Barriers for women in medicine
Read the following text and answer the crossword.
Medicine is demonstrated by work schedule, specialty, and productivity differences. Another disadvantage for women compared to their male colleagues is the workspaces or laboratories.
Wage Inequalities, 1990 Earnings showed that young men earned 41% more than female doctors. The simple fact of being a woman can be an obstacle.
In a questionnaire exploring the effects of gender on career choices and the ability to achieve career goals, male students report that their gender is helpful in achieving a career.
Both male and female medical students told her that it was a disadvantage to be a woman.
This article seeks to show an overview of the situation of women in medicine, the obstacles they face, recommendations for change and a description of some initiatives already carried out by organizations.
Despite the advances made by women, the competition they face is still very strong just because they are women. As Meyerson & Fletcher have stated: “Gender discrimination is now so deeply ingrained in organizational life that it is virtually unnoticeable”.
Valian has theorized that women are underrepresented at the highest levels of business and academia.
Due to the influence of gender schemes and the
accumulation of disadvantages that such schemes generate.
women are perceived to have less leadership capacity and less competence, but this is not the case. Some obstacles a woman faces when pursuing career goals are domestic responsibilities, rigid career structures, and discrimination.
Currently there is equal access to the medical school, more and more women study this career. A general finding is that women are more likely than men to work in primary or general care fields. women are much less likely to be found in hospital and surgical medical specialties.
The distribution of female residents was as follows: more than 25% female residents in internal medicine, 16% in pediatrics, 14% in family medicine, 9% in obstetrics/gynecology, and 7% in psychiatry. The proportion of female residents in surgical subspecialties was less than 1%. women were significantly less likely to have risen to higher ranks than their male counterparts.
The unequal work of a woman In instances, there is much evidence to suggest that a career in medicine has an impact on the probability that women will marry and/or have children. The studies found that the majority of male doctors were married (90±92%), while only slightly more than half of the male doctors were married. A survey of cardiologists found that women significantly felt that their family responsibilities had a negative impact on their professional development. When choosing a specialty, women look at the future they want to have, whether it is having a family or having children, because of the obstacles they will face.
Determinations of success, competence, and leadership are also based on typical traits
attributed to men (hard, aggressive, decisive).
Sieverding conducted a cross-sectional study of first- and sixth-year medical students to explore "psychological barriers to women's career development." For female students, their attitude towards the role of women or the so-called 'fear of failure' does not present a
psychological barrier, nor the conflict of roles between children and career. Most crucial to career guidance was the perception of real external barriers (lack of childcare services, unwillingness of the partner to really change their own role). Physicians did not experience difficulties with the tasks of being a physician, but they did experience difficulties with work structures and staff.
treatment imposed by the hospital organization. In this sense, it was shown that
"gender identity" acted as a central psychological barrier for women to achieve their professional goals.
Female doctors have been shown to use a more patient-focused communication style that is favored by patients, with female clients often preferring or even requesting a female doctor.
The Catalyst organization, founded in 1962, has been studying the issue of promoting the advancement of women in business and advising companies on how they can implement their own initiatives to promote women's leadership.
There are two types of targeted programs: those aimed at developing women's leadership and those aimed at supporting working life. (flexible work hours, shared work, child care).
Meyerson & Fletcher have analyzed practical companies aimed at combating gender discrimination.
Reasons to remove gender barriers: The need to showcase the diversity of the patient community and the need to recruit and retain the most qualified physicians. There are also reasons of principle: as part of medicine, they have a responsibility to uphold social justice.
fair practices will prevent costly sex discrimination lawsuits.
universities include:
·programs to educate and raise awareness on gender issues, new policy statements, guides and tasks
forces directed at sexual harassment
formal tutoring programs
programs to help teachers build their careers,
in the achievement of professional objectives and in facilitating the
development of a variety of job skills/competencies
(for example, job search, career planning, negotiation,
management, communication, leadership, conflict
management)
· Reviews and studies of wage equity.
The Johns Hopkins Department of Medicine has set a positive and innovative example that demonstrates how institutional strategies can lead to far-reaching improvements in the careers of women in academic medicine. They implemented a 5-year program intervention (as part of an overall 15-year plan) aimed at identifying and correcting career barriers based on gender. Interventions addressed issues of leadership, education, decreasing isolation of female staff, faculty development (annual promotion review), rewards (pay equity), and structural barriers, and including monitoring and evaluation of the intervention program. The interventions were very successful. The vast majority of faculty (86% women and 83% men) report an overall decrease in gender bias. Perhaps even more encouraging was the finding of a decline in the number of women considering leaving academic medicine.
Women in Surgery Training Scheme (WIST), established with the goal of identifying and assisting women entering and training in surgical specialties.
conclusions
There are no quick fixes for gender inequalities in medical careers. Although well-founded and long-term actions aimed at change are of great help, since it is necessary to change the origin of the problem. Medicine, like industry, must strive for an equitable workforce for men and women.
