46 The Hidden Truth About Gender Bias in Surgery. A Systematic Review

2021 ◽  
Vol 108 (Supplement_2) ◽  
Author(s):  
C Wong ◽  
W H Lim ◽  
S R Jain ◽  
C H Ng ◽  
C H Tai ◽  
...  
Keyword(s):  
Gender Equality ◽  
Gender Discrimination ◽  
Work Conditions ◽  
Working Environment ◽  
Data Synthesis ◽  
Gender Barriers ◽  
Retention Factors ◽  
Full Text Review ◽  
Female Surgeons ◽  
Male Dominated

Abstract Introduction Gender discrimination remains pervasive in surgery, significantly impacting current and future surgeons and population health. This study analyses the gender barriers and critical retention factors for female surgeons and trainees in surgery. Method Five electronic databases were searched till May 2020. Titles and abstracts were sieved, followed by a full text review. Data synthesis and inductive thematic analysis were conducted using the Thomas and Harden methodology. Result 14 articles were included, involving 528 participants. Four themes were generated–unfavourable working environment, male-dominated culture, societal pressures and progress towards gender equality. Females in surgery often faced harassment, disrespect and perceptions of incompetence, resulting in hostile work conditions, which were aggravated by the inadequate support and mentorship. The persistence of male-dominated cultures was observed, with females facing prejudice and exclusion from professional and social circles. Differential treatment and higher expectations of female surgeons also arose from entrenched societal pressures. Despite these, increased acceptance of motherhood and greater recognition of contributions by female surgeons were reported, indicating some progress in gendered culture. Conclusions There is a need to increase female surgical leadership and allocate resources to address the deep-rooted causes of biased surgical culture and ingrained perceptions, to achieve greater gender equality in surgery.

scholarly journals The unspoken reality of gender bias in surgery: A qualitative systematic review

PLoS ONE ◽  
2021 ◽  
Vol 16 (2) ◽  
pp. e0246420
Author(s):  
Wen Hui Lim ◽  
Chloe Wong ◽  
Sneha Rajiv Jain ◽  
Cheng Han Ng ◽  
Chia Hui Tai ◽  
...  
Keyword(s):  
Systematic Review ◽  
Future Health ◽  
Call To Action ◽  
Gender Barriers ◽  
Surgical Trainees ◽  
Qualitative Systematic Review ◽  
Full Text Review ◽  
Female Surgeons ◽  
Unequal Opportunities ◽  
Global Agenda

Objective This study was conducted to better understand the pervasive gender barriers obstructing the progression of women in surgery by synthesising the perspectives of both female surgical trainees and surgeons. Methods Five electronic databases, including Medline, Embase, PsycINFO, CINAHL and Web of Science Core Collection, were searched for relevant articles. Following a full-text review by three authors, qualitative data was synthesized thematically according to the Thomas and Harden methodology and quality assessment was conducted by two authors reaching a consensus. Results Fourteen articles were included, with unfavorable work environments, male-dominated culture and societal pressures being major themes. Females in surgery lacked support, faced harassment, and had unequal opportunities, which were often exacerbated by sex-blindness by their male counterparts. Mothers were especially affected, struggling to achieve a work-life balance while facing strong criticism. However, with increasing recognition of the unique professional traits of female surgeons, there is progress towards gender quality which requires continued and sustained efforts. Conclusion This systematic review sheds light on the numerous gender barriers that continue to stand in the way of female surgeons despite progress towards gender equality over the years. As the global agenda towards equality progresses, this review serves as a call-to-action to increase collective effort towards gender inclusivity which will significantly improve future health outcomes.

scholarly journals Outflow management of health professionals in Serbia: survey results from a tertiary-level hospital

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
M Šantrić Milićević ◽  
N Vasilijevic ◽  
V Vasic
Keyword(s):  
Health Workforce ◽  
Organizational Support ◽  
Health Workers ◽  
Work Conditions ◽  
Medical Doctors ◽  
Policy And Practice ◽  
Retention Factors ◽  
Hospital Doctors ◽  
Almost All ◽  
Doctors And Nurses

