaire, trainee physician-scientists were invited to complete a quantitative survey that aimed to identify current and future career challenges and determine the type of enrichment and support mechanisms they value most and would most likely use. RESULTS From 45 eligible participants, 25 responses were received (76% female). Participants identified multiple substantial challenges (median of 6) during their candidature relating to their project, changes in roles and their personal lives. They also envisaged future challenges post-PhD in establishing themselves as an independent investigator, further changes in their identity and their personal lives. Of potential support mechanisms during their candidature, a mentoring program was the most favoured, with an online discussion forum being the least popular. CONCLUSIONS Trainee physician-scientists report multiple challenges during their PhD candidature and envisage significant challenges in establishing their research independence after PhD completion. They valued several potential support mechanisms, particularly a mentoring program. Australian universities and their associated academic health services should consider establishing programs to support trainee physician-scientists.
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Affiliation(s)
- Arthur Richard Kitching
- Centre for Inflammatory Diseases, Department of Medicine, School of Clinical Sciences at Monash Health, Monash University, Melbourne, 3168, Victoria, Australia
- Department of Medicine, School of Clinical Sciences at Monash Health, Monash University, Melbourne, Victoria, 3168, Australia
- Department of Nephrology, Monash Health, Melbourne, Victoria, 3168, Australia
- Department of Paediatric Nephrology, Monash Health, Melbourne, Victoria, 3168, Australia
| | - Peter Robert Ebeling
- Department of Medicine, School of Clinical Sciences at Monash Health, Monash University, Melbourne, Victoria, 3168, Australia
- Department of Endocrinology, Monash Health, Melbourne, Victoria, 3168, Australia
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Iyer MS, Bradford C, Gottlieb AS, Kling DB, Jagsi R, Mangurian C, Marks L, Meltzer CC, Overholser B, Silver JK, Way DP, Spector ND. Gender Differences in the Path to Medical School Deanship. JAMA Netw Open 2024; 7:e2420570. [PMID: 38967920 PMCID: PMC11227086 DOI: 10.1001/jamanetworkopen.2024.20570] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/01/2024] [Accepted: 04/16/2024] [Indexed: 07/06/2024] Open
Abstract
Importance Women account for only 28% of current US medical school deans. Studying the differences between women and men in their preparation to becoming deans might help to explain this discrepancy. Objective To identify differences in the leadership development experiences between women and men in their ascent to the medical school deanship. Design, Setting, and Participants In this qualitative study, volunteers from the roster of the Association of American Medical Colleges Council of Deans were solicited and interviewed from June 15 to November 9, 2023. Women deans were recruited first, then men who had been appointed to their deanships at a similar time to their women counterparts were recruited. Deans were interviewed on topics related to number of applications for deanships, prior leadership roles, leadership development, personal factors, and career trajectories. Interviews were coded, and themes were extracted through conventional content analysis. Main Outcome and Measures Career and leadership development experiences were elicited using a semistructured interview guide. Results We interviewed 17 women and 17 men deans, representing 25.8% (34 of 132) of the total population of US medical school deans. Most deans (23 [67.6%]) practiced a medicine-based specialty or subspecialty. No statistically significant differences were found between women and men with regard to years to attain deanship (mean [SD], 2.7 [3.4] vs 3.7 [3.7] years), years as a dean (mean [SD], 5.7 [5.2] vs 6.0 [5.0] years), highest salary during career (mean [SD], $525 769 [$199 936] vs $416 923 [$195 848]), or medical school rankings (mean [SD], 315.5 [394.5] vs 480.5 [448.9]). Their reports indicated substantive gender differences in their paths to becoming a dean. Compared with men, women deans reported having to work harder to advance, while receiving less support and opportunities for leadership positions by their own institutions. Subsequently, women sought leadership development from external programs. Women deans also experienced gender bias when working with search firms. Conclusions and Relevance This qualitative study of US medical school deans found that compared with men, women needed to be more proactive, had to participate in external leadership development programs, and had to confront biases during the search process. For rising women leaders, this lack of support had consequences, such as burnout and attrition, potentially affecting the makeup of future generations of medical school deans. Institutional initiatives centering on leadership development of women is needed to mitigate the gender biases and barriers faced by aspiring women leaders.
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Affiliation(s)
- Maya S. Iyer
- Department of Pediatrics, The Ohio State University College of Medicine, Columbus
- Division of Emergency Medicine, Nationwide Children’s Hospital, Columbus, Ohio
| | - Carol Bradford
- Department of Otolaryngology, The Ohio State University College of Medicine, Columbus
| | - Amy S. Gottlieb
- Department of Radiology, Keck School of Medicine, University of Southern California, Los Angeles
| | - David B. Kling
- Division of Emergency Medicine, Nationwide Children’s Hospital, Columbus, Ohio
| | - Reshma Jagsi
- Department of Radiation Oncology, Emory University School of Medicine, Atlanta, Georgia
| | - Christina Mangurian
- Department of Psychiatric and Behavioral Sciences, University of California, San Francisco School of Medicine, San Francisco
- Department of Epidemiology and Biostatistics, University of California, San Francisco School of Medicine, San Francisco
| | - Lilly Marks
- University of Colorado and Anschutz Medical Campus, Aurora, Colorado
| | - Carolyn C. Meltzer
- Department of Radiology, Keck School of Medicine, University of Southern California, Los Angeles
| | - Barbara Overholser
- Executive Leadership in Academic Medicine (ELAM) Program, Philadelphia, Pennsylvania
| | - Julie K. Silver
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, Massachusetts
| | - David P. Way
- Department of Pediatrics, The Ohio State University College of Medicine, Columbus
| | - Nancy D. Spector
- Executive Leadership in Academic Medicine (ELAM) Program, Philadelphia, Pennsylvania
- Department of Pediatrics, Drexel University College of Medicine, Philadelphia, Pennsylvania
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Carter JC, Purcell N, Stewart CH, Pearce GC, Balkin M, Allen KJ. Still a 'boys' club': a qualitative analysis of how gender affects a career in anaesthesia in Australia and Aotearoa New Zealand. Anaesthesia 2024; 79:694-705. [PMID: 38629288 DOI: 10.1111/anae.16281] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/28/2024] [Indexed: 06/09/2024]
Abstract
Gender inequity remains an issue in anaesthesia despite increasing numbers of women training and achieving fellowship in the speciality. Women are under-represented in all areas of anaesthetic research, academia and leadership. The Gender Equity Subcommittee of the Australian and New Zealand College of Anaesthetists recently conducted a survey asking "Does gender still matter in the pursuit of a career in anaesthesia in 2022?". The survey was distributed to a randomly selected sample of 1225 anaesthetic consultants and completed by 470 respondents (38% response rate) with 793 free-text comments provided. Three overarching themes were identified: gender effects on the career and family interface; women do not fit the mould; and gender equity changes the status quo. Women respondents described a need to make a choice between career and family, which was not described by men, as well as stigmatisation of part-time work, a lack of access to challenging work and negative impacts of parental leave. Women respondents also described a sense of marginalisation within anaesthesia due to a 'boys' club' mentality, a lack of professional respect and insufficient structural supports for women in leadership. This was compounded for women from ethnically and culturally diverse backgrounds. A need for specific strategies to support anaesthetic careers for women was described as well as normalisation of flexibility in workplaces, combined with a broadening of our definition of success to allow people of all genders to experience fulfilment both at home and at work. This study is the first published qualitative data on factors affecting gender equity for anaesthetists in Australia and Aotearoa New Zealand. It highlights the need for further exploration, as well providing a foundation for changes in attitude and structural changes towards advancing gender equity.
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Affiliation(s)
- J C Carter
- Department of Anaesthesia, Austin Health, Melbourne, Australia
- Department of Anaesthesia, Mercy Hospital for Women, Melbourne, Australia
| | - N Purcell
- Department of Anaesthesia, Royal Prince Alfred Hospital, Sydney, Australia
| | - C H Stewart
- Department of Perioperative Medicine and Anaesthesia, Westmead Hospital, Sydney, Australia
| | - G C Pearce
- Department of Anaesthesia and Perioperative Medicine, Te Whatu Ora Waitemata, Auckland, Aotearoa, New Zealand
| | - M Balkin
- Department of Anaesthesia and Pain Medicine, Alfred Health, Melbourne, Australia
| | - K J Allen
- Department of Anaesthesia and Pain Medicine, Royal Melbourne Hospital, Melbourne, Australia
- Department of Critical Care, University of Melbourne, Australia
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Parviainen H, Kärki J, Kosonen H, Halava H. Interest and competence in leadership and management among newly qualified specialists in Finland. BMJ LEADER 2024; 8:167-170. [PMID: 37879908 DOI: 10.1136/leader-2023-000763] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2023] [Accepted: 09/24/2023] [Indexed: 10/27/2023]
Abstract
BACKGROUND Medical faculties in Finland are responsible for the quality and content of continuous medical education programmes that also includes compulsory management studies (10 European Credit Transfer and Accumulation System). The aim of this study is to evaluate medical specialists' experiences of the compulsory management studies and their attitudes towards leaders and managers. METHODS The Universities of Turku and Tampere conducted a survey among doctors who completed their specialist training between 1 January 2016 and 1 January 2019. Of these doctors, 83 completed the survey (response rate 25%). The analysis was carried out using a cross-table, and in the visual analysis, a box plot has been used. RESULTS Of the respondents, 38% were content with management and leadership studies, and they reported a particular need for improving skills in human resources management, healthcare economy, legislation, organisational management, and social and healthcare systems. Most respondents (83%) showed interest in future leadership roles. CONCLUSIONS The findings of this study show that newly qualified doctors do wish for added education and training in management and leadership.
