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

Abstract

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.

Artificial intelligence and the NHS: a qualitative exploration of the factors influencing adoption

“…Women are underrepresented within leadership positions in both healthcare and health technology, so recruiting a gender diverse sample was anticipated to be challenging. [48][49][50] While the findings are internally coherent, they would likely be enhanced with a more gender diverse sample, and this represents a future research area. Furthermore, complete triangulation was not reached, as data collection and analysis were conducted by a single researcher.…”

Gender Bias in Workplaces: A Scoping Review of the Factors Leading the Gender Bias

“…While this situation is considered so important, it is still possible to encounter many biases regarding the existence of women in business life and these biases create the biggest reasons behind the inequality. The findings of many studies support the gender bias against women in organizations (Acker, 1990;Azmat, 2014;Denend et al, 2020Denend et al, :1583Hutchison, 2020;Matanle et al, 2014;Williams & Dewmpsey, 2014;Yates & Skinner, 2021). Women are underrepresented especially in senior leadership positions (Acker, 1990;Denend et al, 2020;Garcı´a-Gonza´lez et al, 2019;Novo-Corti et al, 2018;Pande & Ford, 2011).…”

The need for feminist intersectionality in digital health

“…For example, digital health companies led by men are more likely to be venturebacked than those led by women, but these differences are even more pronounced for companies led by Black women. 52 Thus, even if women rise to digital health leadership roles, they can still face unequal treatment.…”

“…53 Furthermore, a survey of more than 400 health technology employees (in fields beyond just digital health) found that men viewed work-family balance as the main reason for gender inequality in leadership, whereas women pointed to exclusion from influential networks and communications. 52…”