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Sharma ND, Young KC, Feld LD, Rabinowitz LG. Patched but Still Leaky: An Update on the Pipeline for Women in Gastroenterology. Dig Dis Sci 2024:10.1007/s10620-024-08587-3. [PMID: 39126451 DOI: 10.1007/s10620-024-08587-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/14/2024] [Accepted: 08/05/2024] [Indexed: 08/12/2024]
Abstract
BACKGROUND Women remain underrepresented in gastroenterology (GI). Studies have identified that a lack of formal mentorship for women contributes to this underrepresentation. While many GI divisions have adopted models for supporting GI fellows and faculty, there is a gap in our knowledge regarding mentorship options for internal medicine (IM) residents interested in GI. AIMS To evaluate representation of women at each level of their career (resident, fellow, and attending) and examine trends in representation of women in GI compared to other IM subspecialties. METHODS We analyzed AAMC Physician Specialty Data Reports to compare gender representation and growth of women representation across all IM subspecialties and residencies from 2007 to 2021. RESULTS In 2021, 44.3% of IM residents, 37.8% of GI fellows, and 19.7% of actively practicing attending gastroenterologists were women. Since 2007, GI comprised significantly lower proportions of women attendings except for cardiology, and lower representation in fellows, except for cardiology and nephrology, than other IM subspecialties (p < 0.001). There was a consistently higher proportion of women GI fellows than attendings over the past 14 years (p < 0.01). CONCLUSIONS GI has among the lowest representation of women at each career level compared to other IM subspecialties. Given the previously reported preference of gender congruent mentoring, the underrepresentation of senior academic gastroenterologists who are women may be a contributing factor to lower proportions of women trainees choosing to pursue GI.
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Affiliation(s)
- Nivita D Sharma
- Department of Medicine, Duke University School of Medicine, 2301 Erwin Road, Durham, NC, 27705, USA.
| | - Karen C Young
- Department of Medicine, Duke University School of Medicine, 2301 Erwin Road, Durham, NC, 27705, USA
| | - Lauren D Feld
- Division of Gastroenterology, Department of Medicine, UMass Chan School of Medicine, Worcester, MA, USA
| | - Loren G Rabinowitz
- Division of Gastroenterology, Department of Medicine, Beth Israel Deaconess Center, Harvard University, Boston, MA, USA
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Nagamine S, Morimoto T, Niizeki Y, Yamauchi K, Oizumi N, Hirata H, Tanaka S, Tsukamoto M, Kobayashi T, Mawatari M. Academic Engagement of Women as Orthopaedic Surgeons at the Annual Meetings of the Japanese Orthopaedic Association From 2012 to 2022. Cureus 2024; 16:e57474. [PMID: 38699132 PMCID: PMC11065480 DOI: 10.7759/cureus.57474] [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] [Accepted: 04/01/2024] [Indexed: 05/05/2024] Open
Abstract
BACKGROUND Higher gender diversity correlates with higher patient satisfaction, higher-quality medical education, increased research productivity, and higher revenues. Although the field of Japanese orthopaedic surgery includes the lowest proportion of women and lags in gender diversity, reports on the current gender diversity status in academic activities are scarce. We investigated changes in women's participation in academic activities at the Japanese Orthopaedic Association (JOA) annual meetings over the past 11 years. METHODS Data on the percentage of women in the JOA membership during 2012-2022 were analyzed to ascertain the proportion of women as first authors of oral and poster presentations, abstract reviewers, invited lecturers, seminar lecturers, general abstract oral chairpersons, symposium chairpersons, and speakers. Regarding the ratio of women among the JOA members during 2012-2022, we relied on data provided by the JOA. Data related to other categories were collected from the abstract book presented at the JOA Annual Meetings between 2012 and 2022. We analyzed the time trend for women's proportions using the Cochran-Armitage trend test. A p-value < 0.05 was considered statistically significant. RESULTS During 2012-2022, the percentage of female members (4.9-6.7%), poster first authors (2.7-4.3%), abstract reviewers (0-1.5%), general abstract oral chairpersons (0-2.3%), symposium chairpersons (0-3.6%), and symposium speakers (1.6-6.8%) had increased significantly (p < 0.05). Oral first authors (2.2-4.1%), invited lecturers (0-6.8%), or seminar lecturers (0%-6.7%) showed no trend. Women engaged in academic activities at all annual association meetings did not exceed the women's proportion among the association members. CONCLUSION Although the proportion of women members of the JOA has gradually increased and more women are involved in its annual meetings, the proportion of female presenters, invited speakers, symposiasts, and chairpersons of oral and poster presentations is generally lower than that of women as JOA members. Members should be asked to raise awareness, including more active education of women as physicians in educational institutions and the creation of positive actions to select women as physicians for more important roles (chairpersons, educational speakers, and symposiasts) in the organization of annual meetings.
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Affiliation(s)
- Satomi Nagamine
- Department of Orthopaedic Surgery, Saga University, Saga, JPN
| | | | - Yumi Niizeki
- Department of Orthopaedic Surgery, Soka Municipal Hospital, Soka, JPN
| | - Kazuyo Yamauchi
- Department of Community-Oriented Medical Education, Graduate School of Medicine, Chiba University, Chiba, JPN
| | - Naomi Oizumi
- Upper Extremity Center of Joint Replacement and Endoscopic Surgery, Hokushin Orthopaedic Hospital, Sapporo, JPN
| | - Hirohito Hirata
- Department of Orthopaedic Surgery, Saga University, Saga, JPN
| | - Shiori Tanaka
- Department of Orthopaedic Surgery, Saga University, Saga, JPN
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Winters RC, Chan TM, Barth BE. Five hats of effective leaders: teacher, mentor, coach, supervisor and sponsor. BMJ LEADER 2024; 8:9-14. [PMID: 37344163 DOI: 10.1136/leader-2022-000733] [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: 01/08/2023] [Accepted: 06/08/2023] [Indexed: 06/23/2023]
Abstract
BACKGROUND/AIM Teaching, mentoring, coaching, supervising and sponsoring are often conflated in the literature. In this reflection, we clarify the distinctions, the benefits and the drawbacks of each approach. We describe a conceptual model for effective leadership conversations where leaders dynamically and deliberately 'wear the hats' of teacher, mentor, coach, supervisor and/or sponsor during a single conversation. METHODS As three experienced physician leaders and educators, we collaborated to write this reflection on how leaders may deliberately alter their approach during dynamic conversations with colleagues. Each of us brings our own perspective and lens. RESULTS We articulate how each of the 'five hats' of teacher, mentor, coach, supervisor and sponsor may help or hinder effectiveness. We discuss how a leader may 'switch' hats to engage, support and develop colleagues across an ever-expanding range of contexts and settings. We demonstrate how a leader might 'wear the five hats' during conversations about career advancement and burn-out. CONCLUSION Effective leaders teach, mentor, coach, supervise and sponsor during conversations with colleagues. These leaders employ a deliberate, dynamic and adaptive approach to better serve the needs of their colleagues at the moment.
