Gender Disparities in Work and Parental Status Among Early Career Physicians

Frank, Elena; Zhuo, Zhao; Sen, Srijan; Guille, Constance

doi:10.1001/jamanetworkopen.2019.8340

Cited by 91 publications

(97 citation statements)

References 6 publications

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“…35 Surveys of UK and US physicians showed that women were more likely to work parttime, but primarily if they had young children. 36,37 Moreover, existing data suggest that having chil dren results in a temporary decrease in work hours and that, over the course of their careers, women as a group do not work substantially less than men. A Canadian cohort analysis of gen eral and family practitioners in 2008 showed a Ushaped curve in hours of direct patient care over the length of a woman's career, declining until roughly age 38 and then increasing to previous levels, a pattern consistent with childbearing and earlystage childrearing.…”

Section: Do Women Just Work Less (Or Less Efficiently) Than Men?mentioning

confidence: 99%

“…For example, survey data show that female physicians with young children spend more time doing domestic work than their male counterparts, even in dual physician households. 37,[69][70][71] Independent of having children, simply living in a domestic partnership has been shown to have a gender effect on physician work hours, increasing the odds that a woman will work parttime but decreasing the odds of parttime work for men. 72 Because of the disparities in domestic responsibilities, women with children face more obstacles to academic progression and slower selfperceived career advancement.…”

Section: What Are Some Of the Root Causes Of The Gender Pay Gap?mentioning

confidence: 99%

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Closing the gender pay gap in Canadian medicine

Cohen

Kiran

2020

CMAJ

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Women in Canadian medicine consistently earn less than men. • The pay gap between women and men exists within every medical specialty and also between specialties, with physicians in maledominated specialties receiving higher payments. • The gender pay gap in medicine is not explained by women working fewer hours or less efficiently but, rather, relates to systemic bias in medical school, hiring, promotion, clinical care arrangements, the fee schedule itself and societal structures more broadly. • Actions for closing the gap include antioppression training, challenging the hidden curriculum in medical education, fair and transparent hiring and referral processes, changing the relative value of fee codes and transparent reporting of physician payments stratified by gender.

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Section: Do Women Just Work Less (Or Less Efficiently) Than Men?mentioning

confidence: 99%

Section: What Are Some Of the Root Causes Of The Gender Pay Gap?mentioning

confidence: 99%

Closing the gender pay gap in Canadian medicine

Cohen

Kiran

2020

CMAJ

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“…The studies in other sectors of medicine have also confirmed that women doctors are more likely to work part time or not at all, spend more time on domestic activities and attend lesser number of conferences. [24][25][26] Women oncology professionals of reproductive age are at added risk of fertility issues with exposure to chemotherapy and radiotherapy. 27 28 Although these concerns apply more to nursing professionals, in some centres of India, medical oncologists are also involved with preparation and administration of chemotherapy as a part of their oncology training.…”

Section: Women Authorship Detailsmentioning

confidence: 99%

Gender climate in Indian oncology: national survey report

et al. 2020

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IntroductionThere is evidence of under-representation of women in leadership roles and publications in oncology. However, there is little knowledge about their perceptions of professional environment, unique challenges and opportunities compared with male counterparts. The problem is more prominent in lower-income and middle-income countries like India and merits exploration.Materials and methodsA survey, ‘Exploratory Study on the Challenges of Female Oncologists in India’, was conducted among oncology professionals. We included questions on demography, working team details, role at work, perceived challenges for advancement of career, gender-related values brought into the team and the measures for improvement of gender disparity. Lead authorship data were collected from two Indian oncology journals.ResultsOf the 324 respondents, 198 (61.1%) were women. Majority of the respondents were medical oncologists (46.3%), ≤45 years old (69.4%) and working in universities and corporate hospitals (71.6%). One hundred eighty-nine (58.3%) respondents worked in teams with male majority, 50 (15.4%) in women-majority teams, while 85 (26.2%) worked in teams with gender equality. Of the 324 respondents, 218 (67.3%) had men managers, while 106 (32.7%) had women managers. Men led 160 (84.7%) male-majority teams; 45 (52.9%) gender-equal teams; and 13 (26%) female-majority teams (p<0.00001). Age >45 years was found to be associated with a leadership role (43% vs 25%, p=0.0012). The most significant barrier perceived for advancement of career for women was finding a work–life balance. Most respondents suggested provision of flexible training programmes to improve the disparity. Of the 558 journal publications inspected, 145 (26%) articles had a female first or corresponding author.ConclusionsThe study brought out the current figures regarding gender climate in oncology practice and academia across India. We identified lead thrust areas and schemes to improve the gender bias. There needs to be action at international, national and personal levels to bring about an efficient gender-neutral workforce.

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“…3,4 This gender disparity persists later in residency training and as attending physicians. [5][6][7] Women in medicine do not receive the same recognition as their male colleagues in terms of leadership and salary. 8-10 These patterns might be reflecting the gendered pathways female medical students are encouraged to pursue, which tend to be lower paid and underappreciated, as are most professions and careers dominated by women.…”

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confidence: 99%