Speaker Introductions at Internal Medicine Grand Rounds: Forms of Address Reveal Gender Bias

Files, Julia A.; Mayer, Anita P.; Ko, Marcia G.; Friedrich, Patricia; Jenkins, Marjorie; Bryan, Michael; Vegunta, Suneela; Wittich, Christopher M.; Lyle, Melissa; Melikian, Ryan; Duston, Trevor; Chang, Yu Hui; Hayes, Sharonne N.

doi:10.1089/jwh.2016.6044

Cited by 230 publications

(166 citation statements)

References 34 publications

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“…In a recent observational study of video‐archived speaker introductions at internal medicine grand rounds, women were less likely to be introduced by professional title than their male counterparts if the introductory speaker was a man (49.2% for women vs 72.4% for men). When the introducer was a female, both men and women were similarly introduced by professional title (97.8% female vs 95.0% male) …”

Section: Barriers Facing Women In Cardiologymentioning

confidence: 99%

How do we attract and retain women in cardiology?

Lau

Wood

2018

Clinical Cardiology

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The recruitment and advancement of women in cardiology is an important priority for the cardiology community. Despite improvements in sex disparities over the last 2 decades, women remain a small minority in cardiology. Recent studies have revealed key obstacles facing female cardiologists including radiation exposure, family responsibilities, unequal financial compensations, and lack of career advancement. To attract and retain more women into the field of cardiology, the cardiology community, including professional society leaders, division chiefs, and program directors, must all work to overcome these barriers.

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Section: Barriers Facing Women In Cardiologymentioning

confidence: 99%

How do we attract and retain women in cardiology?

Lau

Wood

2018

Clinical Cardiology

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“…However, there is ample evidence of persistent gender discrimination against women physicians, from disrespectful treatment to persistent pay discrepancies that are evident among early and mid-career academic physicians as well as those in private practice 45678. When directly asked, 70-77% of women physicians report experiencing gender discrimination,910 and 30% of academic women physicians report having experienced sexual harassment 9.…”

Section: Introductionmentioning

confidence: 99%

Physician mothers’ experience of workplace discrimination: a qualitative analysis

Halley

Rustagi

Torres

et al. 2018

BMJ

108

106

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ObjectivesTo report woman physicians’ experiences, in their own words, of discrimination based on their role as a mother.DesignQualitative analysis of physician mothers’ free-text responses to the open question: “We want to hear your story and experience. Please share” included in questions about workplace discrimination. Three analysts iteratively formulated a structured codebook, then applied codes after inter-coder reliability scores indicated high concordance. The relationships among themes and sub-themes were organized into a conceptual model illustrated by exemplary quotes.ParticipantsRespondents to an anonymous, voluntary online survey about the health and wellbeing of physician mothers posted on a Facebook group, the Physician Moms Group, an online community of US physicians who identify as mothers.ResultsWe analyzed 947 free-text responses. Participants provide diverse and vivid descriptions of experiences of maternal discrimination. Gendered job expectations, financial inequalities (including lower pay than equally qualified colleagues and more unpaid work), limited opportunities for advancement, lack of support during the pregnancy and postpartum period, and challenging work-life balance are some of the key themes identified. In addition, participants’ quotes show several potential structural drivers of maternal discrimination and describe the downstream consequences of maternal discrimination on the physician herself, her career, family, and the healthcare system.ConclusionsThese findings provide a view of maternal discrimination directly from the perspective of those who experience it. Women physicians report a range of previously uncharacterized ways in which they experience maternal discrimination. While certain aspects of these experiences are consistent with those reported by women across other professions, there are unique aspects of medical training and the medical profession that perpetuate maternal discrimination.

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“…Similarly, an analysis of 321 grand round introductions identified that when a man introduced a speaker, they included the professional title 72.4% of the time for male speakers versus 49.2% for female speakers 35. In comparison, women included the professional title for 95.0% of male speakers and 97.8% of female speakers 35. These actions illustrate, and reinforce, an unconscious bias against women in professional practice.…”

Section: Discussionmentioning

confidence: 97%

“…Physicians (attendings and other residents) are more likely to disregard the credentials of female residents when introducing the resident to a patient (female 56% vs male 8%; p<0.001), while patients display a similar but more profound disregard of female residents’ credentials (female 79% vs male 12%; p<0.001) 24. Similarly, an analysis of 321 grand round introductions identified that when a man introduced a speaker, they included the professional title 72.4% of the time for male speakers versus 49.2% for female speakers 35. In comparison, women included the professional title for 95.0% of male speakers and 97.8% of female speakers 35.…”

Section: Discussionmentioning

confidence: 99%