Speaking out about gender imbalance in invited speakers improves diversity

Gender(ed) science: How the institutionalization of gender continues to shape the conduct and content of women's health research

Gender refers to the socially constructed roles, behaviors, and attributes that a particular society considers appropriate for men and women based on assumptions about biological sex. It also operates as a major social organizing principle that confers unequal power, status, and resources to men and women, with direct consequences for health. Historic patriarchal and misogynistic beliefs and values are reinforced through social institutions, including health science, which reify gender inequities. This commentary examines two key domains in which the social organization and institutionalization of gender in scientific research affect the conduct of women's health research and, by extension, women's health outcomes. These domains are: 1) decisions about which topics are prioritized, researched, and funded and 2) the dissemination of research findings. Using the National Institutes of Health (NIH) as a case study to illustrate broader patterns in scientific research, we present evidence of gender-based inequities in what is prioritized, deemed fundable, and disseminated, and how this affects knowledge production and attention to women's health. We highlight efforts and progress made by the NIH and call for additional attention to further address gender-based inequities and their impact on women's health research. We conclude with a call for critical social science analyses-ideally supported by the NIH-of the social organization of health science research to identify points of intervention for redressing deep-seated obstacles to advancing research on women's health.

Speaker Diversity and Audience Ratings at a National Inflammatory Bowel Diseases Conference

BACKGROUND

There is a need to improve speaker diversity at gastroenterology conferences, but little public data exist to quantify this. In addition, the perception of diverse speakers by conference audiences is not appreciated. We sought to identify time trends in speaker profiles and audience ratings at a national inflammatory bowel diseases conference.

METHODS

Faculty profiles and audience feedback forms from 2014 to 2020 were reviewed for an annual inflammatory bowel diseases meeting. Speaker demographics including gender, race, and years of experience post-training were collected. Continuing medical education surveys were examined for audience ratings of speakers' knowledge level and teaching ability.

RESULTS

Six years of data were collected, including 560 main program faculty and 13 905 total feedback forms. The percentage of female speakers increased from 25% in 2016 to 39% in 2020. All-male panels decreased from 47% in 2014 to 2017 to 11% in 2018 to 2020. Racial diversity of speakers remained unchanged (13% Asian, 5% Hispanic/Latinx, 1% Black). In audience feedback forms, female speakers from all sessions were perceived as having equal knowledge base and teaching ability compared with male speakers. However, speakers with <10 years of experience post-training were viewed as less knowledgeable and with poorer teaching abilities compared with more senior faculty.

CONCLUSIONS

Gender diversity at inflammatory bowel disease conferences is improving. However, there remain significant gaps, particularly in racial diversity and improving perceptions of early-career speakers. These data should inform program committees for future gastroenterology conferences.

Representation of women in musculoskeletal radiology conferences in Europe and North and South Americas: an estimation and comparative analysis

OBJECTIVE

To assess gender distribution and disparities in the musculoskeletal field at radiology conferences and to identify factors associated with the imbalance of women speakers.

MATERIALS AND METHODS

This cross-sectional study evaluated publicly available data online from musculoskeletal radiology conference programs from radiological societies across Europe, North America (NA), and South America (SA) from 2016 to 2020. The gender of invited speakers, moderators, and planning committee members and the occurrence of single-gender panels for musculoskeletal and plenary sessions were assessed.

RESULTS

A total of 531 sessions, 2580 speakers, 603 moderators, and 231 planning committee members were assessed. Women accounted for 26.6% of total speakers (p<0.001), 33.3% of moderators (p<0.001), and 31.2% of planning committee members (p=0.381). All-male panels were 26.7%, with 21.1% of women moderating these panels (p<0.001). The proportion of women speakers in musculoskeletal and plenary sessions was 29.7% and 34.6% in NA (p=0.035, p=0.052), 26.6% and 25.0% in Europe (p<0.001, p=0.199), and 12.9% and 13.6% in SA (p<0.001). The proportion of women moderators was 35.0% in NA (p=0.002), 37.1% in Europe (p=0.914), and 13.8% in SA (p<0.001). A linear relationship was observed in the proportion of women speakers, moderators, and members of the planning committee (p<0.05).

CONCLUSION

We evaluated the participation of women speakers in musculoskeletal radiology conference programs, with significant differences in Europe and South America in all years evaluated, and the participation of women moderators with significant differences in South America and in all-male panels in all regions. Acknowledging gender biases and increasing the number of women on planning committees may help address gender imbalance and promote gender equity.

Trends in the proportion of women speakers at North American Allergy and Immunology conferences, 2008 to 2020

BACKGROUND

Women in medicine continue to be underrepresented at medical conferences. Previous studies have evaluated the proportion of invited female speakers across multiple specialties and evaluated factors that may have led to this disparity. The field of Allergy and Immunology has often been excluded and analyses have not illustrated how the trends have changed over the past decade.

OBJECTIVE

To evaluate the distribution of invited speakers by gender over time at the 3 largest North American Allergy and Immunology conferences.

METHODS

This retrospective longitudinal analysis used conference programs from 2008 to 2020 from the American Academy of Allergy, Asthma, and Immunology (AAAAI), the American College of Allergy, Asthma, and Immunology (ACAAI), and the Canadian Society of Allergy and Clinical Immunology (CSACI). The gender (binary definition, man or woman, based on names, photos, pronouns, from conference programs and institutional profiles) of invited speakers was analyzed as the primary outcome, and planning committee members, and multispeaker sessions as secondary outcomes. These data were compared with publicly available data on the composition of the specialty by gender in the United States and Canada.

RESULTS

Women speakers at AAAAI, ACAAI, and CSACI conferences have historically been lower than male speakers and underrepresented compared with specialty composition. However, there has been a significant increase in the proportion of women speakers over time for all 3 conferences individually (AAAAI: 23.7% in 2008, 41.1% by 2020; ACAAI: 16.7% in 2008, 37.3% by 2020; CSACI: 19.4% in 2008, 54.8% by 2020; P < .001 for each) and combined (21.3% in 2008, 40.7% by 2020, P < .001). This trend coincides with a significant increase in women on the planning committee (all conferences: 20% in 2008, 50.6% by 2020; P < .001). There is also a decreasing trend over time for men-only multispeaker sessions.

CONCLUSION

This study sheds light on the trends of women speaker representation at Allergy and Immunology conferences and provides clarity on future needs to reach equal representation in this field.

Calling on Sponsorship: Analysis of Speaker Gender Representation at Hand Society Meetings

BACKGROUND

The paucity of leadership diversity in surgical specialties is well documented. Unequal opportunities for participation at scientific meetings may impact future promotions within academic infrastructures. This study evaluated gender representation of surgeon speakers at hand surgery meetings.