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Affiliation(s)
- Richard C Winters
- Department of Emergency Medicine, Mayo Clinic, Rochester, Minnesota, USA
| | - Teresa M Chan
- Division of Education & Innovation, Division of Emergency Medicine, Department of Medicine, McMaster University, Hamilton, Ontario, Canada
| | - Bradley E Barth
- Department of Emergency Medicine, University of Kansas Medical Center, Kansas City, Kansas, USA
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Lee JK, Levine RB, Yousem DM, Faraday N, Skarupski KA, Ishii M, Daugherty Biddison EL, Oliva-Hemker M. Commitment to inclusion: The importance of collaboration in gender equity work. WOMEN'S HEALTH (LONDON, ENGLAND) 2024; 20:17455057241252574. [PMID: 38742705 PMCID: PMC11095174 DOI: 10.1177/17455057241252574] [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: 09/22/2023] [Revised: 03/12/2024] [Accepted: 04/16/2024] [Indexed: 05/16/2024]
Abstract
Despite decades of faculty professional development programs created to prepare women for leadership, gender inequities persist in salary, promotion, and leadership roles. Indeed, men still earn more than women, are more likely than women to hold the rank of professor, and hold the vast majority of positions of power in academic medicine. Institutions demonstrate commitment to their faculty's growth by investing resources, including creating faculty development programs. These programs are essential to help prepare women to lead and navigate the highly matrixed, complex systems of academic medicine. However, data still show that women persistently lag behind men in their career advancement and salary. Clearly, training women to adapt to existing structures and norms alone is not sufficient. To effectively generate organizational change, leaders with power and resources must commit to gender equity. This article describes several efforts by the Office of Faculty in the Johns Hopkins University School of Medicine to broaden inclusivity in collaborative work for gender equity. The authors are women and men leaders in the Office of Faculty, which is within the Johns Hopkins University School of Medicine dean's office and includes Women in Science and Medicine. Here, we discuss potential methods to advance gender equity using inclusivity based on our institutional experience and on the findings of other studies. Ongoing data collection to evaluate programmatic outcomes in the Johns Hopkins University School of Medicine will be reported in the future.
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Affiliation(s)
- Jennifer K Lee
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Pediatrics, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Rachel B Levine
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - David M Yousem
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Radiology, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Nauder Faraday
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Kimberly A Skarupski
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Masaru Ishii
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Otolaryngology, Head and Neck Surgery, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Neurosurgery, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - EL Daugherty Biddison
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Maria Oliva-Hemker
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Pediatrics, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
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Hastie MJ, Kim M, Katz D, Lin M, Chatterji M. Survey Validation for Measuring Perceptions of Work-Related Factors That Influence Career Paths of Men and Women in Academic Anesthesiology. Anesth Analg 2024; 138:187-197. [PMID: 37224067 DOI: 10.1213/ane.0000000000006538] [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: 05/26/2023]
Abstract
BACKGROUND Women's underrepresentation in positions of leadership in medicine has been attributed to environmental, structural, motivational, and situational factors. The purpose of this study was to design and validate a survey instrument based on these constructs, using a sample of men and women anesthesiologists from 3 urban academic medical centers. METHODS Following institutional review board review, survey domains were defined based on a literature review. Items were developed, and content validation was performed by external experts. Anesthesiologists at 3 academic institutions were invited to complete the anonymous survey. Validation measures were performed on the collected responses, including reliability, convergent, and discriminant validity. In addition, differences between men and women respondents were evaluated. RESULTS Content validation by external experts yielded 38 items with 5-point Likert scales, defining 3 constructs: environmental (14 items), structural (13 items), and motivational (11 items) factors, with single-item measures on situational factors. Content validity indices used Cohen's Kappa coefficients, with 0.85 as the acceptance cutoff. Two hundred seventy-four anesthesiologists in 3 academic institutions received the online survey. One hundred fifteen responses were received (42% response rate), yielding 103 complete survey responses, of which 86 cases included gender. Cronbach's α reliability estimates for the environmental, structural, and motivational scale scores were .88, .84, and .64, respectively, after scale revision. Evidence of convergent (Pearson's r = 0.68; P < .001) and discriminant validity (Pearson's r = 0.017; P = .84) confirmed theoretical expectations. Gender group differences showed statistically significant differences in perceptions toward environmental but not toward structural and motivational factors. CONCLUSIONS The iterative design and validation processes yielded a 3-scale survey instrument with parsimonious item sets. The preliminary evidence of construct validity and reliability fills a gap in the instrumentation literature for assessing gender issues in medicine. Findings were consistent with theoretical expectations. Women are more likely than men to experience challenges in the work environment for career advancement. No differences were found between men and women on perceived resources and overall motivation factors. Investigations should continue with larger and more diverse samples and medical specialties.
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Affiliation(s)
- Maya Jalbout Hastie
- From the Department of Anesthesiology, Columbia University Vagelos College of Physicians and Surgeons, New York, New York
| | - Minjae Kim
- From the Department of Anesthesiology, Columbia University Vagelos College of Physicians and Surgeons, New York, New York
| | - Daniel Katz
- Department of Anesthesiology, Mount Sinai Health System, New York, New York
| | - Meiko Lin
- Institute for Racial Justice, Loyola University Chicago, Chicago, Illinois
| | - Madhabi Chatterji
- Assessment and Evaluation Research Initiative, Teachers College, Columbia University, New York, New York
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Sharma S, Mathias H, Jones E, Heisler C, Rohatinsky N, Novak K, Leung Y, Fowler S, Kaczur M, Targownik L, Jones JL. Time for a Gut Check: A Qualitative Study of Proposed Interventions to Address Gender Inequality in Gastroenterology. J Can Assoc Gastroenterol 2023; 6:155-161. [PMID: 37811530 PMCID: PMC10558195 DOI: 10.1093/jcag/gwad022] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/10/2023] Open
Abstract
Background Gender inequalities persist in medicine, particularly in some speciality fields where fewer women are employed. Although previous research has suggested potential interventions to broadly address gender inequality in medicine, no research has focused on interventions in the field of gastroenterology. The purpose of this research was to engage women in the field of gastroenterology in Canada, to identify interventions with potential to be effective in addressing gender inequality. Methods A World Café was hosted in 2019 to discuss gender inequality and interventions in gastroenterology. Twelve women employed in the field of gastroenterology (i.e. physicians, nurses, research staff, and trainees) were purposively recruited and participated in the event. The discussion rounds were audio-recorded, transcribed, and thematic analyses was conducted using Braun and Clarke's principles. Results Three key themes identifying potential interventions to address gender inequality in gastroenterology were generated: (1) Education; (2) Addressing institutional structures and polices; and 3) Role modelling and mentorship. Participants indicated that interventions should target various stakeholders, including both women and men in gastroenterology, young girls, patients, and administrators. Conclusion Many of the interventions identified by participants correspond with existing research on interventions in general medicine, suggesting that institutional changes can be made for maximum effectiveness. Some novel interventions were also identified, including publicizing instances of gender parity and supporting interventions across the educational and professional lifecourse. Moving forward, institutions must assess their readiness for change and evaluate existing policies, programs, and practices for areas of improvement.
