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Holmes B, Ibiebele I, Nippita TAC. Gender representation in obstetrics and gynaecology leadership. Aust N Z J Obstet Gynaecol 2024. [PMID: 39242356 DOI: 10.1111/ajo.13878] [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: 06/22/2024] [Accepted: 08/18/2024] [Indexed: 09/09/2024]
Abstract
BACKGROUND Women in leadership in obstetrics and gynaecology in Australia and Aotearoa New Zealand have historically been underrepresented, despite forming a significant portion of the workforce. This study extends prior research from 2017, examining shifts in gender representation, attitudes, and perceived leadership barriers within the specialty. AIMS The study aims to evaluate changes in gender diversity among leadership positions in the Royal Australian and New Zealand College of Obstetricians and Gynaecologists (RANZCOG) and accredited training hospitals since 2017. Additionally, it seeks to understand current attitudes toward leadership and identify perceived barriers among RANZCOG consultants and trainees. MATERIALS AND METHODS A cross-sectional approach was employed, utilising publicly available information, a survey distributed to RANZCOG members, and data from accredited training hospitals. Gender representation in leadership positions was analysed, and survey responses were collected from consultants and trainees to evaluate attitudes and perceived barriers. RESULTS The study reveals an increase in women's representation in RANZCOG leadership, particularly on the council and in clinical leadership positions. While the proportion of women trainees remained stable, there was a noteworthy increase in women specialists. Survey responses revealed shared perceptions on leadership qualities but diverged on barriers, with more women expressing concerns about skillsets, caring responsibilities, and mentorship support. CONCLUSIONS The findings underscore substantial progress in achieving gender equity in obstetrics and gynaecology leadership roles, attributed to RANZCOG initiatives, societal changes, and improved policies. Ongoing efforts, including structured mentorship and flexible arrangements, are recommended to sustain and further enhance gender representation and address specific barriers identified by women in the specialty.
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Affiliation(s)
- Belinda Holmes
- Department of Obstetrics and Gynaecology, Royal North Shore Hospital, Sydney, New South Wales, Australia
| | - Ibinabo Ibiebele
- Reproduction and Perinatal Centre, Faculty of Medicine and Health, The University of Sydney, Sydney, New South Wales, Australia
- Kolling Institute, Northern Sydney Local Health District, Sydney, New South Wales, Australia
| | - Tanya A C Nippita
- Department of Obstetrics and Gynaecology, Royal North Shore Hospital, Sydney, New South Wales, Australia
- Reproduction and Perinatal Centre, Faculty of Medicine and Health, The University of Sydney, Sydney, New South Wales, Australia
- Kolling Institute, Northern Sydney Local Health District, Sydney, New South Wales, Australia
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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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Hayter CM, Allison S, Bastiampillai T, Kisely S, Looi JCL. The changing psychiatry workforce in Australia: Still lacking in rural and remote regions. Aust J Rural Health 2024; 32:332-342. [PMID: 38419201 DOI: 10.1111/ajr.13092] [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: 11/21/2023] [Revised: 02/04/2024] [Accepted: 02/06/2024] [Indexed: 03/02/2024] Open
Abstract
INTRODUCTION There is a long standing and worsening shortage of psychiatrists in Australia particularly in rural areas. The majority of psychiatrists work in major cities. OBJECTIVE To identify recent trends in the Australian rural psychiatrist workforce compared with the metropolitan workforce. DESIGN We descriptively analysed population-level data from the National Health Workforce Data Set (NHWDS), the Australian Institute of Health and Welfare (AIHW) and the Australian Bureau of Statistics (ABS). A descriptive analysis of the numbers (count) and gender of psychiatrists from 1995 to 2022 working in Australia was conducted. For the period 2013 to 2022, we analysed for rurality, gender, years' experience, hours worked, Medicare-subsidised services provided and proportions of Specialist International Medical Graduates (SIMG) by sex, with a focus on the rural workforce. For international comparison, psychiatrist numbers were obtained for other OECD countries. The number of psychiatrists working in Australia, as per NHWDS and AIHW, was quantified. We analysed trends in demographics, hours worked and rurality of psychiatrists working in Australia in a serial cross-sectional design. FINDINGS Most psychiatrists are maldistributed to major cities, while outer regional and remote areas have few resident psychiatrists. Outer regional New South Wales (NSW) and South Australia (SA) have the lowest numbers of psychiatrists per capita. The full-time equivalent (FTE) of psychiatrists per 100 000 has increased from 12.6 in 2000 to 15.2 in 2022. However, the average hours worked by psychiatrists has declined. In total, available psychiatrist hours worked per 100 000 population has increased by 6.1% since the beginning of the millennium. DISCUSSION Rural areas in NSW and SA have the greatest shortage of psychiatrists. Specialist International Medical Graduates and females (43% of the overall workforce) are the predominant workforce in rural areas. Although Medicare-subsidised services per 1000 people have increased in rural areas, they remain lower than for those living in major cities. CONCLUSION There remains an acute shortage of psychiatrists in many regional and remote areas of Australia, with an increasing proportion of SIMGs and females working in these areas, in the context of future increased demand.
