Gender disparity in German neurosurgery

2021 ◽  
pp. 1-6
Author(s):  
Marie-Therese Forster ◽  
Marion Behrens ◽  
Anna Cecilia Lawson McLean ◽  
Dorothea Isabella Nistor-Gallo ◽  
Miriam Weiss ◽  
...  
Keyword(s):  
Gender Equality ◽  
Parental Leave ◽  
Gender Disparity ◽  
Women In Leadership ◽  
Department Heads ◽  
Leadership Positions ◽  
Ownership Type ◽  
Private Hospitals ◽  
Gender Distribution ◽  
Gender Profile

OBJECTIVE Despite the rising number of women in higher education and leadership positions, the proportional rise of female neurosurgeons still lags behind these fields. This study evaluates the gender distribution in German neurosurgical departments across all career levels, and is aimed at heightening the awareness of gender disparity and the need for improving gender equality and its related opportunities. METHODS Data on gender distribution across all professional levels in German neurosurgical departments were obtained from departmental websites as well as by email and telephone request. Results were additionally analyzed in reference to hospital ownership type of the neurosurgical departments. RESULTS A total of 140 German neurosurgical departments employing 2324 neurosurgeons were evaluated. The analysis revealed a clear preponderance of men in leadership positions. Only 9 (6.3%) of 143 department heads were women, and there were only 1 (2.4%), 17 (14.5%), and 4 (12.5%) women among 42 vice-directors, 117 chief senior physicians, and 32 managing senior physicians, respectively. Senior physicians not holding a leadership position were female in 23.1%, whereas board-certified neurosurgeons not holding a senior physician position and residents were female in 33.6% and 35.0%, respectively. Of note, the highest proportion of female department heads (15.6%) was found in private hospitals. CONCLUSIONS The number of women in leadership positions in German neurosurgical departments is dramatically low, and with increasing leadership status gender disparity increases. Mentorship, recruitment, the perception of benefits offered by diversity and programs facilitating gender equality, job sharing, parental leave policies, and onsite childcare programs are needed to turn German neurosurgical departments into modern medical departments reflecting the gender profile of the general patient population.

scholarly journals Challenges impeding women into leadership roles in a student-led organization at the South African higher education institution

2021 ◽  
Vol 19 (4) ◽  
pp. 508-518
Author(s):  
Nokwanda Jali ◽  
Sachin Suknunan ◽  
Anrusha Bhana
Keyword(s):  
Higher Education ◽  
Gender Equality ◽  
South African ◽  
Education Institution ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
African Higher Education ◽  
The University ◽  
South African Higher Education

The study shows that a patriarchal society where women are still in the minority when it comes to leadership positions is still dominating. A few studies are exploring the role of women in leadership in government and industry, and very little focus is paid on higher education institutions and more especially – from a female leadership perspective. Therefore, this paper aims to determine the factors that hindered female students from attaining leadership positions and simultaneously make recommendations to create more leadership opportunities in a nationally recognized student-led organization known as the Student Representative Council at a large public South African higher education institution – the University of KwaZulu-Natal. The target population was 16 female leaders who served in the University’s Student Representative Council from 2019 to 2020 of which 13 had responded. A qualitative approach was followed and interviews were conducted. The study employed inductive qualitative thematic analysis using NVIVO 12. Findings revealed that the Student Representative Council structure at the university was patriarchal with little commitment to gender equality. Males outnumbered women in leadership roles. Portfolios assigned to women were mainly administrative rather than leadership. Females were subjected to stereotypical behavior. The study recommended ways to promote female student leadership whereby policy and constitution change is required to facilitate gender equality and the implementation of quotas. Women should be empowered to enhance their leadership skills via effective leadership development programs specifically designed for females to address the leadership gap between males and females.

scholarly journals WOMEN IN LEADERSHIP POSITIONS – OPPORTUNITIES AND REALITIES IN BIG BULGARIAN COMPANIES

2018 ◽  
Vol 28 (5) ◽  
pp. 1497-1502
Author(s):  
Lubka Tzenova ◽  
Vasilka Stamatova
Keyword(s):  
Gender Equality ◽  
Legal Framework ◽  
Women In Leadership ◽  
Current Status ◽  
Corporate Boards ◽  
The European Union ◽  
Leadership Positions ◽  
Publicly Traded Companies ◽  
Common Value ◽  
Key Factor

In recent years the issue of gender equality has been continuously in the centre of attention of politicians, business people and researchers, especially in view of the fact that gender equality is a basic principle and a common value of the European Union, as well as a key factor for achieving sustainable, intelligent and coherent economic growth.This article considers the issue of gender equality with regard to the inclusion of women in the composition of corporate boards in the biggest listed companies in Bulgaria. The legal framework of gender equality in Bulgaria is reviewed: European context and legal guarantees for equality contained in current Bulgarian legislation. A snapshot of the current status of the involvement of women in the management of Bulgarian companies is presented, especially what percentage of the management cadre in the big Bulgarian publicly traded companies are women. An outline is given of the potential and need for further studies of the problem in the light of the ever-greater involvement of women in management and the related elements of corporate governance.

scholarly journals Closing the Equity Gap of Access to Emergency Departments of Private Hospitals in Thailand

