Gender Equity in Medicine and Dermatology in the United States

Tully, Janell; Murase, Jenny E.; Grant‐Kels, Jane M.; Murrell, Dédée F.

doi:10.1016/j.det.2022.08.007

Cited by 1 publication

(11 citation statements)

References 103 publications

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“…Among the myriad challenges for women to achieve gender equity in scholarly fields such as academic dermatology are time in pregnancy, disproportionate participation in childrearing and domestic tasks compared with men, lack of legislation for parenting leave, and unconscious biases about women. 37 A slight majority (51%) of the female dermatologists who have children will have their first child during residency, 38 much later than the mean age of first motherhood for the general population. 39 Research has also found that women are significantly less likely to plan on having children during residency than males.…”

Section: Ch a L L E Nge S To Achiev I Ng Ge N De R Equ It Ymentioning

confidence: 99%

“…39 Research has also found that women are significantly less likely to plan on having children during residency than males. 37,40 Reasons for delaying children include residents' fears over training being hampered and career opportunities being jeopardized. 37,41 Women may also harbour concerns that having children during residency fosters the impression that they are not career-minded.…”

Section: Ch a L L E Nge S To Achiev I Ng Ge N De R Equ It Ymentioning

confidence: 99%

“…37,40 Reasons for delaying children include residents' fears over training being hampered and career opportunities being jeopardized. 37,41 Women may also harbour concerns that having children during residency fosters the impression that they are not career-minded. 38 Women who delay having children may subsequently be confronted with fertility issues, compounding their anguish.…”

Section: Ch a L L E Nge S To Achiev I Ng Ge N De R Equ It Ymentioning

confidence: 99%

“…37 Studies suggest that female physicians spend more time with childrearing and domestic tasks than male partners, 42,43 amounting to an additional 8.5 hours per week. 37,42 Furthermore, female physicians are more likely to modify their careers, including working fewer hours, to attend to childcare responsibilities. [44][45][46] Conversely, some research suggests an increase in working hours for male physicians after having children.…”

Section: Ch a L L E Nge S To Achiev I Ng Ge N De R Equ It Ymentioning

confidence: 99%

“…47 Leave policies for new parents are often not supportive of women in medical fields. 37 There is considerable variation among countries in the duration and payment of parental leave and home care (child raising) leave, 48 and unfavourable entitlements can augment existing pressures of work in academic departments. For dermatology residents, strict limits in the duration of total annual leave (incorporating parental leave) may delay their Board examinations, 49 thereby stalling academic pursuits.…”

Section: Ch a L L E Nge S To Achiev I Ng Ge N De R Equ It Ymentioning

confidence: 99%

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Gender equity in academic dermatology: Problems aplenty, yet paths ahead

Walter,

Murrell

2024

Acad Dermatol Venereol

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Efforts to achieve gender equity of health professionals should be a priority in all fields of medicine, including academic dermatology. This review aimed, first, to summarize available evidence about the status of gender equity in various domains of academic dermatology—headship positions, salary, editor and editorial board appointments, publications, conference presentations, receipt of research grants and academic prizes—second, to identify challenges to achieving gender equity and, third, to articulate the components of a multifaceted strategy for gender parity. A variety of databases were searched. Manual searching of reference lists and searching of grey literature were also undertaken. It was found that, despite improvements in some domains, the gender inequity persists in all of the above‐mentioned areas of academic dermatology. Challenges to achieve gender parity include time in pregnancy, disproportionate participation in childrearing and domestic tasks compared with men, suboptimal legislation in many jurisdictions for parenting and childcare leave, and unconscious biases about women. Elements of a multipronged approach include strengthening women's dermatology societies that advocate for women in academia; celebrating the careers of distinguished female academic dermatologists; mentoring; promoting leadership courses; striving for a greater representation of women among editors‐in‐chief, authors, and conference presenters, among others; seeking better pay, leave conditions and other work entitlements; conducting high‐quality research about gender inequity in academic dermatology; imposing sanctions for violations of gender equity; supporting dermatologists' health; and learning from the experience of other fields of academic medicine.

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Section: Ch a L L E Nge S To Achiev I Ng Ge N De R Equ It Ymentioning

confidence: 99%