No Room to “Lean In”: A Qualitative Study on Gendered Barriers to Promotion and Leadership

Ellinas, Elizabeth H.; Kaljo, Kristina; Patitucci, Teresa N.; Novalija, Jutta; Byars‐Winston, Angela; Fouad, Nadya A.

doi:10.1089/jwh.2018.7252

Cited by 24 publications

(52 citation statements)

References 33 publications

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“…Confidence and ambition were described as driving career advancement, favouring those (usually men) who strategically plan towards promotion,34 36 self-promote,37 38 negotiate their position35 or thrive on the politics of advancement 34. Resilience and the ability to grow through difficulties also support advancement 37 38. Conversely, ambition deters some senior clinicians from starting as junior researchers 38…”

Section: Resultsmentioning

confidence: 99%

“…… signiﬁcantly more women (p=0.032) expressed the concern or frustration that they needed to self-promote or else were simply forgotten by their leaders 37…”

Section: Resultsmentioning

confidence: 99%

“…These were mitigated by an ability to negotiate multiple roles. Women were more likely to be affected by family–work conflict related to sociocultural expectations to prioritise family,39 the likelihood of having a partner with an equally demanding career36 37 39 and having to accommodate family geographical needs including their partner’s career decisions 32 36 40. A lack of control over career moves due to family commitments was felt to impact on women’s promotion and salary negotiations 36.…”

Section: Resultsmentioning

confidence: 99%

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Factors impacting on retention, success and equitable participation in clinical academic careers: a scoping review and meta-thematic synthesis

2020

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Strengths and limitations of this study ► Our review consolidates the full continuum of factors affecting equitable participation in clinical academia at all stages of the pipeline and across a range of protected characteristics. ► Our findings will have limited relevance to nursing, midwifery, allied health professions or other geographies where there may be divergent issues in relation to gender, sexuality and ethnicity or the nature of clinical academia. ► The majority of papers identified in the scoping review focused on gender, therefore the factors identified within each theme may not fully represent issues related to ethnicity and sexual orientation. No studies related to disability were identified. ► Policy is in constant transition and it will need to be studied and addressed locally. This paper focused on current UK policy as an illustrative case. AbStrACtObjectives To examine and synthesise current evidence on the factors that affect recruitment, retention, participation and progression within the clinical academic pathway, focusing on equitable participation across protected characteristics including gender, ethnicity and sexual orientation. Design Scoping review and meta-thematic synthesis. Data sources Web of Science, Google Scholar. Article selection We conducted a scoping review of English language articles on factors affecting recruitment, retention, progression and equitable participation in clinical academic careers published in North America, Australasia and Western Europe between January 2005 and April 2019. The most recent and relevant 39 articles were selected for meta-thematic synthesis using detailed inclusion/exclusion criteria. Data extraction The articles were purposively sampled to cover protected characteristics and career stages and coded for factors related to equitable participation. 17 articles were fully coded. No new themes arose after nine papers. Themes and higher level categories were derived through an iterative consensual process. results 13 discrete themes of factors impacting on equitable participation were identified including societal attitudes and expectations; national and organisational policies, priorities and resourcing; academic and clinical workplace cultures; supportive, discriminatory and compensatory interpersonal behaviours and personal factors related to social capital, finances, competing priorities, confidence and ambition, and orientation to clinical, academic and leadership roles.Conclusions The broad and often interconnected nature of these factors suggests that interventions will need to address structural and cultural factors as well as individual needs. In addition to standard good practice on equality and diversity, we suggest that organisations provide equitable support towards early publication success and targeted mentoring; address financial and role insecurity; address the clinical workplace culture; mitigate clinical-academic-personal role conflicts and overload; ensure that promotional structures and processes encourage diverse applicants an...

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Section: Resultsmentioning

confidence: 99%

“…… signiﬁcantly more women (p=0.032) expressed the concern or frustration that they needed to self-promote or else were simply forgotten by their leaders 37…”

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

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Factors impacting on retention, success and equitable participation in clinical academic careers: a scoping review and meta-thematic synthesis

2020

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“…1 Studies document a lack of progress in closing the gender gap in wages, publication rates, recognition, promotion, and leadership. 2,3 There is an ever-growing body of evidence that these inequities are not a pipeline issue, but rather due to a complex interplay of deeply entrenched institutional and societal biases against fe-male physicians. 4 These enduring gender-based inequities have spurred numerous initiatives to improve resources and work environments for women in health care.…”

Section: Introductionmentioning

confidence: 99%

The Use of Social Media by Female Physicians in an International Setting: A Mixed Methods Study of a Group WhatsApp Chat

Ibrahim

Anglade²,

Abdel-Razig

2020

Women's Health Reports

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Background: The past decade has witnessed an increase in informal and bottom up driven ''she-for-she'' efforts, often using social media, to promote the advancement of women in medicine. Yet, this area of research is nascent with limited information on the use of social media platforms by female physicians, especially in the international medical arena. The purpose of this study was to investigate the use of a social media platform by a diverse group of female physicians in an international setting. Materials and Methods: The study used a mixed methods approach, including quantitative descriptive statistics and qualitative thematic analysis of the content of posts of a women physicians WhatsApp group during a 1-year time period (June 1, 2018-May 31, 2019). Results: The group consisted of 122 members with 4897 posts during the 1-year time period. Nine themes were identified including requests for medical information, logistics, personal recommendations, promotion, celebration, community engagement, education, women's empowerment, and employment inquiries. Engagement was high with 72% of members posting during the last 30 days of analysis and 92% of questions posted receiving a response, often within minutes. There were no instances of unprofessional social media behavior. Conclusions: The social media platform was effective in enabling female physicians to expand networks, exchange ideas, share scientific information, celebrate accomplishments, and provide support to colleagues. Creating a social media forum for women physicians may be an effective tool to foster a network of support and community.

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“…32 Female academics experiencing burnout in their current roles may be less likely to view leadership roles as a positive career choice or to seek out leadership opportunities. 33 Departmental and institutional efforts to reduce burnout and gender bias may positively affect patients and faculty, and targeted efforts to reduce factors contributing to female physician burnout may reduce disparities in attrition and promotion.…”

Section: Gender Biasmentioning

confidence: 99%

Gender distribution in United States anaesthesiology residency programme directors: trends and implications

Gonzalez

Fahy

Lien

2020

British Journal of Anaesthesia

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The under-representation of women in academic leadership roles, including in anaesthesiology, is a well-documented phenomenon that has persisted for decades despite more women attending medical school, participating in anaesthesiology residencies, and joining academic faculties. The percentage of female anaesthesiologists who hold senior academic ranks or leadership roles, such as chair, lags behind the percentage of female anaesthesiologists overall. Trends towards increasing the numbers of women serving in educational leadership roles, specifically residency programme directors, suggest that there are areas in which academic anaesthesiology has been, and can continue, improving gender imbalance. Continued institutional efforts to recruit women into anaesthesiology, reduce gender bias, and promote interventions that foster gender equity in hiring and promotion will continue to benefit women, academic anaesthesiology departments, and the healthcare system overall.

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No Room to “Lean In”: A Qualitative Study on Gendered Barriers to Promotion and Leadership

Cited by 24 publications

References 33 publications

Factors impacting on retention, success and equitable participation in clinical academic careers: a scoping review and meta-thematic synthesis

Factors impacting on retention, success and equitable participation in clinical academic careers: a scoping review and meta-thematic synthesis

The Use of Social Media by Female Physicians in an International Setting: A Mixed Methods Study of a Group WhatsApp Chat

Gender distribution in United States anaesthesiology residency programme directors: trends and implications

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