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Affiliation(s)
- Heli Parviainen
- Faculty of Medicine and Health Technology, Tampere University, Tampere, Finland
| | - Juulia Kärki
- Faculty of Information Technology and Communication Sciences (ITC), Tampere University, Tampere, Finland
| | - Hanna Kosonen
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - Heli Halava
- Faculty of Medicine, University of Turku, Turku, Finland
- Turku University Hospital, Turku, Finland
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Proimos J, Boyle JA, Garth B, Loh E, Teede HJ. The role of medical colleges and member organisations in advancing women in health care leadership. Med J Aust 2024; 220:346-351. [PMID: 38451111 DOI: 10.5694/mja2.52244] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2022] [Accepted: 11/27/2023] [Indexed: 03/08/2024]
Affiliation(s)
- Jenny Proimos
- Monash Centre for Health Research and Implementation, Monash University, Melbourne, VIC
- Royal Children's Hospital Melbourne, Melbourne, VIC
| | | | - Belinda Garth
- Monash Centre for Health Research and Implementation, Monash University, Melbourne, VIC
| | - Erwin Loh
- Monash Partners Academic Health Sciences Centre, Monash University, Melbourne, VIC
| | - Helena J Teede
- Monash Centre for Health Research and Implementation, Monash University, Melbourne, VIC
- Monash Partners Academic Health Sciences Centre, Monash University, Melbourne, VIC
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11
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Wheeler MA, Govindasamy LS. Women in medical leadership: has the COVID-19 crisis heightened the glass cliff? Med J Aust 2024; 220:352-354. [PMID: 38415393 DOI: 10.5694/mja2.52242] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2023] [Accepted: 11/20/2023] [Indexed: 02/29/2024]
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Chow CJ, Ferrel MN, Graham EM, Fix ML. Perspectives From Students and Faculty on How Women Achieve Leadership Roles in Academic Medicine: An Exploratory Qualitative Study. Cureus 2024; 16:e57969. [PMID: 38738081 PMCID: PMC11086657 DOI: 10.7759/cureus.57969] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/10/2024] [Indexed: 05/14/2024] Open
Abstract
INTRODUCTION The glass ceiling in academic medicine has resulted in lower pay and fewer career advancement opportunities for women. Creating change relies on preparing early-career women for positions of leadership, but most leadership programs focus on faculty, not trainees. The present exploratory qualitative study investigates how to prepare women medical students to be leaders in academic medicine. METHODS Focus groups with medical students and faculty who identify as women were conducted at an academic medical center in the West. A total of 25 individuals (10 students and 15 faculty) participated. Recordings of focus groups were transcribed and coded using thematic analysis until saturation of themes was achieved. FINDINGS Codes were organized into three themes: obstacles, support systems, and self-presentation. Obstacles identified included the subthemes microaggressions, macroaggressions, a lack of female role models in leadership, and personal characteristics such as the ability to self-promote and remain resilient. Support systems included sponsorship, allyship, mentorship, networking, and gender-specific role modeling subthemes. Self-presentation involved learning behaviors for demonstrating leadership and exuding confidence, being strategic about career moves, resiliency, and navigating social norms. CONCLUSIONS The key themes of obstacles, support systems, and self-presentation are targets for systemic and individualistic improvement in leadership development.
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Affiliation(s)
- Candace J Chow
- Office of Curriculum/Internal Medicine, University of Utah, Salt Lake City, USA
| | | | - Emily M Graham
- Surgery, Section of Plastic and Reconstructive Surgery, University of Michigan, Ann Arbor, USA
| | - Megan L Fix
- Emergency Medicine, University of Utah, Salt Lake City, USA
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Mucheru D, Mollel H, Gilmore B, Kesale A, McAuliffe E. Advancing Gender Equality in Healthcare Leadership: Protocol to Co-Design and Evaluate a Leadership and Mentoring Intervention in Tanzania. Ann Glob Health 2024; 90:24. [PMID: 38550609 PMCID: PMC10976988 DOI: 10.5334/aogh.4374] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/05/2023] [Accepted: 03/06/2024] [Indexed: 04/02/2024] Open
Abstract
Background Women constitute almost two thirds of the health and social workforce. Yet, the proportion of women in decision-making positions remains significantly low leading to gender inequities in access to and appropriateness of healthcare. Several barriers which limit women's advancement to leadership positions have been documented and they generally constitute of gender stereotypes, discrimination and inhibiting systems; these hinderances are compounded by intersection with other social identities. Amelioration of the barriers has the potential to enhance women's participation in leadership and strengthen the existing health systems. Objective This protocol describes a proposed study aimed at addressing the organisational and individual barriers to the advancement of women to leadership positions in the Tanzanian health sector, and to evaluate the influence on leadership competencies and career advancement actions of the female health workforce. Method The study utilises a gender transformative approach, co-design and implementation science in the development and integration of a leadership and mentorship intervention for women in the Tanzanian health context. The key steps in this research include quantifying the gender ratio in healthcare leadership; identifying the individual and organisational barriers to women's leadership; reviewing existing leadership, mentorship and career advancement interventions for women; recruiting programme participants for a leadership and mentorship programme; running a co-design workshop with programme participants and stakeholders; implementing a leadership and mentorship programme; and conducting a collaborative evaluation and lessons learnt. Conclusions This research underscores the notion that progression towards gender equality in healthcare leadership is attained by fashioning a system that supports the advancement of women. We also argue that one of the pivotal indicators of progress towards the gender equality sustainable development goal is the number of women in senior and middle management positions, which we hope to further through this research.
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Affiliation(s)
- Doreen Mucheru
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Ireland
| | - Henry Mollel
- Mbeya Campus College, Mzumbe University, Tanzania
| | - Brynne Gilmore
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Ireland
| | | | - Eilish McAuliffe
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Ireland
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Gulati K, Davies J, Gonzalez de la Fuente A, Singh AR. Striving for equity: exploring gender-inclusive medical leadership in India. BMJ LEADER 2024:leader-2023-000970. [PMID: 38443152 DOI: 10.1136/leader-2023-000970] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/25/2023] [Accepted: 02/22/2024] [Indexed: 03/07/2024]
Abstract
INTRODUCTION There is a notable gap in studies examining the impact of gender within sociocultural norms in non-western professional settings, especially concerning the well-being of women physicians. METHODS Using purposive sampling and thematic data analysis, we recorded interviews with 30 physicians in India during May-July 2023. Participants were aged 34 to 65 years, with experience ranging from five to 35 years, in various clinical (37%), surgical (30%), paraclinical (23%) and hospital administration (10%) roles, 97% were postgraduates and 53% were women. The research questions explored how leadership roles happened, managing key challenges, barriers and enablers, and practical interventions to support women into medical leadership positions. RESULTS Findings revealed that the majority of interviewees believed gender-related barriers were obstructing women's progress and success in medical leadership roles in India. These barriers were identified within three overarching domains: (1) specialty, (2) organisational and (3) sociocultural. Interviewees commonly acknowledged the male-dominated landscape of medical leadership although some women stated that they did not perceive any barriers for women's advancement into leadership roles. Interestingly, some men surgeons held the perception that women might not be as effective in certain surgical disciplines, such as orthopaedics and neurosurgery. Some men physicians, however, considered women physicians in India to be highly effective multitaskers. CONCLUSION We recommend structural reforms in medical education, leadership development, workplace systems and cultures, and improved implementation of equality, diversity and inclusion policies in the Indian context.
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Affiliation(s)
- Kamal Gulati
- Centralized Core Research Facility, All India Institute of Medical Sciences, New Delhi, India
| | - Julie Davies
- Global Business School for Health, University College London, London, UK
| | | | - Angel Rajan Singh
- Hospital Administration, All India Institute of Medical Sciences, New Delhi, India
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15
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Shawa J, Ehsan Z. Perspective: Women's leadership and salary inequality in sleep medicine. J Clin Sleep Med 2024; 20:475-477. [PMID: 38054468 PMCID: PMC11019220 DOI: 10.5664/jcsm.10934] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/20/2022] [Revised: 11/15/2023] [Accepted: 11/15/2023] [Indexed: 12/07/2023]
Abstract
Gender inequity exists within medicine in both compensation and leadership positions. In this perspective, the data on American Academy of Sleep Medicine leadership positions held by women and compensation differences between men and women physicians in an American Academy of Sleep Medicine compensation survey were studied. The results showed significant improvement in the inclusivity of women in senior-level leadership. However, the compensation data showed that women physicians received around 15% less pay than men physicians, even when calculated based on work relative value unit. CITATION Shawa J, Ehsan Z. Perspective: women's leadership and salary inequality in sleep medicine. J Clin Sleep Med. 2024;20(3):475-477.
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Affiliation(s)
| | - Zarmina Ehsan
- School of Medicine, University of Missouri-Kansas City, Kansas City, Missouri
- Division of Pulmonary and Sleep Medicine, Children’s Mercy-Kansas City, Kansas City, Missouri
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16
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Silver JK, Ellinas EH, Augustus-Wallace AC. Sense of belonging is a critical component of workforce retention. BMJ 2024; 384:q392. [PMID: 38365283 DOI: 10.1136/bmj.q392] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/18/2024]
Affiliation(s)
- Julie K Silver
- Department of Physical Medicine and Rehabilitation, Harvad Medical School, Boston, MA, USA
| | - Elizabeth H Ellinas
- Center for the Advancement of Women in Science and Medicine, Medical College of Wisconsin Milwaukee, WI, USA
| | - Allison C Augustus-Wallace
- Office of Diversity and Community Engagement, School of Medicine, Louisiana State University Health Sciences Center, New Orleans, LA, USA
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17
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Sahebjam S, Leeper H. Towards gender equity in neuro-oncology. Neurooncol Pract 2024; 11:3-4. [PMID: 38222051 PMCID: PMC10785570 DOI: 10.1093/nop/npad079] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/16/2024] Open
Affiliation(s)
- Solmaz Sahebjam
- Department of Oncology, Johns Hopkins School of Medicine, Sidney Kimmel Comprehensive Cancer Center, Washington, District of Columbia, USA
- Sibley Memorial Hospital, Washington, District of Columbia, USA
| | - Heather Leeper
- Section of Geriatrics and Palliative Medicine, Department of Medicine, Biological Sciences Division, University of Chicago, Chicago, Illinois, USA
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18
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Ryan MK, Morgenroth T. Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories. Annu Rev Psychol 2024; 75:555-572. [PMID: 38236650 DOI: 10.1146/annurev-psych-032620-030938] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/23/2024]
Abstract
In this review we examine two classes of interventions designed to achieve workplace gender equality: (a) those designed to boost motivations and ambition, such as those that aim to attract more women into roles where they are underrepresented; and (b) those that try to provide women with needed abilities to achieve these positions. While such initiatives are generally well meaning, they tend to be based upon (and reinforce) stereotypes of what women lack. Such a deficit model leads to interventions that attempt to "fix" women rather than address the structural factors that are the root of gender inequalities. We provide a critical appraisal of the literature to establish an evidence base for why fixing women is unlikely to be successful. As an alternative, we focus on understanding how organizational context and culture maintain these inequalities by looking at how they shape and constrain (a) women's motivations and ambitions, and (b) the expression and interpretation of their skills and attributes. In doing so, we seek to shift the interventional focus from women themselves to the systems and structures in which they are embedded.
