Here to chair: Gender differences in the path to leadership

Sethuraman, Kinjal N.; Lin, Michelle; Rounds, Kirsten; Fang, Andrea; Lall, Michelle D.; Parsons, Melissa; Linden, Judith A.; Gursahani, Kamal; Raukar, Neha P.; Perman, Sarah M.; Dobiesz, Valerie

doi:10.1111/acem.14221

Cited by 18 publications

(12 citation statements)

References 38 publications

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“…While women are underrepresented in executive leadership positions, education leadership roles did have a significantly greater representation of women compared to other leadership roles. This is similar to previous findings in the literature 21,22 . Future work should investigate education positions to learn if anything about these roles, systems, and/or processes can be used to increase the number of women in other leadership positions.…”

Section: Discussionsupporting

confidence: 87%

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Salary disparities based on gender in academic emergency medicine leadership

Wiler

Wendel

Rounds

et al. 2021

Academic Emergency Medicine

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Objective There are significantly fewer women than men in leadership roles in health care. Previous studies have shown that, overall, male physicians earn nearly $20,000 more annually than their female physician colleagues after adjusting for confounding factors. However, there has not been a description of physician leadership compensation in relation to gender. Methods This was a successive cross‐sectional observation study design of 154 emergency departments in the United States from 5 years (2013, 2015–2018) using Association of Academic Chairs in Emergency Medicine and Academy of Administrators in Academic EM survey data. The primary variable of interest, leadership role, was attained by recoding the survey responses to assign primary job duty into four main categories: no leadership role, operations leadership, education leadership, and executive leadership. Results Overall, 8820 responses were included. Across all survey years, the mean (±SD) percentage of women in any leadership role was significantly less than men (44.5% [95% CI: 42.8, 46.2%] vs. 55.3% [95% CI: 54.1, 56.5%]). Women in leadership roles worked more clinical hours than men in the same position (female median = 1008, male median = 960). Women also had significantly lower salaries than men at each of the 5‐year time points that data are reported, with unadjusted mean salary differences of –$54,409 per year for executives, –$27,803 for operational leaders, and –$17,803 for education leaders. Conclusions Female physicians hold fewer leadership roles in academic emergency medicine (EM), and when they do, they work more clinical hours and are paid less than male physicians. As a specialty, EM should continue to investigate and report on gender achievement disparities as work is done to rectify the system inequalities.

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Section: Discussionsupporting

confidence: 87%

“…This is similar to previous findings in the literature. 21,22 Future work should investigate education positions to learn if anything about these roles, systems, and/or processes can be used to increase the number of women in other leadership positions.…”

Section: Discussionmentioning

confidence: 99%

Salary disparities based on gender in academic emergency medicine leadership

Wiler

Wendel

Rounds

et al. 2021

Academic Emergency Medicine

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“…5 In EM, women faculty complete more subspecialty fellowship training and EM female chairs hold more advanced degrees, extramural funding, and national organization leadership positions than their male colleagues. 14 However, women in EM remain at disproportionately lower tiers of rank and pay for all ranks and quartiles of clinical load. 13,15 Despite these disparities, little is known about how women in EM become leaders or how their experiences differ from those of their male counterparts.…”

Section: Introductionmentioning

confidence: 99%

Gender Differences in Experiences of Leadership Emergence Among Emergency Medicine Department Chairs

