Gender imbalance amongst promotion and leadership in academic surgical programs in Canada: A cross-sectional Investigation

Background Women are underrepresented at higher levels of promotion or leadership despite the increasing number of women physicians. In surgery, this has been compounded by historical underrepresentation. With a nation-wide focus on the importance of diversity, our aim was to provide a current snapshot of gender representation in Canadian universities. Methods This cross-sectional online website review assessed the current faculty listings for 17 university-affiliated academic surgical training departments across Canada in the 2019/2020 academic year. Gender diversity of academic surgical faculty was assessed across surgical disciplines. Additionally, gender diversity in career advancement, as described by published leadership roles, promotion and faculty appointment, was analyzed. Results Women surgeons are underrepresented across Canadian surgical specialties (totals: 2,689 men versus 531 women). There are significant differences in the gender representation of surgeons between specialties and between universities, regardless of specialty. Women surgeons had a much lower likelihood of being at the highest levels of promotion (OR: 0.269, 95% CI: 0.179–0.405). Men surgeons were statistically more likely to hold academic leadership positions than women (p = 0.0002). Women surgeons had a much lower likelihood of being at the highest levels of leadership (OR: 0.372, 95% CI: 0.216–0.641). Discussion This study demonstrates that women surgeons are significantly underrepresented at the highest levels of academic promotion and leadership in Canada. Our findings allow for a direct comparison between Canadian surgical subspecialties and universities. Individual institutions can use these data to critically appraise diversity policies already in place, assess their workforce and apply a metric from which change can be measured.

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Gender Inequity in the United States Surgical Workforce

Gender Equity in the Medical Profession - Advances in Medical Education, Research, and Ethics ◽

10.4018/978-1-5225-9599-1.ch018 ◽

2020 ◽

pp. 252-269

Author(s):

Christine A. Heisler ◽

Elizabeth H. Stephens ◽

Sarah M. Temkin ◽

Pringl Miller

Keyword(s):

Work Environment ◽

The United States ◽

Pay Equity ◽

Leadership Positions ◽

Gender Inequity ◽

Academic Promotion ◽

Women Surgeons ◽

Gender Parity ◽

Surgical Workforce ◽

Hostile Work Environment

Despite the consistently reported gender parity among accepted applicants to US medical schools, upstream parity in surgical training, academic promotion, leadership positions, pay equity, grant funding, and efforts to promote wellness specific to the needs of women surgeons is seriously lacking. Along with these known disparities, women surgeons disproportionally suffer from gender bias, micro-aggressions, bullying, discrimination, and harassment that together create an unjust, unsafe, undignified, intolerable if not hostile work environment. This chapter will explore these issues and offer a landscape that will set the stage for future initiatives to invoke change.

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Gender diversity in United States neurosurgery training programs

Journal of Neurosurgery ◽

10.3171/2020.7.jns192647 ◽

2021 ◽

pp. 1-6

Author(s):

Katelyn Donaldson ◽

Katherine E. Callahan ◽

Aaron Gelinne ◽

Wyll Everett ◽

S. Elizabeth Ames ◽

...

Keyword(s):

Training Programs ◽

Gender Diversity ◽

Academic Rank ◽

Female Faculty ◽

Leadership Positions ◽

Gender Distribution ◽

Medical Specialties ◽

Residency Programs ◽

Neurological Surgery ◽

Academic Year

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 representation in U.S. biomedical informatics leadership and recognition

Journal of the American Medical Informatics Association ◽

10.1093/jamia/ocaa344 ◽

2021 ◽

Author(s):

Ashley C Griffin ◽

Tiffany I Leung ◽

Jessica D Tenenbaum ◽

Arlene E Chung

Keyword(s):

Biomedical Informatics ◽

Demographic Data ◽

Clinical Informatics ◽

Gender Representation ◽

Leadership Roles ◽

Leadership Positions ◽

Chi Square ◽

Gender Inequity ◽

Diversity And Inclusion ◽

American Medical Informatics Association

Abstract Objective This study sought to describe gender representation in leadership and recognition within the U.S. biomedical informatics community. Materials and Methods Data were collected from public websites or provided by American Medical Informatics Association (AMIA) personnel from 2017 to 2019, including gender of membership, directors of academic informatics programs, clinical informatics subspecialty fellowships, AMIA leadership (2014-2019), and AMIA awardees (1993-2019). Differences in gender proportions were calculated using chi-square tests. Results Men were more often in leadership positions and award recipients (P < .01). Men led 74.7% (n = 71 of 95) of academic informatics programs and 83.3% (n = 35 of 42) of clinical informatics fellowships. Within AMIA, men held 56.8% (n = 1086 of 1913) of leadership roles and received 64.1% (n = 59 of 92) of awards. Discussion As in other STEM fields, leadership and recognition in biomedical informatics is lower for women. Conclusions Quantifying gender inequity should inform data-driven strategies to foster diversity and inclusion. Standardized collection and surveillance of demographic data within biomedical informatics is necessary.