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Affiliation(s)
- Sowmya Sharma
- Division of Gastroenterology and Hepatology, Johns Hopkins University, Baltimore 21231, USA
| | - Holly Mathias
- School of Public Health, University of Alberta, Edmonton T6G 2R3, Canada
| | - Emma Jones
- Department of Digestive Care and Endoscopy, Department of Medicine, Dalhousie University, Halifax B3H 1V7, Canada
| | - Courtney Heisler
- Department of Digestive Care and Endoscopy, Department of Medicine, Dalhousie University, Halifax B3H 1V7, Canada
| | - Noelle Rohatinsky
- College of Nursing, University of Saskatchewan, Saskatoon S7N 2Z4, Canada
| | - Kerri Novak
- Division of Gastroenterology and Hepatology, University of Calgary, Calgary T2N 4Z5, Canada
| | - Yvette Leung
- Department of Gastroenterology, Faculty of Medicine, University of British Columbia, Vancouver V5Z 1M9, Canada
| | - Sharyle Fowler
- Division of Gastroenterology, Department of Medicine, Royal University Hospital, University of Saskatchewan, Saskatoon S7N 0W8, Canada
| | - Melaine Kaczur
- Canadian Hub for Applied and Social Research, University of Saskatchewan, Saskatoon S7N 5B5, Canada
| | - Laura Targownik
- Department of Gastroenterology, University of Toronto, Toronto M5G 1X5, Canada
- Department of Gastroenterology, University of Manitoba, Winnipeg R3E 3P4, Canada
| | - Jennifer L Jones
- Department of Digestive Care and Endoscopy, Department of Medicine, Dalhousie University, Halifax B3H 1V7, Canada
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Pechlivanidou E, Antonopoulos I, Margariti RE. Gender equality challenges in orthopaedic surgery: a systematic review. INTERNATIONAL ORTHOPAEDICS 2023; 47:2143-2171. [PMID: 37433883 DOI: 10.1007/s00264-023-05876-w] [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: 05/03/2023] [Accepted: 06/20/2023] [Indexed: 07/13/2023]
Abstract
PURPOSE Several studies have examined gender-equality challenges and ways to improve women's representation and management. Orthopaedic surgeons and patients are less gender equitable than them of other surgical disciplines. This systematic review summarizes these findings and highlights orthopaedic surgery gender inequality. METHODS Search of the PubMed, Embase, and Cochrane databases was carried out to extract human studies investigating the gender gap in orthopaedics, trying to highlight the equality challenges orthopaedic surgery faces. Studies incorporating patients with comorbidities in which gender is a proven risk factor, and pregnant women were excluded. RESULTS This systematic review included 59 studies involving 692,435 people (mean females/males ratio: 4.44), spanning the years 1987-2023. Regarding the targeted population, 35 (59.32%) studies focused on patients, while 24 (40.68%) on physicians. Orthopaedic surgery is described as an unfriendly career field for women as surgeons or sports leading physicians while women are generally under represented in the academic field of orthopaedics. Regarding patients, female gender consists both a risk and prognostic factor influencing the prevalence of degenerative disease and the outcome of the operative treatment in reconstructive orthopaedics. Female gender is a risk factor for multiple sports injuries and influences the pathogenetic mechanisms resulting in ACL reconstruction. Regarding spine surgery, women are less likely to have surgery suggested, and such suggestion underlines severe disease's progression. CONCLUSIONS Gender differences affect orthopaedic patient-physician-healthcare system interactions. Recognizing biases and their patterns is useful to improve the actual situation. By preventing those an unbiased, tolerant, and egalitarian workplace for physicians and a healthcare system that provides the best treatment to patients could be created.
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Affiliation(s)
- Evmorfia Pechlivanidou
- 1st Department of Orthopaedics, P. & A. Kyriakou Children's Hospital, Athens, Greece.
- Department of Hygiene, Epidemiology and Medical Statistics, Medical School, National and Kapodistrian University of Athens, Athens, Greece.
| | - Ioannis Antonopoulos
- Department of Anatomy, Medical School, National and Kapodistrian University of Athens, Athens, Greece
| | - Rodanthi E Margariti
- 1st Department of Orthopaedics, P. & A. Kyriakou Children's Hospital, Athens, Greece
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Tully JM, Murase JE, Grant-Kels JM, Murrell DF. Gender Equity in Medicine and Dermatology in the United States: The Long Road Traveled and the Journey ahead. Dermatol Clin 2023; 41:265-278. [PMID: 36933915 DOI: 10.1016/j.det.2022.08.007] [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: 11/27/2022]
Abstract
Over the past 50 years there has been an increase in the representation of women in medicine with similar rates of men and women graduating from medical training today. Nevertheless, gender gaps in leadership, research publications, and compensation persist. Herein, we review trends in gender differences among leadership positions in academic medicine with a particular focus on dermatology, evaluate the roles of mentorship, motherhood, and gender bias on gender equity, and discuss constructive solutions for addressing gender inequities that persist in academic medicine today.
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Affiliation(s)
- Janell M Tully
- Department of Dermatology, University of California, San Francisco, 1701 Divisadero Street, San Francisco, CA 94115, USA; University of Arizona College of Medicine - Phoenix, 475 N 5th St, Phoenix, AZ 85004, USA
| | - Jenny E Murase
- Department of Dermatology, University of California, San Francisco, 1701 Divisadero Street, San Francisco, CA 94115, USA; Department of Dermatology, Palo Alto Foundation Medical Group, 701 East El Camino Real, Mountain View, CA 94040, USA
| | - Jane M Grant-Kels
- Department of Dermatology, University of Connecticut School of Medicine, UCONN Health, 21 South Road, Farmington, CT 06032, USA; Department of Dermatology, University of Florida College of Medicine, 4037 NW 86th Terrace, 4th Floor, Gainesville, FL 32606, USA
| | - Dedee F Murrell
- Department of Dermatology, St. George Hospital, University of New South Wales, 27 Belgrave St, Kogarah, NSW 2217, Australia.
