The field of gastroenterology, like many other medical specialties, is undergoing a gradual but significant transformation. However, one area that remains a challenge is the underrepresentation of women in leadership roles, both in academic medicine and private practice. This article examines data underscoring this disparity and proposes actionable solutions to foster gender equality in leadership within gastroenterology.
Understanding the Landscape
According to data from the Association of American Medical Colleges (AAMC) published in 2020, the overall proportion of full-time female faculty has increased since 2009 and is 41%. However, the majority of female faculty are only at the instructor rank, and women still make up only 18% of all department chairs. Among full-time female faculty, the proportion of women from an underrepresented race or ethnicity group was 12% in 2009 and 13% in 2018.
In continuing with data from the AAMC, women and men with part-time faculty appointments continue to be almost equally represented (49.9% and 50.9%, respectively). Presenting data on gender distribution in part-time positions is key to dispelling misconceptions and challenging societal myths that suggest part-time employment is discouraged and predominantly occupied by women.
Pathways to Solutions
Mentorship Programs: Given the continued underrepresentation of women in academic departments and private practice, institutions and practices must continue to mentor women. Mentorship programs can create pathways to leadership. These programs should not only offer guidance but also actively promote and support women in advancing their careers.
Leadership Development Initiatives: Health care institutions and private practices should invest in leadership training programs for women. Because certain positions and committee roles can lead to more senior leadership roles, institutions and practices should focus on increasing the representation of women at all levels to create a leadership pipeline for diversity throughout. These initiatives should focus on developing management skills, negotiation techniques, effective communication and strategic thinking.
Flexible Work Arrangements: To accommodate the diverse needs of both female and male gastroenterologists, especially those balancing family and career, practices should offer flexible working options. This could include part-time positions, telemedicine opportunities and flexible scheduling.
Creating Inclusive Policies: Review and revise existing policies within institutions to ensure they support gender equity. This includes equitable maternity leave policies, anti-harassment protocols and measures to prevent gender bias in hiring and promotions.
Research, Publication and Speaking Opportunities: We should encourage and support female gastroenterologists to engage in research, publish their work and seek out speaking or presentation opportunities at local, regional and national meetings. These platforms enhance visibility and credibility and also provide invaluable networking opportunities.
Conclusion
Although data specifically addressing women in leadership roles in private gastroenterology practices is limited, the overall trends in the medical field indicate a notable gender disparity in leadership positions, affecting both academic and private practice. Addressing this imbalance is essential for ensuring equity and diversity in medical leadership. Let us commit to these changes, fostering an environment where talent thrives, regardless of gender.
Source: AAMC, The State of Women in Academic Medicine, 2018-2019
Zarema Singson, MD, is a practicing gastroenterologist with Gastroenterology Consultants of San Antonio and a member-at-large on the GI Alliance Physician Executive Board.