METHODS

Data were retrieved from the 2010 and 2020 meetings of the American Association for Hand Surgery (AAHS) and American Society for Surgery of the Hand (ASSH). Programs were evaluated for invited and peer-reviewed speakers excluding keynote speakers and poster presentations. Gender was determined from publicly available sources. Bibliometric data (Hirsch index) for invited speakers were analyzed.

RESULTS

In 2010 at the AAHS ( n = 142) and ASSH meetings ( n = 180), female surgeons represented 4% of the invited speakers and in 2020 increased to 15% at AAHS ( n = 193) and 19% at ASSH ( n = 439). From 2010 to 2020, female surgeon invited speakers had a 3.75-fold increase at AAHS and 4.75-fold increase at ASSH. Representation of female surgeon peer-reviewed presenters at these meetings was similar (2010 AAHS, 26%; and 2010 ASSH, 22%; 2020 AAHS, 23%; 2020 ASSH, 22%). The academic rank of women speakers was significantly lower ( P < 0.001) than for male speakers. At the assistant professor level, the mean Hirsch index was significantly lower ( P < 0.05) for female invited speakers.

CONCLUSIONS

Although there was a significant improvement in gender diversity in invited speakers at the 2020 meetings compared with 2010, female surgeons remain underrepresented. Gender diversity is lacking at national hand surgery meetings, and continued effort and sponsorship of speaker diversity is imperative to curate an inclusive hand society experience.

Presenters at chiropractic research conferences 2010-2019: is there a gender equity problem?

BACKGROUND

Presenting at professional and scientific conferences can be an important part of an individual's career advancement, especially for researchers communicating scientific findings, and can signal expertise and leadership. Generally, women presenting at conferences are underrepresented in various science disciplines. We aimed to evaluate the gender of presenters at research-oriented chiropractic conferences from 2010 to 2019.

METHODS

We investigated the gender of presenters at conferences hosted by chiropractic organisations from 2010 to 2019 that utilised an abstract submission process. Gender classification was performed by two independent reviewers. The gender distribution of presenters over the ten-year period was analysed with linear regression. The association of conference factors with the gender distribution of presenters was also assessed with linear regression, including the gender of organising committees and abstract peer reviewers, and the geographic region where the conference was hosted.

RESULTS

From 39 conferences, we identified 4,340 unique presentations. Women gave 1,528 (35%) of the presentations. No presenters were classified as gender diverse. Overall, the proportion of women presenters was 30% in 2010 and 42% in 2019, with linear regression demonstrating a 1% increase in women presenting per year (95% CI = 0.4-1.6%). Invited/keynote speakers had the lowest proportion of women (21%) and the most stagnant trajectory over time. The gender of conference organisers and abstract peer reviewers were not significantly associated with the gender of presenters. Oceanic conferences had a lower proportion of women presenting compared to North America (27% vs. 36%).

CONCLUSIONS

Overall, women gave approximately one-third of presentations at the included conferences, which gradually increased from 2010 to 2019. However, the disparity widens for the most prestigious class of keynote/invited presenters. We make several recommendations to support the goal of gender equity, including monitoring and reporting on gender diversity at future conferences.

Gender disparity in prestigious speaking roles: A study of 10 years of international conference programming in the field of gambling studies

The objective of this study was to examine the distribution of prestigious speaking roles by gender at gambling studies conferences to better understand the state of gender representation within the field. Keyword searches were conducted in the fall of 2019. A total of 16 conferences that occurred between 2010-2019 and comprising 882 prestigious speaking opportunities were included. Quantitative analysis (i.e., t-tests, chi-squared posthoc tests) was undertaken to evaluate the representation of women speakers and if proportions were the same across genders for speakers. There were significantly less women than men within prestigious speaking roles at gambling studies conferences with only 30.2% of speakers being women (p < .001). This underrepresentation of women was consistent across conference location, speaker continent, speaker role, time, and across the majority of conferences. Women held prestigious speaking roles less frequently than men (M = 1.48 vs. 1.76; p < .001). A 9 to 1 (p < .001) ratio of men to women was found among top 10 most frequent prestigious speakers. While there was a higher proportion of women than men among student speakers and there was no significant gender disparity among early career researchers, there was a significantly lower proportion of women than men among speakers who hold more senior academic positions. There is an issue of gender disparity in prestigious speaking roles at conferences within the gambling studies field. This study highlights the need to counteract gender disparities and make room for diversity within the field.

Representation of Female Speakers at the American Academy of Orthopaedic Surgeons Annual Meetings Over Time

BACKGROUND

In the United States, women comprise 16% of orthopaedic surgery residents, 4% of fellows, and 6% of practicing orthopaedic surgeons. The underrepresentation of women in surgical subspecialties may be because of lack of early exposure to female mentors. Conference speaker roles are important for visibility. This study aims to evaluate the representation of women in speaker roles and responsibilities at the American Academy of Orthopaedic Surgeons (AAOS) meetings over time.

METHODS

The names of speakers and session titles at the annual AAOS meetings were obtained from conference programs for the years 2009, 2014, and 2019. Each speaker was classified based on sex and role. Sessions discussing scientific or surgical topics were classified as technical and those that did not were classified as nontechnical. Descriptive statistics are provided, as well as individual-year odds ratios (ORs) and confidence intervals (CIs) examining sex versus technical session status and sex versus speaker role; combined results controlling for year are calculated using the Cochran-Mantel-Haenszel method.

RESULTS

Overall, 3,980 speaking sessions were analyzed; 6.8% of speaking sessions were assigned to women. Women were more likely than men to participate in nontechnical speaking roles (OR 3.85; 95% CI, 2.79 to 4.78). Among talks given by women, the percentage that were nontechnical increased (25.5% in 2009, 24.3% in 2014, and 44.1% in 2019). Among moderator roles, the percentage assigned to women increased (4.5% in 2009, 6.0% in 2014, 14.5% in 2019).

DISCUSSION

Our findings demonstrate an increase in female speakers at AAOS meetings from 2009 to 2019. The percentage of female moderators and nontechnical sessions given by women increased since 2009. A need for a shift in the distribution of speaker role exists, which promotes inclusivity and prevents professional marginalization. Representation of women as role models increases visibility and may address the leaky pipeline phenomenon and paucity of women in orthopaedics.

The sex gap in sports and exercise medicine research: who does research on females?

Females are underrepresented in sports and exercise medicine research, both as authors and as research participants. The aim of this study was therefore to explore who does sports and exercise medicine research on females. All original research articles with female-only samples published in six major sports and exercise medicine journals over a 7-year period (2014–2020; n = 334) were examined. Out of the 2027 authors of the articles in question, 1149 were categorized as male (56.7%) and 850 were categorized as female (41.9%; 28 [1.4%] could not be categorized). A slight majority of the articles had a female as first author (51.5%), while the majority of the last authors were male (62.3%). Binomial tests of proportions revealed that females were overrepresented in all author roles in this sample compared to the field at large, while chi-square tests of proportions indicated minimal variations in female authorship across the studied period. These findings indicate that females are relatively more likely to do research on females than males are, and that the rate of female authorship remained relatively constant over time.

