Is There Still a Glass Ceiling for Women in Academic Surgery?

Abstract

Despite the dramatically increased entry of women into general surgery and surgical subspecialties, traditionally male-dominated fields, there remains a gross under-representation of women in the leadership positions of these departments. Women begin their careers with fewer academic resources and tend to progress through the ranks slower than men. Female surgeons also receive significantly lower salaries than their male counterparts and are more vulnerable to discrimination, both obvious and covert. Although some argue that female surgeons tend to choose their families over careers, studies have actually shown that women are as eager as men to assume leadership positions, are equally qualified for these positions as men, and are as good as men at leadership tasks.Three major constraints contribute to the glass-ceiling phenomenon: traditional gender roles, manifestations of sexism in the medical environment, and lack of effective mentors. Gender roles contribute to unconscious assumptions that have little to do with actual knowledge and abilities of an individuals and they negatively influence decision-making when it comes to promotions. Sexism has many forms, from subtle to explicit forms, and some studies show that far more women report being discriminately against than do men. There is a lack of same-sex mentors and role models for women in academic surgery, thereby isolating female academicians further. This review summarizes the manifestation of the glass-ceiling phenomenon, identifies some causes of these inequalities, and proposes different strategies for continuing the advancement of women in academic surgery and to shatter the glass ceiling.

Gender Disparities in Scholarly Productivity within Academic Otolaryngology Departments

“…Academic mentoring is not as prevalent for women. 7,[52][53][54] Mentorship is a principal component in career development. 9,55,56 As the number of women pursuing otolaryngology increases and a larger number acquire the credentials necessary for advancement, there will likely be more mentoring opportunities for female medical students and residents focused on issues unique to women that may have been difficult to broach with male colleagues.…”

“…Women have disproportionately entered primary care and nonsurgical careers, while surgical specialties have traditionally had difficulty recruiting and retaining female trainees. 3,[7][8][9] In addition, women are underrepresented in academic practice …”

“…Women have disproportionately entered primary care and nonsurgical careers, while surgical specialties have traditionally had difficulty recruiting and retaining female trainees. 3,[7][8][9] In addition, women are underrepresented in academic practice within surgical specialties, including positions of leadership, such as departmental chair or division chief. 7,[10][11][12][13] There are several reasons for disparities in women participation in surgical specialties.…”

“…3,[7][8][9] In addition, women are underrepresented in academic practice within surgical specialties, including positions of leadership, such as departmental chair or division chief. 7,[10][11][12][13] There are several reasons for disparities in women participation in surgical specialties. Few senior female role models, lack of mentoring (formal or informal) by either men or women to young women considering surgical subspecialization, and concerns about work-life balance are major reasons.…”

Administrative Chief Residents – How Are They Chosen and Does It Matter?

“…The "glass ceiling" describes barriers to advancement due to organizational bias for men, by inadvertently excluding women from mentorship or networking (3). The "sticky floor" suggests that the discrepancy is due to women not advancing as quickly, thus having an overrepresentation at the lower leadership levels (6).…”