Abstract Background Some rich countries are actively recruiting labour from abroad for lack of health workforce. A high-level tendency for emigration among health care personnel in Serbia has attracted the attention of policymakers. In the search for evidence that can support the interventions to manage the outflow of the health workforce, the objective of the study was to obtain the opinion of medical doctors and nurses about retention factors. Methods A 65-item questionnaire was distributed to 384 hospital physicians and nurses to explore their views on fourteen aspects for labour outflow management (recruitment, training, job, salary, benefits, managers' behaviour, career development, relationships, work conditions, institutional image, organizational support, and three types of organizational commitment). Any difference between physicians and nurses and their responses' scores was assessed with Pearson Chi-Square (p < 0.05) and Independent Samples t-test (p < 0.05). Results Few nurses (17.8%) and physicians (13.6%) are familiar with measures taken in the country to manage the migration of healthcare workers, but most would work abroad if given such opportunities (56.8% and 63.0%, respectively). The responses of physicians and nurses differ for many aspects of management; the best scored were managers' behaviour (11.9 v 10.4, respectively, p < 0.001) and organizational support (15.3 v 13.4, respectively, p < 0.001), while the least scored were job benefits (4.1 v 4.0, respectively p = 0.531), salary (5.9 v 5.8, respectively p = 0.459), relationships (5.3 v 5.3, respectively p = 0.911) and performance assessment (5.3 v 4.9, respectively p = 0.008). Conclusions The study has identified success and failure factors for the outflow management of health workers in Serbia. Hospital doctors scored higher than nurses almost all retention factors. There is a space to strengthen the policy and practice to retain hospital doctors and nurses in the country. Key messages Hospital nurses are in a worse position than hospital doctors in regard to almost all aspects of outflow management. Stakeholders should invest in retaining medical doctors and nurses in the hospital.

Positive Duties and Gender Equality

2005 ◽  
Vol 8 (1-2) ◽  
pp. 91-120 ◽  
Author(s):  
Colm O'cinneide
Keyword(s):  
Gender Equality ◽  
Gender Discrimination ◽  
Fourth Generation ◽  
Positive Duty ◽  
Public Authorities ◽  
Substantive Equality ◽  
Promote Gender Equality ◽  
Positive Duties ◽  
And Gender ◽  
First Time

The imposition since 1998 of a variety of positive equality duties upon public authorities has attracted comparatively little academic attention. However, these duties are a central part of current government equality initiatives, increasingly constitute a major part of the work of the UK's equality commissions, and have been described as an essential part of a new ‘fourth generation’ of equality legislation. It now appears likely that a positive duty to promote gender equality will soon be imposed upon public authorities, which will complement similar race and disability duties. Will the introduction of this positive gender equality duty add to, detract or complement existing statutory provisions? Given the danger that ‘soft law’ initiatives may undermine existing anti-discrimination controls, will the duty provide a clear steer to public authorities, or will it lack teeth, substance and direction, and possibly even prove counter-productive? Such positive duties are designed to compensate for the limitations of existing anti-discrimination law, by requiring the taking of positive steps to promote equality and eliminate discrimination, rather than just compelling a reactive compliance with the letter of the (equality) law. The justifications in principle for the introduction of such duties are strong: for the first time, the introduction of a positive gender duty will impose a clear legislative obligation upon public authorities to adopt a substantive equality approach and to take proactive action to redress patterns of disadvantage linked to gender discrimination. Serious concerns do however exist as to the extent to which such duties can be enforced, and the danger that they will simply encourage greater bureaucratic activity at the expense of real change. The proposed gender duty, as with the other duties that have been introduced, is no panacea. Nevertheless, it does constitute a good start, can serve a useful function by empowering public authorities to take positive action, and if effectively used will be a very valuable point of pressure to push for better things.

scholarly journals Patriarcavirus, feminist dystopias and COVID-19: reflections on the phenomenon of gender pandemics

Feminismo/s ◽  
2021 ◽  
pp. 359
Author(s):  
Almudena Machado-Jiménez
Keyword(s):  
Gender Equality ◽  
Gender Discrimination ◽  
Well Being ◽  
Female Empowerment ◽  
First Year ◽  
Value System ◽  
Female Population ◽  
Control Female ◽  
Female Bodies ◽  
Patriarchal Power

This essay examines contemporary feminist dystopias to study the phenomenon of gender pandemics. Gender pandemic narrative allegorises possible aftermaths of patriarcavirus, unleashing many natural disasters that force global biopolitics to hinder gender equality. The main objective of this essay is to explain how gender pandemics are appropriated in patriarchal utopian discourses as a pretext to control female empowerment, diagnosing women as diseased organisms that risk the state’s well-being. Moreover, the novels explore the interdependence between biology and sociality, portraying the acute vulnerability of female bodies during and after the pandemic conflicts, inasmuch as patriarchal power arranges a hierarchical value system of living that reinforces gender discrimination. Particularly, the COVID-19 emergency is analysed as a gender pandemic: the exacerbated machismo and the growing distress in the female population prove that women are afflicted with a suffocating patriarcavirus, which has critically gagged them in the first year of the pandemic.