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Affiliation(s)
- Catherine Mary Hayter
- Mental Health, Justice Health, Alcohol and Drug Services, Canberra Health Services, Canberra, Australian Capital Territory, Australia
| | - Stephen Allison
- College of Medicine and Public Health, Flinders University, Bedford Park, South Australia, Australia
- Consortium of Australian-Academic Psychiatrists for Independent Policy and Research Analysis (CAPIPRA), Canberra, Australian Capital Territory, Australia
| | - Tarun Bastiampillai
- College of Medicine and Public Health, Flinders University, Bedford Park, South Australia, Australia
- Consortium of Australian-Academic Psychiatrists for Independent Policy and Research Analysis (CAPIPRA), Canberra, Australian Capital Territory, Australia
- Discipline of Psychiatry, Monash University, Melbourne, Victoria, Australia
| | - Steve Kisely
- Consortium of Australian-Academic Psychiatrists for Independent Policy and Research Analysis (CAPIPRA), Canberra, Australian Capital Territory, Australia
- Princess Alexandra Hospital Southside Clinical Unit, Greater Brisbane Clinical School, Medical School, The University of Queensland, Woolloongabba, Queensland, Australia
- Metro South Addiction and Mental Health Service, Brisbane, Queensland, Australia
| | - Jeffrey C L Looi
- Consortium of Australian-Academic Psychiatrists for Independent Policy and Research Analysis (CAPIPRA), Canberra, Australian Capital Territory, Australia
- Academic Unit of Psychiatry and Addiction Medicine, Canberra Hospital, The Australian National University School of Medicine and Psychology, Canberra, Australian Capital Territory, Australia
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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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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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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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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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Hesselberg G, James M, Turner S, Gupta N, Mackenzie P. Gender diversity and leadership in Radiation Oncology in Australia and New Zealand. J Med Imaging Radiat Oncol 2023; 67:203-211. [PMID: 36814391 DOI: 10.1111/1754-9485.13517] [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: 08/14/2022] [Accepted: 01/25/2023] [Indexed: 02/24/2023]
Abstract
INTRODUCTION There has been a groundswell of discussion and activism surrounding gender diversity. Given the growing importance of this issue, a working group was established under the Faculty of Radiation Oncology (FRO) of the Royal Australian and New Zealand College of Radiologists' (RANZCR) Economics and Workforce Committee (EWC) to review the current status of gender diversity within radiation oncology (RO) in Australia and New Zealand. METHODS De-identified data were provided from two recent FRO workforce censuses conducted in 2014 and 2018 with permission from the EWC. Further data were provided via direct correspondence with staff at the RANZCR and the Trans-Tasman Radiation Oncology Group (TROG), the major RO research group in Australasia. The data were collated in February 2021. RESULTS Our results showed that compared to females, male radiation oncologists were more likely to be engaged in full-time active clinical work, hold a postgraduate degree and obtain a consultant or fellowship position following graduation. Male fellows were more likely to have leadership positions within RANZCR and TROG and self-identify as holding any leadership position. The 2018 census revealed that within the trainee cohort, there was almost an equal number of male and female trainees as well as an equal number of male and female trainees holding a postgraduate degree. CONCLUSION This review is an important first exploration into gender diversity across Australia and New Zealand's RO workforce. Whilst our study indicates that gender disparities exist, there are some indications that this may be equalizing out over time.
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Affiliation(s)
- Gina Hesselberg
- St George Hospital Cancer Care Centre, Sydney, New South Wales, Australia.,GenesisCare, Waratah Private Hospital, Sydney, New South Wales, Australia.,UNSW St George & Sutherland Clinical School, St George Hospital, Sydney, New South Wales, Australia
| | - Melissa James
- Christchurch Oncology Service, Canterbury Regional Cancer and Haematology Centre, Christchurch Hospital, Christchurch, New Zealand.,University of Otago Christchurch, Christchurch, New Zealand
| | - Sandra Turner
- Western Sydney Radiation Oncology Network, Westmead Hospital, Sydney, New South Wales, Australia.,University of Sydney, Westmead Clinical School, Sydney, New South Wales, Australia
| | - Nishant Gupta
- The Royal Australian & New Zealand College of Radiologists, Sydney, New South Wales, Australia
| | - Penny Mackenzie
- Icon Cancer Care, St Andrew's Hospital, Toowoomba, Queensland, Australia
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[The female urologist in 2022, where are we?]. Prog Urol 2023; 33:53-55. [PMID: 36581505 DOI: 10.1016/j.purol.2022.12.003] [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: 11/28/2022] [Accepted: 12/07/2022] [Indexed: 12/28/2022]
Abstract
There are still significant disparities between the sexes even if we are now witnessing a feminization of the urological profession. Women's roles in historically male-dominated services still vary widely based on inherent gender biases. Interventions to minimize the gender gap in urology should not constitute a form of positive discrimination in favor of minorities but on the contrary a form of positive action to eliminate the obstacles present that block the acceptance of women or their promotion. Recognizing the factors responsible for gender disparities remains a key step towards improving equity in still male-dominated fields such as urology.
