scholarly journals Promoting Female Leadership in Healthcare: An Interview with Dr. Lara Khoury, Co-Chair of the Female Physician Leadership Committee

2017 ◽  
Vol 7 (2) ◽  
pp. 9-11
Author(s):  
Anna Liu ◽  
Gaeun Rhee
Keyword(s):  
Graduate Program ◽  
Female Physician ◽  
Assistant Professor ◽  
Female Leadership ◽  
Leadership Roles ◽  
Physician Leadership ◽  
Female Physicians ◽  
Ottawa Hospital ◽  
Geriatric Service ◽  
Leadership Committee

Dr. Lara Khoury, MD, FRCPC, is an assistant professor and geriatrician at The Ottawa Hospital (TOH). She holds numerous leadership positions, including the post-graduate Program Director of the Geriatrics Program of the University of Ottawa and the Medical Director of TOH Inpatient Geriatric Service. Currently, she is also a Co-Chair of the Female Physician Leadership Committee at TOH. In order to remove barriers faced by female physicians wishing to take on leadership roles at TOH, a number of aspiring and passionate female doctors, including Dr. Khoury, came together to form the Female Physician Leadership Committee. With the full support of TOH’s senior management team, the committee has implemented several initiatives to encourage more female physicians to take on leadership roles. The committee’s role is imperative as there has been an increasing awareness of the gender imbalance at TOH over the past years. According to a survey conducted by TOH in 2011, only 30 percent of the hospital’s physicians are female, while less than 20% of them are division heads, and less than 8% of them are department heads [1]. Today, the numbers do not look very different. To gain further insight into the importance of female leadership in medicine and her extensive leadership involvement, we would like to share our interview with Dr. Khoury. RésuméDre Lara Khoury, MD, FRCPC, est professeure adjointe et gériatre à L’Hôpital d’Ottawa (L’HO). Elle occupe de nombreux postes de direction, y compris le poste de directrice des programmes poste-diplômés du programme de gériatrie de l’Université d’Ottawa et le poste de directrice médicale du Service de gériatrie de l’Hôpital d’Ottawa. Elle est actuellement co-présidente du Comité de leadership des femmes médecins de L’HO. Afin d’éliminer les obstacles auxquels sont confrontées les femmes médecins souhaitant assumer des rôles de leadership à L’HO, un certain nombre de femmes médecins aspirantes et passionnées, incluant Dre Khoury, se sont réunies pour former le Comité de direction des femmes médecins. Avec le plein appui de l’équipe de la haute direction de L’HO, le comité a mis en œuvre plusieurs initiatives pour encourager plus de femmes médecins à assumer des rôles de leadership. Le rôle du comité est impératif, suite à la sensibilisation accrue au déséquilibre entre les sexes à L’HO au cours des dernières années. Selon une enquête menée par l’Hôpital en 2011, seulement 30% des médecins de l’hôpital sont des femmes, alors que moins de 20% d’entre eux sont chefs de division et moins de 8% sont des chefs de service [1]. Aujourd’hui, les chiffres ne sont pas très différents. Pour mieux comprendre l’importance du leadership féminin en médecine et son implication considérable dans le leadership, nous aimerions partager notre interview avec la Dre Khoury. 

scholarly journals Female Physicians Leading Health Care in the Arab World

2019 ◽  
Vol 28 (4) ◽  
pp. 315-323 ◽  
Author(s):  
Salman Al Sabah ◽  
Fajer AlHamdan ◽  
Iman Qadhi ◽  
Sameera Shuaibi ◽  
Shaden Younes ◽  
...  
Keyword(s):  
Arab World ◽  
Medical Profession ◽  
Demographic Data ◽  
Female Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Female Physicians ◽  
Female Ratio ◽  
Medical Graduates ◽  
Government Hospitals

