scholarly journals Sealing the leaky pipeline: attracting and retaining women in cardiology

Open Heart ◽  
2021 ◽  
Vol 8 (2) ◽  
pp. e001751
Author(s):  
F Aaysha Cader ◽  
Mirvat Alasnag ◽  
Shrilla Banerjee
Keyword(s):  
Online Survey ◽  
Leadership Positions ◽  
Life Balance ◽  
Earning Capacity ◽  
Representation Of Women ◽  
Gender Parity ◽  
Family Friendly ◽  
Leaky Pipeline ◽  
Adequate Representation ◽  
Determining Factor

Multiple publications have addressed the under-representation of women in the cardiology workforce, and indeed in leadership positions and procedural subspecialities, despite gender parity among medical school graduates. The work–life balance does not appear to be the only determining factor since other specialties such as obstetrics have a adequate representation of women. Vlachadis Castles et al report the results from their online survey of 452 female doctors (both trainees and specialists) from Australia and New Zealand, 13% of whom were women in cardiology. Female cardiologists reported working longer hours and more on-call commitments; significantly fewer women in cardiology reported a balanced life, or that cardiology was family friendly or female friendly, despite a greater earning capacity and an overwhelming majority agreeing that they were professionally challenged whilst intellectually stimulated in their jobs. Our editorial addresses the deterrents to women in cardiology seeking leadership opportunities in all areas including academic, administrative and research positions.

scholarly journals Dissecting disparity: improvements towards gender parity in leadership and on the podium within the Canadian Orthopaedic Association

2019 ◽  
Vol 4 (5) ◽  
pp. 227-232 ◽  
Author(s):  
Laurie Anne Hiemstra ◽  
Trinity Wittman ◽  
Kishore Mulpuri ◽  
Cynthia Vezina ◽  
Sarah Kerslake
Keyword(s):  
Annual Meeting ◽  
Role Models ◽  
Gender Diversity ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Male And Female ◽  
Representation Of Women ◽  
Gender Parity ◽  
Poster Presentations

ObjectivesThe purpose of this paper was to analyse the 15-year trend of women in leadership roles within the Canadian Orthopaedic Association (COA). This included not only leadership positions at the committee level in the association but also the more visible podium positions in the annual meeting programme: research podium and poster presentations, session moderators, panellists and faculty.MethodsData on the numbers of male and female members were gathered from COA membership records for the most recent 5 years (2014–2018), as well as for 10 years previous (2009) and 15 years previous (2004). Male and female representation on COA committees, as well as the number of presenters at the annual meeting was calculated. Descriptive data were generated to compare the changes in gender representation over time.ResultsIn Canada, in 2018, 11.2% of orthopaedic surgeons were female. Within the COA, 17.6% of the members are female, with active female surgeons comprising 11.6% of the total membership. The largest increase in representation of women within the COA is in the trainee category which is 25.3% female. At the 2018 annual meeting, 25% of the attendees were women, with 22% of all podium appearances by women. Not including research presentations, women participated as faculty in 11% of the appearances at the 2018 annual meeting.ConclusionIn conclusion, gender parity is not yet a reality in Canadian orthopaedics; however, the number of females in leadership roles and on the podium is consistent with the current gender diversity within the COA membership. Further efforts will be required to improve gender diversity as well as to encourage female medical students to consider orthopaedics as a specialty. The availability of female role models that are visible on the podium and in leadership positions may be one strategy to encourage the journey toward gender parity.

Women at the Operatic Helm

2020 ◽  
Author(s):  
Maia Journeau
Keyword(s):  
North America ◽  
Director General ◽  
Leadership Positions ◽  
Administrative Roles ◽  
Representation Of Women ◽  
Gender Parity ◽  
Famous Book ◽  
Female Director ◽  
Excellent Leadership ◽  
Diverse Audience

The representation of women in opera, both on and off stage, has been an issue for all of opera’s 400-year history. In her now famous book Opera, or, the Undoing of Women (1979), Catherine Clement was one of the first to bring feminist theory to bear on opera scholarship, revealing true problems in the representation of operatic women on the stage in opera’s canon. But as I explore in this project, the same can be said for opera’s women behind the scenes. According to 2018 stats from OPERA America, out of the 786 total leadership positions held in North American houses, only 34.5% of administrative roles were occupied by women.    In this proposed poster presentation, I will analyze the data from 1990 to the present with respect to the lack of gender parity in the opera industry in North America. I will also report on a series of interviews I conducted with several prominent female-identifying leaders in the opera industry, revealing currents in their narratives, and lessons for future women in this field. I will use this data to outline possible steps towards a more equitable opera industry. As Francesca Zambello, the most distinguished female director/general director in North America today, shared in a recent speech: “Opera needs truly excellent leadership to thrive, and when women are discouraged, it halves our pool of possibilities. We need leadership that is representative of the diverse audience we have and hope to grow.” 