scholarly journals Menyoal Jenis Kelamin Allah dalam Perspektif Teologi Feminis: Menuju Teologi yang Lebih Berkeadilan terhadap Perempuan

Humaniora ◽  
2015 ◽  
Vol 6 (4) ◽  
pp. 433
Author(s):  
Christian Siregar
Keyword(s):  
Gender Equality ◽  
Gender Discrimination ◽  
Social Issues ◽  
Christian Theology ◽  
Literature Study ◽  
Philosophical Approach ◽  
The Public ◽  
The Feminine ◽  
Attributes Of God

Gender inequality is often regarded as a divine creation (everything comes from God, or commonly known, already by nature). This is where the Christian theology actually gets a touchstone. Because theology should be a critical reflection religion on factual issues faced by the public, so that it should talk not only about the concept of invicible God, but also that metaphysical translated into social issues—particularly women's issues. At that point, theology of woman is a theology which explores the feminine aspects of God for the sake of gender equality. This study attempted to trace the theological dimensions of women as well as exploring the feminine attributes of God so that gender equality can be realized, or at least theology does not fold its eyes, or theology is to be fair to the existence of woman. This research is a literature study using representative literature data and relevant to the object of research. Research used philosophical approach with descriptive-analytic-critical method by doing interpretation, extrapolation, the meaning of the data in reaching a conclusion. Results showed that the lowering of woman feminine quality is equivalent to neglect the feminine quality of God. On that basis, gender discrimination actually has no theological justification, but is a denial of the reality of God as a whole. The reason is gender relations are impressively has been represented by God. 

scholarly journals Salespeople Motivation and Job Satisfaction: Evaluation of Female Salespeople in Saudi Arabia

2015 ◽  
Vol 7 (6) ◽  
pp. 130
Author(s):  
Fahad Saleh Alolayan ◽  
Hanan Ali Saidi
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Work Motivation ◽  
Early Stage ◽  
Work Conditions ◽  
Sales Force ◽  
Working Environment ◽  
High Rate ◽  
Female Employment ◽  
Saudi Women

<p>In Saudi Arabia, sales force positions have been totally occupied by men until recently. The Saudi Government has taken a number of promising legislative steps to promote women’s employment in the retail industry, especially in department stores that specialize in women’ goods. Saudi women are now entering such positions, and they need encouragement and support in order to retain their place in the labor market and to reduce their high rate of unemployment. At this early stage of Saudi female employment in the sales force, this study aims to support them by evaluating the level of work motivation and job satisfaction in their workplace. Utilizing the Herzberg model<strong>,</strong> data was collected from 280 female salespeople. The results show that Saudi female salespeople are not well motivated at work, and they have a low contentment with the working environment. It is therefore recommended that the companies hiring female salespeople take the issue of job satisfaction and work motivation seriously by giving women more responsibilities, ameliorating the conditions of advancement and growth, increasing the number of training programs, and improving the work conditions as well as increasing salaries.</p><p> </p>

Women in sport management: advancing the representation through HRM structures

2010 ◽  
Vol 25 (2) ◽  
pp. 104-118 ◽  
Author(s):  
Mark E. Moore ◽  
Bonnie L. Parkhouse ◽  
Alison M. Konrad
Keyword(s):  
Gender Equality ◽  
Gender Discrimination ◽  
Sport Management ◽  
Sport Organizations ◽  
Content Type ◽  
Hrm Practices ◽  
Top Managers ◽  
Women In Sport ◽  
Promote Gender Equality ◽  
The Usa

PurposeThe aim of this paper is to examine the effects of organizational characteristics, philosophical support, and substantive human resource management (HRM) programs on promoting gender equality within sport management.Design/methodology/approachA questionnaire is developed to collect data on philosophical support and HRM practices within sport organizations and sent to 500 collegiate and professional sport organizations in the USA; 196 respondents (39 percent) returned their completed survey forms.FindingsFindings indicate significant confirmatory paths between experiencing a gender discrimination lawsuit and philosophical support (t=−3.14, p<0.05), philosophical support and substantive HRM programs (t=9.56, p<0.05) and philosophical support and representation of female managers (t=2.36, p<0.05). The paper concludes that philosophical support of top managers leads to the development of substantive HRM programs to promote gender equality in sport management and greater female manager representation.Originality/valueThe paper provides useful insights into the effect of philosophical support from top managers on HRM programs that promote gender equality in sport management.