Towards women-inclusive ecology: Representation, behavior, and perception of women at an international conference

Conferences are ideal platforms for studying gender gaps in science because they are important cultural events that reflect barriers to women in academia. Here, we explored women’s participation in ecology conferences by analyzing female representation, behavior, and personal experience at the 1st Meeting of the Iberian Society of Ecology (SIBECOL). The conference had 722 attendees, 576 contributions, and 27 scientific sessions. The gender of attendees and presenters was balanced (48/52% women/men), yet only 29% of the contributions had a woman as last author. Moreover, men presented most of the keynote talks (67%) and convened most of the sessions. Our results also showed that only 32% of the questions were asked by women, yet the number of questions raised by women increased when the speaker or the convener was a woman. Finally, the post-conference survey revealed that attendees had a good experience and did not perceive the event as a threatening context for women. Yet, differences in the responses between genders suggest that women tended to have a worse experience than their male counterparts. Although our results showed clear gender biases, most of the participants of the conference failed to detect it. Overall, we highlight the challenge of increasing women’s scientific leadership, visibility and interaction in scientific conferences and we suggest several recommendations for creating inclusive meetings, thereby promoting equal opportunities for all participants.

Analysis of scientific society honors reveals disparities

Delivering a keynote talk at a conference organized by a scientific society or being named as a fellow by such a society indicates that a scientist is held in high regard by their colleagues. To explore if the distribution of such indicators of esteem in the field of bioinformatics reflects the composition of this field, we compared the gender, name origin, and country of affiliation of 412 honorees from the "International Society for Computational Biology" (75 fellows and 337 keynote speakers) with over 170,000 last authorships on computational biology papers between 1993 and 2019. The proportion of honors bestowed on women was similar to that of the field's overall last authorship rate. However, names of East Asian origin have been persistently underrepresented among honorees. Moreover, there were roughly twice as many honors bestowed on scientists with an affiliation in the United States as expected based on literature authorship. A record of this paper's transparent peer review process is included in the supplemental information.

Training Programs for Fundamental and Clinician-Scientists: Balanced Outcomes for Graduates by Gender

Background:

Women scientists are less likely to obtain Assistant Professorship and achieve promotion, and obtain less grant funding than men. Scientist/clinician-scientist training programs which provide salary awards as well as training and mentorship are a potential intervention to improve outcomes among women scientists. We hypothesized whether a programmatic approach to scientist/clinician-scientist training is associated with improved outcomes for women scientists in Canada when compared with salary awards alone. Trainees within the Kidney Research Scientist Core Education and National Training Program (KRESCENT), Canadian Child Health Clinician Scientist Program (CCHCSP), and the Canadian Institutes of Health Research (CIHR) salary award programs were evaluated.

Objective:

To examine whether the structured KRESCENT training program with salary support improves academic success for women scientists relative to salary awards alone.

Design:

Retrospective cohort study.

Setting:

Canadian national research scientist and clinician-scientist training programs and salary awards.

Participants:

KRESCENT cohort (n = 59, 2005-2017), CCHCSP cohort (n = 58, 2002-2015), and CIHR (n = 571, 2005-2015) Salary Awardees for postdoctoral fellows (PDF) and new investigators (NI).

Measurements:

National operating grant funding success, achieving an academic position as an Assistant Professor for PDF, or achieving promotion to Associate Professor for NI.

Methods:

The gender distribution of each cohort was determined using first name and NamepediA and was examined for PDF and NI, followed by a description of trainee outcomes by gender and training level.

Results:

KRESCENT and CIHR PDF were balanced (12/27, 44% men and 55/116, 47% women) while CCHCSP had a higher proportion of women (13/20, 65%). KRESCENT and CCHCSP NI retained women scientists (19/32, 59% and 22/38, 58% women), whereas CIHR NI had fewer women (165/455, 36% women vs 290/455, 64% men, P = 0.01). There was a high rate of NI operating grant success (91%-95%) with no gender differences in each cohort. There was a high proportion of CCHCSP PDF who achieved an Assistant Professorship (18/20, 90%) that may be due in part to a longer follow-up period (9.3 ± 3 years) compared with KRESCENT PDF (7/27, 26%, 0.88 ± 4.5 years), and these data were not available for CIHR PDF. Women KRESCENT NI showed increased promotion to Associate Professor (P = 0.02, 0.25 ± 3.2 years follow-up) and CCHCSP NI had high promotion rates (37/38, 97%, 6.9 ± 3.6 years follow-up) irrespective of gender. There was an overall trend toward more men pursuing biomedical research.

Limitations:

KRESCENT and CCHCSP training program cohort size and heterogeneity; assigning gender by first name may result in misclassification; lack of data on the respective applicant pools; and inability to examine intersectionality with gender, ethnicity, and sexual orientation.

Conclusion:

Overall trainee performance across programs is remarkable by community standards regardless of gender. KRESCENT and CCHCSP training programs demonstrated balanced success in their PDF and NI, whereas the CIHR awardees had reduced representation of women scientists from PDF to NI. This exploratory study highlights the utility of programmatic training approaches like the KRESCENT program as potential tools to support and retain women scientists in the academic pipeline during the challenging PDF to NI transition period.

News in Nanocrystals Seminar: Self-Assembly of Early Career Researchers toward Globally Accessible Nanoscience

In 2020, many in-person scientific events were canceled due to the COVID-19 pandemic, creating a vacuum in networking and knowledge exchange between scientists. To fill this void in scientific communication, a group of early career nanocrystal enthusiasts launched the virtual seminar series, News in Nanocrystals, in the summer of 2020. By the end of the year, the series had attracted over 850 participants from 46 countries. In this Nano Focus, we describe the process of organizing the News in Nanocrystals seminar series; discuss its growth, emphasizing what the organizers have learned in terms of diversity and accessibility; and provide an outlook for the next steps and future opportunities. This summary and analysis of experiences and learned lessons are intended to inform the broader scientific community, especially those who are looking for avenues to continue fostering discussion and scientific engagement virtually, both during the pandemic and after.

Gender Representation in Speaking Roles at the American Association of Hip and Knee Surgeons Annual Meeting: 2012-2019

BACKGROUND

The American Association of Hip and Knee Surgeons (AAHKS) has one of the lowest percentages of women members among orthopedic surgery subspecialty societies, having increased from 1.3% to 3.1% since 2012. Our purpose was to report the representation of women in various speaking roles at the AAHKS annual meeting over this time period.

METHODS

We accessed the 2012-2019 AAHKS annual meeting programs online and reviewed all paper presenters, symposium faculty, and session moderators. We recorded instances of women speakers and their degree and specialty. We calculated the percentage of women speakers, women orthopedic surgeon speakers, women session moderators, and women symposium faculty for the overall period of 2012-2019, and for each annual meeting.

