Achieving women's equity in academic medicine: challenging the standards

DʼArmiento, Jeanine; Witte, Susan S.; Dutt, Kuheli; Wall, Melanie M.; McAllister, Geraldine

doi:10.1016/s0140-6736(19)30234-x

Cited by 47 publications

(44 citation statements)

References 3 publications

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“…Consistent with our finding, other studies have shown that while the majority of the healthcare workforce is female, women are still underrepresented in healthcare leadership positions [46][47][48][49]. Women represent 70 to 80% of the total of the workforce; however, only 24% reach senior executive positions, and furthermore, only 18% of women occupied general manager positions in hospitals [50,51].…”

Section: Discussionsupporting

confidence: 90%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

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Background: Around the world, there is a significant difference in the proportion of women with access to leadership in healthcare with respect to men. This article studies gender imbalance and wage gap in managerial, executive, and directive job positions at the Mexican National Institutes of Health. Methods: Cohort data were described using a visual circular representation and modeled using a generalized linear model. Analysis of variance was used to assess model significance, and posterior Fisher's least significant differences were analyzed when appropriate. Results: This study demonstrated that there is a gender imbalance distribution among the hierarchical position at the Mexican National Health Institutes and also exposed that the wage gap exists mainly in the (highest or lowest) ranks in hierarchical order. Conclusions: Since the majority of the healthcare workforce is female, Mexican women are still underrepresented in executive and directive management positions at national healthcare organizations.

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Section: Discussionsupporting

confidence: 90%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

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“…This risk includes the modest but important gains that have been achieved over the past decade by increasing female and minority representation in STEM (science, technology, engineering and mathematics) subjects and the clinician scientist workforce. 9,10 Recommendations to grow and maintain Australia's clinician scientist workforce There is no disputing that given the commitment and investment required to obtain a PhD, funding is the primary concern for aspiring clinician scientists. 11,12 In light of this, the economic impact of COVID-19 on postgraduate research training suggests an uncertain future.…”

Section: The 'Locomotives' Of Australia's Clinical Research Workforcementioning

confidence: 99%

Is Australia’s clinician scientist capacity appropriate for addressing the next pandemic?

Eley¹,

O’Leary

Young³

et al. 2020

Aust. Health Rev.

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Australia’s clinical research communities responded quickly to COVID-19. Similarly, research funding to address the pandemic was appropriately fast-tracked and knowledge promptly disseminated. This swift and purposeful research response is encouraging and reflects thorough and meticulous training of the academic workforce; in particular the clinician scientist. Clinician scientists have formal clinical and research qualifications (primarily PhD), and are at the forefront of translating knowledge into health care. Yet in reality, advances in medical research are not rapid. Scientific discovery results from the long-term accumulation of knowledge. The drivers of this knowledge are often PhD students who provide new lines of clinical inquiry coupled with the advanced training of early- and mid-career researchers who sustain discovery through a clinician scientist workforce. A crucial point during these COVID-19 times is that this initial investment in training must be nurtured and maintained. Without this investment, the loss of a future generation of potential discoveries and a vibrant scientific workforce to safeguard us from future global health threats is at risk. This risk includes the modest gains achieved by increasing female and minority representation in STEM and the clinician scientist workforce. COVID-19 has presented serious concerns to Australia’s health and economy. This perspective is central to these concerns and urges investment in the continuity of training and maintaining a sustainable clinician scientist workforce sufficient to address current and future pandemics, alongside continuing discoveries to improve the health of Australians.

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“…Without role models to demonstrate that women can, in fact, rise to the top, upward mobility can feel slow and/or unattainable to female employees. 6,8 Similarly, compensation is a well-documented challenge for working women in the US across sec-tors. 11 Substantial research indicates that the disparity in entry level compensation initiates a trend of unequal pay for equal work that can persist across a woman's entire career.…”

Section: Women In Senior Leadershipmentioning

confidence: 99%

Analysis of Gender Perceptions in Health Technology: A Call to Action

et al. 2020

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Gender diversity has been linked to positive business results. Yet limited data exist to characterize the gender landscape in health technology, a field that draws employees from both biomedical engineering and medicine. To better understand the state of gender diversity in this industry, we developed a survey to explore leadership representation and perceptions of workplace equality, job satisfaction, and work-life balance. Data from 400 + health technology professionals revealed that women are significantly underrepresented in senior leadership and that men and women experience the workplace differently. Men believe in greater numbers than females that senior leaders are focused on recruiting and promoting women, promotion criteria are equitable, and the major barrier to leadership roles for women is work/family balance. In contrast, women perceive a less meritocratic and inclusive workplace in which their ability to rise is hampered by exclusion from influential communication networks and stereotyping/bias. Perhaps as a result, more than one-third of female respondents are considering leaving their current jobs, citing dissatisfaction with management and a desire for greater advancement opportunities. This study highlights significant gender perception differences in health technology that require further study and proactive remediation for the field to fully realize the benefits of gender diversity.

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Achieving women's equity in academic medicine: challenging the standards

Cited by 47 publications

References 3 publications

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Is Australia’s clinician scientist capacity appropriate for addressing the next pandemic?

Analysis of Gender Perceptions in Health Technology: A Call to Action

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