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Demographic and professional profile of Brazilian women in vascular surgery: final results

Jornal Vascular Brasileiro ◽

10.1590/1677-5449.210062 ◽

2021 ◽

Vol 20 ◽

Author(s):

Fernanda Costa Sampaio Silva ◽

Monique Magnavita Borba da Fonseca Cerqueira ◽

Magno Conceição das Mercês ◽

Flávia Magalhães Silveira Magella ◽

Bárbara Beatriz Couto Ruivo ◽

...

Keyword(s):

Vascular Surgery ◽

Gender Diversity ◽

Age Groups ◽

Cross Sectional Study ◽

Highly Qualified ◽

Chi Square ◽

Cross Sectional ◽

Women Surgeons ◽

Professional Management ◽

Management Positions

Abstract Background Gender diversity in health teams is associated with better productivity. As women’s participation in surgery has been growing, it is important to improve knowledge about the elements that guide their professional development. Objectives The aim of this study was to outline the demographic and professional features of female vascular surgeons in Brazil. Methods A cross-sectional study was designed, in which a questionnaire was made available online for 60 days. Invitations to participate were distributed by institutional e-mail sent from the Brazilian Society of Angiology and Vascular Surgery (SBACV) to associate women surgeons. Results are presented as numbers and percentages. Odds ratios and chi-square tests were used for analysis. Results From a total of 810 invitations sent out, 281 questionnaires were completed. The most prevalent age groups were 25-35 years (n = 115) and 36-45 years (n = 114). Among those who worked exclusively in the private sector, 79.8% had at least one board certification (OR: 0.76, 95% CI: 0.65-0.89; p = 0.001). Regarding workload distribution, 64.4% and 34.2% reported that they spend more time in the clinic and hospital, respectively. Respondents with more years of experience reported a predominance of office practice (p = 0.002). Although 67.3% (n = 189) had published scientific papers, 68% (n = 191) had never held leadership roles. Conclusions The study respondents consisted of highly qualified women surgeons with respect to training, certification, and scientific engagement, but they remain underrepresented in professional management positions. Surgical societies and health institutions should act to promote inclusive and diverse leadership.

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

Journal of ISAKOS Joint Disorders & Orthopaedic Sports Medicine ◽

10.1136/jisakos-2019-000290 ◽

2019 ◽

Vol 4 (5) ◽

pp. 227-232 ◽

Cited By ~ 2

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.

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Gender Inequity in the United States Surgical Workforce

Research Anthology on Challenges for Women in Leadership Roles ◽

10.4018/978-1-7998-8592-4.ch010 ◽

2021 ◽

pp. 178-194

Author(s):

Christine A. Heisler ◽

Elizabeth H. Stephens ◽

Sarah M. Temkin ◽

Pringl Miller

Keyword(s):

Work Environment ◽

The United States ◽

Pay Equity ◽

Leadership Positions ◽

Gender Inequity ◽

Academic Promotion ◽

Women Surgeons ◽

Gender Parity ◽

Surgical Workforce ◽

Hostile Work Environment

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Fit and Congruency

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000233 ◽

2019 ◽

Vol 18 (3) ◽

pp. 148-156

Author(s):

Mary Hogue ◽

Lee Fox-Cardamone ◽

Deborah Erdos Knapp

Keyword(s):

Role Theory ◽

Social Role ◽

Gender Diversity ◽

Job Fit ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Working Adults ◽

Role Congruity ◽

Self Selection ◽

Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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Diversity and the Performance of Selected Financial Institutions of Asia

Sukkur IBA Journal of Economics and Finance ◽

10.30537/sijef.v2i1.198 ◽

2018 ◽

Vol 2 (1) ◽

pp. 1

Author(s):

Shafaque Fatima ◽

Saqib Sharif

Keyword(s):

