Gender Equity of Promoting Practices in Academic Neurosurgery in the United States

Kearns, Kathryn N.; Rabinovich, Emily P; Shabo, Leah; Shaffrey, Mark E.; Jane, John A.; Park, Min

doi:10.1016/j.wneu.2021.11.017

Cited by 6 publications

(4 citation statements)

References 31 publications

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“…Neurosurgery in Europe is not an exception. The percentage of female neurosurgeons chairing a department in the United States is also approximately 3% ( Feng et al, 2021 ; Kearns et al, 2021 ; Renfrow et al, 2018 ). Recent analyses documented 34 and 16 female neurosurgery chairs in the Asian and Australian continents together and in Latin America, respectively ( Drummond et al, 2021 ; Zanon et al, 2021 ).…”

Section: Discussionmentioning

confidence: 99%

Women in leadership positions in European neurosurgery - Have we broken the glass ceiling?

Weiss,

Dogan,

Jeltema

et al. 2023

Brain and Spine

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Section: Discussionmentioning

confidence: 99%

Women in leadership positions in European neurosurgery - Have we broken the glass ceiling?

Weiss,

Dogan,

Jeltema

et al. 2023

Brain and Spine

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“…This finding suggests unequal research opportunities or inadequate support for women in residency. Considering that scholarly productivity is a positive indicator for success in academic medicine, 6,7,20 this highlights the importance of evaluating potential barriers to academic productivity among neurosurgery residents and of assessing whether these are related to gender.…”

Section: Discussionmentioning

confidence: 99%

“…1-5 Within neurosurgery, although the number of female neurosurgical residents and faculty are increasing, leadership positions are still heavily male-dominated. 2,6,7 For example, there have only been 5 female departmental chairs in neurosurgical history. 8,9 However, such discrepancy is not only limited to the chair position but is also present within other leadership positions.…”

mentioning

confidence: 99%

Gender-Based Disparities in Academic Productivity Arise During Neurosurgery Residency: A Systematic Review

et al. 2023

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BACKGROUND: Although female neurosurgery residents are increasing, women remain underrepresented in academic leadership. OBJECTIVES: To assess academic productivity differences between male and female neurosurgery residents. METHODS: We used the Accreditation Council for Graduate Medical Education records to obtain 2021–2022 recognized neurosurgery residency programs. Gender was dichotomized into male/female by male-presenting/female-presenting status. Extracted variables included degrees/fellowships from institutional websites, number of preresidency and total publications from PubMed, and h-indices from Scopus. Extraction occurred from March to July 2022. Residency publication number and h-indices were normalized by postgraduate year. Linear regression analyses were conducted to assess factors associated with numbers of in-residency publications. P < .05 was considered statistically significant. RESULTS: Of 117 accredited programs, 99 had extractable data. Information from 1406 residents (21.6% female) was successfully collected. 19 687 and 3261 publications were evaluated for male residents and female residents, respectively. Male and female residents' median preresidency publication numbers did not significantly differ (M:3.00 [IQR 1.00-8.50] vs F:3.00 [IQR 1.00-7.00], P = .09), nor did their h-indices. However, male residents had significantly higher median residency publications than female residents (M:1.40 [IQR 0.57-3.00] vs F:1.00 [IQR 0.50-2.00], P < .001). On multivariable linear regression, male residents (odds ratio [OR] 2.05, 95% CI 1.68-2.50, P < .001) and residents with more preresidency publications (OR 1.17, 95% CI 1.16-1.18, P < .001) had higher likelihood of publishing more during residency, controlling for other covariates. CONCLUSION: Without publicly available, self-identified gender designation for each resident, we were limited to review/designate gender based on male-presenting/female-presenting status from gender conventions of names/appearance. Although not an ideal measurement, this helped show that during neurosurgical residency, male residents publish significantly more than female counterparts. Given similar preresidency h-indices and publication records, this is unlikely explained by differences in academic aptitude. In-residency gender barriers to academic productivity must be acknowledged and addressed to improve female representation within academic neurosurgery.

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“…1 Outside of these factors, female neurosurgeons also face considerable professional challenges including being less likely to occupy leadership roles, attain full professorships, and serve as division chiefs, chairs, or program directors. 3 Female neurosurgeons are less represented in national and international conferences, as well as in positions such as organization presidents or on executive and subcommittees. 1,4 Because of their small numbers, few empirical studies have been conducted evaluating the day-to-day experiences that female neurosurgeons face balancing work and life responsibilities.…”

mentioning

confidence: 99%

Gender Differences in the Pediatric Neurosurgical Workforce: Professional Practice, Work-Life Balance, and Beyond

Granek,

Muzyka,

Limoges

et al. 2024

Neurosurgery

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BACKGROUND AND OBJECTIVES: Evidence suggests that female neurosurgeons experience unique challenges in the workplace including lack of academic advancement, challenges with work-life balance, harassment, and discrimination. How these factors influence the gender gap in neurosurgery remains unclear. This analysis investigated gender differences in pediatric neurosurgeons in professional and nonprofessional activities and responsibilities. METHODS: A survey examining professional activities, work-life balance, family dynamics, career satisfaction, and workplace discrimination and harassment was administered to 495 pediatric neurosurgeons. Response rate was 49% (n = 241). RESULTS: One-third of the pediatric neurosurgical workforce is female. There were no gender differences in race/ethnicity, American Board of Neurological Surgery/American Board of Pediatric Neurological Surgery certification rates, or pediatric neurosurgery fellowship completion. No gender differences were found in operative caseload, weekly hours worked, or working after 8 pm or weekends. Women took call more frequently than men (P = .044). Men were more likely to work in academia (P = .004) and have salary subsidization from external sources (P = .026). Women were more likely to anticipate retirement by age 65 years (P = .044), were less happy with call commitments (P = .012), and worked more hours at home while off (P = .050). Women more frequently reported witnessing and experiencing racial discrimination (P = .008; P < .001), sexual harassment (P = .002, P < .001), and feeling less safe at work (P < .001). Men were more likely married (P = .042) with 1 (P = .004) or more children (P = .034). Women reported significantly greater responsibility for child and domestic care (P < .001). There were no gender differences in work-life balance, feeling supported at work, or having enough time to do things outside of work. CONCLUSION: Despite little difference in workload and professional responsibilities, women held more domestic responsibilities and experienced and witnessed more racial and sexual discrimination in the workplace. Surprisingly, there were no reported differences in work-life balance or feeling supported at work between genders. These findings suggest that factors unique to female neurosurgeons may contribute to continued gender disparity in the field.

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Gender Equity of Promoting Practices in Academic Neurosurgery in the United States

Cited by 6 publications

References 31 publications

Women in leadership positions in European neurosurgery - Have we broken the glass ceiling?

Women in leadership positions in European neurosurgery - Have we broken the glass ceiling?

Gender-Based Disparities in Academic Productivity Arise During Neurosurgery Residency: A Systematic Review

Gender Differences in the Pediatric Neurosurgical Workforce: Professional Practice, Work-Life Balance, and Beyond

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