Background and Objectives: A global trend in female leadership roles in the medical profession is on the rise, and females have been taking up leadership roles in varying and increasing levels. This study aims to identify changes in trends in the medical field in terms of gender in the last decade in Kuwait. Methods: A case study was conducted, in which data on leadership positions in Kuwait’s government hospitals were obtained from hospital registries. Demographic data about female to male physicians were collected from statistics published by the Department of Manpower, Statistics and Planning of Kuwait’s Ministry of Health. In addition, statistics on medical graduates were obtained from the Faculty of Medicine (FOM), Kuwait University (KU). Results: In general, every government hospital in Kuwait has experienced an increase in leadership roles among females; in 2008, among all leadership positions in Kuwait’s general hospitals, males occupied a majority of positions (60%); whereas in 2016, the male to female ratio was 1:1. The most change in gender trends was witnessed at Mubarak Al-Kabeer Hospital, where female leaders went from 38% in 2008 to 73% in 2016. The specialties that have the highest number of females in leadership positions across all hospitals from 2008 to 2016 were nuclear medicine, radiology, and laboratory medicine. In KU’s FOM, female graduates outweighed male graduates, except in 2005–2006, where females reached a minimum of 48%. The number of female physicians has also increased from its lowest of 31% of the total number of physicians in 2004–2006, to 37% in 2015. Conclusion: While women make up more than half of medical graduates in Kuwait at present, significant barriers had restricted their entry into formal medical leadership roles in the past. However, it is now seen that females currently occupy more leadership positions in government hospitals in Kuwait.

Inequality in Pay Ranks Among Factors Impacting Job Satisfaction Among Female Physicians

2021 ◽  
pp. 1-23
Author(s):  
Jaciel Elizabeth Keltgen
Keyword(s):  
Job Satisfaction ◽  
Quality Care ◽  
Female Physician ◽  
Work Conditions ◽  
Female Physicians ◽  
Factors Affecting ◽  
Health System Change ◽  
Treatment Plans ◽  
Generational Membership ◽  
The U.S

Job satisfaction has fallen among doctors, and beyond lack of pay parity that averages 25%, female physician job satisfiers differ from male colleagues. Health systems can build upon female physicians' confidence in their abilities to communicate with patients, show empathy, build trust, and elicit patient compliance with treatment plans. Systems must attend to work conditions for young and female cohorts, thereby retaining half of the workforce offering critical care to 7.8 billion people. Ordinal logistic regression was used to analyze data gathered in the U.S. by the Center for Studying Health System Change. Data were used to build a predictive statistical model in concert with independent variables linked to generational and job satisfaction literature. This study revealed statistically significant correlations between factors not only by gender, but also by generational membership. Statistically significant factors affecting job satisfaction among female physicians include provision of quality care to all patients, adequate time spent with patients and income.

scholarly journals Attitude of 100 Saudi Female Doctors towards their Health

2012 ◽  
Vol 5 ◽  
pp. CMWH.S10052
Author(s):  
M. Khateeb ◽  
S. Khayat ◽  
O. Radhwi ◽  
M. Sindi ◽  
H. Abduljabbar
Keyword(s):  
Health Status ◽  
Pap Smear ◽  
Hpv Vaccination ◽  
Female Physician ◽  
Cross Sectional Study ◽  
Morbidly Obese ◽  
Female Physicians ◽  
Cross Sectional ◽  
Lifestyle Behavior ◽  
Overall Health Status

Objective To assess the overall health status, lifestyle behavior, and attitude towards menopause, hormonal replacement therapy (HRT) and human papilloma virus (HPV) vaccination among female Saudi doctors. Materials and methods This is a cross-sectional study that was conducted over a period of 2 months (November and December 2011). The study population was comprised of Saudi female physicians that are actively working. Ethics approval was obtained prior to conducting the study. A structured self-administered questionnaire was answered by the subjects. Inclusion criteria were any female physician who was willing to participate and was actively practicing at time of the study. Results One hundred responses were received. Forty-six subjects were <30 years and 31 subjects were >40 years of age. Obesity was defined as a body mass index (BMI) of >25 and morbid obesity as a BMI >30. Eight subjects had a normal BMI, 27 subjects were overweight, and 16 were morbidly obese. Six subjects were smokers and 13 had chronic illnesses such as diabetes. Only five of the subjects performed regular breast self-examination, and 40 subjects have a breast examination done by a physician. Pap smear was done at least once on only 17% of the subjects. Forty-eight subjects were willing to prescribe HRT to their patients. Sixty-five subjects were willing to administer the HPV vaccination to patients. Conclusion The overall health status, lifestyle, and attitude of Saudi female physicians towards their own health is suboptimal. This study shows that even physicians need to improve their lifestyle behavior and attitude towards their own health.