RESULTS

Between 2012 and 2019, 33/877 (3.8%) of all speakers at AAHKS were women. Of these, 21 were women orthopedic surgeons, or 2.4% of all speakers. The proportion of total women speakers per year ranged from 1.7% (2017) to 6.4% (2013). Twenty-four of 492 (4.9%) paper presenters were women, and 12/492(2.4%) were women orthopedic surgeons. Four of 143 (2.8%) session moderators were women, and all were orthopedic surgeons. Five of 245 (2.0%) symposium faculty were women, and 0/245 (0%) were women orthopedic surgeons.

CONCLUSION

Although the percentage of women AAHKS members has grown since 2012, the small percentage of women orthopedic surgeons speaking at AAHKS has not. There were no women orthopedic surgeons included on symposium faculty over this entire period. We appreciate and encourage efforts to improve gender diversity among speakers at AAHKS annual meetings.

Disparity in Gender Representation of Speakers at National Emergency Medical Services Conferences: A Current Assessment and Proposed Path Forward

INTRODUCTION

Gender disparities between Emergency Medicine physicians with regards to salary, promotion, and scholarly recognition as national conference speakers have been well-documented. However, little is known if similar gender disparities impact their out-of-hospital Emergency Medical Services (EMS) colleagues. Although there have been improvements in the ratio of women entering the EMS workforce, gender representation has improved at a slower rate for paramedics compared to emergency medical technicians (EMTs). Since recruitment, retention, and advancement of females within a specialty have been associated with the visibility of prominent, respected female leaders, gender disparity of these leaders as national conference speakers may contribute to the "leaky pipeline effect" seen within the EMS profession. Gender representation of these speakers has yet to be described objectively.

STUDY OBJECTIVE

The primary objective of this study was to determine if disparity exists in gender representation of speakers at well-known national EMS conferences and trade shows in the United States (US) from 2016-2020. The secondary objective was to determine if males were more likely than females to return to a conference as a speaker in subsequent years.

METHODS

A cross-sectional analysis of programs from well-known national conferences, specifically for EMS providers, which were held in the US from 2016-2020 was performed. Programs were abstracted for type of conference session (pre-conference, keynote, main conference) and speakers' names. Speaker gender (male, female) was confirmed via internet search.

RESULTS

Seventeen conference programs were obtained with 1,709 conference sessions that had a total of 2,731 listed speaker names, of whom 537 (20%) were female. A total of 30 keynote addresses had 39 listed speaker names of whom six (15%) were female. No significant difference was observed in the number of years males returned to present at the same conference as compared to females.

CONCLUSION

Gender representation of speakers at national EMS conferences in the US is not reflective of the current best estimate of the US EMS workforce. This disparity exists not only in the overall percent of female names listed as speakers, but also in the percent of individual female speakers, and is most pronounced within keynote speakers. Online lecture platforms, as an unintentional consequent of the COVID-19 pandemic, coupled with intentional speaker development and mentorship initiatives, may reduce barriers to facilitating a new pipeline for more females to become speakers at national EMS conferences.

Leveraging the electronic health record to evaluate the validity of the current RVU system for radiologists

BACKGROUND

Relative value units (RVUs) are utilized to evaluate physician productivity in many fields, including radiology. The goal of this paper is to use the electronic medical record (EMR) to evaluate whether the current RVU system allows for fair comparison between radiologists' time effort.

MATERIALS AND METHODS

The study was approved by the local Institutional Review Board (IRB). Over 600,000 radiology studies with unique current procedural terminology (CPT) codes were evaluated, and after exclusion of studies interpreted in conjunction with trainees or interpreted using other software systems, a total of 241,627 studies remained. The median 25%ile, 50%ile, 65%ile, 75%ile and modal study ascribable times (SATs) for each CPT code was calculated across all radiologists. To evaluate the potential bias incurred using the current RVU system, the number of days required to achieve the Association of Administrators in Academic Radiology AAARAD 65%ile were calculated.

RESULTS

RVU values were positively correlated with SATs (r = 0.69-0.71, p < 0.001). The variability in the radiologists' time to achieve the AAARAD 65%ile benchmark was highest for musculoskeletal imaging, and lowest for thoracic imaging. The discrepancy in the number of days of work required to achieve the AAARAD 65%ile benchmark was 141.1% (197.7 days) for musculoskeletal imaging, 107.5% (161.9 days) for neuroimaging, 89.6% (185.9 days) for body imaging, and 72.2% (84.0 days) for thoracic imaging.

CONCLUSION

The current RVU system is not strongly correlated with radiologist effort measured by radiologists' time. A time-based metric is more representative of radiologist work. However, there is no perfect method to measure radiologists' work.

Representation of women in speaking roles at annual surgical society meetings

BACKGROUND

Women are disproportionately underrepresented in American academic surgery and surgical society leadership; we investigated the proportion of speaking roles held by women across a wide variety of surgical society meetings.

METHODS

Publicly-available data on invited speakers, panelists, and moderators at 23 national surgical societies' annual meetings from 2002 to 2019 were collected. Mixed effects logistic regression was used to evaluate the adjusted trend of gender representation over time for each role.

RESULTS

15.9% of invited speakers were women. Adjusted analysis showed an 8% increase in odds of having female speakers per year (OR1.08, p = 0.002, 95%CI 1.03-1.14). 24.4% of moderators and 22.5% of panelists were female; there was increasing trend in adjusted analysis for both moderators (OR1.09, p < 0.001, 95%CI 1.07-1.11) and panelists (OR1.13, p < 0.001, 95%CI 1.11-1.43).

CONCLUSIONS

There is a wide range in speaking roles held by women at surgical society meetings, but an encouraging trend towards greater parity was seen overall.

Closing the gender gap at academic conferences: A tool for monitoring and assessing academic events

The importance of participation in academic conferences is well known for members of the scientific community. It is not only for the feedback and the improvement of the work, it is also about career development, building networks and increasing visibility. Nevertheless, women continue to be under-represented in these academic events and even more so in the most visible positions such as speaking roles. This paper presents the development of a tool based on performance indicators, which will allow monitoring and evaluating gender roles and inequalities in academic conferences in order to tackle the underrepresentation of women. The study identifies relevant perspectives (participation, organizational structure and attitudes) and designs specific lists of performance indicators for each of them. The tool is based on a combination of two multicriteria techniques, Analytic Hierarchy Process and Analytic Hierarchy Process Sort, and a qualitative analysis based on in-depth interviews and information gathered from a focus group. The use of the AHP multi-criteria decision technique has allowed us to weight the indicators according to the opinion of several experts, and with them to be able to generate from these weightings composite indicators for each of the three dimensions. The most relevant indicators were for the participation dimension. Additionally, the tool developed has been applied to an academic conference which has been monitored in real time. The results are shown as a traffic light visualization approach, where red means bad performance, yellow average performance and green good performance, helping us to present the results for each indicator. Finally, proposals for improvement actions addressed to the red indicators are explained. The work carried out highlights the need to broaden the study of gender equality in academic conferences, not only regarding the participation but also the performance of different roles and functions.