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Affiliation(s)
- Michelle K Ryan
- Global Institute for Women's Leadership, The Australian National University, Canberra, Australian Capital Territory, Australia;
- Faculty of Economics and Business, University of Groningen, Groningen, The Netherlands
| | - Thekla Morgenroth
- Department of Psychological Sciences, Purdue University, West Lafayette, Indiana, USA
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19
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Aldekhyyel RN, Alhumaid N, Alismail DS. Saudi Women's Views on Healthcare Leadership in the Era of Saudi 2030 Health Transformation. J Multidiscip Healthc 2024; 17:237-249. [PMID: 38250311 PMCID: PMC10799576 DOI: 10.2147/jmdh.s439146] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/07/2023] [Accepted: 12/04/2023] [Indexed: 01/23/2024] Open
Abstract
Introduction Saudi Vision 2030 emphasizes women's empowerment and their increased participation in the workforce, particularly in healthcare. This study explores perceptions of Saudi women healthcare practitioners in leadership roles across various healthcare settings. Methods A national cross-sectional online survey was conducted, guided by the Leadership Effectiveness Model. It assessed the perceptions of Saudi women health practitioners in leadership positions within the country's healthcare context. Survey questions were adapted from validated surveys. Women classified as "Consultants" by the Saudi Commission for Health Specialties were invited to participate. Descriptive statistics and content analysis were used for analysis. A total of 119 Saudi women consultants participated. Discussion Most were physicians (85%) in the Western region (46%) and reported being in leadership roles. Leadership positively impacted their career growth but negatively affected leisure activities. Career progression challenges included further studies (35%) and work-life balance (31%). Leadership commitment to supporting women was seen as crucial (63%). Analysis of responses to Vision 2030 yielded themes like "advancement", "opportunities", and "empowerment". Saudi Vision 2030, combined with evolving organizational cultures and policies, is creating opportunities for women to excel in leadership roles. Conclusion National strategies, combined with workplace norm changes and supportive policies, can foster greater representation of qualified women in elite healthcare leadership positions.
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Affiliation(s)
- Raniah N Aldekhyyel
- Medical Informatics and E-Learning Unit, Medical Education Department, College of Medicine, King Saud University, Riyadh, Saudi Arabia
| | - Nuha Alhumaid
- College of Public Health and Health Informatics, King Saud bin Abdulaziz University for Health Sciences, Riyadh, Saudi Arabia
| | - Dina S Alismail
- Learning and Innovation, The Healthcare Leadership Academy, Saudi Commission for Health Specialties, Riyadh, Saudi Arabia
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20
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Mishra K, Kovoor JG, Gupta AK, Bacchi S, Lai CS, Stain SC, Maddern GJ. Evolving challenges of leadership in surgery to improve inclusivity, representation, and well-being. Br J Surg 2023; 110:1723-1729. [PMID: 37758505 DOI: 10.1093/bjs/znad274] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2023] [Revised: 06/18/2023] [Accepted: 08/08/2023] [Indexed: 10/03/2023]
Abstract
BACKGROUND Leadership is a complex and demanding process crucial to maintaining quality in surgical systems of care. Once an autocratic practice, modern-day surgical leaders must demonstrate inclusivity, flexibility, emotional competence, team-building, and a multidisciplinary approach. The complex healthcare environment challenges those in leadership positions. The aim of this narrative review was to consolidate the major challenges facing surgeons today and to suggest evidence-based strategies to support surgical leaders. METHODS Google Scholar, PubMed, MEDLINE, and Ovid databases were searched to review literature on the challenges faced by surgical leaders. The commonly identified areas that compromise inclusivity and productive leadership practices were consolidated into 10 main subheadings. Further research was conducted using the aforementioned databases to outline the importance of addressing such challenges, and to consolidate evidence-based strategies to resolve them. RESULTS The importance of increasing representation of marginalized groups in leadership positions, including women, ethnic groups, the queer community, and ageing professionals, has been identified by surgical colleges in many countries. Leaders must create a collegial environment with proactive, honest communication and robust reporting pathways for victims of workplace harassment. The retention of diverse, empowering, and educating leaders relies on equitable opportunities, salaries, recognition, and support. Thus, it is important to implement formal training and mentorship, burnout prevention, conflict management, and well-being advocacy. CONCLUSION There are two aspects to addressing challenges facing surgical leadership; improving advocacy by and for leaders. Systems must be designed to support surgical leaders through formal education and training, meaningful mentorship programmes, and well-being advocacy, thus enabling them to proactively and productively advocate and care for their patients, colleagues, and professional communities.
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Affiliation(s)
- Kritika Mishra
- Flinders University, Adelaide, South Australia, Australia
- Royal Adelaide Hospital, Adelaide, South Australia, Australia
| | - Joshua G Kovoor
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Royal Australasian College of Surgeons, Adelaide, South Australia, Australia
| | - Aashray K Gupta
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Gold Coast University Hospital, Gold Coast, Queensland, Australia
| | - Stephen Bacchi
- Royal Adelaide Hospital, Adelaide, South Australia, Australia
- University of Adelaide, Adelaide, South Australia, Australia
- Flinders Medical Centre, Adelaide, South Australia, Australia
| | - Christine S Lai
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Royal Australasian College of Surgeons, Adelaide, South Australia, Australia
| | - Steven C Stain
- Department of Surgery, Lahey Hospital and Medical Center, Burlington, Massachusetts, USA
| | - Guy J Maddern
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Royal Australasian College of Surgeons, Adelaide, South Australia, Australia
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21
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Faivre-Finn C. Gender equality and leadership in radiation oncology research: a plea to women to come forward. Br J Radiol 2023; 96:20230167. [PMID: 37581923 PMCID: PMC10607408 DOI: 10.1259/bjr.20230167] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2023] [Revised: 05/04/2023] [Accepted: 05/22/2023] [Indexed: 08/16/2023] Open
Abstract
This commentary paper describes a glass ceiling in the field of academia and specifically in radiation oncology research. Evidence from the literature and personal views are presented describing some of the issues leading to underrepresentation of women in academic leadership roles. The values and drivers for women in academia are discussed. Finally, a plea is made to women to come forward and consider leadership position and to academic institutions and funders of research to reconsider the traditional metrics of academic success.
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Affiliation(s)
- Corinne Faivre-Finn
- Radiotherapy Related Research, University of Manchester & The Christie NHS Fondation Trust, Manchester, UK
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22
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Stundner O, Adams MCB, Fronczek J, Kaura V, Li L, Allen ML, Vail EA. Academic anaesthesiology: a global perspective on training, support, and future development of early career researchers. Br J Anaesth 2023; 131:871-881. [PMID: 37684165 PMCID: PMC10636519 DOI: 10.1016/j.bja.2023.07.030] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/13/2023] [Revised: 07/26/2023] [Accepted: 07/27/2023] [Indexed: 09/10/2023] Open
Abstract
As anaesthesiologists face increasing clinical demands and a limited and competitive funding environment for academic work, the sustainability of academic anaesthesiologists has never been more tenuous. Yet, the speciality needs academic anaesthesiologists in many roles, extending beyond routine clinical duties. Anaesthesiologist educators, researchers, and administrators are required not only to train future generations but also to lead innovation and expansion of anaesthesiology and related specialities, all to improve patient care. This group of early career researchers with geographically distinct training and practice backgrounds aim to highlight the diversity in clinical and academic training and career development pathways for anaesthesiologists globally. Although multiple routes to success exist, one common thread is the need for consistent support of strong mentors and sponsors. Moreover, to address inequitable opportunities, we emphasise the need for diversity and inclusivity through global collaboration and exchange that aims to improve access to research training and participation. We are optimistic that by focusing on these fundamental principles, we can help build a more resilient and sustainable future for academic anaesthesiologists around the world.
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Affiliation(s)
- Ottokar Stundner
- Department of Anesthesiology and Intensive Care, Innsbruck Medical University, Innsbruck, Austria.
| | - Meredith C B Adams
- Departments of Anesthesiology, Biomedical Informatics, Pharmacology & Physiology, and Public Health Sciences, Wake Forest School of Medicine, Winston-Salem, NC, USA
| | - Jakub Fronczek
- Centre for Intensive Care and Perioperative Medicine, Jagiellonian University Medical College, Kraków, Poland
| | - Vikas Kaura
- Leeds Institute of Medical Research at St James's, Faculty of Medicine and Health, University of Leeds, Leeds, UK
| | - Li Li
- Department of Anesthesiology & Pain Medicine, University of Washington, Seattle Children's Hospital, Seattle, WA, USA
| | - Megan L Allen
- Department of Anaesthesia and Pain Management, The Royal Melbourne Hospital and Department of Critical Care, The University of Melbourne, Melbourne, Australia
| | - Emily A Vail
- Department of Anesthesiology & Critical Care, Perelman School of Medicine, University of Pennsylvania, Philadelphia, PA, USA
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23
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Kilic O, Riecher-Rössler A, Galderisi S, Gorwood P, Frangou S, Pinto da Costa M. The role of gender as a barrier to the professional development of psychiatrists. Eur Psychiatry 2023; 66:e89. [PMID: 37848403 PMCID: PMC10755565 DOI: 10.1192/j.eurpsy.2023.2462] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/08/2023] [Accepted: 09/26/2023] [Indexed: 10/19/2023] Open
Abstract
BACKGROUND Despite efforts toward greater gender equality in clinical and academic psychiatry in recent years, more information is needed about the challenges in professional development within psychiatry, and how these may vary with gender. METHODS A cross-sectional 27-item online survey was conducted with psychiatrists and psychiatric trainee members of the European Psychiatric Association. RESULTS A total of 561 psychiatrists and psychiatric trainees from 35 European countries participated representing a response rate of 52.8% for women and 17.7% for men from a total sample of 1,580. The specific challenges that women face in their professional development fall into two categories. One comprised women's negative attitudes concerning their abilities in self-promotion and networking. The other identified environmental barriers related to lack of opportunity and support and gender discrimination. Compared to men, women reported higher rates of gender discrimination in terms of professional advancement. Women were less likely to agree that their institutions had regular activities promoting inclusion, diversity, and training to address implicit gender bias. Working in high-income countries compared to middle-income countries relates to reporting institutional support for career progression. CONCLUSIONS These findings are an open call to hospital leaders, deans of medical schools, and department chairs to increase efforts to eradicate bias against women and create safer, inclusive, and respectful environments for all psychiatrists, a special call to women psychiatrists to be aware of inner tendencies to avoid self-promotion and networking and to think positively and confidently about themselves and their abilities.
