Gender trends in gynecologic oncology authorship: Implications for the critical evaluation of gender distribution in academic rank and leadership positions

OBJECTIVENeurosurgery continues to be one of the medical specialties with the lowest representation of females in both the resident and faculty workforce. Currently, there are limited available data on the gender distribution of faculty and residents in Accreditation Council for Graduate Medical Education (ACGME)–accredited neurosurgery training programs. This information is critical to accurately measure the results of any effort to improve both the recruitment and retention of women in neurosurgery. The objective of the current study was to define the current gender distribution of faculty and residents in ACGME-accredited neurosurgery training programs.METHODSData publicly available through institutional and supplemental websites for neurosurgical faculty and residents at ACGME-accredited programs were analyzed for the 2017–2018 academic year. Data collected for faculty included gender, age, year of residency graduation, academic rank, h-index, American Board of Neurological Surgery certification status, and leadership positions. Resident data included gender and postgraduate year of training.RESULTSAmong the 109 ACGME-accredited neurosurgical residency programs included in this study, there were 1350 residents in training, of whom 18.2% were female and 81.8% were male. There are 1320 faculty, of whom 8.7% were female and 91.3% were male. Fifty-eight programs (53.2%) had both female faculty and residents, 35 programs (32.1%) had female residents and no female faculty, 4 programs (3.7%) had female faculty and no female residents, and 6 programs (5.5%) lacked both female residents and faculty. Six programs (5.5%) had incomplete data. Female faculty were younger, had lower h-indices, and were less likely to be board certified and attain positions of higher academic rank and leadership.CONCLUSIONSThis study serves to provide a current snapshot of gender diversity in ACGME-accredited neurosurgery training programs. While there are still fewer female neurosurgeons achieving positions of higher academic rank and serving in leadership positions than male neurosurgeons, the authors’ findings suggest that this is likely due to the small number of women in the neurosurgical field who are the farthest away from residency graduation and serves to highlight the significant progress that has been made toward achieving greater gender diversity in the neurosurgical workforce.

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Gender Distribution of Organizing Committees and Invited Speakers at the International Conferences on Emergency Medicine

10.1101/2021.08.15.21262072 ◽

2021 ◽

Author(s):

Gayle Galletta ◽

Imron Subhan ◽

Priyadarshini Marathe

Keyword(s):

Emergency Medicine ◽

Interest Group ◽

Gender Gap ◽

Special Interest ◽

Career Advancement ◽

International Federation ◽

Special Interest Group ◽

Leadership Positions ◽

Gender Distribution ◽

Gender Specific

Background: It has been documented that women are under-represented as speakers at emergency medicine conferences globally. This lack of opportunity is likely contributing to the gender gap of women in academic and leadership positions. Methods: The Gender-Specific Issues Special Interest Group (GSI-SIG) of the International Federation of Emergency Medicine (IFEM) has analyzed the gender distribution of invited speakers, plenary speakers, and organizing committees from its last three International Conferences on Emergency Medicine in 2016, 2018, and 2019. Results: Men comprised 75% (range 57-92%) of organizing committees, 69% (67-70%) of plenary speakers, and 78% (range 75-81%) of invited speakers. Conclusion: The percentage of women speakers at the IFEM International Conferences on Emergency Medicine is low; even below the percentage of women emergency medicine physicians. By understanding these data and their consequences, changes can be made to close this gender gap and create more equitable opportunities for women and their career advancement.

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3510 Academic influence in gynecologic oncology is associated with industry funding: an analysis of the Open Payments database

Journal of Clinical and Translational Science ◽

10.1017/cts.2019.77 ◽

2019 ◽

Vol 3 (s1) ◽

pp. 32-32

Author(s):

David Samuel ◽

Shelby Adler ◽

Nicole Vilardo ◽

Gregory Gressel

Keyword(s):