scholarly journals Occupational medicine - then and now: Where we could go from here

2014 ◽  
Vol 67 (5-6) ◽  
pp. 139-148 ◽  
Author(s):  
Karen Belkic ◽  
Olesja Nedic
Keyword(s):  
Work Stress ◽  
Occupational Medicine ◽  
Public Health Problem ◽  
Work Conditions ◽  
Theory And Practice ◽  
Working Environment ◽  
Major Public Health Problem ◽  
Research Perspective ◽  
Work Related ◽  
Starting Point

Occupational medicine has a long-standing history in the region of the former Yugoslavia with seminal contributions to the theory and practice of this discipline. This tradition should be expanded to incorporate psychosocial stressors. We review the sociological work stress models and empirical evidence gleaned thereby, and then the occupational stressor index, an additive burden model developed from a cognitive ergonomics perspective. In numerous studies, the occupational stressor index is significantly associated with risk behaviors: smoking, obesity and sedentariness and clinical outcomes: hypertension, ischemic heart disease, dyslipidemia and type 2 diabetes. The occupational stressor index characterizes the work conditions of physicians including surgeons and anesthesiologists; professional drivers and other groups at elevated risk for stress-related disorders. Much of these empirical data are from this region. Work-stress related health disorders are a major public health problem, with enormous human and economic costs. A more proactive role for physicians is needed vis-?-vis our working environment and that of patients. We physicians face a heavy job stressor burden strongly implicated with adverse health outcomes. The challenge is to identify effective strategies to lower the risk of work-stressor related illness. The critical gap is the lack of evidence-based guidelines. Intervention studies are needed in which job stressors are ameliorated as a therapeutic/preventive modality; the logical starting point is within our own profession. We also suggest how the relevant clinical competence could be enhanced. Alongside clinical enhancement should be the full restoration of physician empowerment to implement work-related recommendations. A participatory action research perspective by physicians for physicians and for our patients is needed.

scholarly journals Workplace violence and gender discrimination in Rwanda's health workforce: Increasing safety and gender equality

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Constance J Newman ◽  
Daniel H de Vries ◽  
Jeanne d'Arc Kanakuze ◽  
Gerard Ngendahimana
Keyword(s):  
Gender Equality ◽  
Health Workforce ◽  
Gender Discrimination ◽  
Workplace Violence ◽  
And Gender

scholarly journals Gender Discrimination and Its Impacts in Macro-Economic Development

2019 ◽  
Vol 3 (3) ◽  
pp. 123-134
Author(s):  
Savitri Shrestha
Keyword(s):  
Human Capital ◽  
Economic Development ◽  
Gender Equality ◽  
Gender Inequality ◽  
Gender Discrimination ◽  
National Economy ◽  
World Population ◽  
Educational Equality ◽  
Human Right ◽  
The World

Gender refers to the complex social construction of men’s and women’s identities. Sex and gender are different. The biological or physical construction is sex, which is created by nature. Gender is  purely a social construct. Gender Equality is a concept that is yet to be materialized. Around the world different individuals and groups of people are marginalized and discriminated on the basis of various factors, but discrimination against women is universal. Due to this, women are not able to use their full potential or assert their rights to live healthy life, and it has a deep impact in economic development. Gender equality is not only matter of human right but also basic of economic development. Gender inequality is a severe obstacle to socio-economic development, human capital development and income generation. Gender inequality is harmful to long term development and growth. Unequal gender will never alone be sufficient for poverty reduction and economic development. Gender discrimination not only affects females but males as well. The discriminatory practices do not only affect individuals but national economy and world economy as a whole. Due to stereotypical division of work most men are over loaded with economic duties, while women are being limited to household works only. Fifty per cent of the world population is over-loaded with economic duties, while fifty per cent of the brain is underutilized. The economic value of the household work which is done by females is not calculated and reflected in a country’s economy. This devalues the effort and work done by females and also is loss for the national economy. Education and development goes together, for a better balance of gender, educational equality is must. Education is key factor to promote human capital, which ensures economic growth. Formal education, trainings, study programs improves the capacity of individuals to live a decent life, which is the basic of development. Gender will never alone be sufficient for development. Gender equality is not only matter of human right but also basis of economic development.

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