2018 ◽  
Vol 2018 ◽  
pp. 1-5
Author(s):  
Paibul Suriyawongpaisal ◽  
Pongsakorn Atiksawedparit ◽  
Samrit Srithamrongsawad ◽  
Thanita Thongtan
Keyword(s):  
Emergency Care ◽  
Private Hospital ◽  
Financial Incentive ◽  
Gender Disparity ◽  
Lessons Learned ◽  
Care Seeking ◽  
Health Coverage ◽  
Private Hospitals ◽  
Middle Income ◽  
Strategic Policies

Background. Previous policy implementation in 2012 to incentivize private hospitals in Thailand, a country with universal health coverage, to provide free-of-charge emergency care using DRG-based payment resulted in an equity gap of access and copayment. To bridge the gap, strategic policies involving financial and legal interventions were implemented in 2017. This study aims to assess whether this new approach would be able to fill the gap. Methods. We analyzed an administrative dataset of over 20,206 patients visiting private hospital EDs from April 2017 to October 2017 requested for the preauthorization of access to emergency care in the first 72 hours free of charge. The association between types of insurance and the approval status was explored using logistic regression equation adjusting for age, modes of access, systolic blood pressure, respiratory rate, and Glasgow coma scores. Results and Discussion. The strategic policies implementation resulted in reversing ED payer mix from the most privileged scheme, having the major share of ED visit, to the least privileged scheme. The data showed an increasing trend of ED visits to private hospitals indicates the acceptance of the financial incentive. Obvious differences in degrees of urgency between authorized and unauthorized patients suggested the role of preauthorization as a barrier to the noncritical patient visiting the ED. Furthermore, our study depicted the gender disparity between authorized and unauthorized patients which might indicate a delay in care seeking among critical female patients. Lessons learned for policymakers in low-and-middle income countries attempting to close the equity gap of access to private hospital EDs are discussed.

scholarly journals Women in oncology pharmacy leadership: A white paper

2019 ◽  
Vol 26 (1) ◽  
pp. 175-186
Author(s):  
Alexandra Shillingburg ◽  
Laura B Michaud ◽  
Rowena Schwartz ◽  
Jaime Anderson ◽  
David W Henry ◽  
...  
Keyword(s):  
Leadership Development ◽  
White Paper ◽  
Gender Disparity ◽  
Professional Organizations ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Call To Action ◽  
Current State ◽  
Key Issues ◽  
Development Committee

Gender disparity exists in leadership roles within healthcare. While the majority of the healthcare workforce is comprised of women, significantly fewer women occupy leadership positions, particularly at executive and board levels. As the field of oncology pharmacy continues to rapidly expand and evolve, an assessment of the current state of women in oncology pharmacy leadership roles is vital to the growth and development of the profession. In the fall of 2017, the Hematology/Oncology Pharmacy Association (HOPA) hosted a summit to explore leadership issues facing women in oncology pharmacy which have the potential to affect our membership and our profession. This meeting included invited participants from across the fields of oncology and pharmacy and was part of HOPA’s strategic leadership initiative developed through the work of the HOPA Leadership Development Committee in 2016. This promotes a primary goal of HOPA, which is to support oncology pharmacists as they assume leadership roles within their practices and within healthcare to assure oncology pharmacy is integrated into cancer care. The purpose of this white paper is to (1) summarize key issues that were identified through a membership survey; (2) review ongoing efforts to address the needs of female oncology pharmacists in leadership development; (3) serve as a call to action for individuals and professional organizations to assist with and disseminate these efforts and highlight available resources, and (4) to provide practical steps to meet the needs of individuals, training programs, and institutions/employers.

Gender inequality in the work environment: a study of private research organizations in India

2017 ◽  
Vol 36 (3) ◽  
pp. 255-276 ◽  
Author(s):  
Namrata Gupta
Keyword(s):  
Gender Inequality ◽  
Cultural Context ◽  
Women In Leadership ◽  
Cultural Norms ◽  
Gender Inequalities ◽  
Structured Interviews ◽  
Leadership Positions ◽  
Indian Culture ◽  
Content Type ◽  
Ideal Woman

Purpose Since liberalization in the 1990s, India has witnessed a growth in the number of educated middle-class women in professions. However, there are few women in leadership positions and decision-making bodies. While the earlier notion of the ideal woman as homemaker has been replaced by one which idealizes women of substance, a woman’s role in the family continues to be pivotal and is even viewed as central in defining Indian culture. The purpose of this paper is to analyze how and to what extent gender inequalities are reproduced in the organizations employing educated professionals. Design/methodology/approach Based on the perspective that gender is socially constructed, this paper analyzes gender inequality in Indian organizations through semi-structured interviews of men and women scientists in two private pharmaceutical laboratories. Findings The findings show reproduction of a gendered normative order through two types of norms and practices: one, norms and practices that favor men and second, socio-cultural norms that devalue women in public spaces which help to maintain masculinity in the workplace. Although these practices might be found elsewhere in the world, the manner in which they are enacted reflects national cultural norms. Originality/value The paper highlights how various norms and practices enacted in the specific Indian socio-cultural context construct and maintain masculinity at workplace depriving opportunities to professional women which affect their rise to leadership positions.

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