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Affiliation(s)
- Ozge Kilic
- Department of Psychiatry, Bezmialem Vakif University Faculty of Medicine, Istanbul, Turkey
| | | | - Silvana Galderisi
- Department of Mental and Physical Health and Preventive Medicine, University of Campania Luigi Vanvitelli, Napoli, Italy
| | - Philip Gorwood
- Université Paris Cité, GHU Paris Psychiatrie et Neurosciences, CMME, Hôpital Sainte-Anne, Paris, France
- Institute of Psychiatry and Neuroscience of Paris (IPNP), INSERM U1266, Paris, France
| | - Sophia Frangou
- Department of Psychiatry, Icahn School of Medicine at Mount Sinai, New York, NY, USA
- Djavad Mowafaghian Centre for Brain Health, University of British Columbia, Vancouver, BC, Canada
| | - Mariana Pinto da Costa
- South London & Maudsley NHS Foundation Trust, London, UK
- Institute of Psychiatry, Psychology & Neuroscience, King’s College of London, London, UK
- Institute of Biomedical Sciences Abel Salazar, University of Porto, Porto, Portugal
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24
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Weiss M, Dogan R, Eisenberg U, Velalakan A, Krüger J, Moritz I, Nistor-Gallo D, Flueh C, Janz C, Ahmadi R, Hakvoort K, Forster MT. Path to success: female leaders in German neurosurgery. Neurosurg Rev 2023; 46:269. [PMID: 37837541 PMCID: PMC10576670 DOI: 10.1007/s10143-023-02163-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/03/2023] [Revised: 09/10/2023] [Accepted: 09/21/2023] [Indexed: 10/16/2023]
Abstract
Despite advances in gender equality, only 6% of German neurosurgical departments are currently led by women. With regard to their pioneering work and the importance of their role model effect, we aimed at reporting on the career pathways of the present and former female chairs of neurosurgical departments in Germany. We approached current and former female chairs in German neurosurgery and gathered descriptive information on their ways into leadership positions through structured interviews. Data were obtained from 16/22 (72.7%) female neurosurgical chairs, aged between 44 and 82 years. They completed their training within 6.5 ± 0.6 years, and it took them further 14.5 ± 5.9 years between training completion and chair acquisition. Having obtained their chair positions between 1993 and 2020, six (37.5%) of them have retired or changed career tracks. Of ten (62.5%) chairs still practicing, two are directors of university departments. Twelve (75.0%) hold professorships. Nine chairs (56.3%) are married, eight (50.0%) having children. Five chairs reported having experienced gender-based discrimination. Twelve had a male mentor or role model, two had a female role model, while only one had a female mentor. This study characterizes the to date small number of female neurosurgical chairs in Germany and their paths to neurosurgical leadership positions. In future, these should become historical in order to perceive the presence of women in leadership positions as self-evident normality, reflecting our society. However, further analyses comparing paths of both female and male neurosurgical chairs are necessary to explore gender-based differences in achieving neurosurgical leadership positions.
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Affiliation(s)
- Miriam Weiss
- Department of Neurosurgery, Cantonal Hospital Aarau, Aarau, Switzerland
- Department of Neurosurgery, RWTH Aachen University, Aachen, Germany
| | - Rabia Dogan
- Department of Neurosurgery, RWTH Aachen University, Aachen, Germany
| | | | - Aruni Velalakan
- Department of Neurosurgery, Ludwigsburg Hospital, Ludwigsburg, Germany
| | | | - Ina Moritz
- Department of Neurosurgery, MSB Medical School Berlin, Helios Klinikum Buch, Berlin, Germany
| | | | - Charlotte Flueh
- Department of Neurosurgery, University Medical Center Schleswig-Holstein, Kiel, Germany
| | - Claudia Janz
- Department of Neurosurgery, Solingen Municipal Hospital, Solingen, Germany
| | - Rezvan Ahmadi
- Department of Neurosurgery, University Hospital Heidelberg, Heidelberg, Germany
| | - Karlijn Hakvoort
- Department of Neurosurgery, RWTH Aachen University, Aachen, Germany
| | - Marie-Thérèse Forster
- Department of Neurosurgery, Goethe University, Schleusenweg 2-16, 60528, Frankfurt Am Main, Germany.
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Unni E, Haines S, Stein S, Tucker S, Van Amburgh J. Career Vitality: Perceptions from Women Faculty in Health Professions. AMERICAN JOURNAL OF PHARMACEUTICAL EDUCATION 2023; 87:100131. [PMID: 37852683 DOI: 10.1016/j.ajpe.2023.100131] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/28/2022] [Revised: 05/05/2023] [Accepted: 05/09/2023] [Indexed: 10/20/2023]
Abstract
OBJECTIVE Career vitality is experienced when personal and professional life commitments align. To examine perceptions of and strategies used by women faculty in health professions to achieve career vitality. METHODS A 2-round Delphi method was used to identify career vitality descriptors, personal-professional-life equilibrium, and strategies for achieving career vitality among 16 women faculty recruited from the National Academies of Practice. Qualitative analysis identified themes. RESULTS The consensus-generated descriptors of career vitality were 'growth mindset', 'motivated/passionate', and 'collaborative'. Descriptors of personal-professional-life equilibrium were 'prioritize', 'balance', and 'nimbleness'. Personal resilience was the major strategy to gain equilibrium. Challenging perceptions to overcome included role expectations for women working outside the home, which correlated with a system strategy such as organizational tools. CONCLUSION Achieving career vitality and personal-professional-life equilibrium is challenging. The strategies generated can be utilized by women faculty to better align work-related demands when challenges are high, and resources are low.
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Affiliation(s)
- Elizabeth Unni
- Touro College of Pharmacy, Touro University, New York, NY, USA.
| | - Seena Haines
- The University of Mississippi, School of Pharmacy, Jackson, MS, USA
| | - Susan Stein
- Pacific University, School of Pharmacy, Hillsboro, OR, USA
| | - Sharon Tucker
- The Ohio State University, College of Nursing, Columbus, OH, USA
| | - Jenny Van Amburgh
- Northeastern University, Bouvé College of Health Sciences - School of Pharmacy and Pharmaceutical Sciences, Boston, MA, USA
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James JJ, Klevenow EA, Atkinson MA, Vosters EE, Bueckers EP, Quinn ME, Kindy SL, Mason AP, Nelson SK, Rainwater KAH, Taylor PV, Zippel EP, Hunter SK. Underrepresentation of women in exercise science and physiology research is associated with authorship gender. J Appl Physiol (1985) 2023; 135:932-942. [PMID: 37650136 DOI: 10.1152/japplphysiol.00377.2023] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/13/2023] [Revised: 08/23/2023] [Accepted: 08/27/2023] [Indexed: 09/01/2023] Open
Abstract
Historically, low representation of women participants in exercise science and physiology studies has led to a lack of understanding in the response of women to exercise and therapeutic interventions. We hypothesized that 1) the number of women authors, participants, and editorial board members increased over 30 years (1991-2021) and 2) larger representation of women as editors and authors is associated with more women participants. Gender (man/woman) of editorial board members (n = 394), authors (n = 5,735), and participants (n = 2,984,883) of 972 original research articles with human participants published in 1991 and 2021 was analyzed from three journals: Journal of Applied Physiology, Medicine and Science in Sports and Exercise, and British Journal of Sports Medicine. Between 1991 to 2021, the average percent women per article as participants (21.9 ± 31.7% vs. 36.3 ± 30.3%, respectively, P < 0.001), authors (16.4 ± 22.4% vs. 30.9 ± 24.0%, P < 0.001), and editorial board members (13.3 ± 5.4% vs. 41.5 ± 7.3%, P = 0.006) increased. In 2021, the gender proportion of participants in large datasets was similar (50.2 ± 20.2% women). However, studies with smaller datasets (i.e., <∼3,000 participants) included less women (35.6 ± 30.6%). Women participants (%) were less when the last author was a man rather than a woman in 1991 (19.9 ± 29.5% vs. 34.3 ± 42.2%) and 2021 (31.6 ± 27.7% vs. 51.7 ± 33.4%). In 2021, there was a positive correlation between author and participant gender (% women) (r = 0.42, P < 0.001). Our data suggest that the low representation of women in exercise science and physiology research could be resolved with equitable numbers of women authors and editors and by encouraging men authors to study both women and men participants.NEW & NOTEWORTHY Analysis of human applied physiology studies revealed that the representation of women authors, participants, and editorial board members increased over 30 years but remained lower than men in 2021. Larger representation of women editors and authors was associated with more women participants. Women authors assessed similar numbers of women and men participants, whereas men authors included less women. Equitable representation of women participants may be achieved by closing the gender gap in authorship and editorial board membership.
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Affiliation(s)
- Jessica J James
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
| | - Emilie A Klevenow
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
| | - Mira A Atkinson
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
| | - Emma E Vosters
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
| | - Elizabeth P Bueckers
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
| | - Meagan E Quinn
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
| | - Samantha L Kindy
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
| | - Azara P Mason
- University School of Milwaukee, River Hills, Wisconsin, United States
| | | | | | | | | | - Sandra K Hunter
- Department of Physical Therapy, Marquette University, Milwaukee, Wisconsin, United States
- Athletic and Human Performance Research Center, Marquette University, Milwaukee, Wisconsin, United States
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27
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McKenzie CA, Gupta R, Jackett L, Anderson L, Chen V, Dahlstrom JE, Dray M, Farshid G, Hemmings C, Karim R, Kench JG, Klebe S, Kramer N, Kumarasinghe P, Maclean F, Morey A, Nguyen MA, O'Toole S, Rowbotham B, Salisbury ELC, Scolyer RA, Stewart K, Waring L, Cooper CL, Cooper WA. Looking beyond workforce parity: addressing gender inequity in pathology. Pathology 2023; 55:760-771. [PMID: 37573162 DOI: 10.1016/j.pathol.2023.07.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2023] [Revised: 07/17/2023] [Accepted: 07/18/2023] [Indexed: 08/14/2023]
Abstract
While women pathologists have made up over one-third of pathologists in the Australian workforce for over 15 years and at least 50% since 2019, they are under-represented in senior leadership roles, scientific publications, grant recipients, editorial boards, key presentations, and professional awards. This is not unique to pathology and is seen in the broader medical and academic community. Barriers to gender equity and equality in pathology, medicine and academia include gender stereotypes, gender-based discrimination, structural and organisational barriers as well as broader social and cultural barriers. A diverse leadership reflective of the whole professional body and the broader community is important for optimal health outcomes. It is the responsibility and moral duty of individuals and organisations to address any gender disparities, inequities, and inequalities by monitoring, identifying, and acting on gender biases and systemic barriers that hinder appropriate levels of representation by women.
