Inequity and Women Physicians: Time to Change Millennia of Societal Beliefs

Newman, Connie B.; Templeton, Kim; Chin, Eliza Lo

doi:10.7812/tpp/20.024

Cited by 19 publications

(14 citation statements)

References 29 publications

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“…In fact, the characteristics traditionally associated with the concept of leadership repurpose traits that are more related to males, and, therefore, difficult to associate with a woman. This is in line with the literature which underlines the fact that the gender gap is still present in healthcare sector and is rooted in gender biases and gender norms that date back thousands of years (Newman et al 2020). As previously stated, extra effort is required for women for succeeding (Farruggia et al, 2020), and women are more likely to face barriers to career advancement than men do in their workplace (Khader et al, 2022).…”

Section: Gender Obstacles and Stereotyped Judgmentssupporting

confidence: 86%

“…The relevant literature confirmed that, although there has been progress for women in medicine (Joseph et al, 2021), the gender gap is still present in healthcare sector and is rooted in gender biases and gender norms that date back thousands of years (Newman et al 2020). In such a direction, several authors shed light on the fact that different fields of medicine, including paediatrics (Spector et al, 2019), emergency medicine (Ravioli et al, 2022), and plastic surgery (Moeller et al, 2021), is not leading the way in gender equity.…”

Section: Gender Equity In Hospitals: Still a Long Way To Gomentioning

confidence: 90%

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Gender Equity in Hospitals: An Italian case Study

Gravili¹,

Loia²

2023

icgr

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The topic of gender equity is increasingly cited as a goal of health policy despite the rise in the number of female doctors around the world, and attempts to enhance gender awareness have gained prominence. Recently, initiatives to increase gender awareness have been numerous nevertheless, the topic of gender equity in the medical profession has not been adequately assessed. In order to fill this gap, this paper examines the current state of gender equity literature in hospitals, with a systematic literature review on Scopus, and, then, it focuses on an Italian case study to identify the characteristics that obstacle or support gender equity in terms of salary, career, and professionalism. The finding highlighted some reflections regarding the roles in the Italian hospitals and obstacles to gender equity, such as the stereotyped judgments, as well as shed light on new considerations regarding the actions aimed at managing gender disparity in such working environments. This has important implications for practice in health care organizations and human resource management, which are highlighted in conclusion, together with the limitations and future research avenues.

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Section: Gender Obstacles and Stereotyped Judgmentssupporting

confidence: 86%

Section: Gender Equity In Hospitals: Still a Long Way To Gomentioning

confidence: 90%

Gender Equity in Hospitals: An Italian case Study

Gravili¹,

Loia²

2023

icgr

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“…While gender inequities have existed since early societies and have persisted even though women have been more equally represented in the modern workforce ( 29 ), many female physicians report they are still treated with bias and prejudice because of their gender. This experience was multiplied and compounded for minoritized female physicians.…”

Section: Discussionmentioning

confidence: 99%

“…Female physicians continue to be underrepresented in specialties that offer higher incomes and prestige (OECD, 2021). Implicit bias within the healthcare system against female physicians in general and minoritized female physicians in specific is affecting wellbeing and career advancement on many levels ( 29 ). This is being reflected in measurable outcomes like lower incomes of female vs. male physicians for the same work ( 18 , 30 ) but also less tangible measures like perceived lack of support and respect from faculty reported by minoritized female students ( 31 ).…”