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Reeves MGR, Pasricha MV, Ludwig CA, Chandramohan A, Azad AD, Li AS, Rosenblatt TR, Sears CM, Kossler AL, Do DV, Pan CK. Trends in Leadership and Award Recognition Among Women in the American Society of Retina Specialists. JOURNAL OF VITREORETINAL DISEASES 2022; 6:374-380. [PMID: 37006904 PMCID: PMC9954927 DOI: 10.1177/24741264211021019] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Purpose This work evaluates trends in achievement of women in the retina field, through an analysis of gender representation in the American Society of Retina Specialists (ASRS). Methods This retrospective, longitudinal study spans 1983 to 2020. Historical data classified by male or female gender were collected from ASRS's overall membership, board of directors and officers, and recipients of the 4 society awards. The proportion of each benchmark held by women was compared with prior decades since the founding of ASRS using the Fisher's exact test. Results Women's representation increased from 11% of ASRS members in 2007 to 19.7% in 2020. From 2010 to 2019, women received a higher proportion of society awards (21.1%) compared with membership prior to the start of that decade. In 2020, women were proportionally well represented in board of director positions (21.9%) and held a significantly higher proportion of board positions than in the period 1983 to 1989 (P = .02). From 1983 to 2020, women held 4.3% (1 of 23) of presidencies. Conclusions Although the number of women in retina is increasing, women remain underrepresented in the leadership of ASRS. Interventions to increase exposure to female mentorship and improve childcare benefits are warranted to engage female ophthalmology trainees in retina and ultimately society leadership.
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Affiliation(s)
- Mary-Grace R. Reeves
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Malini Veerappan Pasricha
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Cassie A. Ludwig
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
- Retina Service, Department of Ophthalmology, Massachusetts Eye and
Ear, Harvard Medical School, Boston, MA, USA
| | - Arthika Chandramohan
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
- Division of Pediatric Ophthalmology, Department of Ophthalmology,
University of Washington School of Medicine, Seattle, WA, USA
| | - Amee D. Azad
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Angela S. Li
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Tatiana R. Rosenblatt
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Connie Martin Sears
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Andrea L. Kossler
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Diana V. Do
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
| | - Carolyn K. Pan
- Department of Ophthalmology, Byers Eye Institute, Stanford University School of
Medicine, Palo Alto, CA, USA
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An Eye on Gender Equality: A Review of the Evolving Role and Representation of Women in Ophthalmology. Am J Ophthalmol 2022; 236:232-240. [PMID: 34283980 DOI: 10.1016/j.ajo.2021.07.006] [Citation(s) in RCA: 34] [Impact Index Per Article: 17.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/15/2021] [Revised: 07/03/2021] [Accepted: 07/05/2021] [Indexed: 11/21/2022]
Abstract
PURPOSE In recent decades, women have achieved greater representation in ophthalmology. Globally, women now constitute approximately 25%-30% of ophthalmologists and 35%-45% of trainees. Nevertheless, women remain under-represented in key areas, including positions of professional and academic leadership and ophthalmic surgical subspecialization. Furthermore, there is evidence that women in ophthalmology encounter more bias and discrimination across multiple domains than men, including a gender-pay gap that is wider than in many other surgical subspecialties. Women ophthalmologists and trainees report sharply differing training experiences from male peers, including fewer opportunities to operate, more bullying and harassment, less access to mentorship, and contrasting expectations around contributions to family life. DESIGN Perspective. METHODS An extensive literature search was undertaken to compile and review papers published with a focus on gender equity across ophthalmology, surgery, and medicine. RESULTS We identified 8 broad domains that were widely discussed: leadership, research and academics, income, surgical exposure and subspecialization, harassment, career satisfaction, mentorship, and family and marital differences. We have summarized the current research across each of these areas, and discussed possible solutions to reduce the inequities reported. CONCLUSIONS This review draws on current research published around representation and experiences of women in ophthalmology and suggests that there are opportunities to improve gender inequity.
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Coverdale J, Aggarwal R, Morreale M, Balon R, Beresin EV, Guerrero APS, Louie A, Brenner A. Promoting Women to Editorial Leadership Positions at Academic Psychiatry. ACADEMIC PSYCHIATRY : THE JOURNAL OF THE AMERICAN ASSOCIATION OF DIRECTORS OF PSYCHIATRIC RESIDENCY TRAINING AND THE ASSOCIATION FOR ACADEMIC PSYCHIATRY 2021; 45:4-6. [PMID: 33544377 DOI: 10.1007/s40596-021-01409-y] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/12/2023]
Affiliation(s)
| | | | | | | | | | | | | | - Adam Brenner
- University of Texas Southwestern Medical Center, Dallas, TX, USA
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Van Boerum MS, Jarman AF, Veith J, McCarty Allen C, Holoyda KA, Agarwal C, Crombie C, Cochran A. The confidence gap: Findings for women in plastic surgery. Am J Surg 2020; 220:1351-1357. [DOI: 10.1016/j.amjsurg.2020.06.037] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2020] [Revised: 04/28/2020] [Accepted: 06/25/2020] [Indexed: 11/28/2022]
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Balasubramanian SC, Palanisamy D, Bakhti S, El Abbadi N, Collange NZ, Karekezi C, Liew BS, Kato Y. Women in Neurosurgery (WIN): Barriers to Progress, World WIN Directory and the Way Forward. Asian J Neurosurg 2020; 15:828-832. [PMID: 33708650 PMCID: PMC7869302 DOI: 10.4103/ajns.ajns_108_20] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2020] [Revised: 04/19/2020] [Accepted: 07/04/2020] [Indexed: 11/29/2022] Open
Abstract
Women in Neurosurgery (WIN) have come a long way and are making inroads in every neurosurgical subspecialty. There has been a worldwide increase in the number of female neurosurgeons both in the training and practice. Although this is a welcome trend, gender equality at work in terms of opportunities, promotions, and pay scales are yet to be attained. This is more apparent in the developing and underdeveloped nations. Barriers for a female neurosurgeon exist in every phase before entering residency, during training, and at workplace. In the neurosurgical specialty, only a few women are in chief academic and leadership positions, and this situation needs to improve. WIN should be motivated to pursue fellowships, sub-specialty training, research, and academic activities. Furthermore, men should come forward to mentor women, only then the gender debates will disappear and true excellence in neurosurgery can be attained. This article reviews the issues that are relevant in the present era focusing on the barriers faced by female neurosurgeons in the developing and underdeveloped countries and the possible solutions to achieve gender equality in neurosurgery. The authors also present the data from the World WIN Directory collected as a part of Asian Congress of Neurological Surgeons-WINS project 2019. These numbers are expected to grow as the WIN progress and add value to the neurosurgical community at large.
