Promoting Leadership by Women in Gastroenterology—Lessons Learned and Future Directions

Pascua, M.; Kushner, Tatyana; Woodward, Zibing J.

doi:10.1053/j.gastro.2019.03.012

Cited by 13 publications

(11 citation statements)

References 26 publications

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“…With increasing gender balance in medical schools and increasing female gastroenterology trainees, women will continue to be significant influencers on the practice of endoscopy 9,10,11,12,13 . Numbers matter and as we march towards transformative innovation in healthcare, organizations need to empower women of today as leaders and role models to inspire and encourage more women to become future innovators in gastrointestinal endoscopy.…”

Section: Women Innovatorsmentioning

confidence: 99%

“…Tara Mohr, career coach and author states: "we're often not good at owning our accomplishments." 17 Women have a tendency to gloss over and minimize their achievements, and are more likely to be afflicted by the "imposter syndrome" with doubts about their skill and accomplishments 10,18 . Our inability as women to portray or sell our successes is often governed by gender and cultural influences that lean towards humility and avoid braggadocio.…”

Section: Marketing Yourselfmentioning

confidence: 99%

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Women in Innovation in Endoscopy: Pitfalls and Tips for Success

Rajan

2021

Techniques and Innovations in Gastrointestinal Endoscopy

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Section: Women Innovatorsmentioning

confidence: 99%

Section: Marketing Yourselfmentioning

confidence: 99%

Women in Innovation in Endoscopy: Pitfalls and Tips for Success

Rajan

2021

Techniques and Innovations in Gastrointestinal Endoscopy

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“…These recommendations are similar to those published by Pascua et al in a recent Mentoring, Education and Training corner. 19 Women and URMs should ask for leadership positions.…”

Section: Gender and Diversity In Academic Gi (4 Abstracts)mentioning

confidence: 99%

A Summary of Education Scholarship Presented at DDW 2019 and a Vision for the Future

et al. 2019

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“…4 The gender gap in leadership in GIH has been attributed to several barriers, including lack of role models and gender bias. 14 Although the racial gap in leadership in GIH has been well-documented, 15,16 with recently proposed solutions to address this gap, 17 there is less discussion in the GIH literature about the barriers to leadership for URM groups. However, it is likely that barriers to URM leadership in other spheres apply to GIH, including isolation, minority tax, stereotype threat, and institutional racism.…”

mentioning

confidence: 99%