Goodness Of Fit ◽

Statistical Significance ◽

Gynecologic Oncology ◽

Academic Rank ◽

Online Database ◽

Industry Funding ◽

H Index ◽

Fit Testing ◽

Academic Influence ◽

Open Payments

OBJECTIVES/SPECIFIC AIMS: Industry payments to physicians can present a conflict of interest. The Physician Payments Sunshine Act mandates the disclosure of these financial relationships to increase transparency. Recent studies in other surgical specialties have shown that research productivity is associated with greater industry funding. In this study, we characterize the relationship between academic influence and industry funding among academic gynecologic oncologists. METHODS/STUDY POPULATION: Departmental websites were used to identify academic gynecologist oncologists and their demographic information. The Hirsch index (h-index) relates an author’s number of publications to number of times referenced by other publications, a validated measure of an author’s academic influence. This was obtained from the Scopus database. The Center for Medicaid and Medicare Services Open Payments online database was searched for all industry payments in 2017. The NIH Reporter online database was searched for active grants. Goodness of fit testing showed that all variables followed nonparametric distributions. Medians were compared using Mann-Whitney U tests and Kruskal-Wallis analysis of variance with post-hoc Dunn’s test. RESULTS/ANTICIPATED RESULTS: Four hundred and sixty-six academic gynecologic oncologists were included in the analysis. In 2017, 89.7% of this group received industry funding totaling $41.4 million. Median industry funding was $453 [IQR $67-19684] and median h-index was 14 [IQR 8-26]. Only 8.1% of gynecologic oncologists were NIH grant recipients and they received significantly higher industry payments ($357 vs. 11,168, P<0.01). Gender and academic rank were not associated with industry funding. Gynecologic oncologists in the highest decile of industry funding received a median payment of $447,651[N=46, IQR $285,770 – 896,310] totaling $36.5 million. The median h-index for this top-earning decile was 23 [N=46, IQR 16.5-30.3]. When stratified by payment amount, median h index increased but only reached statistical significance in the highest cohort receiving >$100,000 (N = 63, P<0.05). DISCUSSION/SIGNIFICANCE OF IMPACT: The majority of academic gynecologic oncologists receive industry funding although there are large variations in payments. Those receiving the largest payments are more likely to hold NIH grants and have greater academic influence.

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Abstract 103: Women in Leadership Positions in Academic Cardiology: A Study of Program Directors and Division Chiefs

Circulation Cardiovascular Quality and Outcomes ◽

10.1161/circoutcomes.11.suppl_1.103 ◽

2018 ◽

Vol 11 (suppl_1) ◽

Author(s):

Muhammad Shahzeb Khan ◽

Kaneez Fatima ◽

Muhammad Talha Ayub ◽

Muhammad Shariq Usman ◽

Tariq Jamal Siddiqi ◽

...

Keyword(s):

Program Directors ◽

The United States ◽

Women In Leadership ◽

Program Director ◽

Lower Percentage ◽

Full Professor ◽

Academic Rank ◽

Leadership Positions ◽

Significant Difference

Background: Cross-sectional studies demonstrate that women are often under-represented in key-leadership roles. We sought to examine the proportion of women in cardiology leadership positions and to compare the findings with the disparity prevalent in the overall cardiology faculty. Furthermore, we aspired to compare the proportion of women in leadership positions to the proportion in which they entered the cardiology field. Methods: Cardiology fellowship training programs of all teaching hospitals of the United States were identified from Fellowship and Residency Electronic Interactive Database (AMA FREIDA). Program directors and division chiefs were identified from the institutions’ websites, and their research statistics and years of graduation were extracted from Scopus and Doximity. Results: Data of all (n=512) cardiology fellowship program directors, as well as 69% (n=140) of cardiology division chiefs were collected. A lower percentage of women held the role of division chief (5% vs. 95%) or program director (14% vs. 86%). However, when compared to the proportion of women in the 1992 fellowship cohort, women were significantly overrepresented in the role of program directors, with no significant difference in representation at the level of division chief. When compared to the overall cardiology faculty, program directors had significantly more publications and were more likely to have an academic rank of full professor (40% vs. 28%) or associate professor (37% vs. 23%). Male program directors had a significantly higher number of research publications, H-index and academic rank than their female counterparts; however, such difference was not seen at the level of division chief. Conclusion: Gender disparity is present in both cardiology program director and division chief roles. However, when compared to the historical cohort, significant overrepresentation of women was seen in the program director position, while proportionate representation was seen in the division chief role.

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Perpetrators of workplace bullying and gender discriminations experienced by women gynecologic oncologists.

