Women leaders—challenges, successes, and other insights from the top

Abstract

The reasons for the persistent lag of women as leaders are complex. Attrition is an issue for women for many reasons, including traditional gender roles that may affect how women are perceived and the choices they have available (or they make), a lack of role models, the undervaluing of women's traditional communication and leadership styles, and organizational culture. Within medicine (clinical environments) and academic medicine (medical school and clinical environments), it is clear that the lack of women in leadership positions is more than a pipeline or a labyrinth problem. We undertook this case study to better understand the current challenges experienced by women aspiring to leadership positions in medicine and academic medicine. What types of challenges do women face as they move up in an academic or medical environment? And which challenges impact more than others in attaining leadership roles in these organizations: race and ethnicity, differences in leadership style and skills, mentorship and network, life experiences and family responsibilities, organizational culture, or gender? Our study addresses a gap in the literature by examining the leadership experiences of eight successful women in the fields of medicine and academic medicine. The emerging insights from these leaders may be useful for women from diverse backgrounds aspiring to be senior leaders in the future.

An Exploratory Study of the Impact of Gender on Health Behavior Among African American and Latino Men With Type 2 Diabetes

“…In our study, machismo led to delays in seeking medical care until symptoms of illness became severe primarily stemming from a need to maintain and strong image to the outside world. As stated research on masculine identity and its influence on chronic illness among Latinos has mostly focused on male-specific illnesses (such as prostate cancer, vasectomies) and (Erviti et al, 2010; Rivera-Ramos & Buki, 2011) and also on colorectal cancer (Fernandez et al, 2008; Goldman et al, 2009; Goodman et al, 2006; Salas-Lopez et al, 2011). While these studies helped develop a better understanding of how machismo may serve as a barrier to healthy behaviors among men with chronic illness, the implications of gender beliefs and values among Latino men with diabetes have not been explored extensively.…”

“…Research has primarily been focused on conditions that effect men specifically, such as prostate cancer screening and treatment and vasectomies (Erviti, Sánchez, & Castro, 2010; Maliski, Rivera, Connor, López, & Litwin, 2008; Rivera-Ramos & Buki, 2011). In terms of other conditions, colorectal screening and machismo has recently received more attention (Fernandez et al, 2008; Goldman, Diaz, & Kim, 2009; Goodman, Ogdie, Kanamori, Canar, & O’Malley, 2006; Salas-Lopez, Deitrick, Mahady, Gertner, & Sabino, 2011). These studies have helped develop a better understanding of how machismo can serve as a barrier to seeking out health care, specifically by making men reluctant to seek out medical care.…”

Contextual Support and Career Aspirations of Working Women

“…Rhoades and Eisenberger (2002) described perceived supervisor support as employees’ perception that supervisor is empathetic towards their personal and work-related needs and well-being. Supervisory support can be in the form of concern, trust (emotional support), information exchange and career guidance (informational support), exchange of resources and providing challenging tasks at work (instrumental support), constructive performance feedback and acknowledging skill (appraisal support) and sponsorships, which enhances employees’ capabilities and henceforth facilitates their career progression and professional satisfaction (Greenhaus et al, 1990; Salas-Lopes et al, 2011; Van der Heijden et al, 2010; Wickramasinghe & Jayaweera, 2010).…”

Increasing Career Advancement Opportunities Through Sponsorship: An Identity-Based Model With Illustrative Application to Cross-Race Mentorship of African Americans

“…At first, the mentor might unconsciously adhere to an expectation that an African American protégé should assimilate and adopt particular behaviors and approaches that have worked well for themselves (Guthrie & Jones, 2017). This is a possible stalling point for a cross-race mentorship relationship because mentors might not have faced the same challenges that African American protégés face in their careers (Salas-Lopez, Deitrick, Mahady, Gertner, & Sabino, 2011). One of the main struggles for learning in cross-race mentoring is the mentor’s and protégé’s mindsets toward diversity; research has shown that mentors in these relationships contribute to both psychosocial functions and career improvement when both individuals share complementary perspectives and strategies for handling racial disparities (Johnson-Bailey & Cervero, 2002).…”