"It Looks Good on Paper, But It Was Never Meant to Be Real": Mixed-Gender Events in the Paralympic Movement

Although the Paralympic Games have been around for over 60 years, women remain underrepresented in almost all aspects of the Paralympic Movement. It has been suggested that a way to increase women's involvement is through the implementation of mixed-gender events. On paper, this approach makes sense. However, when it comes to the implementation of mixed-gender opportunities for women, it is less clear how effective these events are in increasing participation by women in Para sport. Through document analysis and interviews with athletes and organizers of mixed-gender Paralympic sport, we explore the various strategies that four mixed-gender sports have used to address the issue of gender parity. Using critical feminist theories, we illustrate how larger social, political, and cultural ideas about gender influence women's experiences within these events and discuss the potential of using mixed-gender initiatives to address gender parity within the Paralympic Movement.

Gender Disparity in Leading Authorship of Critical Care Clinical Trials: A Systematic Review and Meta-Analysis

In critical care medicine, research trials serve as crucial avenues for disseminating knowledge, influencing clinical practices, and fostering innovation. Notably, a significant gender imbalance exists within this field, potentially mirrored in the authorship of critical care research. This study aimed to investigate an exploration to ascertain the presence and extent of female representation in first and senior authorship roles within critical care literature. To this end, a systematic search was conducted across PubMed, Google Scholar, and Web of Science databases for original articles published up to February 2024, coupled with a methodological quality assessment via the Newcastle-Ottawa Scale (NOS) and statistical analyses through Review Manager software (RevMan, version 5.4.1, The Cochrane Collaboration, 2020). The study's findings, distilled from seven studies included in the final analysis, reveal a pronounced gender disparity. Specifically, in critical care literature examining mixed populations, female first authors were significantly less common than their male counterparts, with an odds ratio (OR) of 4.25 (95% confidence interval (CI): 3.18-5.68; p < 0.00001). Conversely, pediatric critical care studies did not show a significant difference in gender distribution among first authors (OR: 1.37; 95% CI: 0.31-6.10; p = 0.68). The investigation also highlighted a stark underrepresentation of female senior authors in critical care research across both mixed (OR: 11.67; 95% CI: 7.76-17.56; p < 0.00001) and pediatric populations (OR: 5.41; 95% CI: 1.88-15.56; p = 0.002). These findings underscore the persistent underrepresentation of women in critical care literature authorship and their slow progression into leadership roles, as evidenced by the disproportionately low number of female senior authors.

The Impact of Gender Diversity on Excellence in Pathology Research and Education

In this editorial, we inspect the critical role of gender diversity within the domain of pathology and its consequential impact on research innovation and clinical outcomes. The editorial commences with a historical overview of gender disparities in pathology, acknowledging advancements toward gender parity while highlighting persistent impediments to full inclusivity. The discourse emphasizes the intrinsic value of integrating diverse gender perspectives in research, illustrating how such inclusivity catalyzes innovation, mitigates research biases, and elevates the standard of patient care through a more comprehensive understanding of the field of pathology. Key barriers to gender diversity in pathology are systematically analysed, including disproportionate clinical burdens, time allocation conflicts due to societal roles, restricted access to specialized training, financial limitations, inadequate support networks, workplace discrimination, and the challenge of balancing family responsibilities with professional aspirations. We propose strategic interventions to address these barriers, advocating for increased awareness, diversity-focused training programs, and mechanisms for recognizing and rewarding the contributions of underrepresented genders in the field. Furthermore, we highlight exemplary initiatives that have successfully promoted gender diversity, such as the Johns Hopkins Pathology Department's outreach program, and the role of professional organizations, notably the American Society for Investigative Pathology and its "Women in Pathology" community, is discussed as pivotal in celebrating and advancing women's contributions to the field of pathology. In conclusion, we suggest that dismantling gender bias is imperative for realizing the full potential of pathology as a discipline. The editorial argues for a systemic embrace of gender diversity and inclusivity as fundamental to fostering research innovation, enhancing clinical practice, and ultimately improving patient outcomes. This scholarly examination calls for a concerted effort within the pathology community to integrate diverse perspectives, thereby enriching the field and contributing to the advancement of medical science.