Are Women Proportionately Represented as Speakers at Orthopaedic Surgery Annual Meetings? A Cross-Sectional Analysis

BACKGROUND

In spite of efforts to improve gender diversity in orthopaedic surgery, women remain underrepresented, particularly with increasing academic rank. Opportunities to speak at society meetings are an important component of building a national reputation and achieving academic promotions. However, little is known about the gender diversity of orthopaedic society annual meeting speakers. Data on this topic are needed to determine whether these speaking roles are equitably distributed between men and women, which is fundamental to equalizing professional opportunity in academic orthopaedic surgery. QUESTION/PURPOSES: (1) Is the gender diversity of invited speakers at annual orthopaedic subspecialty society meetings proportional to society membership? (2) Are there differences in the proportion of women invited to speak in technical sessions (defined as sessions on surgical outcomes, surgical technique, nonsurgical musculoskeletal care, or basic science) versus nontechnical sessions (such as sessions on diversity, work-life balance, work environment, social media, education, or peer relationships)? (3) Does the presence of women on the society executive committee and annual meeting program committee correlate with the gender diversity of invited speakers? (4) Do societies with explicit diversity efforts (the presence of a committee, task force, award, or grant designed to promote diversity, or mention of diversity as part of the organization's mission statement) have greater gender diversity in their invited speakers?

METHODS

Seventeen national orthopaedic societies in the United States were included in this cross-sectional study of speakership in 2018. Each society provided the number of men and women members for their society in 2018. The genders of all invited speakers were tabulated using each society's 2018 annual meeting program. Speakers of all credentials and degrees were included. All manuscript/abstract presenters were excluded from all analyses because these sessions are selected by blinded scientific review. A Fisher's exact test was used to compare the proportion of women versus men in nontechnical speaking roles. The relationship between women in society leadership roles and women in all speaking roles was investigated using a linear regression analysis. A chi square test was used to compare the proportion of women in all speaking roles between societies with stated diversity efforts with societies without such initiatives.

RESULTS

Overall, women society members were proportionately represented as annual meeting speakers, comprising 13% (4389 of 33,051) of all society members and 14% (535 of 3928) of all annual meeting speakers (% difference 0.6% [95% CI -0.8 to 1.5]; p = 0.60); however, representation of women speakers ranged from 0% to 33% across societies. Women were more likely than men to have nontechnical speaking roles, with 6% (32 of 535) of women's speaking roles being nontechnical, compared with 2% (51 of 3393) of men's speaking roles being nontechnical (OR 4.2 [95% CI 2.7 to 6.5]; p < 0.001). There was a positive correlation between the proportion of women in society leadership roles and the proportion of women in speaking roles (r = 0.73; p < 0.001). Societies with a stated diversity effort had more women as conference speakers; with 19% (375 of 1997) women speakers for societies with a diversity effort compared with 8% (160 of 1931) women speakers in societies without a diversity effort (OR 2.6 [95% CI 2.1 to 3.1]; p < 0.001).

CONCLUSIONS

Although the percentage of women in speaking roles was proportional to society membership overall, our study identified opportunities to improve gender representation in several societies and in technical versus nontechnical sessions. Positioning more women in leadership roles and developing stated diversity efforts are two interventions that may help societies improve proportional representation; we recommend that all societies monitor the gender representation of speakers at their annual meetings and direct conference organizing committees to create programs with gender equity.

CLINICAL RELEVANCE

Society leadership, national oversight committees, invited speakers, and conference attendees all contribute to the layers of accountability for equitable speakership at annual meetings. National steering committees such as the American Academy of Orthopaedic Surgeons Diversity Advisory Board should monitor and report conference speaker diversity data to create systemwide accountability. Conference attendees and speakers should critically examine conference programs and raise concerns if they notice inequities. With these additional layers of accountability, orthopaedic surgery annual meetings may become more representative of their society members.

Proportion of Female Speakers at Academic Medical Conferences Across Multiple Specialties and Regions

IMPORTANCE

Women in medicine have been underrepresented at medical conferences; however, contributing factors have not been well studied.

OBJECTIVE

To examine the distribution of invited conference speakers by gender and factors associated with representation of women as speakers.

DESIGN, SETTING, AND PARTICIPANTS

This cross-sectional analysis used medical conference programs from March 2017 to November 2018 across 20 specialties in 5 regions (Australasia, Canada, Europe, the UK, and the US) that were obtained online or from conference conveners.

EXPOSURES

Gender of invited lecturers, panelists, and planning committee members for each conference based on name or picture and publicly available data on compositions of specialties by gender for included regions.

MAIN OUTCOMES AND MEASURES

Outcomes included the proportion of female speakers (invited lecturers and panelists), the number of single-gender panels, and the proportion of female speakers compared with the specialties' gender composition. Correlations between the gender composition of conference planning committees and the proportion of female speakers were assessed. Multivariable regression models were used to evaluate factors independently associated with the proportion of female speakers at conferences.

RESULTS

A total of 8535 sessions (panels and invited lectures) with 23 440 speakers across 98 conferences were identified. Women accounted for 7064 (30.1%) of speakers; 1981 of 5409 panels (36.6%) consisted of men only, and 363 (6.7%) consisted of women only. The proportion of women speakers varied by region and specialty from 5.8% to 74.5%. In general, specialties with low baseline proportions of women (<20%) had a ratio of female speakers to female specialists greater than 1, whereas specialties with high baseline proportions of women (>40%) had a ratio of female speakers to female specialists less that 1. There was a strong positive correlation between the proportion of women on planning committees and conference representation of female speakers (r = 0.67; P < .001). The association remained statistically significant after controlling for other variables, including the regional gender balance of the specialty (odds ratio, 1.10; 95% CI, 1.04-1.15; P < .001 for every 10% increase in the proportion of women on the planning committee).

CONCLUSIONS AND RELEVANCE

In this cross-sectional study, the proportion of female speakers at medical conferences was lower than that of male speakers, and more than one-third of panels were composed of men only. Increasing the number of women on planning committees may help address gender inequities.