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Mousa M, Teede HJ, Garth B, Winship IM, Prado L, Boyle JA. Using a Modified Delphi Approach and Nominal Group Technique for Organisational Priority Setting of Evidence-Based Interventions That Advance Women in Healthcare Leadership. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:15202. [PMID: 36429927 PMCID: PMC9690121 DOI: 10.3390/ijerph192215202] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/10/2022] [Revised: 11/14/2022] [Accepted: 11/15/2022] [Indexed: 06/16/2023]
Abstract
BACKGROUND Few studies address how to prioritise organisational interventions that advance women in leadership. We report on the relevance, feasibility and importance of evidence-based interventions for a large healthcare organisation. This study supports the first stage of implementation in a large National Health and Medical Research Council funded initiative seeking to advance women in healthcare leadership. METHODS An expert multi-disciplinary panel comprised of health professionals and leaders from a large healthcare network in Australia participated. The initial Delphi survey was administered online and results were presented in a Nominal Group Technique workshop. Here, the group made sense of the survey results, then evaluated findings against a framework on implementation criteria. Two further consensus surveys were conducted during the workshop. RESULTS Five priority areas were identified. These included: 1. A committed and supportive leadership team; 2. Improved governance structures; 3. Mentoring opportunities; 4. Leadership training and development; and 5. Flexibility in working. We describe the overall priority setting process in the context of our findings. CONCLUSIONS With evidence and expert input, we established priorities for advancing women in healthcare leadership with a partnering healthcare organisation. This approach can be adapted in other settings, seeking to advance women in 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, VIC 3168, Australia
- Epworth Healthcare, Richmond, VIC 3121, Australia
| | - Helena J. Teede
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, VIC 3168, Australia
- Monash Partners Academic Health Science Centre, Melbourne, VIC 3168, Australia
| | - Belinda Garth
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, VIC 3168, Australia
- Rural Health, Faculty of Medicine, Nursing and Health Sciences, Monash University, Melbourne, VIC 3168, Australia
| | | | - Luis Prado
- Epworth Healthcare, Richmond, VIC 3121, Australia
| | - Jacqueline A. Boyle
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Melbourne, VIC 3168, Australia
- Epworth Healthcare, Richmond, VIC 3121, Australia
- Health Systems and Equity, Eastern Health Clinical School, Monash University, Melbourne, VIC 3168, Australia
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Ayesa SL, McEniery JC, Hill LS, McCloskey CE, Lee EH. Navigating the glass labyrinth: Addressing gender diversity in Australian and New Zealand representative radiology leadership. J Med Imaging Radiat Oncol 2022; 67:155-161. [PMID: 36200663 DOI: 10.1111/1754-9485.13480] [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: 03/14/2022] [Accepted: 09/05/2022] [Indexed: 11/29/2022]
Abstract
INTRODUCTION Gender inequity among representative leadership in Clinical Radiology is a global issue, with the lack of gender diversity in leadership even more marked when compared to workforce representation. Women leaders face a disproportionate magnitude of seen and unseen challenges to leadership engagement and progression when compared to men (a 'glass labyrinth'), which is likely contributing to this discrepancy. The aim of the study was to examine and reflect on the state of gender diversity in representative leadership within the RANZCR Faculty of Clinical Radiology. METHODS Review of the 2021 Royal Australian and New Zealand College of Radiologists (RANZCR) Board, Clinical Radiology Faculty Council and local Branch Committees with regard to the numbers of women and men in representative roles. RESULTS In 2021, the RANZCR Board had no women representatives from Clinical Radiology (one woman representative from Radiation Oncology). 1/5 Clinical Radiology Faculty Council office Bearers were women. Local Branch Committees had 16.3% (13/80) women representatives. Three branches (the NSW, ACT and Victorian branches) had no women representatives. There were no women Committee Chairs, Branch Secretaries or Treasurers, with 2/7 Branch Education Officers women. CONCLUSION The issues underpinning gender inequality in representative leadership are complex and diverse, resulting in disproportionate losses of women radiologists along the leadership pathway compared to men. Unconscious biases, including assumptions of inferior capability, capacity and credibility among women radiologist leaders, create unique challenges at organisational, institutional and personal levels. Change cannot be achieved by passive momentum alone: concrete initiatives and active engagement are required. To improve leadership diversity, strategies must be multifaceted and supported at an organisational level.
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Affiliation(s)
- Sally L Ayesa
- Faculty of Medicine & Health, University of Sydney, Sydney, New South Wales, Australia.,Department of Medical Imaging & Nuclear Medicine, Gosford & Wyong Hospitals, Gosford, New South Wales, Australia.,Department of Nuclear Medicine, Royal North Shore Hospital, St Leonards, New South Wales, Australia
| | - Jane C McEniery
- Department of Medical Imaging, Queensland Children's Hospital, South Brisbane, Queensland, Australia.,QScan Radiology Clinics, Brisbane, Queensland, Australia
| | - Laura S Hill
- Department of Radiology, Auckland City Hospital, Auckland, New Zealand
| | - Cassie E McCloskey
- Department of Medical Imaging, Fiona Stanley Hospital, Murdoch, Western Australia, Australia
| | - Emmeline H Lee
- Western Ultrasound for Women, Murdoch, Western Australia, Australia.,Department of Radiology, Sir Charles Gairdner Hospital, Nedlands, Western Australia, Australia
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Mousa M, Skouteris H, Boyle JA, Currie G, Riach K, Teede HJ. Factors that influence the implementation of organisational interventions for advancing women in healthcare leadership: A meta-ethnographic study. EClinicalMedicine 2022; 51:101514. [PMID: 35856039 PMCID: PMC9287475 DOI: 10.1016/j.eclinm.2022.101514] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/03/2022] [Revised: 05/23/2022] [Accepted: 05/27/2022] [Indexed: 12/03/2022] Open
Abstract
BACKGROUND Gender inequity in healthcare leadership persists and progress is slow, with the focus firmly on problems, barriers and on requiring women themselves to adapt and compete in a system not designed for them. Women are individually burdened to advance their careers, with little effort given to addressing systemic barriers in the health sector. A recent systematic review prioritised organisational-level approaches and demonstrated effective interventions. In this meta-ethnographic study, we further this work by examining factors in implementation of organisational interventions for advancing women in leadership. METHODS The meta-ethnographic framework applied here follows the Noblit and Hare approach for synthesising findings and applying interpretive analysis to original research. We generated a new line-of-argument with insights for the healthcare sector. The protocol is registered (CRD42020162115) on the International Prospective Register of Systematic Reviews. Three academic databases (MEDLINE, PsycINFO, SCOPUS) were searched systematically between 2000 and 2021. Studies were analysed if they included organisational-level interventions that sought to measurably advance women in leadership. Study characteristics were extracted using a standard template for intervention details. Quality appraisal was conducted using the Critical Appraisal Skills Program tool. Data synthesis was conducted across 19 criteria of the Meta-Ethnography Reporting Guide (eMERGe). FINDINGS Fifteen qualitative studies were included. Analysis revealed three meta-themes that are central to successful implementation of organisational interventions that advance women in healthcare leadership: (1) leadership commitment and accountability, influenced by internal and external organisational settings, salient for long term outcomes and for developing an inclusive leadership culture; (2) intervention fit with individuals with consideration given to personal beliefs, preferences, experiences, capabilities or life circumstances, including capacity for leadership roles in their broader life context; balanced against maintaining interventional fidelity, and (3) cultural climate and organisational readiness for change, addressing traditional, conservative and constrictive perspectives on gender and leadership in health, highlighting the facilitating role of male colleagues. INTERPRETATION This meta-ethnographic research extends past work by integrating empirical evidence from a systematic literature review of effective organisational level interventions, with the identification of pragmatic themes to generate, implement, evaluate and embed evidence-based organisational interventions to advance women in healthcare leadership. This work can inform initiatives and policymakers to generate and implement new knowledge to advance women in healthcare leadership. FUNDING Epworth Health and Monash University provided scholarships for MM. HT is funded by an NHMRC / MRFF Practitioner Fellowship, JB by an NHMRC fellowship and HS by a Monash Warwick University Professorship.