Gender parity in neurosurgery residencies: an analysis

OBJECTIVE

The number of women graduating from United States medical schools has reached parity with that of men. However, persistent inequalities and barriers have slowed the pace toward equity in application and representation in neurosurgery residency despite initiatives to increase female representation. The objective of the present study was to assess the advancement of gender parity within neurosurgery residency programs. Additionally, the study aimed to analyze the pipeline dynamics by investigating the effects of attrition on women in neurosurgery, as well as exploring the patterns of female applications to neurosurgery residency programs versus other surgical specialties.

METHODS

Data on the number of active female neurosurgery residents and female applicants to neurosurgery were collected from the Accreditation Council for Graduate Medical Education Data Resource Book from 2007 to 2021 and Electronic Residency Application Service from 2014 to 2022. Linear regression analysis was used to predict the percent of active female residents based on academic year (AY). A Pearson chi-square test was used to determine the odds of a female applying to neurosurgery.

RESULTS

The percent of active female residents in neurosurgery increased from 11.0% in 2007 to 21.8% in 2021. Bivariate linear regression analysis using AY as a predictor of the percent of active females showed a statistically significant correlation. On average, the percent of active female residents increased by 0.65% per year. If trends persist, parity for females in neurosurgery will not be reached until 2069. Linear regression analysis of the overall rate of attrition in neurosurgery as a predictor of the percent of active female residents revealed that for every 1% increase in the rate of attrition, the percent of active female residents decreased by 2.91% (p = 0.001). The percent of female applicants to neurosurgery increased from 19.6% in 2014 to 29.8% in 2022 (p = 0.009), yet the odds of a female applying to neurosurgery remain low.

CONCLUSIONS

Neurosurgery continues to struggle with the recruitment of female medical students even as parity has been reached for female medical school matriculants. Greater effort is needed to recruit and retain female applicants to neurosurgery, including increased transparency in match and attrition metrics.

Gender Disparities in First Authorship in Publications Related to Attention Deficit Hyperkinetic Disorder (ADHD) and Artificial Intelligence (AI)

The medical profession has experienced a significant increase in the number of women practitioners in recent decades, leading to a reduction in the gender gap. According to the United States Medical Association, approximately 25% of physicians in the United States are now women. Although this progress is evident in the clinical setting, women's representation in academic medicine remains disproportionately low. The underrepresentation of women in academia has various consequences, including limited access to academic resources and hindered career growth. Previous studies have attempted to analyze these disparities, but results have been inconsistent, and the issue's complexity has not been fully understood. This study aims to examine the disparity in the gender of first authors in academic publications related to " Artificial intelligence (AI) and Attention Deficit Hyperkinetic Disorder (ADHD)" between 2010 and 2023. Analysis was conducted on June 21st, 2023, using the database PubMed. The search term "AI" AND "ADHD" was used to derive all articles over a period of 13 years, from January 1st, 2010, to December 31st, 2022, excluding the year 2023 due to limited available publications. The relevant articles were downloaded in Microsoft Excel sheets. The gender of the first authors was determined using the NamSor app V.2, an application programming interface (API) with a large dataset of names and countries of origin. A total of 204 articles were considered for this study. There were 78 female first authors and 126 male first authors. The highest number of publications with a male first author occurred in 2022, with 32 publications. The Netherlands, Singapore, Turkey, and China have the highest gender ratios, indicating a more favourable representation of both genders. The p-value of 0.2664 suggests that there is no significant association between gender and country. The findings revealed a gender disparity, with a higher number of male first authors. By addressing and rectifying these disparities, we can enhance the overall quality, diversity, and inclusivity of research in the field of ADHD and Artificial Intelligence.