Addressing Gender Equity in Senior Leadership Roles in Translational Science

Inequities for women exist across many leverage points of an academic career in science, technology, engineering, mathematics, and medicine (STEMM) disciplines, ranging from poorer success rates at promotion, reduced grant success, and a lower likelihood of invited conference presentations, to a propensity to undertake the lion's share of academic service roles. Moreover, an almost intractable salary gap exists, along with a stark under-representation of women in senior scientific leadership roles, widespread throughout the United States, United Kingdom, Europe, and Australia. Numerous factors have been put forward as contributors to this disparity, including the notions that these inequities are a result of a pipeline issue and that women are less qualified or have less experience than men, implicit bias, a lack of flexibility in the work place, a lack of role models, the use of biased measures of success for promotion, and the lack of equitable parental leave programs. In this viewpoint, we address factors shown to contribute to the lack of women in leadership roles. Specifically, we look at systemic barriers, parental and carer leave, and domestic barriers, and we present solutions to address these barriers across an individual's professional and personal life. For women to achieve equity in senior scientific leadership roles, we believe that barriers across all facets of life need to be addressed and that the important contributions that women make and have made to STEMM need to be recognized.

Improving sex and gender identity equity and inclusion at conservation and ecology conferences

Conferences are important for professional learning and for building academics' reputations and networks. All members of the scientific community should feel supported and free to contribute their best at such events. I evaluated the actions and policies of conferences held by international academic societies for ecology and conservation since 2009, to assess whether conferences support participation across sexual orientations and gender identities. Although half of the 30 conferences had codes of conduct promoting equity, diversity and inclusion, the quantity and quality of initiatives to support such principles varied between societies and years. Conferences with codes were significantly more likely to implement structural initiatives to minimize discrimination or harassment, such as procedures for reporting misconduct and submission guidelines to promote speaker diversity, as well as initiatives to support parents. Initiatives minimizing barriers to attendance were rare; 47% of conferences were held in locations that discriminate against certain identities and <10% promoted event safety and accessibility to potential attendees. Piecemeal actions and inadequate conference evaluation have resulted in no significant growth in gender equity or diversity initiatives. I propose a six-step timeline that improves conference inclusion by embedding diversity and equity into planning, financing, marketing, scientific and social scheduling, evaluation and reporting.

Gender Representation Among Plenary Panel Speakers at the American Urological Association Annual Meeting

OBJECTIVE

To examine trends in the representation of women in plenary panels at the American Urological Association (AUA) Annual Meeting.

METHODS

A review of all plenary sessions from AUA Annual Meetings during 2017-2019 was performed. The number and proportion of invited moderators and panelists by gender were recorded and analyzed by the topic of each plenary session. We performed descriptive analyses and tested temporal trends in gender representation.

RESULTS

A total of 168 plenary panels were held at the AUA meetings, 62 panels in 2017, 51 panels in 2018, and 55 panels in 2019. Overall, 59% of panels were all-male panels (61% in 2017, 67% in 2018, and 49% in 2019) with exclusively male moderators and panelists. There was no significant change in the proportion of all-male panels during the study period (P = .20). Among the 168 panels, 153 (91%) had a male moderator, and 107 (64%) had only male panelists. Seventy-five unique female speakers accounted for 90 (12%) of the 742 total panel speaking roles. There was significant variation in the proportion of female speakers among 6 plenary topics (P = .03); the overall proportion of all-male panels was highest for sexual medicine sessions (14 of 18 panels, 78%) and lowest for female pelvic medicine sessions (5 of 19 panels, 26%).

CONCLUSION

Female representation in plenary panels at recent AUA Annual Meetings did not significantly change, with the majority of panels composed entirely of male speakers. Continued evaluation of these trends may inform efforts to achieve gender equality at national urology meetings.

Spectrum of Diversity in Today's Infectious Diseases Workforce: It's Much Broader and Brighter Than You Think

The spectrum of inclusion, diversity, access, and equity among the Infectious Diseases (ID) workforce is ever-growing, ever-evolving, and continuously benefiting from the contributions made by the unique differences among our workforce which make us stronger, smarter, and better prepared to respond to whatever emerging ID challenge we will encounter next.

Gender of Presenters at Ophthalmology Conferences Between 2015 and 2017

PURPOSE

To analyze the proportion of women presenting at 9 major ophthalmology conferences over 3 years.

DESIGN

Retrospective observational study.

METHODS

Conference brochures from 9 national ophthalmology conferences from 2015 to 2017 were analyzed. Genders of first author presenters of papers and non-papers (moderators, presenters at symposia, panel discussions, workshops/instructional courses) were recorded. Comparisons were made to the gender ratio of board-certified ophthalmologists. Student t test and Cochran-Armitage trend test was used for analysis, with significance at P < .05.

RESULTS

Of 14,214 speakers, 30.5% were female, statistically higher than the expected 25.4% (P < .001). Paper presenters were 33.1% female (P < .001) and non-paper presenters were 28.5% female (P < .001). When stratified to general or subspecialty conference, general conferences had a higher proportion of women compared to the American Board of Ophthalmology (ABO) expected rates (P < .001) for paper and non-paper presentations. The rates of female presenters increased over the 3 years only at the Association for Research in Vision and Ophthalmology (P = .009). Subgroup analysis showed that women presented 33.1% of papers but only 28.5% of non-paper presentations, which is lower than expected (P < .001).

CONCLUSIONS

Our results highlight positive trends: the overall proportions of female speakers exceed ABO estimates of female ophthalmologists. However, the gender gap remains at many subspecialty conferences, especially for non-papers, which are more likely to require invitations rather than being self-submitted. As demographics continue to change, further efforts are needed to assure equitable selection of conference presenters.

Suggestions for Improving Invited Speaker Diversity To Reflect Trainee Diversity

Within the field of biomedical research in the United States, the proportion of underrepresented minorities at the Full Professor level has remained consistently low, even though trainee demographics are becoming more diverse. Underrepresented groups face a complex set of barriers to achieving faculty status, including imposter syndrome, increased performance expectations, and patterns of exclusion. Institutionalized racism and sexism have contributed to these barriers and perpetuated policy that excludes underrepresented minorities. These barriers can contribute to decreased feelings of belonging, which may result in decreased retention of underrepresented minorities. Though some universities have altered their hiring practices to increase the number of underrepresented minorities in the applicant pool, these changes have not been sufficient. Here we argue that departmental invited seminar series can be used to provide trainees with scientific role models and increase their sense of belonging while institutions work towards more inclusive policy. In this study, we investigated the demographics (gender and race) of invited seminar speakers over 5 years to the Department of Microbiology and Immunology at the University of Michigan. We also investigated current trainee demographics and compared them to invited speaker demographics to gauge if our trainees were being provided with representation of themselves. We found that invited speaker demographics were skewed towards Caucasian men, and our trainee demographics were not being represented. From these findings, we proposed policy change within the department to address how speakers are being invited with the goal of increasing speaker diversity to better reflect trainee diversity. To facilitate this process, we developed a set of suggestions and a web-based resource that allows scientists, committees, and moderators to identify members of underserved groups. These resources can be easily adapted by other fields or subfields to promote inclusion and diversity at seminar series, conferences, and colloquia.