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Affiliation(s)
- Mariam Mousa
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, Australia
- Epworth Healthcare, Melbourne, Victoria, Australia
| | - Helen Skouteris
- Health and Social Care Unit, School of Public Health and Preventive Medicine, Monash University, 553 St Kilda Road, Melbourne, Australia
- Warwick Business School, Warwick University, Coventry, UK
| | - Jacqueline A. Boyle
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, Australia
- Epworth Healthcare, Melbourne, Victoria, Australia
- Monash Partners Academic Health Science Centre, Melbourne, Australia
- Health Systems and Equity, Eastern Health Clinical School, Monash University
| | - Graeme Currie
- Warwick Business School, Warwick University, Coventry, UK
| | - Kathleen Riach
- Adam Smith Business School, University of Glasgow, Scotland, UK
| | - Helena J. Teede
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, Australia
- Monash Partners Academic Health Science Centre, Melbourne, Australia
- Endocrine and Diabetes Units, Monash Health, Melbourne, Australia
- Warwick Business School, Warwick University, Coventry, UK
- Corresponding author at: Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Melbourne, VIC 3168, Australia.
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Muktar SA, Desta BF, Damte HD, Heyi WK, Gurmamo EM, Abebe MG, Mesele MG, Argaw MD. Exploring the opportunities and challenges of female health leaders in three regional states of Ethiopia: a phenomenological study. BMC Public Health 2022; 22:1471. [PMID: 35915447 PMCID: PMC9343224 DOI: 10.1186/s12889-022-13871-w] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/16/2021] [Accepted: 07/25/2022] [Indexed: 11/20/2022] Open
Abstract
Background Gender equity involves fairness in all aspects of life for women and men and is usually determined by social, political, economic, and cultural contexts. The proportion of female leaders in healthcare within the health sector is low. The aim of this study was to explore and describe the experiences, opportunities, and challenges faced by women in their path towards becoming leaders within the health sector. Methods This study was conducted using the phenomenological method of qualitative inquiry. The approach was chosen for its merits to narratively explore and describe the lived stories and shared experiences of women leaders in the healthcare system. A purposive sampling technique was used to identify six women leaders. Semi-structured interviews were conducted through telephone by the investigators. The qualitative data analysis was conducted parallel with data collection, using steps of thematic analysis. Results This study identified individual, societal, and organizational level opportunities and challenges that had an influence on the career paths of female health leaders in Ethiopia. The leadership positions were an opportunity in the career development of women who had long-term goals, were known for their empathy, and exercised wise use of resources. In addition, women who had the support of close family members and their peers are more likely to compete and rise to leadership positions. Furthermore, women who received organizational support in the form of affirmative action, training, development, and recognition also tended to rise to leadership positions. However, women who assumed leadership positions but whose day-to-day decision-making was influenced by their supervisors, those who had experienced sexual harassment, and those under the influence of societal norms were less likely to attain leadership positions. Conclusion The opinions and experiences of female health leaders revealed that individual behaiour whileassumming a leadership positon, empathy, and wise resource management positivey influence their career development. In addition, female health workers who had support form close family members and peers strived for growth to leadership positions. Furthermore, the presence of organizational support, in the form of affirmative actions, and succession planning were another opportunity for females in their career paths. Conversely, some social norms were found to deter female health workers from advanicing to leadership positions. Therefore, enhancing the leadership capacity of women and improving social and organizational support is recommended. In addition, addressing the low level of self-image among women and patriarchal societal norms at the community level is recommended. Supplementary Information The online version contains supplementary material available at 10.1186/s12889-022-13871-w.
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Affiliation(s)
- Sualiha Abdulkader Muktar
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia
| | - Binyam Fekadu Desta
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia
| | - Heran Demissie Damte
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia
| | - Wubishet Kebede Heyi
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia
| | - Elias Mamo Gurmamo
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia
| | - Melkamu Getu Abebe
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia
| | - Mestawot Getachew Mesele
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia
| | - Mesele Damte Argaw
- USAID Transform: Primary Health Care, JSI Research & Training Institute, Inc. in Ethiopia, P.O. Box 1392 code, 1110, Addis Ababa, Ethiopia.
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Gallagher S, Little JM, Hooker C. Testimonial injustice: discounting women's voices in health care priority setting. JOURNAL OF MEDICAL ETHICS 2021; 47:744-747. [PMID: 32332153 DOI: 10.1136/medethics-2019-105984] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/21/2019] [Revised: 03/19/2020] [Accepted: 03/21/2020] [Indexed: 06/11/2023]
Abstract
Testimonial injustice occurs when bias against the credibility of certain social identities results in discounting of their contributions to deliberations. In this analysis, we describe testimonial injustice against women and how it figures in macroallocation procedure. We show how it harms women as deliberators, undermines the objective of inclusivity in macroallocation and affects the justice of resource distributions. We suggest that remedial action is warranted in order to limit the effects of testimonial injustice in this context, especially on marginalised and disadvantaged groups, and propose three areas for action, whose implementation might feasibly be achieved by those immediately involved in macroallocation.
