scholarly journals Gender Equity in Leadership and Conferences of the Stroke Society of Australasia

2021 ◽  
pp. 1-6
Author(s):  
Cheryl Carcel ◽  
Mark Woodward ◽  
Craig S. Anderson ◽  
Candice Delcourt ◽  
Julie Bernhardt ◽  
...  
Keyword(s):  
Gender Equity ◽  
Web Search ◽  
Program Committee ◽  
Annual Scientific ◽  
Scientific Conference ◽  
Leadership Roles ◽  
Multinomial Regression ◽  
Representation Of Women ◽  
Scientific Organizations ◽  
Committee Membership

<b><i>Introduction and Aim:</i></b> Internationally, women are underrepresented as leaders in major scientific organizations and conferences. We aimed to determine gender differences in leadership roles and annual scientific conferences of the Stroke Society of Australasia (SSA). <b><i>Methods:</i></b> In a retrospective review of SSA data (2014–2019), committee members were obtained through the SSA Web site, and moderators, speakers, and award recipients were identified from SSA annual scientific conference programs. Gender was determined by name inspection and Web search. Absolute numbers and proportions of women and men were recorded for all roles examined, overall and per year. Associations between representation of women in conferences and percentage of women in speaking roles were tested using multinomial regression. <b><i>Results:</i></b> Presidential leadership of the SSA was held by men in 2014–2016 and 2019 and women in 2017–2018. SSA committee membership was predominantly women (55%), being lowest (47%) in 2014 and 2019 and highest (65%) in 2017. There was a wide gender variation at scientific conferences, with 41% of keynote speakers being women overall, from 20% in 2016 to 75% in 2015. From 2014 to 2019, 55% of all speakers were women, ranging from 32% (in 2016) to 71% (in 2015). A higher percentage of women as speakers or moderators was associated with a program committee with over a third of its members composed of women (<i>p</i> ≤ 0.044). <b><i>Conclusions:</i></b> Representation of women varied from 2014 to 2019 in the SSA organization and its conferences, although men are more often elected president in the organization and women are less often keynote speakers. When more women were included in the program committee, the representation of women as speakers increased.

Gender Equity in Medical Leadership

2020 ◽  
pp. 94-109
Author(s):  
Lizzie Chandra ◽  
Candice L. Downey ◽  
Hafdis S. Svavarsdottir ◽  
Helen Skinner ◽  
Alastair L. Young
Keyword(s):  
Public Health ◽  
Gender Equity ◽  
Executive Directors ◽  
Leadership Roles ◽  
Female Representation ◽  
Chief Executives ◽  
Representation Of Women ◽  
Working Environments ◽  
Medical Leadership

Female representation in medicine is increasing, however women make up only a small percentage of senior roles in the NHS. Only 36% of consultants are female with wide variation between specialties ranging from 12% of surgeons to over half of paediatricians, gynaecologists, and directors of public health. Women comprise 77% of the NHS workforce and account for 44% of chief executives of all NHS Trusts and 47% of executive directors. This chapter analyses the role of women as leaders within the medical world and compares the representation of women in senior leadership roles within medicine and other parallel, male-dominated working environments. Alternative forms of leadership such as mentoring, coaching, and sponsorship are also considered.

scholarly journals Gender Equity in Australian Health Leadership

2021 ◽  
Vol 16 (1) ◽  
pp. 6-10
Author(s):  
Amanda Cohn ◽  
Mya Cubitt ◽  
Anita Goh ◽  
Allison Hempenstall ◽  
Rebekah Hoffman ◽  
...  
Keyword(s):  
Public Health ◽  
Gender Equity ◽  
Board Members ◽  
Leadership Roles ◽  
Cross Sectional ◽  
Representation Of Women ◽  
Australian Health ◽  
South Wales ◽  
Health Leadership ◽  
Health Boards

Objective: To ascertain the gender distribution across public health boards in Australia. Design & Setting: Analysis of data and information obtained from a cross sectional audit of online publicly listed health boards within Australia from October to December 2019. Results: The majority of public health boards have close to equal representation of women as board members however women are underrepresented in Chair roles. Victoria has significantly more women on health boards, whereas New South Wales has significantly less women on health boards and in Chair positions.  Conclusions: Further efforts are required to drive gender equity in senior leadership roles in public health boards across Australia