scholarly journals Work-life balance: a comparison of women in cardiology and other specialties

Open Heart ◽  
2021 ◽  
Vol 8 (2) ◽  
pp. e001678
Author(s):  
Anastasia Vlachadis Castles ◽  
Sonya Burgess ◽  
Kristy Robledo ◽  
Anna L Beale ◽  
Sinjini Biswas ◽  
...  
Keyword(s):  
Online Survey ◽  
Career Satisfaction ◽  
Work Life ◽  
Gender Disparities ◽  
Work Hours ◽  
Work Life Balance ◽  
Life Balance ◽  
Medical Specialties ◽  
Prospective Survey ◽  
Family Friendly

ObjectiveSignificant gender disparities exist in some medical specialties, particularly cardiology. We assessed work, personal life and work-life balance in women in cardiology in Australia and New Zealand (NZ), compared with other specialties, to determine factors that may contribute to the lack of women in the specialty.MethodsThis study is a prospective survey-based cohort study comparing cardiology and non-cardiology specialties. An online survey was completed by female doctors in Australia and NZ, recruited via email lists and relevant social media groups. The survey included demographics, specialty, stage of training, work hours/setting, children and relationships, career satisfaction, income and perceptions of specialty.Results452 participants completed the survey (median age 36 years), of which 57 (13%) worked in cardiology. Of all respondents, 84% were partnered and 75% had children, with no difference between cardiology and non-cardiology specialties. Compared with non-cardiology specialties, women in cardiology worked more hours per week (median 50 hours vs 40 hours, p<0.001), were more likely to be on call more than once per week (33% vs 12%, p<0.001) and were more likely to earn an annual income >$3 00 000 (35% vs 10%, p<0.001). Women in cardiology were less likely to agree that they led a balanced life (33% vs 51%, p=0.03) or that their specialty was female friendly (19% vs 75%, p<0.001) or family friendly (20% vs 63%, p<0.001).ConclusionsCompared with other specialties, women in cardiology reported poorer work-life balance, greater hours worked and on-call commitments and were less likely to perceive their specialty as female friendly or family friendly. Addressing work-life balance may attract and retain more women in cardiology.

scholarly journals Determinant and Consequence of Civil Servant Engagement: A Mediated-Moderated Study

2021 ◽  
Vol 25 (1) ◽  
pp. 20
Author(s):  
Hendrawati Hamid, Muhammad Ashoer
Keyword(s):  
Self Efficacy ◽  
Online Survey ◽  
Civil Servant ◽  
Work Life ◽  
Provincial Government ◽  
Work Life Balance ◽  
Primary Data ◽  
Survey Method ◽  
Role Performance ◽  
Life Balance

Bureaucratic reform is continually echoed to meet demands of the masses for better functioning of the public sector service. To respond the afromentioned issue, this study adopted several important constructs in contemporary human resource management (work-life balance, engagement, in role-performance, and self-efficacy) and analyzed the mediation and moderation role in the context of civil servants. In addition, to collect primary data, an online survey method was used and distributed to Civil Servant (CS) within the scope of the provincial government of South Sulawesi, Indonesia. PLS-SEM based analysis was employed to test measurement and structural models. The results indicated work-life balance had a positive and significant effect on CS engagement but does not affect in-role performance. Furthermore, the role of engagement as a mediator and self-efficacy as moderator was confirmed to be significant. The discussion, implications, and recommendations for prospective study are discussed further.