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Affiliation(s)
- Catriona A McKenzie
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia.
| | - Ruta Gupta
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia
| | | | - Lyndal Anderson
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia
| | - Vivien Chen
- Sydney Medical School, University of Sydney, Sydney, NSW, Australia; Department of Haematology Concord Repatriation and General Hospital, Sydney, NSW, Australia
| | - Jane E Dahlstrom
- ACT Pathology Canberra Health Services, Canberra, ACT, Australia; Australian National University, Canberra, ACT, Australia
| | | | - Gelareh Farshid
- SA Pathology, Adelaide, SA, Australia; University of Adelaide, Adelaide, SA, Australia
| | - Chris Hemmings
- Department of Anatomic Pathology Canterbury Health Laboratories, Christchurch, New Zealand; Department of Pathology and Biomedical Science University of Otago, Christchurch, New Zealand
| | - Rooshdiya Karim
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia
| | - James G Kench
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia
| | - Sonja Klebe
- SA Pathology, Adelaide, SA, Australia; Flinders University, Adelaide, SA, Australia
| | | | | | - Fiona Maclean
- Douglass Hanly Moir Pathology Sonic Healthcare, Sydney, NSW, Australia; Macquarie University, Sydney, NSW, Australia
| | - Adrienne Morey
- ACT Pathology Canberra Health Services, Canberra, ACT, Australia; Australian National University, Canberra, ACT, Australia
| | - Minh Anh Nguyen
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia
| | - Sandra O'Toole
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia; School of Medicine, University of Western Sydney, Sydney, NSW, Australia
| | - Beverley Rowbotham
- Sullivan Nicolaides Pathology, Brisbane, Qld, Australia; The University of Queensland, Brisbane, Qld, Australia
| | - Elizabeth L C Salisbury
- Sydney Medical School, University of Sydney, Sydney, NSW, Australia; School of Medicine, University of Western Sydney, Sydney, NSW, Australia; ICPMR Westmead Hospital, NSW Health Pathology, Westmead, NSW, Australia
| | - Richard A Scolyer
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia; Melanoma Institute Australia, Sydney, NSW, Australia; Faculty of Medicine and Health, The University of Sydney, Sydney, NSW, Australia; Charles Perkins Centre, The University of Sydney, Sydney, NSW, Australia
| | | | | | - Caroline L Cooper
- The University of Queensland, Brisbane, Qld, Australia; Pathology Queensland, Princess Alexandra Hospital, Brisbane, Qld, Australia
| | - Wendy A Cooper
- Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia; School of Medicine, University of Western Sydney, Sydney, NSW, Australia
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Al Mutair A, Al-Ghuraibi M, Alabbasi Y, Alguthaib F, Woodman A, Elgamri A. Saudi women's leadership experiences in the healthcare sector: A qualitative study. PLoS One 2023; 18:e0285187. [PMID: 37725601 PMCID: PMC10508591 DOI: 10.1371/journal.pone.0285187] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2022] [Accepted: 04/17/2023] [Indexed: 09/21/2023] Open
Abstract
BACKGROUND Gender equality in the workforce and the promotion of woman leadership is critical to economic growth and the sustainable development of society and the global community. However, gender diversity in leadership positions is a concern as women continue to be underrepresented. Ensuring equal opportunities in leadership positions in the health sector can help advance the achievement of the sustainable development goals (SDGs). PURPOSE The aim of this study was to explore Saudi women's perspectives and leadership experiences at senior-level positions in the healthcare sector. METHODS A descriptive qualitative approach was adopted to address the study aim. This included nine semi-structured interviews with Saudi women who have held leadership positions in the health sector over the past ten years. Reflexive thematic analysis was conducted by adopting the six phases. RESULTS The results showed that internal factors, such as qualifications, experience, and the innate qualities of a winner, are the most important factors that contribute to women's leadership. Women's role expectations, gender norms, and the patriarchal nature of the community have a negative impact on women's leadership. One of the new findings of this study was negative attitudes and lack of support from female colleagues. CONCLUSION Women leaders in health care in Saudi Arabia share similarities and differences with women leaders around the world. However, the Saudi community has its own social norms and gender roles that cannot be denied. While Vision 2030 brought a number of positive changes in women's empowerment that participants spoke of, more research is needed to explore men's perceptions, which can complete the picture and lead to organizational improvement and changes.
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Affiliation(s)
- Abbas Al Mutair
- Research Center, Almoosa Specialist Hospital, Al-Hasa, Saudi Arabia
- School of Nursing, University of Wollongong, Wollongong, Australia
- Department of Medical-Surgical Nursing, College of Nursing, Princess Nourah Bint Abdulrahman University, Riyadh, Saudi Arabia
- Department of Nursing, Prince Sultan Military College of Health Sciences, Dahran, Saudi Arabia
- Almoosa College of Health Sciences, Al-Ahsa, Saudi Arabia
| | - Muna Al-Ghuraibi
- Department of Social Studies, College of Humanity and Social Science, King Saud University, Riyadh, Saudi Arabia
| | - Yasmine Alabbasi
- Department of Maternity and Child Health Nursing, College of Nursing, Princess Nourah Bint Abdulrahman University, Riyadh, Saudi Arabia
| | | | - Alexander Woodman
- School of Health Science, University of Salford, Manchester, United Kingdom
| | - Alya Elgamri
- Faculty of Dentistry, University of Khartoum, Khartoum, Sudan
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Heggie C, McKernon SL, Gartshore L. Gender equity in dentistry in relation to the UN SDG 5. Br Dent J 2023; 235:302-303. [PMID: 37731101 DOI: 10.1038/s41415-023-6293-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/10/2023]
Affiliation(s)
- Claudia Heggie
- Academic Clinical Fellow & Specialty Trainee in Paediatric Dentistry, University of Leeds, United Kingdom.
| | - Sarah L McKernon
- Senior Lecturer & Honorary Consultant in Oral Surgery, University of Liverpool, United Kingdom.
| | - Laura Gartshore
- Senior Lecturer & Honorary Consultant in Paediatric Dentistry, University of Liverpool, United Kingdom.
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Kaul P, Caballero C, Brandl A, Garg PK. A leap towards changing gender dynamics in oncology leadership - An ESSO-EYSAC initiative. EUROPEAN JOURNAL OF SURGICAL ONCOLOGY 2023; 49:107000. [PMID: 37549561 DOI: 10.1016/j.ejso.2023.107000] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/23/2023] [Revised: 07/24/2023] [Accepted: 07/28/2023] [Indexed: 08/09/2023]
Abstract
Despite the importance of diversity for the success and survival of biological and social systems, women are underrepresented in leadership positions, particularly in the medical field. Data from seven internationally renowned academic associations in surgical, medical, and radiation oncology show that women's representation in leadership roles is only 11%, with no individual society exceeding 20%. Possible justifications for the underrepresentation of women include unconscious biases and societal norms. Fortunately, a notable development in the form of an increased number of women attaining leadership positions in many major professional societies has emerged over recent times, thereby reflecting a positive transformation in the direction of gender equality. The authors recommend organizational interventions such as mentorship, leadership development programs, and national-level initiatives with global collaboration. The oncology community must promote a culture of cooperation and gender equality to ensure equitable opportunities for women in all aspects of life, including professional hierarchy.
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Affiliation(s)
- Pallvi Kaul
- Department of Surgical Oncology, Shri Guru Ram Rai Institute of Medical and Health Sciences, Dehradun, Uttarakhand, India.
| | | | - Andreas Brandl
- Department of General, Visceral and Transplantation Surgery, University of Heidelberg, Im Neuenheimer Feld 672, 69120, Heidelberg, Germany
| | - Pankaj Kumar Garg
- Department of Surgical Oncology, Shri Guru Ram Rai Institute of Medical and Health Sciences, Dehradun, Uttarakhand, India
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Payne VL, Partridge B, Bozkurt S, Nandwani A, Butler JM. Accomplished women leaders in informatics: insights about successful careers. J Am Med Inform Assoc 2023; 30:1567-1572. [PMID: 37344150 PMCID: PMC10436152 DOI: 10.1093/jamia/ocad108] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/16/2023] [Revised: 05/22/2023] [Accepted: 06/08/2023] [Indexed: 06/23/2023] Open
Abstract
We sought to learn from the experiences of women leaders in informatics by interviewing women in Informatics leadership roles. Participants reported career challenges, how they built confidence, advice to their younger selves, and suggestions for attracting and retaining additional women. Respondents were 16 women in leadership roles in academia (n = 9) and industry (n = 7). We conducted a thematic analysis revealing: (1) careers in informatics are serendipitous and nurtured by supportive communities, (2) challenges in leadership were profoundly related to gender issues, (3) "Big wins" in informatics careers were about making a difference, and (4) women leaders highlighted resilience, excellence, and personal authenticity as important for future women leaders. Sexism is undeniably present, although not all participants reported overt gender barriers. Confidence and authenticity in leadership point to the value offered by individual leaders. The next step is to continue to foster an informatics culture that encourages authenticity across the gender spectrum.
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Affiliation(s)
- Velma L Payne
- Department of Community and Public Health, Kasiska Division of Health Sciences, Idaho State University, Meridian, Idaho, USA
| | | | - Selen Bozkurt
- Department of Medicine, Stanford University, Stanford, California, USA
| | | | - Jorie M Butler
- Department of Biomedical Informatics, University of Utah, Salt Lake City, Utah, USA
- Division of Geriatrics, Department of Internal Medicine, University of Utah, Salt Lake City, Utah, USA
- Salt Lake City VA Informatics Decision-Enhancement and Analytic Sciences (IDEAS) Center of Innovation, Salt Lake City, Utah, USA
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Hawkes EA, Trotman J, Casulo C, Smith SM, LaCasce A. Author gender representation of journal reviews and editorials on lymphoma (2017-22). Lancet 2023; 402:523-525. [PMID: 37573074 DOI: 10.1016/s0140-6736(23)01428-9] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/12/2023] [Revised: 06/28/2023] [Accepted: 07/06/2023] [Indexed: 08/14/2023]
Affiliation(s)
- Eliza A Hawkes
- Olivia Newton-John Cancer Research & Wellness Centre, Austin Health, Melbourne, VIC 3084, Australia; Monash University School of Public Health & Preventive Medicine, Melbourne, VIC, Australia.
| | - Judith Trotman
- Concord Repatriation Hospital, Sydney, NSW, Australia; University of Sydney, Sydney, NSW, Australia
| | - Carla Casulo
- Department of Medicine, University of Rochester, Rochester, NY, USA
| | - Sonali M Smith
- Department of Medicine, Section of Hematology/Oncology, The University of Chicago, Chicago, IL, USA
| | - Ann LaCasce
- Department of Medical Oncology, Dana-Farber Cancer Institute, Boston, MA, USA
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Golding PM. Taking a leadership role: Gender issues and gender equity in the Royal Australian and New Zealand College of Psychiatry (RANZCP). Australas Psychiatry 2023; 31:429-431. [PMID: 36827203 DOI: 10.1177/10398562231159979] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
Abstract
OBJECTIVES This article explores the increasing number of medical women speaking out about gender inequity and sexual harassment, using the Royal Australian and New Zealand College of Psychiatry Congress 2022 as a reference. It explores the barriers for women in medical leadership known under the themes of capacity, perceived capability, and credibility and how this relates to experiences for women at work. CONCLUSIONS Sexual harms occur in the context of ongoing gender bias in our profession, even at college events. The author calls on the college to investigate and take action on sexual harms in the workplace and gender equity.