Gender Equity in Medical Leadership

2021 ◽  
pp. 145-160
Author(s):  
Lizzie Chandra ◽  
Candice L. Downey ◽  
Hafdis S. Svavarsdottir ◽  
Helen Skinner ◽  
Alastair L. Young
Keyword(s):  
Public Health ◽  
Gender Equity ◽  
Executive Directors ◽  
Leadership Roles ◽  
Female Representation ◽  
Chief Executives ◽  
Representation Of Women ◽  
Working Environments ◽  
Medical Leadership

Female representation in medicine is increasing, however women make up only a small percentage of senior roles in the NHS. Only 36% of consultants are female with wide variation between specialties ranging from 12% of surgeons to over half of paediatricians, gynaecologists, and directors of public health. Women comprise 77% of the NHS workforce and account for 44% of chief executives of all NHS Trusts and 47% of executive directors. This chapter analyses the role of women as leaders within the medical world and compares the representation of women in senior leadership roles within medicine and other parallel, male-dominated working environments. Alternative forms of leadership such as mentoring, coaching, and sponsorship are also considered.

Promoting gender equity in sport science

2020 ◽  
Keyword(s):  
Gender Equity ◽  
Good Practice ◽  
Quality Criteria ◽  
Gender Inequity ◽  
Sport Science ◽  
Representation Of Women ◽  
Exercise Medicine ◽  
Scientific Disciplines ◽  
Individual Ability ◽  
Scientific Awards

Gendered norms, stereotypes and biases implicitly influence our thoughts, attitudes and behaviours. These often lead to gender inequity, a phenomenon inherent in society and reflected in its various contexts. The increasing awareness of this inequity is leading to reflection and changes in society as a whole and its communities, organisations and institutions. In scientific disciplines, gender inequity has been, and still is, a point of discussion and consideration. In many cases, these discussions have led to positive and sustainable changes at both a structural as well as a policy level. This opinion piece discusses gender inequity in the context of sport science and, in particular, sport medicine in Switzerland. Specifically, academic position (professorships), first authorship of peer-reviewed publications in the SEMS-Journal as well as conference participation and scientific awards in two Swiss sport science organisations: Sportwissenschaftliche Gesellschaft der Schweiz (SGS) and Sport & Exercise Medicine Switzerland (SEMS) in terms of frequency are presented and discussed. An under-representation of women is observed in most categories. Finally, recommendations for promoting and supporting equity while maintaining an objective consideration of quality criteria and individual ability are put forward using examples of good practice.

scholarly journals 1136. Trends in Speaker Representation at the Infectious Diseases Society of America (IDSA) IDWeek Conference, 2013-2019

2020 ◽  
Vol 7 (Supplement_1) ◽  
pp. S597-S597
Author(s):  
Jasmine R Marcelin ◽  
Rohan Khazanchi ◽  
Elizabeth Lyden ◽  
Kelly Cawcutt ◽  
Ravina Kullar ◽  
...  
Keyword(s):  
Gender Equity ◽  
Linear Increase ◽  
Program Committee ◽  
Chi Square ◽  
Poster Sessions ◽  
Professional Degree ◽  
Race Ethnicity ◽  
Chi Square Analysis ◽  
Changes Over Time ◽  
Over Time

Abstract Background Over the last decade, there have been sustained efforts to diversify the healthcare workforce. In 2016, the IDWeek Program Committee was charged to ensure gender equity in speaker sessions. Whether this intervention also resulted in more opportunities for underrepresented speakers has not been determined. Methods This project was supported by IDSA, who provided demographic information on IDWeek speakers (excluding poster sessions) from 2013-2019. Data were summarized using descriptive statistics, and chi-square analysis evaluated changes over time. Each speaker slot was considered an independent event. Data was combined for 2013-2016 (≤2016) and 2017-2019 (&gt;2016). IDSA membership demographics were available from 2014 for gender, race/ethnicity, from 2016 for age, and from 2018 for professional degree. Results A total of 3640 speaker slots were filled by 2504 individuals from 2013-2019. A larger proportion of speaker slots were filled by women &gt;2016 (51%) vs ≤ 2016 (43%), with a linear increase from 38.6% in 2013 to 52.1% in 2019 (p&lt; 0.001). Averaged across 2013-2019, IDSA membership was 67.5% White, 20.6% Asian, 7.7% Latinx, 3.9% Black, and 0.4% Other. IDWeek Speakers during that timeframe were 77.7% White, 13.9% Asian, 4.7% Latinx, 2.7% Black, and 1.0% Other; a larger proportion of slots were filled by Asian speakers &gt;2016 (16.3%) vs ≤ 2016 (12.8%) (p=0.005). The proportion of pharmacist speakers increased over time; 5.1% of speakers in 2019 reflected IDSA pharmacist membership (5.4%). The proportion of individuals invited to speak more than once differed by age (19% in &lt; 40yo, 28% 40-49yo, 32% 50-59yo, and 22% &gt;60yo; p&lt; 0.001), and professional degree (28% physicians, 18% pharmacists, 9% other doctorates, and 7% non-doctorate speakers; p&lt; 0.001). Figure 1: Trends in Gender Distribution of IDWeek Speakers and IDSA Members, 2013-2019 Figure 2: Trends in Race/Ethnicity Distribution of IDWeek Speakers and IDSA Members, 2013-2019 Conclusion Intentional consideration of gender equity by the Program Committee significantly improved equitable gender representation of invited speakers at IDWeek. This effort has not resulted in increased diversity of invited speakers from groups underrepresented in IDSA membership. To ensure that invited speakers represent the membership of IDSA/IDWeek partner organizations and more importantly, the communities we serve, we call for continued application of the principles of Inclusion, Diversity, Access, and Equity at IDWeek. Disclosures All Authors: No reported disclosures