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Affiliation(s)
- Sneha Chitra Balasubramanian
- Department of Neurosurgery, Sri Ramachandra Institute of Higher Education and Research, Chennai, Tamil Nadu, India
| | - Dhivya Palanisamy
- Department of Neurosurgery, Apollo KH Hospital, Vellore, Tamil Nadu, India
| | - Souad Bakhti
- Department of Neurosurgery, Medical School University Algiers, 16022 Algiers, Algeria
| | - Najia El Abbadi
- Department of Neurosurgery, Cheikh Zaid International University Hospital, Rabat, Morocco
| | | | - Claire Karekezi
- Department of Neurosurgery, Rwanda Military Hospital, Kigali, Rwanda
| | - Boon Seng Liew
- Department of Neurosurgery, Hospital Sungai Buloh, Selangor, Malaysia
| | - Yoko Kato
- Department of Neurosurgery, Fujita Health University Bantane Hospital, Nagoya, Japan
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Bickel J. Is Gender Equity Possible in Academic Medicine or Are There More Useful Goals on Which to Focus? J Womens Health (Larchmt) 2020; 29:1025-1027. [DOI: 10.1089/jwh.2020.8439] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Affiliation(s)
- Janet Bickel
- Leadership and Career Development Coach, Falls Church, Virginia, USA
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Klifto KM, Payne RM, Siotos C, Lifchez SD, Cooney DS, Broderick KP, Aliu O, Manahan MA, Rosson GD, Cooney CM. Women Continue to Be Underrepresented in Surgery: A Study of AMA and ACGME Data from 2000 to 2016. JOURNAL OF SURGICAL EDUCATION 2020; 77:362-368. [PMID: 31889693 DOI: 10.1016/j.jsurg.2019.10.001] [Citation(s) in RCA: 47] [Impact Index Per Article: 11.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/14/2018] [Revised: 09/16/2019] [Accepted: 10/01/2019] [Indexed: 06/10/2023]
Abstract
OBJECTIVE In the past decade women have comprised nearly half of U.S. medical school graduates. However, women remain underrepresented among surgical residents and practicing surgeons. We conducted the current study to assess recent trends in the female-to-male (F:M) ratios among residents and physicians pursuing careers in surgery. DESIGN We used retrospective population statistics published by the American Medical Association and the Accreditation Council for Graduate Medical Education from 2000 to 2016. We compared trends of female-to-male ratios among residents and surgeons in surgical subspecialties to evaluate for potential differences over time. SETTING Published online population statistics. PARTICIPANTS We stratified both board-certified surgeons and surgical residents by sex and specialty. RESULTS From 2000 to 2013, the proportion of female surgeons among all female physicians remained constant (12%-13%). The proportion of board-certified female surgeons to all surgeons increased (from 15% in 2000 to 25% in 2013). The F:M ratios of board-certified surgeons in neurosurgery and orthopedic surgery were 1:10.6 and 1:13.9, with resident ratios 1:4.8 and 1:5.9, respectively. One specialty with increasingly equivalent ratios is plastic surgery with integrated resident F:M ratios of 1:3.1 in 2008 to 1:1.4 in 2015, and board-certified plastic surgeons of 1:9.2 in 2008 to 1:5.3 in 2013. CONCLUSION Although the gender gap is narrowing, women continue to be underrepresented in surgical specialties. It is important for fields with disproportionate representation to be aware of these differences and take steps toward creating and supporting a more diverse workforce.
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Affiliation(s)
- Kevin M Klifto
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Rachael M Payne
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Charalampos Siotos
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Scott D Lifchez
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Damon S Cooney
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Kristen P Broderick
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Oluseyi Aliu
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Michele A Manahan
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Gedge D Rosson
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland
| | - Carisa M Cooney
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins University School of Medicine, Baltimore, Maryland.
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Nakamura TA, Nguyen DR. Advice for Leading and Mentoring Women Physicians in the MHS. Mil Med 2019; 184:e376-e378. [DOI: 10.1093/milmed/usz117] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/22/2019] [Revised: 04/14/2019] [Indexed: 11/14/2022] Open
Affiliation(s)
- Tawney A Nakamura
- School of Medicine, Class of 2019, Uniformed Services University, Bethesda, MD 20814
| | - Dana R Nguyen
- Department of Family Medicine, Uniformed Services University, Bethesda, MD 20814
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Abstract
BACKGROUND Authorship in a peer-reviewed journal is highly regarded in both the academic and private sectors of plastic surgery. Recently, several articles have cited an increased contribution from women in the plastic surgery literature; however, none to date has analyzed the demographic trends of these female authors. The purpose of this study was to conduct an analysis of female authors in three well-known plastic surgery journals. METHODS Articles published in Plastic and Reconstructive Surgery, Annals of Plastic Surgery, and Aesthetic Surgery Journal between January of 2015 and December of 2015 were reviewed. Supplemental journal, review, and CME articles were excluded. First, second, and last authors from the United States were reviewed and stratified by a number of categories, including sex, geographic location, and title. RESULTS Two-thousand fifty authors were reviewed. Of these, 20 percent of first authors, 24 percent of second authors, and 15 percent of last authors were women. Female representation was fairly equal among the journals, and 39 percent of women authors were international. Overall, 16 percent of fully trained plastic surgeon authors and 25 percent of resident authors were women, as compared to 15 percent female fully trained plastic surgeons and 36.2 percent female residents represented in the overall community. CONCLUSIONS Faculty are on par with national percentages of women plastic surgeons; however, women residents have lower representation in the literature than in the community as a whole. Residents and faculty must promote productivity of the younger generation of women plastic surgeons to continue increasing contributions of women to the specialty.
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Bickel J. Organizational Savvy: Critical to Career Development in Academic Medicine. J Womens Health (Larchmt) 2019; 28:297-301. [PMID: 30638422 DOI: 10.1089/jwh.2018.7438] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
Organizational savvy is critical to career development, but is rarely discussed as a learnable skill. Drawing on >45 years of working closely with Academic Health Center professionals, the author offers an introduction to navigating organizational dynamics that will be especially valuable to women, as they tend to be less effectively mentored than men; mentors may also find this guide of use in coaching these skills. Common misconceptions that interfere with acquiring organizational savvy include assuming that academic medicine is a meritocracy, that hard work will assure success, and that disagreements are personal. People who learn to navigate competitive hierarchies are continuously expanding their understanding of significant events, of how their unit fits within the larger system, and of which constraints they can influence. Strategies suggested for developing a political compass focus on building relationships, learning from surprises and disappointments, facilitating dialogue with open-ended questions, and handling sensitive topics as they arise. The author opens with a case illustrating common new faculty dilemmas and closes with examples applying the mentioned recommendations. Becoming more organizationally savvy helps professionals advance not only their own careers but also improvements in their institutions.
