Impact of gender on the career development of female traditional Korean medicine doctors: a qualitative study

Abstract

ObjectiveThis study aims to examine the impact of gender and expected gender roles on the career development of young female traditional Korean medicine (KM) doctors.DesignWe conducted semistructured interviews to examine the experiences of study subjects regarding early career choices, employment, job performance and career moves, as well as future career aspirations, from the perspective of gender. The transcription was analysed using the Strauss and Corbin constant comparative analysis method.SettingThe interview was conducted at a quiet and comfortable place selected by the participants in South Korea.ParticipantsTen female KM doctors in their 30s participated in the study.ResultsThis study reveals that, initially, the participating female KM doctors were unaware of their gender affecting career decisions. However, after graduation and during employment, female doctors experienced direct discrimination or gender segregation while selecting areas of treatment and specialty; they found that they were preferred to work in paediatrics and dermatology departments than in departments treating musculoskeletal health problems. Furthermore, after entering the workforce, female KM doctors found that their gender significantly affects patient–doctor relationships and life events, such as pregnancy and childbirth require temporary career breaks. In addition, female KM doctors assumed stereotypical gender roles both in the workplace and at home, as well as becoming the main nurturer of their children.ConclusionGender and stereotyped gender roles affect the overall career planning, career moves and even patient–doctor relationships of female KM doctors. Female doctors were also more likely to experience specific gender roles in the workplace and at home, including both childbirth and childrearing.

Development and psychometric properties of the attitude scale towards female workers in the healthcare settings

“…This factor includes attitudes that female workers' aiming for areas compatible with their roles as wife and mother, prioritizing family, marrying and having children prevent them from advancing in their careers. This factor reflects previous studies showing that female healthcare workers are exposed to biased attitudes and discriminatory behaviours in their career choices and advancements due to their gender (Chun et al, 2019;LaPierre & Zimmerman, 2012;McMurry, 2011;Newman, 2014).…”

“…Studies report that female workers directly and indirectly experience discrimination in various areas, including performance evaluation (Halley et al, 2018), recruitment, salary (Newman, 2014), leadership positions (Hannawi & Al Salmi, 2018;Hauser, 2014), career development and employment (Chun et al, 2019;LaPierre & Zimmerman, 2012).…”

In search of factors that hinder the career advancement of women to senior leadership positions

“…Because of insufficient alignments between individual career planning and organisational development and career advancement practices, female leaders may be overlooked for promoting executive positions (Schulz & Enslin, 2014). Chun et al (2019) discovered that gender and stereotyped gender roles influence female employees' overall career planning, career moves and client relationships.…”

Challenges and Obstacles Faced by Trainee Female Physicians: An Integrative Research on Gender Discrimination, Stress, Depression and Harassment

“…In spite of being so emotionally distressed, the trainees in question seem to refrain from reporting harassment incidents—a violent externalization of discrimination to the accountable healthcare workforce [ 22 ]—due to one of the following reasons: they were afraid of being considered as “victims”, or that reporting would be unsuccessful [ 23 ]; they were concerned that their career aspirations could be inhibited [ 24 ]; they even regarded reporting such unfair practices as unprofessional, and that it would harm their social well-being [ 25 ]. Lastly, women are stigmatized by their colleagues, and even their patients, as being suitable only for specific specialties, supposedly befitting of their nature: another form of harassment [ 26 ]. As a result, gender disparity, workplace environment, and failure to fulfil domestic responsibilities can lead to female physicians to drop out; an effect also demonstrated in a Bangladesh study [ 27 ] ( Table 1 ).…”