Journal of Clinical Oncology ◽

10.1200/jco.2021.39.15_suppl.11013 ◽

2021 ◽

Vol 39 (15_suppl) ◽

pp. 11013-11013

Author(s):

Linda Hong ◽

Lisa Rubinsak ◽

Michelle F. Benoit ◽

Deanna Gek Koon Teoh ◽

Yevgenia Ioffe ◽

...

Keyword(s):

Gender Discrimination ◽

Workplace Bullying ◽

Gynecologic Oncology ◽

Work Environments ◽

Practice Setting ◽

Speaking Up ◽

Gender Distribution ◽

Negative Behaviors ◽

Gender Based ◽

Male Perpetrator

11013 Background: A high prevalence of gender discrimination and harassment has been described among gynecologic oncologists (GOs). This study examined the work environment for women GOs and delineated the perpetrators of negative behaviors. Methods: An internet-based, IRB exempt survey of members of a 472-member Facebook group “Women of Gynecologic Oncology (WGO)” was conducted. Using REDcap survey platform, members provided demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions, and outcomes. Demographic, practice and work environments and perpetrators of negative behaviors were summarized using descriptive statistics. Results: Between 7/20 and 8/19/2020, 250 (53%) of active WGO members participated in this survey. Most respondents were younger than 50 years old (93.6%); white (82.2%) and non-Hispanic (94.3%). A majority were married (84.7%) with children (75.2%). Practice environments included academic (152, 61.0%), private practice (31, 12.4%), and hospital employed (57, 22.9%). 89.9% supervised trainees. 130 (52.0%) respondents reported bullying, 140 (56.0%) gender discrimination, and 83% having experienced gender-based microaggressions. Age, race, ethnicity, practice setting, division director or chair gender or department reporting structure were not significantly associated with these experiences. Perpetrators of bullying, gender discrimination, and microaggressions were widely distributed (Table). Of those reporting bullying, 61 (46.6%) reported a male perpetrator, 25 (19.1%) female and 45 (34.4%) an equal gender distribution; of those reporting discrimination 105 (74.5%) reported a male perpetrator, 9 (6.4%) female and 27 (19.1%) an equal gender distribution. 32.9% of survey respondents acknowledged having been written up for speaking up in a way that would have been tolerated from a male colleague. 18.3% of respondents have changed jobs because of bullying; 13.5% because of discrimination. Conclusions: Women GOs report high rates of workplace bullying, gender discrimination, and microaggressions regardless of practice setting that often impact their careers. Perpetrators of these behaviors are multiple and varied. Proactive and deliberate interventions to improve the work environments for women GOs are urgently needed.[Table: see text]

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Gender disparity in German neurosurgery

Journal of Neurosurgery ◽

10.3171/2021.3.jns21225 ◽

2021 ◽

pp. 1-6

Author(s):

Marie-Therese Forster ◽

Marion Behrens ◽

Anna Cecilia Lawson McLean ◽

Dorothea Isabella Nistor-Gallo ◽

Miriam Weiss ◽

...

Keyword(s):

Gender Equality ◽

Parental Leave ◽

Gender Disparity ◽

Women In Leadership ◽

Department Heads ◽

Leadership Positions ◽

Ownership Type ◽

Private Hospitals ◽

Gender Distribution ◽

Gender Profile

OBJECTIVE Despite the rising number of women in higher education and leadership positions, the proportional rise of female neurosurgeons still lags behind these fields. This study evaluates the gender distribution in German neurosurgical departments across all career levels, and is aimed at heightening the awareness of gender disparity and the need for improving gender equality and its related opportunities. METHODS Data on gender distribution across all professional levels in German neurosurgical departments were obtained from departmental websites as well as by email and telephone request. Results were additionally analyzed in reference to hospital ownership type of the neurosurgical departments. RESULTS A total of 140 German neurosurgical departments employing 2324 neurosurgeons were evaluated. The analysis revealed a clear preponderance of men in leadership positions. Only 9 (6.3%) of 143 department heads were women, and there were only 1 (2.4%), 17 (14.5%), and 4 (12.5%) women among 42 vice-directors, 117 chief senior physicians, and 32 managing senior physicians, respectively. Senior physicians not holding a leadership position were female in 23.1%, whereas board-certified neurosurgeons not holding a senior physician position and residents were female in 33.6% and 35.0%, respectively. Of note, the highest proportion of female department heads (15.6%) was found in private hospitals. CONCLUSIONS The number of women in leadership positions in German neurosurgical departments is dramatically low, and with increasing leadership status gender disparity increases. Mentorship, recruitment, the perception of benefits offered by diversity and programs facilitating gender equality, job sharing, parental leave policies, and onsite childcare programs are needed to turn German neurosurgical departments into modern medical departments reflecting the gender profile of the general patient population.