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Affiliation(s)
- Janet Bickel
- Career and Leadership Development Coach, Falls Church, Virginia
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Stephens EH, Goldstone AB, Fiedler AG, Vardas PN, Pattakos G, Lou X, Chen PC, Tchantchaleishvili V. Appraisal of mentorship in cardiothoracic surgery training. J Thorac Cardiovasc Surg 2018; 156:2216-2223. [DOI: 10.1016/j.jtcvs.2018.06.046] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/06/2018] [Revised: 05/29/2018] [Accepted: 06/14/2018] [Indexed: 10/28/2022]
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Stephens EH, Fiedler AG. Beyond #ILookLikeASurgeon. J Thorac Cardiovasc Surg 2018; 156:1131-1136. [DOI: 10.1016/j.jtcvs.2018.05.038] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/03/2018] [Revised: 04/03/2018] [Accepted: 05/13/2018] [Indexed: 11/30/2022]
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O’Brien DC, Carr MM. Current Wellness Practices among Otolaryngology Residencies. Otolaryngol Head Neck Surg 2018; 159:258-265. [PMID: 29920216 DOI: 10.1177/0194599818782408] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Objectives To determine if and how resident emotional health is monitored among otolaryngology training programs and to determine what wellness resources are available to otolaryngology residents. Study Design Survey. Setting Tertiary academic medical centers. Subjects and Methods An anonymous 50-item survey sent via REDCap to the 107 allopathic American otolaryngology program directors (PDs). Results The response rate was 44%, of whom 47.7% regularly surveyed emotional health among their residents. A total of 33.3% used the Maslach Burnout Inventory, and 61.9% used another scale or did not know. Eighty-one percent of surveys were anonymous, and 45% surveyed yearly, which was mandatory in only 33.3% of programs. Whether surveys took place was not related to PD or program demographics. In total, 72.7% of programs utilized faculty mentors for their residents; 88.6% had a wellness lecture within the last year; and 74.5% had no-cost mental health resources with extended hours as required by the American Council of Graduate Medical Education. Within the last year, 31.8% had provided seminars in mindfulness or meditation. Seventy-five percent had financially supported social events for their residents; <15% supported athletic or mental wellness activities. Healthy foods were provided by 36.4%, and 67.4% of programs gave their residents days off in addition to vacation days for medical or dental appointments. Residents were allowed a mean 18.76 vacation days and 3.73 additional wellness days. Conclusion There is no standard practice for measuring and monitoring emotional health by otolaryngology programs. Programs struggle to offer interventions to prevent burnout, with 25% noncompliant with the wellness requirements mandated by the American Council of Graduate Medical Education.
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Affiliation(s)
- Daniel C. O’Brien
- Department of Otolaryngology–Head and Neck Surgery, University of West Virginia, Morgantown, West Virginia, USA
| | - Michele M. Carr
- Department of Otolaryngology–Head and Neck Surgery, University of West Virginia, Morgantown, West Virginia, USA
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Yi S, Lin Y, Kansayisa G, Costas-Chavarri A. A qualitative study on perceptions of surgical careers in Rwanda: A gender-based approach. PLoS One 2018; 13:e0197290. [PMID: 29746556 PMCID: PMC5944995 DOI: 10.1371/journal.pone.0197290] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/23/2017] [Accepted: 04/30/2018] [Indexed: 11/25/2022] Open
Abstract
Access to surgical care in low- and middle-income countries (LMICs) remains deficient without an adequate workforce. There is limited understanding of the gender gap in surgical trainees in LMICs. In Rwanda, females fill only one of 20 positions available. Understanding surgeons’ experiences and perceptions of surgical careers may help facilitate support for females to contribute to the global surgical workforce. We performed qualitative analysis on perceptions of surgical careers through semi-structured interviews of all female surgeons (n = 6) and corresponding male surgeons (n = 6) who are training or have trained at University of Rwanda. Transcripts were analyzed with code structure formed through an integrated approach. Question categories formed the deductive framework, while theoretical saturation was reached through inductive grounded theory. Themes were organized within two key points of the career timeline. First, for developing interest in surgery, three main themes were identified: role models, patient case encounters, and exposure to surgery. Second, for selecting and sustaining surgical careers, four main themes emerged: social expectations about roles within the family, physical and mental challenges, professional and personal support, and finances. All female surgeons emphasized gender assumptions and surgical working culture as obstacles, with a corresponding strong sense of self-confidence and internal motivation that drew them to select and maintain careers in surgery. Family, time, and physical endurance were cited as persistent challenges for female participants. Our study reveals concepts for further exploration about gendered perceptions of surgical careers. Efforts to improve support for female surgical careers as a strategy for shaping surgical work culture and professional development in Rwanda should be considered. Such strategies may be beneficial for improving the global surgical workforce.
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Affiliation(s)
- Sojung Yi
- Department of Surgery, Centre Hospitalier Universitaire de Kigali, Kigali, Rwanda
- Program in Global Surgery and Social Change, Harvard Medical School, Boston, Massachusetts, United States of America
- * E-mail:
| | - Yihan Lin
- Department of Surgery, Centre Hospitalier Universitaire de Kigali, Kigali, Rwanda
- Program in Global Surgery and Social Change, Harvard Medical School, Boston, Massachusetts, United States of America
| | - Grace Kansayisa
- Department of Surgery, Centre Hospitalier Universitaire de Kigali, Kigali, Rwanda
| | - Ainhoa Costas-Chavarri
- Department of Surgery, Centre Hospitalier Universitaire de Kigali, Kigali, Rwanda
- Department of Surgery, Rwanda Military Hospital, Kigali, Rwanda
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Silver CH, Benitez A, Armstrong K, Tussey CM. Voices of leadership: wisdom from women leaders in neuropsychology. Clin Neuropsychol 2018; 32:252-262. [PMID: 29471747 DOI: 10.1080/13854046.2017.1417484] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Abstract
OBJECTIVE Inspired by panel discussions at various neuropsychology conferences, the aim of this paper is to share wisdom that women in neuropsychology acquired from their leadership experiences. METHOD We identified 46 women leaders in governance and academic research through reviews of organizational websites and journal editorial boards, and requested their response to brief questions via email. Twenty-one leaders provided responses to three questions formulated by the authors. RESULTS This paper summarizes the primary themes for the following questions: (1) What advice would you give to a woman neuropsychologist who is seeking to move into a leadership role? Responses included: increase visibility, make connections, know yourself, be confident, and gather information. (2) What leadership style(s) works best? No respondents endorsed a 'best' leadership style; however, they suggested that leaders should know their own personal style, be open and transparent, find a shared mission, and most importantly - use a collaborative approach. (3) What helps a woman earn respect as a leader in neuropsychology? Respondents recommended that leaders should: get involved in the work, demonstrate integrity, do your homework, be dependable, and keep meetings focused. CONCLUSIONS It is the authors' intent that by gathering and distilling advice from successful women leaders in neuropsychology, more women may be catalyzed to pursue leadership roles in our profession.