Gender Parity in Healthcare: A Chronicle of Escalating Success Rate of Female Radiation Oncologists in India

Biplab SarkarObjectives  This editorial describes the growth pattern of female radiation oncologists (FRO) in India and the prediction of gender equality through a mathematical formulation. Materials and Methods  Among the countries in South Asia, India has the largest population of radiation oncologists (RO), a total of 3,763: 1,286 female and 2,477 male radiation oncologists (MROs), and they are registered with the Association of Radiation Oncologists of India (AROI). The data were analyzed to find the differential and cumulative growth pattern of the FROs and MROs and predict gender equality in radiation oncology. The cumulative growth rate indicates the total number of FROs and MROs by end of every year. Differential growth rate indicates the differential increase in the number of FROs and MROs for a particular year. Annual cumulative and differential growth patterns were plotted as a function of the time, and an analytical functional form was fitted to predict the future growth pattern and achievement of gender equality. Results  AROI registration of FROs and MROs for 2013-2020 were as follows: FRO: MRO 2013-54: 102, 2014-99: 162, 2015-77: 148; 2016-86: 143, 2017-110: 110, 2018-116: 151, 2019-121: 152, 2020 (October)-129: 110. Differential growth pattern between 2013 and 2020 with the average incremental growth rate for FROs and MROs were 12.7 ± 14.8% and 2.1 ± 32.0%. Differential growth rate FRO fits in a power-law exponent 58.6 ×(Power0.3695), where MRO growth pattern showed a saturation [4.7ln(×) + 128.5] . Gender parity among Indian radiation oncologists is likely to be achieved by end of 2027. Conclusions  The present density of FRO in India 34.1% is high compared to developed countries such as the United States (≈26%). It is a big leap for the Indian radiation oncology society tending toward gender parity.

Women in surgery: trends in nine surgical specialties

BACKGROUND

Gender disparity in surgery remains an issue worldwide. We analysed the trends in gender distribution in surgical subspecialties across Australia and New Zealand over the last 8 years.

METHODS

Workforce reports from the Royal Australasian College of Surgeons were reviewed from 2014 to 2021. Data relating to 4802 applicants, 1554 trainees and 6839 active surgeons across nine surgical subspecialties was analysed. Statistical analysis was performed using a difference of proportions hypothesis test. Predictions regarding time to parity were performed using a linear regression model.

RESULTS

All nine surgical subspecialties' surgeon numbers saw a steady increase in the representation of women between 2014 and 2021. The most significant rise seen in general surgery from 14% to 21% (P ≤ 0.001). Proportions of women trainees were variable, the only significant rise was seen in orthopaedics from 9% to 19% (P ≤ 0.001). Proportions of women applicants and successful applicants have also been variable. General surgery saw the only consistent increase in women applicants over the last 6 years, from 35% in 2016 to 43% in 2021. Linear regression predictions estimate that paediatric surgery will be the first to reach gender parity in 23 years, and orthopaedics the last, in 186 years.

CONCLUSION

A steady increase in women has been observed across all surgical subspecialities over the last 8 years. However, estimates based on current trends suggest that gender parity may be out of reach for the next eight generations in subspecialties such as cardiothoracic and orthopaedic surgery.

Empowering the Invisible: Accelerating Leadership Development for Midcareer Women in Medicine

Midcareer women physicians face numerous obstacles to career advancement and leadership roles resulting in their contributions and achievements becoming "invisible." This paper addresses the paradox of increasing professional experience coupled with decreased visibility for women in medicine at this stage in their careers. To address this disparity, the Women in Medicine Leadership Accelerator has developed a leadership skill development program specifically tailored for midcareer women physicians. The program incorporates key principles derived from effective leadership training models and aims to combat systemic barriers while equipping women with the necessary tools to navigate and transform the medical leadership landscape.

Gender representation on editorial boards of leading oncology journals

Background

There has historically been women underrepresentation on editorial boards of peer-reviewed medical journals. High-ranked oncology journals showcase cancer-related scientific work at the forefront of the discipline. There is urgent need to investigate gender representation on editorial boards at leading oncology journals.

