Gender Inequity in the United States Surgical Workforce

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

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.

Gender Inequity in the United States Surgical Workforce

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.

Predictive Analytics of Workplace Bullying and Bad Leadership Practices

2021 ◽  
pp. 149-170
Author(s):  
Joshua R. Garcia ◽  
dt ogilvie ◽  
D. Anthony Miles
Keyword(s):  
Work Environment ◽  
Leadership Practices ◽  
Workplace Bullying ◽  
First Generation ◽  
Predictive Analytics ◽  
The United States ◽  
Behavioral Traits ◽  
Bullying Behavior ◽  
Bad Leadership ◽  
Hostile Work Environment

Bad leadership and aggressive behavior in the workplace have been a recurring problem for most companies in the United States. With the rise in hostile work environment litigation, management has to address the problem of workplace bullying of employees. The purpose of this chapter is to examine the problem of workplace bullying and bad leadership behavioral traits on the victims and victims' actions to deal with bullying behavior. The researchers conducted a nationwide study with 327 participants that have experienced workplace bullying and bad leadership. The researchers used a first-generation, researcher-developed survey instrument to conduct this study. The results of the study show there is strong causal influence of workplace place bullying traits and victim behavior such as employee resignations and HR complaints. Management should carefully evaluate the effects of workplace bullying and bad leadership on its workforce.

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

PLoS ONE ◽  
2021 ◽  
Vol 16 (8) ◽  
pp. e0256742
Author(s):  
Jennifer Hunter ◽  
Helen Crofts ◽  
Alysha Keehn ◽  
Sofie Schlagintweit ◽  
Jessica G. Y. Luc ◽  
...  
Keyword(s):  
Gender Diversity ◽  
Gender Representation ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Cross Sectional ◽  
Academic Promotion ◽  
Women Surgeons ◽  
Faculty Appointment ◽  
Lower Likelihood ◽  
Academic Year

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.

Gender Differences in Leadership Positions Among Academic Nuclear Medicine Specialists in Canada and the United States

2019 ◽  
Vol 212 (1) ◽  
pp. 146-150 ◽  
Author(s):  
Saba Moghimi ◽  
Kiran Khurshid ◽  
Sabeena Jalal ◽  
Sadia R. Qamar ◽  
Savvas Nicolaou ◽  
...  
Keyword(s):  
United States ◽  
Gender Differences ◽  
Nuclear Medicine ◽  
The United States ◽  
Leadership Positions

Leadership Continuity and Change in Hmong Refugee Communities in the United States

1997 ◽  
Vol 6 (2) ◽  
pp. 213-228
Author(s):  
Jeremy Hein
Keyword(s):  
United States ◽  
Social Change ◽  
Political Violence ◽  
International Migration ◽  
The United States ◽  
Host Society ◽  
Leadership Positions ◽  
Factors Associated ◽  
Continuity And Change ◽  
Authority Structures

Political violence and international migration have the potential to disrupt leadership continuity in Hmong refugee communities in the United States. At the same time, clan and village authority structures from Laos favor leadership continuity despite dramatic social change. Data on 40 Hmong leaders in ten communities are used to determine if the indigenous sources of leadership continue to determine who becomes a leader after resettlement. The majority of leaders were leaders in Southeast Asia and have close kin who were leaders, indicating leadership continuity. Whether these leaders have held few or many leadership positions in the United States, however, is not determined by prior leadership or kinship, but by factors associated with acculturation. Initial leadership status in a host society is linked to authority structures from the homeland, but social change influences subsequent leadership careers.

scholarly journals Developing Leaders to Tackle “Our” Problem

2018 ◽  
Vol 11 (2) ◽  
pp. 341-345
Author(s):  
Cathleen Clerkin ◽  
Marian N. Ruderman
Keyword(s):  
Human Resource ◽  
Marked Change ◽  
Organizational Leaders ◽  
Stem Fields ◽  
Gender Inequity ◽  
Gender Parity ◽  
Theory To Practice ◽  
Social Structural ◽  
Implementation Plans ◽  
Practical Recommendations

Miner et al. (2018) make a compelling argument for the need to examine gender inequity in STEM from a social-structural lens. We completely agree. We also commend the authors for including practical recommendations for industrial and organizational (I-O) psychologists, as such implementation plans are vital if we are to move this issue from theory to practice. However, while the recommendations put forth by the authors are needed, we believe additional approaches are necessary to create marked change in gender parity in STEM. In particular, we propose that I-O psychologists (along with human resource [HR] professionals) need to actively engage organizational leaders if we want to successfully advance more women in STEM fields.

scholarly journals Is gender inequity a risk factor for men reporting poorer self-rated health in the United States?

PLoS ONE ◽  
2018 ◽  
Vol 13 (7) ◽  
pp. e0200332
Author(s):  
Shane A. Kavanagh ◽  
Julia M. Shelley ◽  
Christopher Stevenson
Keyword(s):  
United States ◽  
Risk Factor ◽  
The United States ◽  
Gender Inequity ◽  
Self Rated Health
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