Association of women leaders in the C-suite with hospital performance

BackgroundWomen comprise 50% of the healthcare workforce, but only about 25% of senior leadership positions in the USA. No studies to our knowledge have investigated the performance of hospitals led by women versus those led by men to evaluate the potential explanation that the inequity reflects appropriate selection due to skill or performance differences.MethodsWe conducted a descriptive analysis of the gender composition of hospital senior leadership (C-suite) teams and cross-sectional, regression-based analyses of the relationship between gender composition, hospital characteristics (eg, location, size, ownership), and financial, clinical, safety, patient experience and innovation performance metrics using 2018 data for US adult medical/surgical hospitals with >200 beds. C-suite positions examined included chief executive officer (CEO), chief financial officer (CFO) and chief operating officer (COO). Gender was obtained from hospital web pages and LinkedIn. Hospital characteristics and performance were obtained from American Hospital Directory, American Hospital Association Annual Hospital Survey, Healthcare Cost Report Information System and Hospital Consumer Assessment of Healthcare Providers and Systems surveys.ResultsOf the 526 hospitals studied, 22% had a woman CEO, 26% a woman CFO and 36% a woman COO. While 55% had at least one woman in the C-suite, only 15.6% had more than one. Of the 1362 individuals who held one of the three C-suite positions, 378 were women (27%). Hospital performance on 27 of 28 measures (p>0.05) was similar between women and men-led hospitals. Hospitals with a woman CEO performed significantly better than men-led hospitals on one financial metric, days in accounts receivable (p=0.04).ConclusionHospitals with women in the C-suite have comparable performance to those without, yet inequity in the gender distribution of leaders remains. Barriers to women’s advancement should be recognised and efforts made to rectify this inequity, rather than underusing an equally skilled pool of potential women leaders.

The Female Face of the Big Book (Women – Winners of the National Literary Prize BB)

The article studies the gender composition of the Big Book award winners. It is shown what place among the awarded authors and laureates is occupied by women authors and their works. All award-winning works created by women are analyzed. The main common characteristic features of these works are revealed: the creation of a fullfledged biography of one person and/or a family saga against the background of a detailed historical picture of the corresponding era. An attempt is made to determine the place (“ecological niche”) occupied by the “serious” prose of women authors in contemporary literary process.

The Ready Made Garments (RMD) Workers’ Gender Ratio in Bangladesh

It has been widely acknowledged that female workers account for 80% of the Ready Made Garments (RMG) industry’s workforce in Bangladesh but a number of studies estimated different male to female workers’ ratios ranging from 35: 65 to 55:45. To contribute to such debate, this paper leverage the data of the ‘Mapped in Bangladesh’ (MiB) project. While the objective of the MiB project is to enable transparency and accountability in the RMG sector by providing the industry stakeholders accurate, updated and authentic factory data collected through the factory census method and published in a digital map; this paper aims to shed light on the male to female ratio of workers employed in the RMG factories of Bangladesh is not 20:80, but it is 42:58 according to the findings from MiB data. Presenting such data, the study seeks to discuss how factory issues can influence the gender composition of RMG Workers. These issues such as factory locations, factory type, factory size and production sections are important to understand the challenges of future research addressing the gender composition of RMG workers in Bangladesh.