Medicine is demonstrated by work schedule, specialty, and productivity differences. Another disadvantage for women compared to their male colleagues is the workspaces or laboratories.
Wage Inequalities, 1990 Earnings showed that young men earned 41% more than female doctors. The simple fact of being a woman can be an obstacle.
In a questionnaire exploring the effects of gender on career choices and the ability to achieve career goals, male students report that their gender is helpful in achieving a career.
Both male and female medical students told her that it was a disadvantage to be a woman.
This article seeks to show an overview of the situation of women in medicine, the obstacles they face, recommendations for change and a description of some initiatives already carried out by organizations.
Despite the advances made by women, the competition they face is still very strong just because they are women. As Meyerson & Fletcher have stated: “Gender discrimination is now so deeply ingrained in organizational life that it is virtually unnoticeable”.
Valian has theorized that women are underrepresented at the highest levels of business and academia.
Due to the influence of gender schemes and the
accumulation of disadvantages that such schemes generate.
women are perceived to have less leadership capacity and less competence, but this is not the case. Some obstacles a woman faces when pursuing career goals are domestic responsibilities, rigid career structures, and discrimination.
Currently there is equal access to the medical school, more and more women study this career. A general finding is that women are more likely than men to work in primary or general care fields. women are much less likely to be found in hospital and surgical medical specialties.
The distribution of female residents was as follows: more than 25% female residents in internal medicine, 16% in pediatrics, 14% in family medicine, 9% in obstetrics/gynecology, and 7% in psychiatry. The proportion of female residents in surgical subspecialties was less than 1%. women were significantly less likely to have risen to higher ranks than their male counterparts.
The unequal work of a woman In instances, there is much evidence to suggest that a career in medicine has an impact on the probability that women will marry and/or have children. The studies found that the majority of male doctors were married (90±92%), while only slightly more than half of the male doctors were married. A survey of cardiologists found that women significantly felt that their family responsibilities had a negative impact on their professional development. When choosing a specialty, women look at the future they want to have, whether it is having a family or having children, because of the obstacles they will face.
Determinations of success, competence, and leadership are also based on typical traits
attributed to men (hard, aggressive, decisive).
Sieverding conducted a cross-sectional study of first- and sixth-year medical students to explore "psychological barriers to women's career development." For female students, their attitude towards the role of women or the so-called 'fear of failure' does not present a
psychological barrier, nor the conflict of roles between children and career. Most crucial to career guidance was the perception of real external barriers (lack of childcare services, unwillingness of the partner to really change their own role). Physicians did not experience difficulties with the tasks of being a physician, but they did experience difficulties with work structures and staff.
treatment imposed by the hospital organization. In this sense, it was shown that
"gender identity" acted as a central psychological barrier for women to achieve their professional goals.
Female doctors have been shown to use a more patient-focused communication style that is favored by patients, with female clients often preferring or even requesting a female doctor.
The Catalyst organization, founded in 1962, has been studying the issue of promoting the advancement of women in business and advising companies on how they can implement their own initiatives to promote women's leadership.
There are two types of targeted programs: those aimed at developing women's leadership and those aimed at supporting working life. (flexible work hours, shared work, child care).
Meyerson & Fletcher have analyzed practical companies aimed at combating gender discrimination.
Reasons to remove gender barriers: The need to showcase the diversity of the patient community and the need to recruit and retain the most qualified physicians. There are also reasons of principle: as part of medicine, they have a responsibility to uphold social justice.
fair practices will prevent costly sex discrimination lawsuits.
universities include:
·programs to educate and raise awareness on gender issues, new policy statements, guides and tasks
forces directed at sexual harassment
formal tutoring programs
programs to help teachers build their careers,
in the achievement of professional objectives and in facilitating the
development of a variety of job skills/competencies
(for example, job search, career planning, negotiation,
management, communication, leadership, conflict
management)
· Reviews and studies of wage equity.
The Johns Hopkins Department of Medicine has set a positive and innovative example that demonstrates how institutional strategies can lead to far-reaching improvements in the careers of women in academic medicine. They implemented a 5-year program intervention (as part of an overall 15-year plan) aimed at identifying and correcting career barriers based on gender. Interventions addressed issues of leadership, education, decreasing isolation of female staff, faculty development (annual promotion review), rewards (pay equity), and structural barriers, and including monitoring and evaluation of the intervention program. The interventions were very successful. The vast majority of faculty (86% women and 83% men) report an overall decrease in gender bias. Perhaps even more encouraging was the finding of a decline in the number of women considering leaving academic medicine.
Women in Surgery Training Scheme (WIST), established with the goal of identifying and assisting women entering and training in surgical specialties.
conclusions
There are no quick fixes for gender inequalities in medical careers. Although well-founded and long-term actions aimed at change are of great help, since it is necessary to change the origin of the problem. Medicine, like industry, must strive for an equitable workforce for men and women.
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Edad recomendada: 16 años
Creada por
García López Ángel Alhelí
México
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