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Intraperitoneal Chemotherapy: Why the Fuzz?

International Journal of Gynecological Cancer ◽

10.1111/igc.0b013e3181f6bde3 ◽

2010 ◽

Vol 20 (Suppl 2) ◽

pp. S14-S16 ◽

Cited By ~ 2

Author(s):

Walter H. Gotlieb

Keyword(s):

Gynecologic Oncology ◽

Critical Evaluation ◽

Local Effect ◽

Phase Iii ◽

Gynecologic Oncology Group ◽

Review Of The Literature ◽

Oncology Group ◽

Intravenous Chemotherapy ◽

Risk Of Death ◽

Phase Iii Trials

Objectives:Critical evaluation of the benefits of intraperitoneal (IP) chemotherapy.Methods:Critical review of the literature in support of the administration of chemotherapy via the IP route.Results:The 3 largest randomized phase III trials conducted by the Gynecologic Oncology Group and published over a 10-year period clearly demonstrated a 19% to 25% reduction in risk of death for patients treated with IP chemotherapy compared with intravenous chemotherapy.Conclusion:Despite the differences in the treatment arms and in the drugs used, and whether the explanation lies on the local effect of the drugs on the intraperitoneal tumors or is related to the reservoir effect of the drugs stored in the peritoneal cavity, remains to be determined, but the explanation for the effect cannot refute the benefit observed in the improvement in overall survival.

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Women neurologist: a worldwide and Brazilian struggle

Arquivos de Neuro-Psiquiatria ◽

10.1590/s0004-282x2011000600022 ◽

2011 ◽

Vol 69 (5) ◽

pp. 838-840 ◽

Cited By ~ 1

Author(s):

Marleide da Mota Gomes

Keyword(s):

Glass Ceiling ◽

Rio De Janeiro ◽

Academic Rank ◽

Professional Lives ◽

Leadership Positions ◽

School Of Medicine ◽

The Feminine ◽

Pioneer Women

The main aim of this paper was to present some pioneer women neurologist, their struggle to pursue their career and the barriers mainly encountered at the beginning of their professional lives. It was also presented the progressive increasing of the feminine participation in medicine and in the neurology with study based on data of the School of Medicine of the Federal University of Rio de Janeiro and Brazilian Academy of Neurology. Their composition were analyzed according to gender, class and academic rank. In spite of this feminization, there is lack of a women's parallel advancement into leadership positions despite no visible barriers ("glass ceiling").

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The Beginning of the End

American Journal of Clinical Pathology ◽

10.1093/ajcp/aqaa190 ◽

2020 ◽

Author(s):

Parisa Khoshpouri ◽

Rayeheh Bahar ◽

Pegah Khoshpouri ◽

Amitis Ebrahimi ◽

Omid Ghahramani ◽

...

Keyword(s):

North America ◽

Research Productivity ◽

Faculty Members ◽

Academic Rank ◽

Online Information ◽

Leadership Positions ◽

H Index ◽

Residency Programs ◽

The Relationship ◽

Male Faculty

Abstract Objectives The purpose of this study was to determine the relationship between gender, research productivity, academic rank, and departmental leadership positions of pathology faculty in North America. Methods The online information presented for the faculty members in all American- and Canadian-accredited pathology residency programs’ official websites and Elsevier’s SCOPUS were queried to assess research productivity, academic ranks, and leadership positions. Results Among 5,228 academic pathologists included in our study, there were 3,122 (59.7%) males and 2,106 (40.3%) females. Male faculty held higher academic ranks (being professor) and leadership positions (chair/program director) (P < .0001). Males were more likely to hold combined MD-PhD degrees (P < .0001) than females. The median h-index for the male faculty was 17 vs 9 for the female faculty (P = .023). Conclusions Gender has a significant influence on leadership positions, academic ranks, and research productivity among pathology faculty members in North America.

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