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Affiliation(s)
- Cheryl H Silver
- a Departments of Rehabilitation Counseling and Psychiatry , University of Texas Southwestern Medical Center , Dallas , TX , USA
| | - Andreana Benitez
- b Departments of Neurology and Radiology , Medical University of South Carolina , Charleston , SC , USA
| | | | - Chriscelyn M Tussey
- d Metropolitan Forensic & Neuropsychological Consultation, PLLC , New York , NY , USA
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Sachs BC, Benitez A, Buelow MT, Gooding A, Schaefer LA, Sim AH, Tussey CM, Shear PK. Women’s leadership in neuropsychology: historical perspectives, present trends, and future directions. Clin Neuropsychol 2018; 32:217-234. [DOI: 10.1080/13854046.2017.1420234] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Bonnie C. Sachs
- Department of Neurology, Wake Forest School of Medicine, Winston Salem, NC, USA
| | - Andreana Benitez
- Department of Neurology, Medical University of South Carolina, Charleston, SC, USA
| | - Melissa T. Buelow
- Department of Psychology, The Ohio State University Newark, Newark, OH, USA
| | - Amanda Gooding
- Department of Psychiatry, UC San Diego School of Medicine, San Diego, CA, USA
| | - Lynn A. Schaefer
- Department of Physical Medicine & Rehabilitation, Nassau University Medical Center, East Meadow, NY, USA
| | - Anita H. Sim
- Department of Physical Medicine & Rehabilitation, Minneapolis VA Health Care System, Minneapolis, MN, USA
| | - Chriscelyn M. Tussey
- Department of Psychiatry, New York University School of Medicine, New York, NY, USA
- Private Practice, New York, NY, USA
| | - Paula K. Shear
- Department of Psychology, University of Cincinnati, Cincinnati, OH, USA
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Fishman M, Williams WA, Goodman DM, Ross LF. Gender Differences in the Authorship of Original Research in Pediatric Journals, 2001-2016. J Pediatr 2017; 191:244-249.e1. [PMID: 29033241 DOI: 10.1016/j.jpeds.2017.08.044] [Citation(s) in RCA: 111] [Impact Index Per Article: 15.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/27/2017] [Revised: 07/21/2017] [Accepted: 08/16/2017] [Indexed: 11/16/2022]
Abstract
OBJECTIVES To examine the gender of authors of original research in 3 high-impact pediatric journals between 2001 and 2016, given the importance of publishing on academic promotion, and to compare authorship gender with the percentage of women on editorial boards and with academic faculty composition. STUDY DESIGN We assessed the prevalence of female first and senior (last-listed) authorship of original research articles published in 3 pediatric-focused journals Pediatrics, JAMA Pediatrics (entitled Archives of Pediatric and Adolescent Medicine until 2013), and The Journal of Pediatrics. We also examined the gender breakdown of the main editors and the broader editorial boards of these journals. In addition, we examined whether junior female faculty co-authored with male or female senior faculty. RESULTS Of 3895 original articles, 22 were excluded because the gender of either the first or senior author could not be determined from the name. An analysis of authorship by year showed increasing female representation across the selected journals in both first (39.8% in 2001, 57.7% in 2016) and senior (28.6% in 2001, 38.1% in 2016) authors, respectively. Editorial boards also showed increasing female representation (17.8% in 2001 to 39.8% in 2016). Junior female faculty were more likely to co-author with senior female women (female first and last author); the gap remained unchanged despite the increasing number of women entering pediatrics. CONCLUSIONS Women are underrepresented as authors and editors, although the gap is closing. Junior women are less likely to co-author with senior men, which may be a disservice given current gender disparities in promotion and leadership.
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Affiliation(s)
- Michael Fishman
- Pritzker School of Medicine, University of Chicago, Chicago, IL
| | | | - Denise M Goodman
- Division of Critical Care Medicine, Ann and Robert H Lurie Children's Hospital of Chicago, Chicago, IL; Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Lainie Friedman Ross
- Department of Pediatrics, University of Chicago, Chicago, IL; Department of Surgery, University of Chicago, Chicago, IL; MacLean Center for Clinical Medical Ethics, University of Chicago, Chicago, IL.
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Editorial Comment. Urology 2017; 110:43. [DOI: 10.1016/j.urology.2017.07.053] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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Ellinas EH, Fouad N, Byars-Winston A. Women and the Decision to Leave, Linger, or Lean In: Predictors of Intent to Leave and Aspirations to Leadership and Advancement in Academic Medicine. J Womens Health (Larchmt) 2017; 27:324-332. [PMID: 29048981 DOI: 10.1089/jwh.2017.6457] [Citation(s) in RCA: 48] [Impact Index Per Article: 6.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
BACKGROUND The Association of American Medical Colleges reports continued low rates of female faculty as professors and in leadership positions. While attrition and discrimination have both been proposed as explanations, recent literature has suggested that women's professional motivations, ingrained behavior, and perceptions of organizational support may also play a role. METHODS The authors employed a series of scales informed by the turnover theory (which predicts intent to leave an organization), previously validated and used in business and engineering studies, but rarely used in academic medicine. The authors proposed and tested a multiple regression model to assess predictors (role strain, work-life balance, and organizational climate) for three outcome variables: seeking promotion, seeking leadership, and intent to leave. RESULTS Survey results from 614 faculty members indicated that gender significantly influenced both promotion and leadership seeking, but not intent to leave. Perceived work-family conflict was negatively correlated with leadership seeking for women, but not for men. Positive views of organizational support and commitment were associated with promotion seeking and persistence for all participants. Role strain was positively correlated with desire for promotion and leadership, as well as with intent to leave. CONCLUSIONS Female faculty may not be leaning in to promotion and leadership roles because of increased role conflict, work-life concerns, and organizational factors; this seems to be more of a factor for female clinical rather than research faculty. Work-family conflict affects male and female faculty differently and should be addressed in efforts to retain faculty and to remove barriers for female faculty seeking leadership opportunities.
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Affiliation(s)
- Elizabeth H Ellinas
- 1 Department of Anesthesiology, Office of Faculty Affairs, Medical College of Wisconsin , Milwaukee, Wisconsin
| | - Nadya Fouad
- 2 Educational Psychology, University of Wisconsin-Milwaukee , Milwaukee, Wisconsin
| | - Angela Byars-Winston
- 3 Department of Medicine, UW Center for Women's Health Research, University of Wisconsin , Madison, Wisconsin
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Abstract
Plastic surgeons are a diverse group but share a drive for excellence and dedication to their patients and the advancement of the specialty. Long hours at work and the need to be on call have limited the time that many have to spend on activities outside of the workplace. Reconciliation of the demands of surgery and private life can at times seem impossible. A failure to achieve balance between work and home life is associated with reduced job and life satisfaction, impaired mental health, family conflict, and ultimately burnout. Although the obstacles are many and varied, the authors have attempted to identify the challenges and propose solutions. The authors focus on women in plastic surgery in this article, but acknowledge that these issues are not unique to women or plastic surgery.