Hobgood

Draucker

2022

JAMA Netw Open

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IMPORTANCEThe number of women entering medicine continues to increase, but women remain underrepresented at all tiers of academic rank and chair leadership in EM. The proportion of female chairs in EM has not exceeded 12% in 2 decades. OBJECTIVETo compare how male and female EM chairs experience leadership emergence, with attention to factors associated with support of the emergence of female chairs. DESIGN, SETTING, AND PARTICIPANTS This qualitative descriptive study was conducted between April 2020 and February 2021 at 36 US academic EM departments. Eligible participants were all current and emeritus female EM academic department chairs (with a possible cohort of 20 individuals) and an equal number of randomly selected male chairs. INTERVENTIONS Semistructured interviews were conducted via teleconferencing with an 11-item interview guide. MAIN OUTCOMES AND MEASURES Qualitative findings identifying similarities and gender differences in leadership emergence were collected. RESULTS Among 20 female chairs in EM, 19 women (mean [SD] age, 56.2 [7.1] years) participated inthe study (95.0% response rate). There were 13 active chairs, and 6 women were within 5 years of chair leadership. Among 77 male chairs in EM identified and randomized, 37 men were invited to participate, among whom 19 individuals (51.4%) agreed to participate; 18 men (mean [SD] age, 52.2 [7.5] years) completed their interviews. Reflecting upon their experiences of leadership emergence, male chairs saw leadership as their destiny, were motivated to be chairs to gain influence, were dismissive of risks associated with chairing a department, and were sponsored by senior male leaders to advance in leadership. Female chairs saw leadership as something they had long prepared for, were motivated to be chairs to make a difference, were cautious of risks associated with chairing a department that could derail their careers, and relied on their own efforts to advance in leadership. CONCLUSIONS AND RELEVANCEThis study found that experiences of leadership emergence differed by gender. These results suggest that leadership development strategies tailored to women should promote early internalization of leadership identity, tightly link leadership to purpose, cultivate active sponsorship, and encourage women's risk tolerance through leadership validation to support women's development as leaders and demonstrate a commitment to gender equity in EM leadership.

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“…Studies in other specialties have shown women, despite having higher qualifications and greater academic productivity than men, are underrepresented in leadership positions. This suggests that there may be differences in standards for promotion and appointment between men and women 12–14 . Underrepresentation of women in leadership positions despite their accomplishments has been observed across medicine and not limited to any one specialty 12,14 …”

Section: Accomplishmentsmentioning

confidence: 99%

Training Characteristics, Academic Accomplishments, and Motivation of Current Chairs in Physical Medicine and Rehabilitation

Martinez

Sanchez

Knecht

et al. 2021

Am J Phys Med Rehabil

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ObjectiveThe aim of the study was to report the training characteristics, academic accomplishments, and motivation of current United States academic physical medicine and rehabilitation chairs.DesignThe authors developed a 23-question survey that was disseminated via e-mail to 86 current chairs who were members of the Chairs Council from the Association of Academic Physiatrists in May 2020. Follow-up e-mails were sent 2 and 4 wks after the initial distribution, and the survey closed after 6 wks in June 2020. The data collected were deidentified. Descriptive analysis was performed.ResultsForty-nine chair responses were received, which had a response rate of 60%. A total of 69.4% of the chairs (32 of 49) were men and 30.6% (17 of 49) were women. A total of 75.5% (37 of 49) were White/Caucasian, 12.2% (6 of 49) Hispanic/Latinx, 10.2% (5 of 49) Asian, and 2% (1 of 49) were Black/African American. A total of 8.2% of the chairs (4 of 49) reported having a disability. Sixty-seven percent of the female chairs (10 of 15) reported experiencing gender discrimination in the workplace versus 3% of male chairs (1 of 34). Twenty-nine percent of the chairs were full professors in physical medicine and rehabilitation when first appointed, 57.1% associate professors, and 6% assistant professors. A total of 73.5% of the chairs had served as a reviewer for a peer-reviewed publication. Fifty-two percent of the chairs had a leadership role in a national physical medicine and rehabilitation organization. Fifty-eight percent of the chairs had at least 16 peer-reviewed publications when first appointed.ConclusionsThis survey provides insight to the training characteristics, accomplishments, and motivation of current chairs for physiatrists aspiring to enter these ranks. It also highlights the underrepresentation of women and minorities among leadership positions in physical medicine and rehabilitation.

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Here to chair: Gender differences in the path to leadership

Cited by 18 publications

References 38 publications

Salary disparities based on gender in academic emergency medicine leadership

Salary disparities based on gender in academic emergency medicine leadership

Gender Differences in Experiences of Leadership Emergence Among Emergency Medicine Department Chairs

Training Characteristics, Academic Accomplishments, and Motivation of Current Chairs in Physical Medicine and Rehabilitation

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