[Representation of Female speakers at French psychiatry conferences]

OBJECTIVES

First, the main objective was to describe the evolution of the representation of women at the two main conferences of psychiatry in France-Encephale and French Congress of Psychiatry-from 2009 to 2018, and to compare it to the evolution of the representation of women among French psychiatrists. Second, we aimed to describe this evolution within the themes of general psychiatry, child psychiatry and addictology and compare it to the evolution of the number of adult psychiatrists, child psychiatrists and addictologists in France, and likewise to describe this evolution within the organizing and scientific committees, chairpersons and symposia of pharmaceutical companies at these conferences. We hypothesized that women are underrepresented at French speaking psychiatry conferences and sought to quantify this.

METHODS

Programs from the 2009-2018 meetings of the Encephale and the French Congress of Psychiatry were included in analysis. We collected for each intervention information about the sex of the participant, the type of the intervention (i.e., speaker, moderator, chairperson) and its main theme (i.e., general psychiatry, child psychiatry, addictology, pharmaceutical company symposium). We also collected from the National Council of the French Medical Association the number of male and female psychiatrists active in France from 2009 to 2018, and the number of male and female psychiatrists who have validated a specific competence in child psychiatry and addictology. The average proportion of women at the two conferences per year was obtained by weighting the average by the different numbers of speakers at the two conferences. À Chi-squared test was used to compare the evolution of the proportion gap over time.

RESULTS

The proportion of women speaking at these conferences ranged from 25 % in 2009 to 32 % in 2018. Among French psychiatrists, the proportion of female psychiatrists increased from 46 % to 51 %, with a higher proportion of women since 2016. In that ten year span, the difference between the proportion of females amongst the French psychiatrists and the speakers at these French conferences varied between 21 % in 2009 and 17 % in 2016, with a higher proportion of female psychiatrists registered at the National Council of the French Medical Association than female speakers at these conferences. The proportion of female speakers at these conferences tends to increase more quickly than the proportion of active female psychiatrists. The proportion of women speaking on child psychiatry topics (41-59 %) is much higher for each year than those of women speaking on general psychiatry topics (24-33 %) or on addictology topics (10-39 %). Also, the proportion of women speaking on child psychiatry and addictology topics tends to increase more quickly than the proportion of active female child psychiatrists and addictologists in France, while the proportion of women speaking on general psychiatry topics tends to increase more slowly than the proportion of active female psychiatrists for adults in France. The proportion of female speakers is very low in symposia of pharmaceutical companies (7-24 %), members of organizing and scientific committees (13-33 %) and chairpersons (19-28 %), although it increases sfrom 2009 to 2018.

PERSPECTIVES

This observation of the underrepresentation of women at French psychiatry conferences could make it possible to achieve greater equity. This count could be continued in the next few years and could raise the question of the inclusion of parity in the policy of psychiatric conferences, both among the speakers and among the scientific and organizational committees. Higher exposure of women to conferences would reduce the Matilda effect, defined by minimizing women's contribution to research.

Where are the female experts? Perceptions about the absence of female presenters at a Digital Health Conference in Bolivia

BACKGROUND

Gender disparities exist worldwide related to female representation in digital health initiatives especially in low and middle income countries (LMICs). Upstream approaches and policy implementation has been effective in some countries to reduce the gender gap in the areas of political and sector leadership. At an international digital health conference in Bolivia, all-male expert panels presented their research and innovations to audiences from the Bolivian national and regional health departments and private and non-governmental organization heath leaders.

METHODS

An in-depth qualitative analysis of participant perspectives related to the absence of female presenters at this digital health conference in Bolivia was performed. Using a cross-sectional research design, the questionnaire rated the respondents' satisfaction using Likert scales and their perspectives using open-ended questions. A multidisciplinary team of coders reviewed the respondents' responses in detail and developed general themes.

RESULTS

The sample consisted of 80 respondents who completed the questionnaire from the 115 people attending the conference, giving a 70% response rate (80/115). Respondents were broadly represented in terms of gender, age, occupation and experience using digital health tools. The code structure contained five primary codes each reflecting sets of ideas and possible solutions for gender equality in science and health technology in Bolivia. The five recurrent themes, ranked from the most common mentioned to the least common, were: (I) opportunities and incentives (38%); (II) indifference (23%); (III) role models (18%); (IV) capacity strengthening and empowerment (15%); (V) norms and policies (7%).

CONCLUSIONS

The results of this study can be useful for preparing a more representative digital health field in Bolivia overtime. Conference respondents provide key recommendations to reduce gender inequality at digital health conferences and in the field. This study provides evidence from Bolivian health workers and officials on their perspectives related to the absence of female presenters at an international digital health conference and their suggestions for optimizing female participation and leadership at conferences and in the digital health field going forward.

How to Make the Invisible Women of STEM Visible

Although women make up more than 50% of the population, they have long been an under-represented minority in science, technology, engineering, and mathematics (STEM). In chemistry, for example, only five of a total of 181 Nobel prizes (2.8%) awarded over more than 100 years have been bestowed upon women. Closer to home, Professor Frances Separovic – the subject of this special issue of Aust. J. Chem. – was the first woman chemist elected to the Fellowship of the Australian Academy of Science. That happened very recently, in 2012. At that point in time, the Academy had been electing Fellows for nearly 60 years. The lack of visible female role models and the absence of women in prominent scientific positions may be one reason why girls and young women do not see STEM as a viable career option. After all, if you can’t see it, how can you be it? Here, we present personal accounts of our two quite different research career paths – one starting in 2010 that included a significant career disruption, the other starting 20 years earlier in 1990. We describe the challenges we have faced as women in a testosterone-rich environment, and the circumstances that allowed us to continue. We provide suggestions for addressing systemic, organisational, and social barriers to the progression of women in STEM.

Men and women differ in their perception of gender bias in research institutions

There is extensive evidence of gender inequality in research leading to insufficient representation of women in leadership positions. Numbers revealing a gender gap in research are periodically reported by national and international institutions but data on perceptions of gender equality within the research community are scarce. In the present study, a questionnaire based on the British Athena Survey of Science, Engineering and Technology (ASSET 2016) was distributed among researchers working in Spain. Consistent with the original UK-based study, women in research perceived a greater degree of gender inequality than men. This difference was consistent from junior to senior positions, within public and private universities as well as research centres, and across all research disciplines. When responses were compared with the existing UK-based questionnaire, researchers in Spain felt that women and men are treated more equally in the workplace, yet they perceived their home departments to be less supportive regarding matters of gender equality. The results of this study provide clear evidence that men and women do not share the same perceptions of gender equality in science and that their differing perceptions are relatively consistent across two major European countries. The fact that men occupy the majority of senior positions while not perceiving the same inequality as women do, may be critical when it comes to ensuring the fair ascent of women to senior positions in an academic system. These data encourage the implementation of measures to ensure that both men and women are aware of gender biases in research.