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Affiliation(s)
- Siun Gallagher
- Sydney Health Ethics, The University of Sydney, Sydney, New South Wales, Australia
| | - John Miles Little
- Sydney Health Ethics, The University of Sydney, Sydney, New South Wales, Australia
| | - Claire Hooker
- Sydney Health Ethics, The University of Sydney, Sydney, New South Wales, Australia
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15
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Vassallo A, Walker K, Georgousakis M, Joshi R. Do mentoring programmes influence women's careers in the health and medical research sector? A mixed-methods evaluation of Australia's Franklin Women Mentoring Programme. BMJ Open 2021; 11:e052560. [PMID: 34690110 PMCID: PMC8559124 DOI: 10.1136/bmjopen-2021-052560] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/24/2022] Open
Abstract
OBJECTIVES It is known that women are under-represented in senior positions within the health and medical research sector. The Franklin Women Mentoring Programme (Programme) is a professionally facilitated, cross-organisational initiative designed to support career development for mid-career women. The objective of this study was to evaluate Programme outcomes reported by participants 12 months following its formal conclusion. DESIGN Explanatory sequential mixed-methods study design using a cross-sectional survey and semi-structured interviews. SETTING Health and medical research institutes in Sydney, Australia. PARTICIPANTS Health and medical researchers from the 2018 Programme. PRIMARY AND SECONDARY OUTCOME MEASURES Changes in knowledge, skills, behaviours and research metrics directly attributed to Programme participation. RESULTS A total of 50 mentors and mentees participated in the cross-sectional survey (68% of the total cohort) and 14 mentors and mentees participated in the interviews. All reported changes to their knowledge, skills, behaviours and research metrics which were directly attributed to participation in the Programme. This included changes in knowledge and skills to be more inclusive (96% mentees, 83% mentors), resilience (88% mentees, 67% mentors), ability to have difficult workplace conversations (88% mentees, 71% mentors) and improvements in supervisory and team management (82% mentees, 75% mentors) skills. Positive impacts on promotions and grant opportunities were also reported. All evaluation participants believed this Programme was a worthwhile initiative for their workplaces to invest in. CONCLUSION Participation in this cross-organisational, professionally facilitated, structured mentoring programme has led to positive outcomes for mentees, as well as mentors. Reported outcomes indicate the Programme is meeting its aims to support the career development of mid-career women in health and medical research, while facilitating a more inclusive workforce.
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Affiliation(s)
- Amy Vassallo
- The George Institute for Global Health, University of New South Wales, Sydney, New South Wales, Australia
- 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
| | - Karen Walker
- The George Institute for Global Health, University of New South Wales, Sydney, New South Wales, Australia
- Royal Prince Alfred Hospital, Camperdown, New South Wales, Australia
- Faculty of Medicine and Health, The University of Sydney, Sydney, New South Wales, Australia
| | - 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
| | - Rohina Joshi
- The George Institute for Global Health, University of New South Wales, Sydney, New South Wales, Australia
- The George Institute for Global Health, New Delhi, India
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16
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Gayet-Ageron A, Ben Messaoud K, Richards M, Schroter S. Female authorship of covid-19 research in manuscripts submitted to 11 biomedical journals: cross sectional study. BMJ 2021; 375:n2288. [PMID: 34615650 PMCID: PMC8493599 DOI: 10.1136/bmj.n2288] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Accepted: 09/10/2021] [Indexed: 11/10/2022]
Abstract
OBJECTIVE To describe prominent authorship positions held by women and the overall percentage of women co-authoring manuscripts submitted during the covid-19 pandemic compared with the previous two years. DESIGN Cross sectional study. SETTING Nine specialist and two large general medical journals. POPULATION Authors of research manuscripts submitted between 1 January 2018 and 31 May 2021. MAIN OUTCOME MEASURES Primary outcome: first author's gender. SECONDARY OUTCOMES last and corresponding authors' gender; number (percentage) of women on authorship byline in "pre-pandemic" period (1 January 2018 to 31 December 2019) and in "covid-19" and "non-covid-19" manuscripts during pandemic. RESULTS A total of 63 259 manuscripts were included. The number of female first, last, and corresponding authors respectively were 1313 (37.1%), 996 (27.9%), and 1119 (31.1%) for covid-19 manuscripts (lowest values in Jan-May 2020: 230 (29.4%), 165 (21.1%), and 185 (22.9%)), compared with 8583 (44.9%), 6118 (31.2%), and 7273 (37.3%) for pandemic non-covid-19 manuscripts and 12 724 (46.0%), 8923 (31.4%), and 10 981 (38.9%) for pre-pandemic manuscripts. The adjusted odds ratio of having a female first author in covid-19 manuscripts was <1.00 in all groups (P<0.001) compared with pre-pandemic (lowest in Jan-May 2020: 0.55, 98.75% confidence interval 0.43 to 0.70). The adjusted odds ratio of having a woman as last or corresponding author was significantly lower for covid-19 manuscripts in all time periods (except for the two most recent periods for last author) compared with pre-pandemic (lowest values in Jan-May 2020: 0.74 (0.57 to 0.97) for last and 0.61 (0.49 to 0.77) for corresponding author). The odds ratios for pandemic non-covid-19 manuscripts were not significantly different compared with pre-pandemic manuscripts. The median percentage of female authors on the byline was lower for covid-19 manuscripts (28.6% in Jan-May 2020) compared with pre-pandemic (36.4%) and non-covid-19 pandemic manuscripts (33.3% in Jan-May 2020). Gender disparities in all prominent authorship positions and the proportion of women authors on the byline narrowed in the most recent period (Feb-May 2021) compared with the early pandemic period (Jan-May 2020) and were very similar to values observed for pre-pandemic manuscripts. CONCLUSIONS Women have been underrepresented as co-authors and in prominent authorship positions in covid-19 research, and this gender disparity needs to be corrected by those involved in academic promotion and awarding of research grants. Women attained some prominent authorship positions equally or more frequently than before the pandemic on non-covid-19 related manuscripts submitted at some time points during the pandemic.