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Affiliation(s)
- Penny M Golding
- RANZCP Director of Training Western Victoria, Melbourne Health, Royal Melbourne Hospital, Parkville, Australia
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Galbally M. Psychiatry and gender equity: Creating change for our profession. Australas Psychiatry 2023; 31:432-434. [PMID: 37400962 PMCID: PMC10466986 DOI: 10.1177/10398562231186126] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 07/05/2023]
Abstract
OBJECTIVES The principles of gender equity are important to achieve the Royal Australian and New Zealand College of Psychiatrists (the College) strategic goals. (1) To present the data on gender equity, (2) To describe how the action plan was developed, (3) To discuss how this work aligns with a commitment to inclusion and diversity. METHODS Firstly, the formation of a working group with representation from across the College. Secondly, undertaking a data snapshot and discussion paper on gender equity to support consultation. Thirdly, reviewing similar action plans, a literature review, and undertaking broad consultation across the College. Finally, collating data using a thematic analysis to support the development of an action plan. RESULTS Data obtained on gender equity identified clear gaps in leadership roles, academic activities and awards. Our review and consultation identified themes focused on gaps in gender equity including a role for organisational leadership approach. Together this has then informed an action plan for gender equity for the College. CONCLUSIONS There are no simple solutions that will solve gender inequity; this requires systemic solutions to achieve meaningful change. However, the development of the action plan is a significant step towards addressing the current gender inequities.
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Affiliation(s)
- Megan Galbally
- Megan Galbally, School of Clinical Sciences, Monash University, Clayton, VIC 3168, Australia.
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Allan JM, Brooks AK, Crusto C, Feld LD, Oxentenko AS, Spector ND, Verduzco-Gutierrez M, Silver JK. Five Strategies Leaders in Academic Medicine Can Implement Now to Enhance Gender Equity. J Med Internet Res 2023; 25:e47933. [PMID: 37310782 DOI: 10.2196/47933] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2023] [Accepted: 05/22/2023] [Indexed: 06/14/2023] Open
Abstract
Abundant disparities for women in medicine contribute to many women physicians considering leaving medicine. There is a strong financial and ethical case for leaders in academic medicine to focus on strategies to improve retention. This article focuses on five immediate actions that leaders can take to enhance gender equity and improve career satisfaction for all members of the workplace.
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Affiliation(s)
- Jessica M Allan
- Department of Pediatric Hospital Medicine, Palo Alto Medical Foundation, Palo Alto, CA, United States
- Department of Pediatrics, Stanford University School of Medicine, Palo Alto, CA, United States
| | - Amber K Brooks
- Department of Anesthesiology, Wake Forest University School of Medicine, Winston-Salem, NC, United States
| | - Cindy Crusto
- Yale School of Medicine, New Haven, CT, United States
| | - Lauren D Feld
- Division of Gastroenterology & Hepatology, UMass Chan Medical School, Worcester, MA, United States
| | - Amy S Oxentenko
- Division of Gastroenterology and Hepatology, Department of Internal Medicine, Mayo Clinic, Rochester, MN, United States
| | - Nancy D Spector
- Executive Leadership in Academic Medicine, Department of Pediatrics, Drexel University College of Medicine, Drexel University, Philadelphia, PA, United States
| | - Monica Verduzco-Gutierrez
- Department of Rehabilitation Medicine, University of Texas Health Science Center at San Antonio, San Antonio, TX, United States
| | - Julie K Silver
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, MA, United States
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Jagsi R, Griffith K, Krenz C, Jones RD, Cutter C, Feldman EL, Jacobson C, Kerr E, Paradis K, Singer K, Spector N, Stewart A, Telem D, Ubel P, Settles I. Workplace Harassment, Cyber Incivility, and Climate in Academic Medicine. JAMA 2023; 329:1848-1858. [PMID: 37278814 PMCID: PMC10245188 DOI: 10.1001/jama.2023.7232] [Citation(s) in RCA: 9] [Impact Index Per Article: 9.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/12/2023] [Accepted: 04/13/2023] [Indexed: 06/07/2023]
Abstract
Importance The culture of academic medicine may foster mistreatment that disproportionately affects individuals who have been marginalized within a given society (minoritized groups) and compromises workforce vitality. Existing research has been limited by a lack of comprehensive, validated measures, low response rates, and narrow samples as well as comparisons limited to the binary gender categories of male or female assigned at birth (cisgender). Objective To evaluate academic medical culture, faculty mental health, and their relationship. Design, Setting, and Participants A total of 830 faculty members in the US received National Institutes of Health career development awards from 2006-2009, remained in academia, and responded to a 2021 survey that had a response rate of 64%. Experiences were compared by gender, race and ethnicity (using the categories of Asian, underrepresented in medicine [defined as race and ethnicity other than Asian or non-Hispanic White], and White), and lesbian, gay, bisexual, transgender, queer (LGBTQ+) status. Multivariable models were used to explore associations between experiences of culture (climate, sexual harassment, and cyber incivility) with mental health. Exposures Minoritized identity based on gender, race and ethnicity, and LGBTQ+ status. Main Outcomes and Measures Three aspects of culture were measured as the primary outcomes: organizational climate, sexual harassment, and cyber incivility using previously developed instruments. The 5-item Mental Health Inventory (scored from 0 to 100 points with higher values indicating better mental health) was used to evaluate the secondary outcome of mental health. Results Of the 830 faculty members, there were 422 men, 385 women, 2 in nonbinary gender category, and 21 who did not identify gender; there were 169 Asian respondents, 66 respondents underrepresented in medicine, 572 White respondents, and 23 respondents who did not report their race and ethnicity; and there were 774 respondents who identified as cisgender and heterosexual, 31 as having LGBTQ+ status, and 25 who did not identify status. Women rated general climate (5-point scale) more negatively than men (mean, 3.68 [95% CI, 3.59-3.77] vs 3.96 [95% CI, 3.88-4.04], respectively, P < .001). Diversity climate ratings differed significantly by gender (mean, 3.72 [95% CI, 3.64-3.80] for women vs 4.16 [95% CI, 4.09-4.23] for men, P < .001) and by race and ethnicity (mean, 4.0 [95% CI, 3.88-4.12] for Asian respondents, 3.71 [95% CI, 3.50-3.92] for respondents underrepresented in medicine, and 3.96 [95% CI, 3.90-4.02] for White respondents, P = .04). Women were more likely than men to report experiencing gender harassment (sexist remarks and crude behaviors) (71.9% [95% CI, 67.1%-76.4%] vs 44.9% [95% CI, 40.1%-49.8%], respectively, P < .001). Respondents with LGBTQ+ status were more likely to report experiencing sexual harassment than cisgender and heterosexual respondents when using social media professionally (13.3% [95% CI, 1.7%-40.5%] vs 2.5% [95% CI, 1.2%-4.6%], respectively, P = .01). Each of the 3 aspects of culture and gender were significantly associated with the secondary outcome of mental health in the multivariable analysis. Conclusions and Relevance High rates of sexual harassment, cyber incivility, and negative organizational climate exist in academic medicine, disproportionately affecting minoritized groups and affecting mental health. Ongoing efforts to transform culture are necessary.
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Affiliation(s)
- Reshma Jagsi
- Medical School, University of Michigan, Ann Arbor
- Emory University, Atlanta, Georgia
| | | | - Chris Krenz
- Medical School, University of Michigan, Ann Arbor
| | | | | | | | | | - Eve Kerr
- Medical School, University of Michigan, Ann Arbor
| | | | | | - Nancy Spector
- College of Medicine, Drexel University, Philadelphia, Pennsylvania
| | - Abby Stewart
- Department of Psychology, University of Michigan, Ann Arbor, Michigan
| | - Dana Telem
- Medical School, University of Michigan, Ann Arbor
| | - Peter Ubel
- School of Medicine, Duke University, Durham, North Carolina
| | - Isis Settles
- Department of Psychology, University of Michigan, Ann Arbor, Michigan
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Peters GW, Tarbell NJ. Dr A's Dilemma. Int J Radiat Oncol Biol Phys 2023; 116:214. [PMID: 37179083 DOI: 10.1016/j.ijrobp.2023.02.035] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/17/2023] [Accepted: 02/20/2023] [Indexed: 05/15/2023]
Affiliation(s)
| | - Nancy J Tarbell
- Department of Radiation Oncology, Massachusetts General Hospital, Boston, Massachusetts
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Iftikhar S, Yasmeen R, Khan RA, Arooj M. Barriers and Facilitators for Female Healthcare Professionals to Be Leaders in Pakistan: A Qualitative Exploratory Study. J Healthc Leadersh 2023; 15:71-82. [PMID: 37284183 PMCID: PMC10239639 DOI: 10.2147/jhl.s399430] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/28/2022] [Accepted: 04/15/2023] [Indexed: 06/08/2023] Open
Abstract
Purpose Despite being in high numbers in medical colleges, only a small proportion of women join the workforce and even fewer reach leadership positions in Pakistan. Organizations like United Nations and Women Global Health are working towards closing the gender gap. The study aims to explore the enablers and barriers for women in healthcare leadership and to explore the strategies to promote women in leadership positions in Pakistan's specific societal culture. Methods In this qualitative exploratory study, semi-structured interviews of 16 women holding leadership positions in the health-care profession, ie, medical and dental (basic or clinical sciences) were included. The data were collected until saturation was achieved. The data were analyzed in MS Excel. Deductive and Inductive thematic analysis was done. Results Thirty-eight codes were generated that were combined in the form of categories. The major themes that emerged from the data were: elevating factors, the shackles holding them back, let us bring them up and implicit bias. Elevating factors were intrinsic motivation and exceptional qualifications, while the shackles were related to gender bias, male insecurities, and lack of political background. It was noteworthy that differences in gender roles were highly defined by culture and religion. Conclusion There is a need to change the perception of South Asian society and redefine gender roles through media and individual attempts. Women must take charge of their choices and believe in themselves. The institutional policies to help promote gender equality would be mentorship programs for new faculty, gender-responsive training for everyone, equal opportunities for all, and maintaining gender diversity on all committees.
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Affiliation(s)
- Sundus Iftikhar
- University College of Medicine and Dentistry, University of Lahore, Lahore, PB, Pakistan
| | - Rahila Yasmeen
- Islamic International Medical College, Riphah International University, Rawalpindi, PB, Pakistan
| | - Rehan Ahmed Khan
- Islamic International Medical College, Riphah International University, Rawalpindi, PB, Pakistan
| | - Mahwish Arooj
- University College of Medicine and Dentistry, University of Lahore, Lahore, PB, Pakistan
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A vision to advance gender equality within pharmacy leadership: Next steps to take the profession forward. Res Social Adm Pharm 2023; 19:965-968. [PMID: 36925359 DOI: 10.1016/j.sapharm.2023.03.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/06/2022] [Revised: 03/01/2023] [Accepted: 03/01/2023] [Indexed: 03/08/2023]
Abstract
The United Nations Sustainable Development Goal 5 to 'achieve gender equality and empower all women and girls' aims to eliminate all forms of discrimination against women and girls and ensure their full and effective participation in all spheres of life. In alignment with this, several key international initiatives are making progress towards gender equality in the pharmacy profession. The pharmacy profession must support women and accelerate the progress of women in leadership positions in pharmacy. International and national pharmacy professional bodies can play a critical role in fostering the change required to improve gender equality in all regions and countries. The ongoing development, evaluation and implementation of policies and initiatives are critical to a profession that is increasingly becoming feminised. Furthermore, there is an imperative to deeply understand the gender-based barriers and develop evidence-based strategies and solutions to support women in pharmacy leadership. There is extensive literature and research on gender inequality and its impact on leadership outside pharmacy which could be used strategically for the profession to develop its own evidence based strategic position. Robust initiatives are needed to ensure that women at all levels including women in pharmacy leadership are empowered and encouraged to participate in their profession. This commentary seeks to generate and contribute to the debate to ensure the profession is proactive and deliberate in tackling the challenges that have traditionally impeded women reaching leadership positions and several critical actions as next steps are proposed. Action is needed to improve gender equality in pharmacy leadership and a profession-wide discussion on ways to progress the above proposed actions is critically needed.