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Abstract
BACKGROUND Although explicit sex-based discrimination has largely been deemed unacceptable in professional settings, implicit gender bias persists and results in a significant lack of parity in plastic surgery and beyond. Implicit gender bias is the result of a complex interplay of cultural and societal expectations, learned behaviors, and standardized associations. As such, both male and female surgeons are subject to its influence. METHODS A review of the literature was conducted, examining theories of gender bias, current manifestations of gender bias in plastic surgery and other fields, and interventions designed to address gender bias. RESULTS Multiple studies demonstrate persistent gender bias that impacts female physicians at all levels of training. Several institutions have enacted successful interventions to identify and address gender bias. CONCLUSIONS Explicit gender bias has largely disappeared, yet unconscious or implicit gender bias persists. A wide-scale commitment to addressing implicit gender bias in plastic surgery is necessary and overdue. Recommendations include immediate actions that can be undertaken on an individual basis, and changes that should be implemented at a national and international level by leaders in the field.
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Bickel J. Not Too Late to Reinvigorate: How Midcareer Faculty Can Continue Growing. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2016; 91:1601-1605. [PMID: 27438159 DOI: 10.1097/acm.0000000000001310] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
The continuing engagement of midcareer faculty is critical to the functioning of academic health systems (AHSs). However, despite their strong desire for ongoing meaningful work, many midcareer faculty are at a standstill, with further promotion unlikely. Drawing on more than 40 years of working closely with AHS faculty, the author describes growth-promoting strategies that midcareer faculty can tailor to individual needs, including questions for personal reflection. Research on adult devel opment and resilience indicates that reexamining commitments at this career stage is healthy and begins with individuals taking a fresh look at what they value most. When individuals shift attention from constraints to those aspects of themselves and their situations that they can modify, they often discern new possibilities and become more agile. AHSs also can do a great deal to assist faculty with adjustments inherent in this midlife stage, including incorporating into annual reviews assessment of a faculty member's satisfaction with effort distribution; setting term limits on leadership roles to create more opportunities; and facilitating fresh ways of thinking about career success.
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Affiliation(s)
- Janet Bickel
- J. Bickel is a leadership and career development coach, Falls Church, Virginia
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Alwazzan L, Rees CE. Women in medical education: views and experiences from the Kingdom of Saudi Arabia. MEDICAL EDUCATION 2016; 50:852-865. [PMID: 27402045 DOI: 10.1111/medu.12988] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/03/2015] [Revised: 10/19/2015] [Accepted: 12/07/2015] [Indexed: 06/06/2023]
Abstract
CONTEXT Although research from Western contexts suggests that considerable inequalities for female medical educators exist in the workplace, we do not yet know the views and experiences of women within non-Western contexts. By examining the influence of context, intersecting identities and language use, this study explores female medical educators' views and experiences of gender, career progression and leadership in academic medicine in the Kingdom of Saudi Arabia (KSA). METHODS We conducted individual interviews employing narrative interviewing techniques with 25 female medical educators from five schools in the KSA (June to December 2014). Data were analysed using framework analysis and drew on intersectionality theory. RESULTS Participants expressed their views and experiences of career progression, leadership and gendered workplace cultures. Women's experiences of career progression and leadership in the KSA were influenced by their gender and varied according to their career stage, work environment and specialty. Participants discussed the gendered organisational cultures of academic medicine in the KSA in terms of gender inequalities (e.g. females being overlooked for leadership positions), gender stereotypes (e.g. women perceived as more likely to take part in shared leadership) and gendered specialties (e.g. surgery being male dominated). We revealed women's more tacit understandings about gender, career progression and leadership by examining how they talk (e.g. metaphoric, pronominal and emotional talk). Finally, participants constructed multiple intersecting personal (e.g. female, mother and young) and professional identities (e.g. doctor, teacher and leader) for themselves through their narratives. CONCLUSION This study provides important new insights into female medical educators' experiences of career progression and leadership in a non-Western context. Investment in the future of women's careers in the KSA through faculty development initiatives and equality and diversity policies is now essential to help close the gender gap.
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Affiliation(s)
- Lulu Alwazzan
- Department of Medical Education, College of Medicine, Al-Imam Muhammad Ibn Saud Islamic University, Riyadh, Saudi Arabia
| | - Charlotte E Rees
- HealthPEER (Health Professions Education and Education Research), Faculty of Medicine, Nursing and Health Sciences, Monash University, Melbourne, Victoria, Australia
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Mellon A, Murdoch-Eaton D. Supervisor or mentor: is there a difference? Implications for paediatric practice. Arch Dis Child 2015; 100:873-8. [PMID: 25900841 DOI: 10.1136/archdischild-2014-306834] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/15/2014] [Accepted: 03/27/2015] [Indexed: 11/03/2022]
Abstract
The formal roles of educational and clinical supervisor focus on education planning and goal setting against required training elements. Assessment of performance is integral to these roles that necessarily involve some elements of developmental support to trainees. Mentoring is increasingly seen as a desirable route to support doctors in training. Definitions vary, but core expectations of mentors are that they encourage personal development and offer psychosocial support to a trainee within a longitudinal relationship. A key question is whether a supervisor is the appropriate individual to act as a mentor to an individual trainee. The supervisor's role as an assessor of performance can pose challenges and potential conflicts when providing support relating to other personal needs of trainees along their career paths. It is apparent from the literature that mentoring is a multifaceted role, with different actions required of mentors and supervisors. There is evidence that mentorship can affect specialty choice, academic output and commitment to organisations. Addressing the challenges posed by an ideal of providing mentoring to all trainees is potentially as important as ensuring supervisors of competence. The potential benefits for the profession are of enhancing the development and retention of trainees of high calibre within the paediatric discipline.
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Affiliation(s)
- Andrew Mellon
- City Hospitals Sunderland NHS Foundation Trust, Sunderland, UK
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Rashid P, Narra M, Woo H. Mentoring in surgical training. ANZ J Surg 2015; 85:225-9. [DOI: 10.1111/ans.13004] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/23/2014] [Indexed: 12/01/2022]
Affiliation(s)
- Prem Rashid
- Department of Urology; Port Macquarie Base Hospital; Rural Clinical School; The University of New South Wales; Sydney New South Wales Australia
| | - Maruthi Narra
- Department of Surgery; Albury Wodonga Health; Albury New South Wales Australia
| | - Henry Woo
- Department of Urology; Sydney Adventist Hospital Clinical School; The University of Sydney; Sydney New South Wales Australia
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