Gender Distribution of Scholarship and Measures of National Recognition in Hospital Medicine

2022 ◽  
Author(s):  
Juliann L. Kim ◽  
Jessica M. Allan ◽  
H. Barrett Fromme ◽  
Catherine S. Forster ◽  
Erin Shaughnessy ◽  
...  
Keyword(s):  
Hospital Medicine ◽  
Strong Positive Correlation ◽  
Pediatric Hospital ◽  
Scholarly Productivity ◽  
Women Authors ◽  
Gender Distribution ◽  
Representation Of Women ◽  
Editorial Boards ◽  
Gender Parity ◽  
Scholarly Publications

OBJECTIVE: Our specific aim was to assess the gender distribution of aspects of scholarly productivity and professional standing for pediatric hospital medicine over a 5-year period. We also evaluated for correlation between the makeup of editorial boards, conference planning committees, and chosen content. METHODS: We reviewed scholarly publications, presentations, editorial boards, planning committees, awardees, and society leadership in pediatric hospital medicine from 2015 to 2019 and determined gender using published methods to assess for differences between observed proportions of women authors and presenters and the proportion of women in the field. RESULTS: The field of pediatric hospital medicine at large is 69% women (95% confidence internal [CI] 68%–71%), and an estimated 57% of senior members are women (95% CI 54%–60%). We evaluated 570 original science manuscripts and found 67% (95% CI 63%–71%) women first authors and 49% (95% CI 44%–53%) women senior authors. We evaluated 1093 presentations at national conferences and found 69% (95% CI 65%–72%) women presenters of submitted content and 44% (95% CI 37%–51%) women presenters of invited content. Senior authorship and invited speaking engagements demonstrated disproportionately low representation of women when compared with senior members of the field (senior authorship, P = .002; invited presenters, P &lt; .001). Strong positive correlation between gender composition of conference planning committees and selected content was also noted (r = 0.94). CONCLUSION: Our study demonstrated representative gender distribution for some aspects of scholarly productivity in pediatric hospital medicine; however, a lack of gender parity exists in senior roles.

Reply to letter to the editor regarding “Representation of women in sport sciences research, publications, and editorial leadership positions: Are we moving forward?”

2021 ◽  
Vol 24 (11) ◽  
pp. 1099
Author(s):  
Elena Martínez-Rosales ◽  
Alba Hernández-Martínez ◽  
Sergio Sola-Rodríguez ◽  
Irene Esteban-Cornejo ◽  
Alberto Soriano-Maldonado
Keyword(s):  
Leadership Positions ◽  
Representation Of Women ◽  
Letter To The Editor ◽  
Research Publications ◽  
Women In Sport

Interim Management Strategy as a Way of Empowering Women Leadership

2020 ◽  
pp. 328-345
Author(s):  
Nermin Kişi
Keyword(s):  
Decision Making ◽  
Gender Gap ◽  
Management Strategies ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Women Leadership ◽  
Representation Of Women ◽  
Interim Management ◽  
Decision Making Processes

Although major steps have been taken to increase inclusive representation of women in the workforce, there is a significant gender gap in achieving leadership roles in both developed and developing regions. In particular, many women around the world face serious challenges that prevent them from moving to leadership positions. Women's empowerment approaches are needed in order to have equal access to resources, to participate in decision-making processes, and to support career advancement. Within this context, interim management strategies can be considered as one of the empowering opportunities for women leadership. The purpose of this chapter is to explore the role of interim management on women leaders' empowerment. This is the first attempt that evaluates the notion of interim management as part of empowerment of women's leadership. It is expected to add value to literature on women in leadership positions and corporate decision-making.

An Indo-British Comparison

2011 ◽  
pp. 50-71
Author(s):  
Sunrita Dhar-Bhattacharjee ◽  
Haifa Takruri-Rizk
Keyword(s):  
Gender Segregation ◽  
Work And Family ◽  
Construction Technology ◽  
Employment Practices ◽  
Life Balance ◽  
Public And Private ◽  
Engineering Construction ◽  
Representation Of Women ◽  
Research Findings ◽  
Women's Role

Gender segregation in science, engineering, construction, technology (SECT) is a common persistent feature, both in India and U.K. Even though culturally the two countries differ in various ways, under-representation of women in SECT is widespread and a cause for general apprehension and in recent years this has attracted centre stage in the study of gender, work and family. In this chapter we discuss our research findings of a comparative study undertaken between India and Britain in the ICT sector. With twenty seven interviews with ICT professionals in the two countries, we discuss their views on ICT education, recruitment and employment practices, work-life balance, changing gender relations, opportunities for progression and retention in the two countries taking into consideration women’s role in power and politics in the both countries; how ‘public’ and ‘private’ patriarchy shapes women’s position in the labour market, with an essential backdrop of ‘patrifocality’ in the Indian context.

Sign in / Sign up

Export Citation Format

Share Document