scholarly journals Women in veterinary leadership positions: their motivations and enablers

2019 ◽  
Vol 186 (5) ◽  
pp. 155-155 ◽  
Author(s):  
Charlotte Tindell ◽  
Renate Weller ◽  
Tierney Kinnison
Keyword(s):  
Role Models ◽  
Future Generation ◽  
Positive Influence ◽  
Women In Leadership ◽  
Female Leadership ◽  
Leadership Roles ◽  
Motivating Factors ◽  
Female Leaders ◽  
Veterinary Profession ◽  
Veterinary Surgeons

BackgroundDespite now having higher numbers of women than men within the veterinary profession, there are substantially less women in leadership roles. Research, primarily in other professions, has focussed on barriers to leadership and sometimes overlooked facilitators and motivators. This study aimed to explore the motivating factors for female veterinary surgeons to become leaders, to identify potential strategies to increase female leadership.MethodsSixteen female leaders from academia, professional bodies, industry and clinical practice took part in semistructured interviews. Interviews were analysed using a thematic analysis approach.ResultsTwo themes were developed: ‘Potential for positive influence’ and ‘Requirement of external enablers’. Participants wanted to influence change for themselves, including work-life balance and developing their role, and for others through a position of influence. They wanted to inspire and mentor the future generation of leaders. External enablers allowed this transition to occur, including formal mentors and informal support systems, opportunities for growth and increased responsibility, and leadership training.ConclusionPotential strategies to increase female leaders include the promotion of female role models, increasing awareness of training and increasing work flexibility. The profession could improve its support of the next generation of leaders and celebrate the successful female leaders we already possess.

Female leadership roles within the profession

2019 ◽  
Vol 185 (4) ◽  
pp. 113.2-114
Author(s):  
Kerrie Hedley
Keyword(s):  
Female Leadership ◽  
Leadership Roles

Understanding environmental epigenomics in autism spectrum disorder: an interview with Farah R Zahir

Epigenomics ◽  
2021 ◽  
Author(s):  
Farah R Zahir
Keyword(s):  
Autism Spectrum Disorder ◽  
Intellectual Disability ◽  
Graduate Program ◽  
Research Work ◽  
Assistant Professor ◽  
Autism Spectrum ◽  
Gold Medal ◽  
Spectrum Disorder ◽  
University Of British Columbia ◽  
Primary Research Interest

In this interview, Dr Farah R Zahir speaks with Storm Johnson, Commissioning Editor for Epigenomics, on her work to date in the field of epigenomics, autism and intellectual disability. Dr Farah R Zahir specializes in the identification of novel genetic and epigenetic causes for neurodevelopmental diseases. Her PhD, awarded in 2011 by the University of British Columbia (UBC), resulted in the characterization of new intellectual disability (ID) syndromes, as well as discovery of several new causative genes for the disorder. She was awarded the prestigious James Miller Memorial Prize for integrating basic and clinical science in 2010. Her PhD dissertation was nominated for the Governor General’s gold medal – the highest possible accolade at UBC for doctoral research work. She then completed a postdoctoral tenure in Canada’s premier Michael Smith Genome Sciences Centre, where she used whole-genome-sequencing methods to comprehensively assess genetic, molecular and structural causes for ID, employing several firsts for bioinformatic data mining in the field. During her postdoctorate she won three distinguished awards and was a fellow of the Canadian Institute of Health Research, ranking in the top 2% nationally. Dr Zahir was appointed an Assistant Professor at the Hamad Bin Khalifa University in 2016, where she led a group focused on neurogenomics and neuroepigenomics research. She was a founding member of the Precision and Genomics Medicine graduate program there. Currently she has rejoined UBC's department of Medical Genetics. Among her most significant achievements is the establishment of the novel Zahir Friedman syndrome, an intellectual disability/autism spectrum disorder syndrome that is caused by a major epigenomic regulator. Her current primary research interest is how epigenomics can be changed by environmental impacts and how these effects may be harnessed for neurodevelopmental disorders' prophylaxis and therapeutics.