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Mousa M, Garth B, Boyle JA, Riach K, Teede HJ. Experiences of Organizational Practices That Advance Women in Health Care Leadership. JAMA Netw Open 2023; 6:e233532. [PMID: 36939704 PMCID: PMC10028487 DOI: 10.1001/jamanetworkopen.2023.3532] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/14/2022] [Accepted: 01/31/2023] [Indexed: 03/21/2023] Open
Abstract
Importance Women are underrepresented in health care leadership positions. Organizational practices and culture play a key role in mitigating this disparity. Objective To explore the experiences of women in leadership roles and inform how health care organizations can support the advancement of women into leadership. Design, Setting, and Participants This qualitative study used a constructivist grounded theory approach applied over a 1-year period (May 1, 2021, to May 31, 2022) in a large private health care network in Australia. Women were eligible if they had been in leadership positions for more than 5 years. Purposive and theoretical sampling guided recruitment of 28 women, representing medical, nursing, and allied health specialties. Interviews lasted 1 hour, producing 500 pages of transcripts for analysis. Main Outcomes and Measures The primary outcome was a model of organizational practices and conditions that advance women in health care leadership, extrapolated from the collective experiences of women in leadership. Key elements pertained to organizational patterns of interaction and group norms and behaviors that contributed toward women's experiences of career advancement. Results Overall, 28 women (23 [82%] White; 3 [11%] Southeast Asian) participated in the study, 10 (36%) of whom were in nursing, 9 (32%) of whom were in allied health, and 9 (32%) of whom were in medical disciplines. Organizational practices that advance women in health care leadership were highly dependent on conducive organizational culture enhancing women's credibility and capability as leaders. Four interrelated elements were identified that create the necessary conditions for an organizational culture to advance women in health care leadership, including (1) identifying and actively addressing systemic barriers, (2) challenging gendered assumptions and expectations of leadership behaviors, (3) providing mentorship to shape career opportunities, and (4) determining how these conditions all contribute toward raising women's credibility to enable internalizing a leadership identity. For women, advancing to leadership involved organizations moving away from ad hoc, inconsistent applications of gender equity practices and generating supportive practices that reinforced a workforce culture of credibility, collaboration, and continuous improvement to support women. Conclusions and Relevance In light of persisting inequity in health care leadership, women's experiences were captured in this qualitative study to identify organizational practices that support their advancement. Insights into factors that influence efficacy of these practices, including building a supportive culture and mentoring, are discussed. This research informs a National Health and Medical Research Council initiative with international collaborators to support organizations in advancing women in health care leadership.
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Affiliation(s)
- Mariam Mousa
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, Australia
- Epworth Healthcare, Richmond, Australia
| | - Belinda Garth
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, Australia
- Rural Health, Faculty of Medicine, Nursing and Health Sciences, Monash University, Melbourne, Australia
| | - Jacqueline A. Boyle
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, Australia
- Epworth Healthcare, Richmond, Australia
- Health Systems and Equity, Eastern Health Clinical School, Melbourne, Australia
| | - Kathleen Riach
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, Australia
- Adam Smith Business School, University of Glasgow, Glasgow, Scotland
| | - Helena J. Teede
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, Australia
- Monash Partners Academic Health Science Centre, Melbourne, Australia
- Endocrine and Diabetes Units, Monash Health, Melbourne, Australia
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Puhahn-Schmeiser B, Hennel EK, Gross C, Raestrup H, Bühren A, Mangler M. Female physician and pregnancy- effect of the amended German maternity protection act on female doctors' careers. Innov Surg Sci 2023; 8:23-28. [PMID: 37842192 PMCID: PMC10576549 DOI: 10.1515/iss-2022-0024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/11/2022] [Accepted: 12/16/2022] [Indexed: 10/17/2023] Open
Abstract
Objectives In Germany, the 2018 amended Maternity Protection Act frequently leads to fundamental restrictions for female physicians, especially surgeons, and now even also for students impeding the progress of their careers. Our goal was to assess the current situation for pregnant female physicians and students, respectively, and their perspective on this amendment regarding their career path. Methods A nationwide survey was conducted in Germany from December 2020 to February 2021. The questionnaire included 790 female physicians and students who were pregnant after the inception of the amended Act. Those women pregnant after the beginning of the corona pandemic were excluded. Results The survey revealed that two thirds of female physicians worked a maximum of 50% in their previous professional activity as soon as they reported pregnancy. Amongst medical students this amounted up to 72%. 18% of the female physicians and 17% of the female medical students respectively could not follow the sense of these restrictions. 44% of female medical physicians and 33% of female students felt their career impeded. This led up to 43% amongst female medical doctors and 53% amongst female medical students, respectively, who were concerned to announce their pregnancy. As a consequence, pregnancies were reported at 12 weeks in female physicians compared to 19 weeks in medical students. Conclusions Analyses of the current survey revealed that a relevant number of female physicians and medical students felt impeded in their career path through the application of the amended Maternity Act.
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Affiliation(s)
- Barbara Puhahn-Schmeiser
- Department of Neurosurgery, University Medical Center, Albert-Ludwigs-University, Freiburg im Breisgau, Germany
- German Medical Women’s Association, Berlin, Germany
| | - Eva K. Hennel
- Department of Medical Education, University of Bern, Bern, Switzerland
| | | | - Heike Raestrup
- German Medical Women’s Association, Berlin, Germany
- MVZ Limburg, Limburg an der Lahn, Germany
| | | | - Mandy Mangler
- Department Obstetrics and Gynecology, Vivantes, Auguste-Viktoria-Klinikum, Berlin, Germany
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Galbally M, Eggleston K, Northwood K, Siskind D, Berk M, Suetani S, Gill N, O'Connor N, Harvey SB, Every-Palmer S. Renewal of academic psychiatry without addressing gender equity will render it Jurassic rather than endangered. Aust N Z J Psychiatry 2023; 57:315-321. [PMID: 36086800 DOI: 10.1177/00048674221123494] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
While two editorials have raised concerns about the decline in Australian academic psychiatry, for a genuine rejuvenation to ever occur, we will need to re-examine how women can be better included in this important endeavour. While attainment of fellowship has reached gender parity, academic psychiatry has disappointingly lagged, with 80% of its senior leadership roles across Australia and New Zealand still held by men, with a similar situation in the United Kingdom and the United States as well as many other countries. Encouraging women into academic psychiatry is not only critical to progress as a profession but also will help address the current blindness to sex differences in biological psychiatry, as well the social impact of restrictive gender norms and the effects of gender-based violence on mental health. This potentially creates opportunities for significant gains and insights into mental disorders. However, addressing the barriers for women in academia requires tackling the entrenched disparities across salaries, grant funding, publications, teaching responsibilities, keynote invitations and academic promotions alongside the gender-based microaggressions, harassment and tokenism reported by many of our female academics. Many women must grapple with not just a 'second shift' but a 'third shift', making the burden of an academic career unreasonable and burnout more likely. Addressing this is no easy task. The varied research in academic medicine reveals no quick fixes, although promoting gender equity brings significant potential benefits. Areas such as academic psychiatry need to recognise our community's growing discomfort with workplaces that choose to maintain status quo. Gender equity must be a critical part of any quest to revive this important area of practice for our profession.
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Affiliation(s)
- Megan Galbally
- Department of Psychiatry, School of Clinical Sciences, Monash University, Clayton, VIC, Australia
- Health Futures Institute, Murdoch University, Perth, WA, Australia
| | - Katherine Eggleston
- Department of Psychological Medicine, University of Otago, Christchurch, New Zealand
- Specialist Mental Health Services, Canterbury District Health Board, Christchurch, New Zealand
| | - Korinne Northwood
- Metro South Addiction and Mental Health Service, Metro South Health, Brisbane, QLD, Australia
- Faculty of Medicine, University of Queensland, Brisbane, QLD, Australia
| | - Dan Siskind
- Metro South Addiction and Mental Health Service, Metro South Health, Brisbane, QLD, Australia
- Faculty of Medicine, University of Queensland, Brisbane, QLD, Australia
| | - Michael Berk
- IMPACT - The Institute for Mental and Physical Health and Clinical Translation, School of Medicine, Barwon Health, Deakin University, Geelong, VIC, Australia
- Orygen, The National Centre of Excellence in Youth Mental Health, Centre for Youth Mental Health, Florey Institute for Neuroscience and Mental Health and the Department of Psychiatry, The University of Melbourne, Melbourne, VIC, Australia
| | - Shuichi Suetani
- Faculty of Medicine, University of Queensland, Brisbane, QLD, Australia
- Institute for Urban Indigenous Health, Windsor, QLD, Australia
- Queensland Centre for Mental Health Research, Wacol, QLD, Australia
- School of Medicine and Dentistry, Griffith University, Southport, QLD, Australia
| | - Neeraj Gill
- School of Medicine and Dentistry, Griffith University, Southport, QLD, Australia
- Health Research Institute, University of Canberra, Canberra, ACT, Australia
- Mental Health and Specialist Services, Gold Coast Health, Gold Coast, QLD, Australia
| | - Nick O'Connor
- NSW Clinical Excellence Commission, St Leonards, NSW, Australia
| | - Samuel B Harvey
- Black Dog Institute, University of New South Wales Sydney, Sydney, NSW, Australia
| | - Susanna Every-Palmer
- Department of Psychological Medicine, University of Otago, Wellington, New Zealand
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Desveaux L, Pirmohamed J, Hussain-Shamsy N, Gray CS. From pressure in the pipeline to accelerating ascension: a survey to understand professional experiences of and opportunities for Canadian women in the healthcare sector. HUMAN RESOURCES FOR HEALTH 2023; 21:12. [PMID: 36803491 PMCID: PMC9942417 DOI: 10.1186/s12960-023-00800-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/14/2022] [Accepted: 02/02/2023] [Indexed: 06/18/2023]
Abstract
BACKGROUND Much has been written about the state and persistent lack of progress regarding gender equity and the commonly referenced phenomenon of a 'leaking pipeline'. This framing focuses attention on the symptom of women leaving the workforce, rather than the well-documented contributing factors of hindered recognition, advancement, and financial opportunities. While attention shifts to identifying strategies and practices to address gender inequities, there is limited insight into the professional experiences of Canadian women, specifically in the female-dominated healthcare sector. METHODS We conducted a survey of 420 women working across a range of roles within healthcare. Frequencies and descriptive statistics were calculated for each measure as appropriate. For each respondent, two composite Unconscious Bias (UCB) scores were created using a meaningful grouping approach. RESULTS Our survey results highlight three key areas of focus to move from knowledge to action, including (1) identifying the resources, structural factors, and professional network elements that will enable a collective shift towards gender equity; (2) providing women with access to formal and informal opportunities to develop the strategic relational skills required for advancement; and (3) restructuring social environments to be more inclusive. Specifically, women identified that self-advocacy, confidence building, and negotiation skills were most important to support development and leadership advancement. CONCLUSIONS These insights provide systems and organizations with practical actions they can take to support women in the health workforce amid a time of considerable workforce pressure.
