Narrowing Gender-Based Gaps in Healthcare Leadership
Until this day, there are still many issues that female physician deal within the healthcare industry. These issues begin with workplace discrimination and payment and promotion gaps to sexual harassment. It is not at all surprising to see only a few female physicians making it to medical leadership even if the number of new male and female graduates from medical school is equal. If you look at US healthcare statistics, women comprise only 9{faded481a91ace05fd708e8e8c275240733c9c4d475f4af2955a782505682ed6} as division chiefs, 6{faded481a91ace05fd708e8e8c275240733c9c4d475f4af2955a782505682ed6} as department chairs, 3{faded481a91ace05fd708e8e8c275240733c9c4d475f4af2955a782505682ed6} as healthcare CEOs, and 3{faded481a91ace05fd708e8e8c275240733c9c4d475f4af2955a782505682ed6} as chief medical officers. These numbers will never change despite findings that the healthcare workforce mostly includes women, 80{faded481a91ace05fd708e8e8c275240733c9c4d475f4af2955a782505682ed6} to be exact. Moreover, these numbers remain the same even if evidence points out that both improved accountability and improved business performance are associated with having women on corporate boards and in upper management.
What these numbers imply is the need for more female physicians in the upper healthcare system positions. The methods of narrowing gender-based gaps in healthcare leadership are still unclear provided the many challenges that female physicians still face. Even so, there are increasing opportunities in healthcare to give female physicians a chance to gain leadership in the industry. There are areas that organizations should take careful note if they want to promote women in the industry.
For healthcare organizations to create more room for female physicians as leaders, they have to take a look at certain areas. To make progress, healthcare organizations should assess how poorly or well women represent their leadership. They also need to understand what female physicians experience in the workplace compared to male physicians. Quantification is the key to change in gender roles and imbalances. One such case is giving recognition to women and their commitment to higher education and research. Institutions may be eligible for gold, silver, or bronze awards from the organization depending on how well they satisfy the organization’s requirements. Receiving a silver award makes institutions qualified for health research funding. What you can see from these awards is the recognition of diversity and gender issues. All these things result in catalyzed cultural and structural changes as well as the creation of financial and numerical incentives for change. In short, there is now more career support for female researchers.
Female physicians often find themselves having a hard time receiving major recognition and awards compared to their male counterparts. This has a direct impact on their promotions. Using the concept of systematization, the industry can help female physicians by providing equal recognition to the achievements of both sexes. Based on studies, the early stages of the job of female physicians are when gender gaps in terms of recognition emerge. With systematic publicity and identification of the achievements of female physicians, organizations can resolve disparities based on gender. There are more extensive applications to this concept. They include systematizing appointment of physicians to committees, search processes, and a nomination for increased responsibility and leadership roles.