CityLab

2018 ◽  
Vol 37 (2) ◽  
pp. 213-235 ◽  
Author(s):  
Lindsay Thompson ◽  
Richard G. Milter ◽  
Keyword(s):  
United Nations ◽  
Economic System ◽  
Global Economy ◽  
Graduate Program ◽  
Management Education ◽  
Learning Experience ◽  
Social Sector ◽  
Leadership Roles ◽  
The World ◽  
Sustainable Economy

This paper outlines the academic architecture of CityLab as graduate program course initiative and Principles of Responsible Management Education (PRME) capstone exemplar. When the United Nations launched the Millennium Goals in 2000 to focus global development on humanity rather than GDP, the Global Compact was launched as a collateral effort, challenging business, government, and social sector leaders to transform the global economic system. In 2007, the Six PRME focused on business schools, challenging them to reorient their curricula towards preparing students to lead the world in building “an inclusive and sustainable economy.” CityLab is an example of innovating the learning experience and challenging learners to take leadership roles in efforts to enhance the value of livable cities as the foundation of an inclusive and sustainable global economy for the Urban Century.

Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male

2020 ◽  
Vol 44 (4) ◽  
pp. 468-487
Author(s):  
Rachael D. Goodwin ◽  
Samantha J. Dodson ◽  
Jacqueline M. Chen ◽  
Kristina A. Diekmann
Keyword(s):  
Women In Leadership ◽  
Female Leadership ◽  
Gender Composition ◽  
Leadership Group ◽  
Online Leadership ◽  
Male Leadership ◽  
And Gender ◽  
Goal Directed Behavior ◽  
Sense Of Power ◽  
Leadership Committee

We investigated why women may have lower desires and intentions to apply to become a member of a leadership group (i.e., committee) than men when the majority of its members are men. In four studies, we examined the interaction between gender and gender composition of the leadership group on leader candidates’ sense of power, desire to lead, and intentions to apply to become a member of a leadership group. Informed by research on gender, perceived power, and the model of goal-directed behavior, we found that women, compared to men, expected lower sense of power when considering applying to a majority-male (vs. gender-balanced) online leadership committee (Study 1A, N = 294; Study 1B, N = 278). This pattern observed for women in majority-male leadership committees was not, however, evident for men in majority female leadership committees (Study 2, N = 560). Furthermore, women’s lower sense of power explained why they expressed lower desires to lead and intentions to apply for a majority-male leadership committee compared to men. Finally, we found that increasing women’s sense of power increased their desires and intentions to lead in a majority-male committee (Study 3, N = 460). We contribute to understanding why there still exists a discrepancy in the number of men versus women in leadership groups despite ongoing efforts to reduce it. We hope readers will apply these findings by identifying ways to increase women leader candidates’ sense of power in order to increase women’s representation on leadership committees and groups (e.g., boards). Online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/0361684320939065

Developing Canadian physician: the quest for leadership effectiveness

2016 ◽  
Vol 29 (3) ◽  
pp. 282-299 ◽  
Author(s):  
Scott Comber ◽  
Lisette Wilson ◽  
Kyle C. Crawford
Keyword(s):  
Leadership Effectiveness ◽  
Leadership Roles ◽  
Physician Leadership ◽  
Skill Levels ◽  
Content Type ◽  
Four Dimensions ◽  
Political Skills ◽  
Future Design ◽  
Networking Ability ◽  
Canadian Physician

Purpose The purpose of this study is to discern the physicians’ perception of leadership effectiveness in their clinical and non-clinical roles (leadership) by identifying their political skill levels. Design/methodology/approach A sample of 209 Canadian physicians was surveyed using the Political Skills Inventory (PSI) during the period 2012-2014. The PSI was chosen because it assesses leadership effectiveness on four dimensions: social astuteness, interpersonal influence, networking ability and apparent authenticity. Findings Physicians in clinical roles’ PSI scores were significantly lower in all four PSI dimensions when compared to all other physicians in non-clinical roles, with the principal difference being in their networking abilities. Practical implications More emphasis is needed on educating and training physicians, specifically in the areas of political skills, in current clinical roles if they are to assume leadership roles and be effective. Originality/value Although this study is located in Canada, the study design and associated findings may have implications to other areas and countries wanting to increase physician leadership effectiveness. Further, replication of this study in other settings may provide insight into the future design of physician leadership training curriculum.

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