Section: Introductionmentioning

confidence: 99%

The Impact of Patient Prejudice on Minoritized Female Physicians

Dellasega

Aruma

Sood

et al. 2022

Front. Public Health

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BackgroundPatient bias and prejudice directed against physicians from diverse backgrounds is a frequent occurrence in healthcare. Female physicians have long experienced discrimination in the healthcare system based on their gender alone. The dynamic known as Patient Prejudice toward Providers (PPtP) is disproportionately affecting female physicians because it is frequently compounded by sexism.AimThe goal of this study was to explore the impact of PPtP on female resident and attending physicians.MethodsUsing transcribed one-on-one interviews from a larger study of PPtP affecting resident and attending physicians, ten interviews with female physicians (resident and attending) from diverse ethnic backgrounds and countries of training at a large academic medical center were analyzed. The authors independently reviewed the interviews using an iterative process within and across interviews to inductively identify repeating words, phrases, and concepts relevant to the study aim.ResultsDemographics of the ten participants included age (mean 34.6 years), ethnicity (6 Asian, 2 Hispanic, 2 African), and country of training (10% IMG vs. 90% US trained). Four of the interviewees were residents and six were attendings. Themes that emerged from the analysis included experiencing “A Gendered Continuum of Abuse,” “Establishing a Higher Standard of Competency,” “Overcoming the Stereotype of the White Male Physician,” “The Physicality of Self Identity,” and “The Need to be Protective of Minoritized Trainees.” All participants agreed that these perceptions created an adverse environment at the workplace and impacted on patient care.ConclusionsDiscrimination of physicians based on their gender or their race/ethnicity has been reported. This study highlights the compounded effects of patient prejudice on female minoritized physicians. Organizations and individuals should identify and implement strategies to address the impact of PPtP and sexism in order to create an environment where all women can thrive professionally.

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“…Given the growing evidence of patient-directed biases towards various physician demographic groups, 8,13,20,21 there is a critical need for statistical adjustments of PSS for oncologists. Since PSS are used to adjust physician's compensation 19,22,23 or a measure for promotion in academic medicine, a lack of institutional intervention to correct these imbalances (or biases) may result in gender and racial achievement gaps among oncologists with implications for diminished opportunities for professional advancement, 24,25 reimbursement, and burnout. 26,27 A limitation of this study includes a focus on one institutional experience in a given geographical area, which may not reflect national trends.…”

Section: Discussionmentioning

confidence: 99%

Racial and Gender Differences in Patient Satisfaction Scores Among Oncologists

Odei

Pan

Bello-Pardo

et al. 2022

American Journal of Clinical Oncology

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Background: Patient satisfaction scores (PSS) have been adopted in health care reimbursement and faculty promotion metrics. Oncology patients face a challenging prognosis, where PSS may be perceived differently. We hypothesized that PSS differed based on gender and racial demographics of oncologists. Materials and Methods:This was an institutional review board exempt cross-sectional study utilizing PSS data for outpatient oncologists within a large comprehensive cancer center. Patient demographics included age, gender, race/ethnicity, geographical residence, and disease site. Characteristics of oncologists included gender and race/ ethnicity. We used PSS ≥ 95 to make comparisons. The association between patient and physician characteristics were evaluated using the t test and χ 2 test.Results: A total of 15,849 oncology patients were identified between 2011 and 2020. Survey respondents were predominantly female (53.2%), white (93.4%), between 50 and 70 years of age (55.3%), and living in an urban setting (63.6%). There were 303 oncologists with the majority being male (64.4%) and white (58.1%). Compared with white oncologists, Asian and Hispanic oncologists received lower PSS (P = 0.001 and 0.0085, respectively). On subset analysis, these differences were significant among patients older than 50 years, living in rural counties, and reporting white or non-Hispanic race/ethnicity, or among patients of either gender (all P < 0.05). Patients with genitourinary malignancies provided lower PSS for female oncologists (P = 0.005).Conclusions: Asian and Hispanic oncologists were more likely to receive lower PSS. In addition, female oncologists treating genitourinary malignancies received lower PSS. Appropriate statistical adjustments are needed for PSS among oncologists to account for race, gender, and physician subspecialization to allow for equitable professional opportunities across demographics.

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Inequity and Women Physicians: Time to Change Millennia of Societal Beliefs

Cited by 19 publications

References 29 publications

Gender Equity in Hospitals: An Italian case Study

Gender Equity in Hospitals: An Italian case Study

The Impact of Patient Prejudice on Minoritized Female Physicians

Racial and Gender Differences in Patient Satisfaction Scores Among Oncologists

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