scholarly journals Gender Affirmative Action and Management: A Systematic Literature Review on How Diversity and Inclusion Management Affect Gender Equity in Organizations

2021 ◽  
Vol 11 (2) ◽  
pp. 21
Author(s):  
Julia V. Furtado ◽  
António C. Moreira ◽  
Jorge Mota
Keyword(s):  
Affirmative Action ◽  
Gender Equity ◽  
Diversity Management ◽  
Equal Employment Opportunity ◽  
Representation Of Women ◽  
Diversity And Inclusion ◽  
Controversial Topic ◽  
The Subject ◽  
The Common ◽  
Prior Experiences

Gender affirmative action (AA) in management remains a controversial topic among scholars, practitioners, and employees. While some individuals may support the use of AA policies as a means of increasing representation of women, others are not supportive at all, further understanding gender AA as an unacceptable violation of merit—even when targeted by it. With the aim of analyzing how scholars have approached the subject, we systematically reviewed 76 published articles (SCOPUS database), covering the extant literature on gender AA and management. Findings indicate a consensus regarding the common antecedents of attitudes towards gender AA with prior experiences with AA and diversity management (DM) (as well as general perceptions of AA). Performance and satisfaction appear as the predominant outcomes. In addition, while investigating the differences among AA, equal employment opportunity (EEO) and diversity management (DM), scholars are mainly focused on the effectiveness of AA as a means of increasing the inclusion of minorities in general. We conclude that despite marginal studies on employees’ attitudes toward gender AA, there is a gap in the literature, particularly an absence of research on the bivalent position of meritocracy (or merit violation) as both an antecedent and outcome of attitudes towards AA, which deserves further scrutiny.

scholarly journals Inclusive participation, self-governance, and sustainability: Current challenges and opportunities for women in leadership of communal irrigation systems

2020 ◽  
pp. 251484862093471
Author(s):  
Laura Imburgia ◽  
Henny Osbahr ◽  
Sarah Cardey ◽  
Janet Momsen
Keyword(s):  
Water Management ◽  
Irrigation Management ◽  
Women In Leadership ◽  
Small Scale ◽  
Leadership Roles ◽  
Irrigation Systems ◽  
Representation Of Women ◽  
Water Users ◽  
Challenges And Opportunities ◽  
Current Water

Genuine inclusive participation in the self-governance of communal irrigation systems remains a challenge. This article analyses the mechanisms of participation in irrigation water users’ associations (WUAs) with focus on women as leaders of those organizations by drawing on cases from a comparative, multicase mixed-method study in Ethiopia and Argentina. After having being a topic for decades in gender and development debates, in many irrigated areas of the world, WUAs continue to be male dominated at all levels, especially in influential positions. Findings in this article suggest that despite large socio-economic and cultural differences, the current water management systems in both research locations reinforce problems of unequal gender participation; women have more obstacles and constraints in establishing equal access in membership, participation, and decision making in irrigation management. The lack of inclusive participation and the low representation of women in leadership roles lead to WUAs being poorly rooted in their community of users. Incomplete social rootedness of WUAs jeopardizes their effectiveness and equality in water management and, as a result, affects long-term sustainability. Through analysis of empirical data of communal small-scale irrigation systems in both countries, the article discusses who participates, how and why they participate, and the reasons for low numbers of women in leadership roles within the WUAs. Finally, the article reflects on possible enabling conditions that could foster inclusive participation, increase the quantity and capacity of women in management and leadership roles, and the benefits this may bring to sustainable irrigation systems.

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