Materials and methods

Sixty high-ranked oncology journals based on impact factor calculated by the Journal Citation Reports (JCR) 2021 from Web of Science/Clarivate Analytics were identified. Gender-related information of editorial boards was obtained from each journal’s website. The gender of each member of the editorial team was confirmed by an internet search for picture and/or gender-specific pronoun from journal or personal profile. Fisher’s exact tests and analysis of variance were used to analyze categorical and continuous variables, respectively. Significance was set at P < 0.05.

Results

Among 4898 members on editorial boards of top oncology journals with the highest impact factor, 1177 were women. Women made up 24% (1177 of 4898) of members on editorial boards in top oncology journals, and there was significantly less women board members than men (P < 0.0001). The mean female composition of editorial boards of oncology journals was 27% (range from 4% to 100%). Among 71 editors-in-chief of the top oncology journals, 14 (20%) were women. There was a positive correlation between the presence of women in journal editorial leadership and the percentage of women on editorial boards (r_s = 0.340, P = 0.008). The underrepresentation of women on oncology journal editorial boards was significantly different among quartiles of journal impact factor. There was no significant correlation between women’s representation on journal editorial boards (%) and journal impact factors (r_s = 0.226, P = 0.086).

Conclusions

The results demonstrated that there are gender disparities among editorial leadership at high-impact oncology journals. There are cultural and structural barriers and prejudices to gender parity and diversity on editorial boards of oncology journals.

•

The representation of women on editorial boards of oncology journals has not been verified.

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This large-scale study found that women comprised only 24% of editorial boards of top-ranked oncology journals.

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The results demonstrated that there are gender disparities among editorial leadership at leading oncology journals.

Gender equality in the 21st century: Overcoming barriers to women's leadership in global health

PURPOSE

The purpose of this manuscript is to provide an overview of the significant role that women play in providing global health care, barriers encountered to achieving gender equality in global health leadership, and to propose key recommendations for advancing gender equality in global health decision-making through the integration of gender mainstreaming, gender-based analysis, and gender transformative leadership (GTL) approaches.

METHOD

Data were evaluated to determine the participation rate of women in global health care and social sector roles in comparison to men. Gender equality data from the United Nations, World Health Organization, Organization for Economic Co-operation and Development, International Labour Organization, and other resources were analyzed to assess the impact of the coronavirus disease 2019 pandemic on gender equality with an emphasis on women in global health leadership positions, the health care and social sector, and gender equality measures for girls and women throughout the world. The literature was examined to identify persistent barriers to gender equality in global health leadership positions. Additionally, a review of the literature was conducted to identify key strategies and recommendations for achieving gender equality in global health decision-making; integrating gender mainstreaming; conducting gender-based analysis; and adopting GTL programs, incentives, and policies to advance gender equality in global health organizations.

FINDINGS

Women represent 70% of the health and social care sector global workforce but only 25% of senior global health leadership roles. Since 2018, there has been a lack of meaningful change in the gender equality policy arenas at global health organizations that has led to significant increases in women serving in global leadership decision-making senior positions. During the pandemic in 2020, there were nearly 100 open vacancies-one-quarter of CEO and board chair positions-at global health organizations, but none were filled by women. Women disproportionately provide caregiving and unpaid care work, and the pandemic has increased this burden with women spending 15 hours a week more on domestic labor than men. A lack of uniform, state-sponsored paid parental leave and support for childcare, eldercare, and caregiving, which is overwhelmingly assumed by women, serve as major barriers to gender parity in global health leadership and the career advancement of women.