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Affiliation(s)
- Angèle Gayet-Ageron
- Division of Clinical Epidemiology, University Hospitals of Geneva, Geneva, Switzerland
- Department of Health and Community Medicine, University of Geneva, Geneva, Switzerland
- Contributed equally
| | - Khaoula Ben Messaoud
- Department of Health and Community Medicine, University of Geneva, Geneva, Switzerland
- Contributed equally
| | - Mark Richards
- Article Transfer Service, BMJ Publishing Group, London, UK
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Lockhart KR, Blatt A. We have cracked the ceiling, but how long must we walk on broken glass? Addressing the pitfalls confronting women in surgery. ANZ J Surg 2021; 91:1647-1649. [PMID: 34506060 DOI: 10.1111/ans.17072] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/11/2021] [Revised: 06/21/2021] [Accepted: 07/04/2021] [Indexed: 11/29/2022]
Affiliation(s)
| | - Alison Blatt
- Department of Urology, John Hunter Hospital, Newcastle, New South Wales, Australia
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18
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Mousa M, Boyle J, Skouteris H, Mullins AK, Currie G, Riach K, Teede HJ. Advancing women in healthcare leadership: A systematic review and meta-synthesis of multi-sector evidence on organisational interventions. EClinicalMedicine 2021; 39:101084. [PMID: 34430838 PMCID: PMC8365436 DOI: 10.1016/j.eclinm.2021.101084] [Citation(s) in RCA: 70] [Impact Index Per Article: 23.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/27/2021] [Revised: 07/16/2021] [Accepted: 07/22/2021] [Indexed: 12/28/2022] Open
Abstract
BACKGROUND Women are underrepresented in healthcare leadership, yet evidence on impactful organisational strategies, practices and policies that advance women's careers are limited. We aimed to explore these across sectors to gain insight into measurably advancing women in leadership in healthcare. METHODS A systematic review was performed across Medline via OVID; Medline in-process and other non-indexed citations via OVID; PsycINFO and SCOPUS from January 2000 to March 2021. Methods are outlined in a published protocol registered a priori on PROSPERO (CRD42020162115). Eligible studies reported on organisational interventions for advancing women in leadership with at least one measurable outcome. Studies were assessed independently by two reviewers. Identified interventions were organised into categories and meta-synthesis was completed following the 'ENhancing Transparency in REporting the synthesis of Qualitative research' (ENTREQ) statement. FINDINGS There were 91 eligible studies from 6 continents with 40 quantitative, 38 qualitative and 13 mixed methods studies. These spanned academia, health, government, sports, hospitality, finance and information technology sectors, with around half of studies in health and academia. Sample size, career stage and outcomes ranged broadly. Potentially effective interventions consistently reported that organisational leadership, commitment and accountability were key drivers of organisational change. Organisational intervention categories included i) organisational processes; ii) awareness and engagement; iii) mentoring and networking; iv) leadership development; and v) support tools. A descriptive meta-synthesis of detailed strategies, policies and practices within these categories was completed. INTERPRETATION This review provides an evidence base on organisational interventions for advancing women in leadership across diverse settings, with lessons for healthcare. It transcends the focus on the individual to target organisational change, capturing measurable change across intervention categories. This work directly informs a national initiative with international links, to enable women to achieve their career goals in healthcare and moves beyond the focus on barriers to solutions.
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Affiliation(s)
- Mariam Mousa
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Epworth Healthcare, Melbourne, VIC, Australia
| | - Jacqueline Boyle
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Epworth Healthcare, Melbourne, VIC, Australia
- Department of Gynaecology, Monash Medical Centre, Melbourne, VIC, Australia
| | - Helen Skouteris
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
| | - Alexandra K Mullins
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
| | - Graeme Currie
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Warwick Business School, Warwick University, United Kingdom
| | - Kathleen Riach
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Adam Smith Business School, University of Glasgow, United Kingdom
| | - Helena J Teede
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Endocrine and Diabetes Units, Monash Medical Centre, Melbourne, VIC, Australia
- Corresponding author at: Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia.
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19
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Leong TL, Smallwood N. Leading by example: The women of respiratory health in Australia. Respirology 2021; 26:997-998. [PMID: 34459516 DOI: 10.1111/resp.14135] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/28/2021] [Accepted: 08/04/2021] [Indexed: 11/30/2022]
Affiliation(s)
- Tracy L Leong
- Department of Respiratory and Sleep Medicine, Austin Health, Melbourne, Victoria, Australia.,University of Melbourne, Melbourne, Victoria, Australia
| | - Natasha Smallwood
- Department of Respiratory and Sleep Medicine, Alfred Health, Melbourne, Victoria, Australia.,Monash University, Melbourne, Victoria, Australia
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20
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Anandacoomarasamy A, Richards B, Ward L, Langford K, Wallace G, Sinclair T, Anderson T, Barnsley L. Design and Implementation of Flexible Advanced Training in Rheumatology: Report of a pilot program. Intern Med J 2021; 52:1768-1772. [PMID: 34092003 DOI: 10.1111/imj.15403] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2021] [Revised: 05/17/2021] [Accepted: 05/28/2021] [Indexed: 11/28/2022]
Abstract
BACKGROUND Training in medicine is highly demanding and coincides with critical life tasks including relationship development, childbearing, and rearing. The rigid requirements of training programs risk precluding successful achievement of these extracurricular roles, forcing choices between work and other life commitments. Flexible employment structures that facilitate the development of high-quality physicians are needed. METHODS The clinical department, trainees and senior administration designed flexible, part-time advanced training positions in rheumatology. We sought to deliver excellent training, supervision and support whilst ensuring safe, efficient clinical service delivery within existing systems and cultures. Barriers to implementation were actively identified. We rejected job share arrangements in favour of independent part time positions anchored to departmental education, clinical and trainee needs. The outcomes of these positions have been determined through regular trainee meetings, clinic activity and costs. RESULTS Trainees achieved all training requirements, reported high levels of job satisfaction, strong professional development, improved work-life balance, and reduction of stress. Outpatient events increased and waiting times have decreased. We estimate that increased rebatable outpatient services have rendered the positions cost neutral. CONCLUSION Flexible training positions can enhance clinical departments whilst enabling high quality training for junior doctors. Further work should consider longer term outcomes and application to different clinical and training settings. This article is protected by copyright. All rights reserved.