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Affiliation(s)
- L Desveaux
- Institute for Better Health, Trillium Health Partners, 100 Queensway West, Mississauga, ON, Canada.
- Institute for Health Policy, Management, and Evaluation, University of Toronto, 155 College St, Toronto, ON, Canada.
| | - J Pirmohamed
- Child Health Evaluative Sciences, Sick Kids Research Institute, 666 Bay St, Toronto, ON, Canada
| | - N Hussain-Shamsy
- Institute for Health Policy, Management, and Evaluation, University of Toronto, 155 College St, Toronto, ON, Canada
| | - C Steele Gray
- Institute for Health Policy, Management, and Evaluation, University of Toronto, 155 College St, Toronto, ON, Canada
- Lunenfeld-Tanenbaum Research Institute, Sinai Health, 14 St. Matthews Road, Toronto, ON, Canada
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Shalit A, Vallely L, Nguyen R, Bohren M, Wilson A, Homer CSE, Vogel J. The representation of women on Australian clinical practice guideline panels, 2010-2020. Med J Aust 2023; 218:84-88. [PMID: 36599458 PMCID: PMC10953318 DOI: 10.5694/mja2.51831] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/26/2022] [Revised: 10/19/2022] [Accepted: 10/26/2022] [Indexed: 01/06/2023]
Abstract
OBJECTIVES To assess the composition by gender of Australian clinical practice guideline development panels; to explore guideline development-related factors that influence the composition of panels. DESIGN, SETTING, PARTICIPANTS Survey of clinical guidelines published in Australia during 2010-2020 that observed the 2016 NHMRC Standards for Guidelines, identified (June 2021) in the NHMRC Clinical Practice Guideline Portal or by searching the Guideline International Network guidelines library, the Trip medical database, and PubMed. The gender of contributors to guideline development was inferred from gendered titles (guideline documents) or pronouns (online biographies). MAIN OUTCOME MEASURES The overall proportion of guideline panel members - the guideline contributors who formally considered evidence and formulated recommendations (ie, guideline panel chairs and members) - who were women. RESULTS Of 406 eligible guidelines, 335 listed the names of people who contributed to their development (82%). Of 7472 named contributors (including 511 guideline panel chairs [6.8%] and 5039 guideline panel members [67.4%]), 3514 were men (47.0%), 3345 were women (44.8%), and gender could not be determined for 612 (8.2%). A total of 215 guideline panel chairs were women (42.1%), 280 were men (54.8%); 2566 guideline panel members were men (50.9%), 2071 were women (41.1%). The proportion of female guideline panel members was smaller than 40% for 179 guidelines (53%) and larger than 60% for 71 guidelines (21%). The median guideline proportion of female panel members was smaller than 50% for all but two years (2017, 2018). CONCLUSIONS The representation of women in health leadership roles in Australia does not reflect their level of participation in the health care workforce. In particular, clinical guideline development bodies should develop transparent policies for increasing the participation of women in guideline development panels.
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Affiliation(s)
| | | | | | - Meghan Bohren
- Melbourne School of Population and Global HealthUniversity of MelbourneMelbourneVIC
| | | | | | - Joshua Vogel
- The Burnet InstituteMelbourneVIC
- Cochrane AustraliaMonash UniversityMelbourneVIC
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Carcel C, Woodward M. Gender diversity of clinical practice guideline panels in Australia: important opportunities for progress. Med J Aust 2023; 218:73-74. [PMID: 36625366 DOI: 10.5694/mja2.51832] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/24/2022] [Revised: 11/29/2022] [Accepted: 11/30/2022] [Indexed: 01/11/2023]
Affiliation(s)
- Cheryl Carcel
- The George Institute for Global Health, University of New South Wales, Sydney, NSW
| | - Mark Woodward
- The George Institute for Global Health, University of New South Wales, Sydney, NSW
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Georgousakis M, Vassallo A. Mentoring to address the gender gap: The Franklin Women's experience. J Med Imaging Radiat Oncol 2023; 67:200-202. [PMID: 36727158 DOI: 10.1111/1754-9485.13513] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/20/2022] [Accepted: 01/20/2023] [Indexed: 02/03/2023]
Affiliation(s)
- Melina Georgousakis
- Franklin Women, Sydney, New South Wales, Australia.,Sydney School of Public Health, Faculty of Medicine and Health, The University of Sydney, Sydney, New South Wales, Australia
| | - Amy Vassallo
- Franklin Women, Sydney, New South Wales, Australia.,Sydney School of Public Health, Faculty of Medicine and Health, The University of Sydney, Sydney, New South Wales, Australia.,The George Institute for Global Health, University of New South Wales, Sydney, New South Wales, Australia
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Bourgeault IL, Decady R, Pascual J, Hermosura BJ. Leading practices for men to support women's health leadership: A toolkit of resources to initiate change. Healthc Manage Forum 2023; 36:55-60. [PMID: 36062417 DOI: 10.1177/08404704221119099] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Abstract
Men have a critically important role to play in supporting women from different backgrounds to move into leadership roles. Indeed, it is necessary work for those in positions of privilege to challenge processes that result in inequitable gender outcomes in health leadership. We present the resources that have been compiled into a toolkit for men to support more inclusive health leadership and transformative systemic change. A three-step process was undertaken to search, select, and curate leading evidence-informed practices. Three key clusters of resources in the toolkit address why men's actions are necessary, what leading actions entail, and the importance of mentorship and sponsorship. Change will require more than shaping the individual attitudes and behaviours of men in leadership positions. Attention to gender and other forms of inequity need to be embedded into the structures, processes and outcomes of teams, organizations, and systems and evaluated for process.
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Affiliation(s)
| | - Ruth Decady
- 6363University of Ottawa, Ottawa, Ontario, Canada
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Trends in female first-author abstracts at the Society for Academic Emergency Medicine Annual Meeting, 1990-2020. Am J Emerg Med 2023; 63:22-28. [PMID: 36306648 DOI: 10.1016/j.ajem.2022.10.028] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/02/2022] [Revised: 09/15/2022] [Accepted: 10/14/2022] [Indexed: 11/06/2022] Open
Abstract
OBJECTIVES To describe first author gender differences and characteristics in 1) Society for Academic Emergency Medicine (SAEM) Annual Meeting abstracts and 2) resulting manuscript publications. METHODS We performed cross-sectional evaluation of SAEM abstracts from 1990, 1995, 2000, 2005, 2010, 2015, and 2020, compiling and reviewing a random sample of 100 abstracts for each year (total n = 700 abstracts). We documented abstract characteristics, including first author gender, and used the 2020 SAEM scoring rubric. We then searched PubMed to identify manuscript publications resulting from abstracts from 1990 to 2015 (n = 600). Finally, among abstracts that resulted in manuscript publication, we identified first and last author gender on both the abstracts and the resulting publication. RESULTS Overall, 29% (202/695; n = 5 missing gender) of abstracts had female first authors. Female first authors increased over time (e.g., 17% in 1990 to 35% in 2020). Abstract quality scores were similar (both median [interquartile range] of 11 ([9-12]). Overall, 42% (n = 254/600) of abstracts resulted in a manuscript publication, 39% (n = 65/202) with female and 44% (n = 189/493) with male first authors (p = 0.26). The median time (IQR) from abstract to manuscript publication was longer for abstracts with female first authors vs. those with male first authors (2 [1-3] years and 1 [1, 2] years, p < 0.02); 77% and 78% of publications resulting from abstracts with female and male first authors, respectively, had the same first author. Female first author abstracts more often converted to a male first author manuscript publication (18%, n = 12/65) compared to male first author abstracts converting to female first author publications (7%, n = 14/189). CONCLUSIONS A minority of SAEM abstracts, and manuscript publications resulting from them, had female first authors. Abstracts with female first authors took longer to achieve manuscript publication, and almost a fifth of female first author abstracts resulted in male first author manuscript publication.
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Williams JH, Silvera GA, Lemak CH. Learning Through Diversity: Creating a Virtuous Cycle of Health Equity in Health Care Organizations. Adv Health Care Manag 2022; 21:167-189. [PMID: 36437622 DOI: 10.1108/s1474-823120220000021009] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/16/2023]
Abstract
In the US, a growing number of organizations and industries are seeking to affirm their commitment to and efforts around diversity, equity, and inclusion (DEI) as recent events have increased attention to social inequities. As health care organizations are considering new ways to incorporate DEI initiatives within their workforce, the anticipated result of these efforts is a reduction in health inequities that have plagued our country for centuries. Unfortunately, there are few frameworks to guide these efforts because few successfully link organizational DEI initiatives with health equity outcomes. The purpose of this chapter is to review existing scholarship and evidence using an organizational lens to examine how health care organizations can advance DEI initiatives in the pursuit of reducing or eliminating health inequities. First, this chapter defines important terms of DEI and health equity in health care. Next, we describe the methods for our narrative review. We propose a model for understanding health care organizational activity and its impact on health inequities based in organizational learning that includes four interrelated parts: intention, action, outcomes, and learning. We summarize the existing scholarship in each of these areas and provide recommendations for enhancing future research. Across the body of knowledge in these areas, disciplinary and other silos may be the biggest barrier to knowledge creation and knowledge transfer. Moving forward, scholars and practitioners should seek to collaborate further in their respective efforts to achieve health equity by creating formalized initiatives with linkages between practice and research communities.
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El-Farra S. Re-shaping the medical imaging leadership landscape: A woman's call for action. J Med Imaging Radiat Sci 2022; 53:S41-S46. [PMID: 36184271 DOI: 10.1016/j.jmir.2022.09.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/12/2022] [Revised: 09/09/2022] [Accepted: 09/13/2022] [Indexed: 12/24/2022]
Affiliation(s)
- Samar El-Farra
- College of Medical Radiation and Imaging Technologists of Ontario, Canada; Emirates Medical Society - The Radiographers Society of Emirates (RASE) - UAE Dubai.
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