CONCLUSION

The pandemic has adversely impacted women in global health care and social sector roles. During the pandemic, there has been a widening of the gender pay gap, a lack of gains for women in global health leadership positions, an increase in caregiving responsibilities for women, and more women and girls have been pushed back into extreme poverty than men and boys. Globally, there is still resistance to women serving in senior leadership roles, and social and cultural norms, gender stereotypes, and restrictions on women's rights are deeply intertwined with barriers that reinforce gender inequality in global health leadership. To ensure comprehensive human rights and that equitable workforce opportunities are available, the concept of gender equality must be expanded within the global health community to consistently include not only women and girls and men and boys, but also persons who identify as nonbinary and gender nonconforming. Efforts to eliminate remnants of systemic and structural gender discrimination must also incorporate gender mainstreaming, gender-based analysis, and gender transformative approaches to achieve gender equality throughout global health systems and organizations.

Racial, ethnic, and gender diversity of applicants and matriculants to neurological surgery residency programs

OBJECTIVE

The aim of this study was to identify trends in the demographic constitution of applicants and matriculants to neurological surgery based on race, ethnicity, and gender.

METHODS

The authors conducted a cross-sectional study using compiled demographic data obtained from the Association of American Medical Colleges. Trends analyzed included proportional changes in race, ethnicity, and gender of applicants and matriculants to neurosurgical residency programs from academic years 2010-2011 to 2018-2019.

RESULTS

A total of 5100 applicants and 2104 matriculants to neurosurgical residency programs were analyzed. No significant change in the percentage of overall women applicants (+0.3%, 95% CI -0.7% to 1.3%; p = 0.77) or in the percentage of women matriculants (+0.3%, 95% CI -2.2% to 2.9%; p = 0.71) was observed. For applicants, no change over time was observed in the percentages of American Indian or Alaska Native (AI/AN) men (0.0%, 95% CI -0.3% to 0.3%; p = 0.65); Asian men (-0.1%, 95% CI -1.2% to 1.1%; p = 0.97); Black or African American men (-0.2%, 95% CI -0.7% to 0.4%; p = 0.91); Hispanic, Latino, or of Spanish Origin men (+0.4%, 95% CI -0.8% to 1.7%; p = 0.26); White men (+0.5%, 95% CI -2.1% to 3.0%; p = 0.27); Asian women (+0.1,% 95% CI -0.9% to 1.1%; p = 0.73); Black or African American women (0.0%, 95% CI -0.6% to 0.5%; p = 0.30); Hispanic, Latino, or of Spanish Origin women (0.0%, 95% CI -0.4% to 0.4%; p = 0.71); and White women (+0.3%, 95% CI -1.1% to 1.7%; p = 0.34). For matriculants, no change over time was observed in the percentages of AI/AN men (0.0%, 95% CI -0.6% to 0.6%; p = 0.56); Asian men (0.0%, 95% CI -2.7% to 2.7%; p = 0.45); Black or African American men (-0.3%, 95% CI -1.4% to 0.8%; p = 0.52); Hispanic, Latino, or of Spanish Origin men (+0.6%, 95% CI -0.8 to 2.0%; p = 0.12); White men (-1.0%, 95% CI -5.3% to 3.3%; p = 0.92); Asian women (+0.1%, 95% CI -1.3% to 1.5%; p = 0.85); Black or African American women (0.0%, 95% CI -0.6% to 0.7%; p = 0.38); Hispanic, Latino, or of Spanish Origin women (-0.1%, 95% CI -0.7% to 0.5%; p = 0.46); and White women (+0.3%, 95% CI -2.4% to 3.0%; p = 0.70).

CONCLUSIONS

Despite efforts to diversify the demographic constitution of incoming neurosurgical trainees, few significant advances have been made in recent years. This study suggests that improved strategies for recruitment and cultivating early interest in neurological surgery are required to further increase the diversification of future cohorts of neurosurgical trainees.