Financial Institutions ◽

Positive Impact ◽

Financial Institution ◽

Gender Diversity ◽

Business Case ◽

Ordinary Least Squares ◽

Cross Sectional ◽

Age Diversity ◽

The Impact ◽

Nationality Diversity

Linking with the business case for diversity, this study examines whether the top management team (TMT) and the board of directors (BODs) diversity has a positive impact on financial institution (FI) performance in select countries of Asia least researched domain. We use data from 119 financial institutions across Asia for the year 2015, initially 1,447 institutions; however, incomplete data was excluded from final analysis. We use three proxies for diversity, that is, nationality diversity, gender diversity, and age diversity of TMT and BODs. To investigate the impact of TMT and BODs diversity, cross-sectional ordinary least-squares estimation is applied, using Return on Average Assets (ROAA%) as a measure of performance. We find that nationality diversity and age diversity is positively and significantly related to FIs performance. Our evidence indicates that executives and board members with diverse exposure and younger age improve FIs profitability. However, there is no significant relationship between gender and FIs performance.

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Now You See Me, Now You Don’t: A Conceptual Model of the Antecedents and Consequences of Leader Impostorism

Journal of Management ◽

10.1177/01492063211020358 ◽

2021 ◽

pp. 014920632110203

Author(s):

Ronit Kark ◽

Alyson Meister ◽

Kim Peters

Keyword(s):

Popular Media ◽

Empirical Literature ◽

Leadership Roles ◽

Leadership Positions ◽

Motivation To Lead ◽

Fertile Ground ◽

Contextual Characteristics ◽

Antecedents And Consequences ◽

Formal Leadership ◽

Leader Role

Impostorism, a phenomenon whereby a person perceives that the role they occupy is beyond their capabilities and puts them at risk of exposure as a “fake,” has attracted plentiful attention in the empirical literature and popular media. However, despite evidence that impostorism is frequently experienced by people in leadership positions, there has been little consideration of why this happens. In this theoretical article, we explain why formal leadership roles—roles that are characterized by elevated expectations, high visibility, and high levels of responsibility—are fertile ground for impostorism experiences. We also discuss how the associated self-conscious emotions of shame and fear, can increase leaders’ risk-aversion and enhance leader role performance, yet at the same time drive emotional exhaustion, and reduce their motivation to lead. This can ultimately inhibit leaders from seeking, claiming, and thriving in leadership roles. We offer individual-, dyadic-, and organization-level contextual characteristics that can either enhance or reduce this phenomenon. We also discuss how supportive organizations can mitigate leadership impostorism. Furthermore, we highlight how women and minority-status leaders may be more vulnerable to this experience and conclude by suggesting the practical implications of the leader impostorism phenomenon for individuals and organizations.

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Factors Associated with Intermittent, Constant, and Mixed Pain in People with Knee Osteoarthritis

Physiotherapy Canada ◽

10.3138/ptc-2020-0093 ◽

2021 ◽

Author(s):

Fatme Hoteit ◽

Debbie Erhmann Feldman ◽

Lisa C. Carlesso

Keyword(s):

Knee Osteoarthritis ◽

Physical Function ◽

Multinomial Logistic Regression ◽

Secondary Analysis ◽

Cross Sectional ◽

System Sensitivity ◽

Factors Associated ◽

Lower Likelihood ◽

Paindetect Questionnaire ◽

Mixed Pain

Purpose: To explore factors associated with intermittent, constant, and mixed pain in people with knee osteoarthritis. Method: We conducted a secondary analysis of a cross-sectional multicenter study with adults ≥ 40 years with knee osteoarthritis. Participants completed questionnaires on personal (e.g., demographics, comorbidities), physical (e.g., physical function), psychological (e.g., depressive symptoms), pain (e.g., qualities), and tests for physical performance and nervous system sensitivity. We qualified patients’ pain as intermittent, constant, or mixed using the Modified painDETECT Questionnaire and assessed associations with the variables using multinomial logistic regression. Results: The 279 participants had an average age of 63.8 years (SD = 9.6), BMI of 31.5 kg/m2 (SD = 8.7), and 58.6% were female. Older age (odds ratio [OR] 0.95; 95% CI: 0.90, 1.00) and higher self-reported physical function ([OR] 0.94; 95% CI: 0.91, 0.98) were associated with a lower likelihood of mixed pain compared with intermittent pain. Higher pain intensity ([OR] 1.25; 95% CI: 1.07, 1.47) was related to a 25% higher likelihood of mixed pain compared with intermittent pain. Conclusions: This study provides initial data for associations of personal, pain, and physical function factors with different pain patterns. Awareness of these factors can help clinicians develop targeted strategies for managing patients’ pain.

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