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Affiliation(s)
- Ananthila Anandacoomarasamy
- Department of Rheumatology, Level 6 West, Main Building, Concord General Repatriation Hospital, Concord, NSW, 2139.,Concord Clinical School, University of Sydney, Concord, NSW, 2139
| | - Bethan Richards
- Department of Rheumatology, Institute of Rheumatology and Orthopaedics, 50 Missenden Rd, Camperdown, 2050.,Well MD Centre, SLHD
| | - Louise Ward
- Department of Rheumatology, Level 6 West, Main Building, Concord General Repatriation Hospital, Concord, NSW, 2139
| | - Kiri Langford
- Department of Rheumatology, Level 6 West, Main Building, Concord General Repatriation Hospital, Concord, NSW, 2139
| | | | - Tim Sinclair
- Sydney Local Health District, Missenden Road, Camperdown, NSW, 2050
| | - Teresa Anderson
- Sydney Local Health District, Missenden Road, Camperdown, NSW, 2050
| | - Les Barnsley
- Department of Rheumatology, Level 6 West, Main Building, Concord General Repatriation Hospital, Concord, NSW, 2139.,Concord Clinical School, University of Sydney, Concord, NSW, 2139
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21
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Affiliation(s)
- Mariam Mousa
- Monash Centre for Health Research and Implementation, Melbourne, VIC, Australia
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22
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Pizzirani B, O'Donnell R, Skouteris H, Crump B, Teede H. Clinical leadership development in Australian healthcare: a systematic review. Intern Med J 2020; 50:1451-1456. [DOI: 10.1111/imj.14713] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2019] [Revised: 11/18/2019] [Accepted: 11/23/2019] [Indexed: 11/28/2022]
Affiliation(s)
- Bengianni Pizzirani
- The Monash Centre for Health Research and Implementation, School of Public Health and Preventative Medicine Monash University
| | - Renée O'Donnell
- The Monash Centre for Health Research and Implementation, School of Public Health and Preventative Medicine Monash University
| | - Helen Skouteris
- The Monash Centre for Health Research and Implementation, School of Public Health and Preventative Medicine Monash University
- Monash Partners Academic Health Science Centre (Advanced Health Research and Translation Centre) Melbourne Victoria Australia
- Warwick Business School Warwick University Coventry England
| | - Bernard Crump
- Warwick Business School Warwick University Coventry England
| | - Helena Teede
- The Monash Centre for Health Research and Implementation, School of Public Health and Preventative Medicine Monash University
- Monash Partners Academic Health Science Centre (Advanced Health Research and Translation Centre) Melbourne Victoria Australia
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Griffin B, Horton GL, Lampe L, Shulruf B, Hu W. The change from UMAT to UCAT for undergraduate medical school applicants: impact on selection outcomes. Med J Aust 2020; 214:84-89. [PMID: 33258184 DOI: 10.5694/mja2.50877] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/24/2020] [Accepted: 08/11/2020] [Indexed: 11/17/2022]
Abstract
OBJECTIVES To assess whether the change from the Undergraduate Medical and Health Sciences Admissions Test (UMAT; 1991-2019) to the University Clinical Aptitude Test (UCAT) for the 2020 New South Wales undergraduate medical degree intake was associated with changes in the impact of sex, socio-economic status and remoteness of residence, and professional coaching upon selection for interview. DESIGN, SETTING, PARTICIPANTS Cross-sectional study of applicants for the three NSW undergraduate medical programs for entry in 2019 (4114 applicants) or 2020 (4270); 703 people applied for both intakes. Applicants selected for interview were surveyed about whether they had received professional coaching for the selection test. MAIN OUTCOME MEASURES Scores on the three sections of the UMAT (2019 entry cohort) and the five subtests of the UCAT (2020 entry); total UMAT and UCAT scores. RESULTS Mean scores for UMAT 1 and 3 and for all four UCAT cognitive subtests were higher for men than women; the differences were statistically significant after adjusting for age, socio-economic status, and remoteness. The effect size for sex was 0.24 (95% CI, 0.18-0.30) for UMAT total score, 0.38 (95% CI, 0.32-0.44) for UCAT total score. For the 2020 intake, 2303 of 4270 applicants (53.9%) and 476 of 1074 interviewees (44.3%) were women. The effect size for socio-economic status was 0.47 (95% CI, 0.39-0.54) for UMAT, 0.43 (95% CI, 0.35-0.50) for UCAT total score; the effect size for remoteness was 0.54 (95% CI, 0.45-0.63) for UMAT, 0.48 (95% CI, 0.39-0.58) for UCAT total score. The impact of professional coaching on UCAT performance was not statistically significant among those accepted for interview. CONCLUSIONS Women and people from areas outside major cities or of lower socio-economic status perform less well on the UCAT than other applicants. Reviewing the test and applicant quotas may be needed to achieve selection equity.
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Affiliation(s)
| | | | - Lisa Lampe
- The University of Newcastle, Newcastle, NSW
| | - Boaz Shulruf
- University of New South Wales, Sydney, NSW.,Centre for Medical and Health Sciences Education, University of Auckland, Auckland, New Zealand
| | - Wendy Hu
- Western Sydney University, Sydney, NSW
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24
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Robinson T, Skouteris H, Burns P, Melder A, Bailey C, Croft C, Spyridonidis D, Teede H. Flipping the paradigm: a qualitative exploration of research translation centres in the United Kingdom and Australia. Health Res Policy Syst 2020; 18:111. [PMID: 32993658 PMCID: PMC7523298 DOI: 10.1186/s12961-020-00622-9] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/03/2020] [Accepted: 08/27/2020] [Indexed: 11/17/2022] Open
Abstract
Background Over the past decade, Research Translation Centres (RTCs) have been established in many countries. These centres (sometimes referred to as Academic Health Science Centres) are designed to bring universities and healthcare providers together in order to accelerate the generation and translation of new evidence that is responsive to health service and community priorities. This has the potential to effectively ‘flip’ the traditional research and education paradigms because it requires active participation and continuous engagement with stakeholders (especially service users, the community and frontline clinicians). Although investment and expectations of RTCs are high, the literature confirms a need to better understand the processes that RTCs use to mobilise knowledge, build workforce capacity, and co-produce research with patients and the public to ensure population impact and drive healthcare improvement. Methods Semi-structured interviews were conducted with selected leaders and members from select RTCs in England and Australia. Convenience sampling was utilised to identify RTCs, based on their geography, accessibility and availability. Purposive sampling and a snowballing approach were employed to recruit individual participants for interviews, which were conducted face to face or via videoconferencing. Interviews were recorded, transcribed verbatim and analysed using a reflexive and inductive approach. This involved two researchers comparing codes and interrogating themes that were analysed inductively against the study aims and through meetings with the research team. Results A total of 41 participants, 22 from England and 19 from Australia were interviewed. Five major themes emerged, including (1) dissonant metrics, (2) different models of leadership, (3) public and patient involvement and research co-production, (4) workforce development and (5) barriers to collaboration. Conclusions Participants identified the need for performance measures that capture community impact. Better aligned success metrics, enhanced leadership, strategies to partner with patients and the public, enhanced workforce development and strategies to enhance collaboration were all identified as crucial for RTCs to succeed.