Towards A Psychoanalytic Understanding Of War

Inspired by the Horneyan concept of a morality of evolution and applying the psychoanalytic method, I researched a body of scientific literature to understand the status of our society today. History, linked to natural history, is the narrative of my patient, the human species. I endeavored to find if there was a repressed trauma in the history of humanity that could explain the symptomatic, recurrent phenomenon of war. In Einstein's terms, we all condemn war and yet, paradoxically, we engage in it again and again allowing might to supersede right. I found, first, that war is not a natural but a purely historical phenomenon; second, that psychoanalysis is a qualified method to understand the phenomenon of war; and third, that, in the history of subjectivity, the slavery of women who had led the species for two-hundred-thousand years before and were then deprived of their transcendence in civil society, offered an answer to the puzzle. Most remarkable is the fact that academia has repeatedly ignored the issue when evidence is presented. I arrived at the conclusion that true gender parity in any society offers a model for substantive equality and space for peaceful expression of our inevitable differences.

Women in Systems Science and Gender Parity: Why and How to Democratize the "Technology, Innovation, and Society Nexus"

A career in systems science offers exciting prospects as well as challenges around the world, which are often underexplored or unknown. Gender parity, diversity, inclusion, and equity are essential for knowledge production, systems science research, and innovation to be representative, democratic, and critically informed. By virtue of its focus on systems, omics science is ideally poised to understand and respond to systemic and structural issues that hinder gender parity, equity, and democracy in science and society. In this context, voices from women in systems science in resource-limited countries are often inaudible, a gap that this article aims to bridge. We present here some of the pressing issues and possible ways forward for equitable representation of women in science. We highlight emerging frontiers of systems science such as digital transformation, Industry 4.0, and cyber-physical systems where gender parity and equity are crucial. This article also examines some of the challenges faced by women scientists in Africa. All in all, much work is needed across communities and countries worldwide for diversity and gender equity in Science, Technology, Engineering, Mathematics (STEM)-based programs. Adapting a critical lens that examines power asymmetries in STEM in Africa and around the world, and new ways of thinking for bringing women scientists in Africa to leadership positions in traditional STEM fields such as computer science and engineering where large gender equity gaps exist, is a timely and principled necessity in 21st century science and society.

The Current State of Gender Discrimination and Sexual Harassment in the Radiology Workplace: A Survey

RATIONALE AND OBJECTIVES

Our objectives were (1) to determine the extent to which gender discrimination and sexual harassment are experienced by female radiologists and trainees; (2) to examine whether experiencing harassment or discrimination influences perceptions of gender parity; and (3) to explore whether the existence of either formal institutional policies or the number of women in the workplace and/or in leadership positions influences perceptions of having achieved gender equity.

MATERIALS AND METHODS

An online anonymous questionnaire, developed through an Association of University Radiologists (AUR) - affiliated 2019-2020 Task Force, was used to assess participant demographics, perceptions of gender parity, and experiences of gender discrimination and sexual harassment.

RESULTS

A total of 375 complete responses were collected. All respondents were female with most practices consisting of fewer than 25% female radiologists. The majority of respondents reported having been a victim of sexual harassment (n = 226, 60.3%) and gender discrimination (n = 318, 84.8%) in the workplace. Approximately 87.5% of participants believed workplace gender parity would take longer than 10 years to achieve; 26.9% responded that it will never happen. Experiencing gender discrimination or harassment in the workplace was significantly associated with a negative outlook on achieving gender parity. Conversely, the presence and number of adequate formal institutional policies to address workplace gender equity and harassment were significantly associated with optimistic views on achieving gender parity. Higher percentages of women in one's practice as well as number of women in leadership positions were also significantly associated with more optimistic expectations.

CONCLUSION

Gender discrimination and sexual harassment are common in the field of radiology and influence victims' outlook on achieving gender parity in the workplace. Perceptions can be improved by implementing adequate institutional training policies on harassment and increasing the representation of female radiologists.

Gender and racial disparities in the transplant surgery workforce

PURPOSE OF REVIEW

This review explores trends in the United States (US) transplant surgery workforce with a focus on historical demographics, post-fellowship job market, and quality of life reported by transplant surgeons. Ongoing efforts to improve women and racial/ethnic minority representation in transplant surgery are highlighted. Future directions to create a transplant workforce that reflects the diversity of the US population are discussed.