Gender Disparities in Awards to Neuroscience Researchers

Women in academia receive fewer prestigious awards than their male counterparts. This gender gap may emerge purely from structural factors (e.g., gender differences in time spent in academia, institutional prestige, and academic performance), or from a combination of structural and psychological factors (e.g., gender schemas). To test these competing predictions, we assessed the independent contribution of year of degree, institutional prestige (a composite of prestige of PhD school and current affiliation), academic performance (total publications, total cites, and h-index), and gender to the prestige of awards earned by male (N = 298) and female (N = 134) academic neuroscientists. Award prestige was determined by an independent set of neuroscientists. Men earned more prestigious awards than women after controlling for institutional prestige, year of degree, and total publications. But after controlling for total citations or h-index, no gender difference appeared. Mediation analyses revealed that the gender disparity in awards was mediated by a gender difference in total cites and h-index. There was a reciprocal effect as well, in that the gender disparity in total cites and h-index was partially mediated by awards. These results point to an indirect path by which psychological factors may create gender disparities in academic awards: gender schemas may lead to women's papers receiving fewer citations than men's papers, resulting in more prestigious awards for men than for women. Additionally, our results suggest that gender disparities in awards and citations may reinforce each other. Practical implications for promoting gender equality in academic awards are discussed.

Representation of Women Among Invited Speakers at Medical Specialty Conferences

Background: Gender-related differences have been found among invited speakers in select professional and medical societies. We examined whether similar disparities existed among keynote speakers, plenary speakers, and invited lecturers in a broad range of medical specialty conferences from 2013 to 2017. Materials and Methods: A cross-sectional study was performed on 27 U.S. medical specialty conferences for which data were available on plenary speakers, keynote speakers, and/or invited lecturers. For each speaker, gender and degree(s) were determined. Fisher's exact test was performed to compare proportions of women among speakers to Association of American Medical Colleges' (AAMC) physician workforce data on gender distribution. Results: In aggregate, we identified 246 women among 984 speakers, significantly lower than expected when compared with 2015 AAMC data (25.0% vs. 34.0%; p < 0.00001). Compared with AAMC data reported in 2013, 2015, and 2017, women were significantly underrepresented in 2013 (p = 0.0064) and 2015 (p = 0.00004). In 2017, the proportion of women among invited speakers trended lower than AAMC active women physicians but did not reach significance (p = 0.309). Analysis of individual conference data stratified by year indicated that, while the representation of women among all speakers improved between 2015 and 2017, the representation of women among keynote speakers, plenary speakers, and invited lectureships was variable (including zero levels some years during the study period) and remained lower than expected as compared with workforce data for specific medical specialties. Conclusions: Evaluating for and improving disparities is recommended to ensure gender equity among invited speakers across all medical specialty conferences.

Creation of a Professional Development Program for Women in a Major US Medical School Pathology Department

Background

Improving promotion and retention of women in pathology at major medical schools is important, especially in schools and departments that are below Association of American Medical College averages for these metrics. Our objective was to create a professional development program for women within the Department of Pathology at Washington University School of Medicine and to assess its perceived value.

Methods

A forum for women faculty, residents, and fellows was created and has been in place for 5 years. The forum meets once per month; the content includes various topics, articles, books, and invited speakers and covers a broad range of professional development subjects. The success of the forum was assessed by surveying attendees. A survey was created with Surveymonkey.com and sent to 65 women who had been invited to the forum over the 5-year period.

Results

Responses were received from 26/65 (40%) women surveyed. Junior faculty constituted 42% of attendees, with fellows, residents, midcareer faculty, and senior faculty attending in the descending order of frequency. All responders found the forum valuable. The most valuable content can be broken into 2 major themes: (a) issues facing women in medicine (such as unconscious bias) and (b) tools for improving professional development (such as negotiation skills for women).

Conclusions

Survey responses and comments indicate that this forum is perceived as extremely valuable. This format and content could easily be replicated in any academic department. Knowledge of what topics women found the most valuable can help direct the content and enhance successful outcomes of this type of professional development program.

Gender Imbalance at Academic Plastic Surgery Meetings

BACKGROUND

Participation in scientific meetings yields multiple benefits, yet participation opportunities may not be equally afforded to men and women. The authors' primary goal was to evaluate the representation of men and women at five major academic plastic surgery meetings in 2017. Secondarily, the authors used bibliometric data to compare academic productivity between male and female physician invited speakers or moderators.

METHODS

The authors compiled information regarding male and female invited speakers from meeting programs. Bibliometric data (h-index, m-value) and metrics of academic productivity (numbers of career publications, publications in 2015 to 2016, career peer-reviewed publications, first and senior author publications) for invited speakers were extracted from Scopus and analyzed.

RESULTS

There were 282 academic physician invited speakers at the five 2017 meetings. Women constituted 14.5 percent. Univariate analysis showed no differences in h-index, m-value, or numbers of total career publications or first and last author publications at the assistant and associate professor ranks, but higher values for men at the professor level. A model of academic rank based on bibliometric and demographic variables showed male gender significantly associated with increased probability of holding a professor title, even when controlling for academic achievement markers (OR, 2.17; 95 percent CI, 1.61 to 2.92).

CONCLUSIONS

Although the impact of women's published work was no different than that of men among junior and midcareer faculty, women constitute a minority of invited speakers at academic plastic surgery meetings. Sponsorship is imperative for achieving gender balance within plastic surgery and to ultimately create more diverse and effective teams to improve patient care.

From presentation to paper: Gender disparities in oncological research

Gender disparities in scientific publications have been identified in oncological research. Oral research presentations at major conferences enhance visibility of presenters. The share of women presenting at such podia is unknown. We aim to identify gender-based differences in contributions to presentations at two major oncological conferences. Abstracts presented at plenary sessions of the American Society of Clinical Oncology (ASCO) Annual Meetings and European Society for Medical Oncology (ESMO) Congresses were collected. Trend analyses were used to analyze female contribution over time. The association between presenter's sex, study outcome (positive/negative) and journals' impact factors (IFs) of subsequently published papers was assessed using Chi-square and Mann-Whitney U tests. Of 166 consecutive abstracts presented at ASCO in 2011-2018 (n = 34) and ESMO in 2008-2018 (n = 132), 21% had female presenters, all originating from Northern America (n = 17) or Europe (n = 18). The distribution of presenter's sex was similar over time (p = 0.70). Of 2,425 contributing authors to these presented abstracts, 28% were women. The proportion of female abstract authors increased over time (p < 0.05) and was higher in abstracts with female (34%) compared to male presenters (26%; p < 0.01). Presenter's sex was not associated with study outcome (p = 0.82). Median journals' IFs were lower in papers with a female first author (p < 0.05). In conclusion, there is a clear gender disparity in research presentations at two major oncological conferences, with 28% of authors and 21% of presenters of these studies being female. Lack of visibility of female presenters could impair acknowledgement for their research, opportunities in their academic career and even hamper heterogeneity in research.