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Affiliation(s)
- Tracy Robinson
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia. .,School of Nursing, Midwifery and Indigenous Health, Charles Sturt University, Bathurst, NSW, 2795, Australia. .,Monash Partners Academic Health Science Centre, Clayton, Victoria, Australia.
| | - Helen Skouteris
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia.,Monash Partners Academic Health Science Centre, Clayton, Victoria, Australia
| | - Prue Burns
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia.,School of Management, College of Business, RMIT University, Melbourne, Australia
| | - Angela Melder
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia.,Monash Partners Academic Health Science Centre, Clayton, Victoria, Australia.,Monash Health, Clayton, Victoria, Australia
| | - Cate Bailey
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia
| | - Charlotte Croft
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia.,Warwick Business School, Gibbet Hill Road, Coventry, CV4 7AL, United Kingdom
| | - Dmitrios Spyridonidis
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia.,Warwick Business School, Gibbet Hill Road, Coventry, CV4 7AL, United Kingdom
| | - Helena Teede
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Victoria, 3168, Australia. .,Monash Partners Academic Health Science Centre, Clayton, Victoria, Australia. .,Monash Health, Clayton, Victoria, Australia.
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25
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Martin A, Naunton M, Peterson GM. Gender balance in pharmacy leadership: Are we making progress? Res Social Adm Pharm 2020; 17:694-700. [PMID: 32527465 DOI: 10.1016/j.sapharm.2020.05.031] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2019] [Revised: 05/26/2020] [Accepted: 05/28/2020] [Indexed: 10/24/2022]
Abstract
BACKGROUND In recent years there has been an increasing focus on gender balance and equity in leadership positions. In most fields of work, including female dominated professions such as pharmacy, there is an underrepresentation of women in leadership positions. This is despite significant benefits being observed in organisations when diversity in leadership is increased. To date, there has been no research investigating gender balance in pharmacy leadership and decision-making positions in Australia. OBJECTIVE To explore gender balance in pharmacy leadership in Australia and how it has changed over the last 20 years. SETTING This study was conducted in Australia. METHOD Eight key Australian pharmacy organisations were identified. Data were extracted from their websites or through direct contact with the organisation for the gender breakdown of their boards/committees/councils from the years 1998-2018. RESULTS In total, data were obtained for 368 separate professional committees, from seven organisations (including 22 state/territory branches), covering the years of 1998-2018. Some organisations provided information for each of the 21 years, while others were only able to provide a few data points. Overall, gender balance in pharmacy organisations has increased over the 21-year period however, there remains a lack of women in leadership positions, particularly in the most senior positions where women held only 24% of president/chair positions over the time period. In 2018 women held 34% of these positions, despite representing 62% of pharmacists in Australia. CONCLUSION Gender inequity in leadership is prevalent in the Australian pharmacy profession, although it has lessened over time. Based on the trend from 1998 to 2018 it is predicted that women will achieve an average of 50% representation in Australian pharmacy professional committees no sooner than 2029.
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Affiliation(s)
- Alicia Martin
- Discipline of Pharmacy, Faculty of Health, University of Canberra, Bruce, Canberra, ACT, 2607, Australia.
| | - Mark Naunton
- Discipline of Pharmacy, Faculty of Health, University of Canberra, Bruce, Canberra, ACT, 2607, Australia
| | - Gregory M Peterson
- Discipline of Pharmacy, Faculty of Health, University of Canberra, Bruce, Canberra, ACT, 2607, Australia; School of Medicine, University of Tasmania, Hobart, TAS, 7001, Australia
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26
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Keane M. Advancing women in medical leadership. Med J Aust 2020; 212:189-189.e1. [DOI: 10.5694/mja2.50476] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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27
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Learoyd DL, Holmes‐Walker J. Advancing women in medical leadership. Med J Aust 2020; 212:189-189.e1. [DOI: 10.5694/mja2.50478] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Affiliation(s)
- Diana L Learoyd
- Northern Clinical SchoolUniversity of Sydney Sydney NSW
- Endocrine Society of Australia Sydney NSW
| | - Jane Holmes‐Walker
- Westmead HospitalUniversity of Sydney Sydney NSW
- Royal Australasian College of Physicians Sydney NSW
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28
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Mousa M, Boyle JA, Teede HJ. Advancing women in medical leadership. Med J Aust 2020; 212:190-190.e1. [PMID: 31903614 DOI: 10.5694/mja2.50475] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Affiliation(s)
- Mariam Mousa
- Monash Centre for Health Research and Implementation, Monash University, Clayton, VIC
| | - Jacqueline A Boyle
- Monash Centre for Health Research and Implementation, Monash University, Clayton, VIC
| | - Helena J Teede
- Monash Partners Academic Health Sciences Centre, Monash University, Clayton, VIC
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