RECENT FINDINGS

Representation of women and racial and ethnic minorities among transplant surgeons is minimal. Although recent data shows an improvement in the number of Black transplant surgeons from 2% to 5.5% and an increase in women to 12%, the White to Non-White transplant workforce ratio has increased 35% from 2000 to 2013. Transplant surgeons report an average of 4.3 call nights per week and less than five leisure days a month. Transplant ranks 1st among surgical sub-specialties in the prevalence of three well-studied facets of burnout. Concerns about lifestyle may contribute to the decreasing demand for advanced training in abdominal transplantation by US graduates.

SUMMARY

Minimal improvements have been made in transplant surgery workforce diversity. Sustained and intentional recruitment and promotion efforts are needed to improve the representation of women and minority physicians and advanced practice providers in the field.

Where Are They Now? Charting Careers for 32 Years of New England Surgical Society Podium Presentation Winners

BACKGROUND

The New England Surgical Society (NESS) has been a pillar of the regional medical community since 1916, founded to promote surgical knowledge sharing across a small but diverse geographical region. Annual podium awards recognize high-quality research by surgical trainees.

DESIGN

We described trends among 81 research abstracts and career trajectories for their trainee authors (1987-present).

RESULTS

Among abstracts, 80.2% were clinical research, 12.3% basic science, and 7.4% education. 87.6% resulted in publications. Awardees represented 19 institutions and were predominantly residents (74.0%), with the remainder being fellows and students. 71.4% are now practicing attendings in 14 surgical subspecialties while 18.2% remain in surgical training. 44.2% currently reside in New England.

CONCLUSION

NESS attracts a range of high-quality research and winners demonstrate a range of successful careers with a propensity for academic surgery. Findings of low attrition and many currently living in New England highlight the value of regional conferences for strengthening local professional connections.

Gender equity within medical specialties of Australia and New Zealand: cardiology's outlier status

BACKGROUND

Gender disparity remains a prominent medical workforce issue, extending beyond surgical specialties with low proportions of female doctors.

AIMS

To examine female representation within Australia and New Zealand (NZ) among physician specialties and certain comparator surgical specialties with a focus on cardiology as an outlier of workforce gender equality.

METHODS

Data of practising medical specialists, new consultants and trainees were sought from the Australian Health Practitioner Regulation Agency, the Medical Council of NZ and the Royal Australasian College of Surgeons (2015-2017). The stratified data pertaining to interventional cardiologists were obtained through direct contact with individual hospitals (from 2017 to 2018) and derived from state-based cardiac registries.

RESULTS

In Australia and NZ, there were fewer female practising adult medicine physician consultants (n = 8956, 32%, P < 0.001), with gender disparities seen across most physician specialties. Cardiology (15%) was the only physician specialty with <20% representation; gastroenterology (23%), neurology (27%) and respiratory medicine (29%) had <30% female representation at the consultant level. The rates of cardiology (15%) and interventional cardiology (5%) were similar to general surgery (15%) and orthopaedics (4%). Although more than half of physician trainees are female, and most physician specialties are approaching or have equal gender ratios at the trainee level, cardiology (23%) and interventional cardiology (9%) remain significantly underrepresented.

CONCLUSIONS

Cardiology is the only physician specialty with <20% female consultants, and this disparity is reflected throughout every stage of the cardiology training programme. Increased awareness and proactive strategies are needed to improve gender disparity within this underrepresented medical specialty.

Leadership Amongst Regional and National Surgical Organizations: The Tides Are Changing

INTRODUCTION

Leadership amongst professional organizations is a key opportunity for scholarly activity which is essential for academic advancement. Our objective was to examine the differences between men and women in leadership within surgical organizations.

METHODS

Credentials were obtained through an internet search. Variables included organization type, leadership role, gender, advanced degree, medical school graduation year, and publications. A bivariate analysis was performed between genders. A p-value <0.05 was considered statistically significant.

RESULTS

Five hundred forty-three leaders were identified in 43 surgical organizations. There was a significant difference in the number of male and female leaders (72.7% vs 27.3%, p=0.016). Women were most likely to hold the role of "Other", which consisted of lower-level leadership roles including committee chair positions and resident and medical student delegates (35.5%). Fewer women had publications (85.8% vs 92.9%, p=0.01), more women had advanced degrees (24.5% vs 17.0%, p=0.049), and women were involved earlier in their careers (5.9 years, 95% CI 4.1-7.7 years, p<0.001) than their male colleagues.

CONCLUSION

Gender disparity in leadership of surgical organizations exists. Women are involved earlier in their careers and hold lower-level leadership positions reflecting potential for increased involvement in high-level leadership roles in the future. Data need to be trended to discern if women in surgical organizations rise within leadership roles as more women continue to enter surgical subspecialties.

Promotion of Women Physicians in Academic Medicine

Women currently represent nearly half of all medical school graduates and assistant professors at academic institutions. Despite the large pool of women in the academic medicine pipeline, relatively few ascend to top leadership positions and women remain grossly underrepresented among full professors, permanent department chairs, and highest-level deans/interim deans. Considerable evidence suggests that the gender imbalance observed at the top tiers of academic medicine is, in part, due to gender differences in promotional rates, with women being promoted more slowly than their male colleagues. The well-documented gender gaps in publications, grant support, recognition awards, speaker invitations, and leadership positions contribute to the slow progression of women in medicine, as promotions committees rely heavily upon these traditional measures of academic success to select candidates for career advancement. Additionally, implicit biases, which have been shown to favor men over women in science and leadership, influence decision-making processes relevant to the promotion of women in academia. With the large number of highly qualified women entering medicine, it is imperative that organizations, academic institutions, and leaders in the medical community address the systemic inequities that are preventing half the workforce from reaching its full potential.

Defining the Barriers to Women Publishing in High-Impact Journals

Publications are an important measure of success in science, and publications in top-tier journals are often highly prized for that reason. This commentary describes gender differences in publication of HIV-related papers that raise questions about best practices in this important aspect of science. Data are needed in cases where there are differences in the publication rates of manuscripts with female versus male senior authors so that approaches that best support diversity in science can be defined.

Women in Chemistry--Where We Are Today

Pledge for parity: What is the current status of gender parity in the sciences? And why is it important to discuss it? Herein, we wish to contribute towards a constructive discussion of the issues surrounding gender disparity in science as well as providing practical information about the facts of the issues involved and details of organizations and programs that provide support for women who wish to pursue a scientific career.

A cluster-randomized trial assessing the impact of school water, sanitation, and hygiene improvements on pupil enrollment and gender parity in enrollment

We employed a cluster randomized trial design to measure the impact of a school based water, sanitation, and hygiene (WASH) improvement on pupil enrollment and on gender parity in enrollment, in primary schools in Nyanza Province, Kenya (2007-2009). Among schools with poor water access during the dry season, those that received a water supply, hygiene promotion and water treatment (HP&WT) and sanitation improvement, demonstrated increased enrollment (β=0.091 [0.009, 0.173] p=0.03), which translates to 26 additional pupils per school on average. The proportion of girls enrolled in school also increased by 4% (prevalence ratio (PR)=1.04 [1.00, 1.07] p=0.02). Among schools with better baseline water access during the dry season (schools that didn't receive a water source), we found no evidence of increased enrollment in schools that received a HP&WT intervention (β=0.016 [-0.039, 0.072] p=0.56) or the HP&WT and sanitation intervention (β=0.027 [-0.028, 0.082]p=0.34), and there was no evidence of improved gender parity (PR=0.99 [0.96, 1.02] p=0.59, PR=1.00 [0.97, 1.02] p=0.75, respectively). Our findings suggest that increased school enrollment and improved gender parity may be influenced by a comprehensive WASH program that includes an improved water source; schools with poor water access during the dry season may benefit most from these interventions.