Misconceptions about women in leadership in academic medicine

Abstract

Despite progress made over the past decade, women are under-represented in positions of leadership in academic medicine. Women physicians face numerous challenges throughout their careers. Despite achieving leadership positions, women in leadership continue to experience the impact of those challenges. In this review, we describe four misconceptions about women in leadership, along with their impact and recommendations. First, we describe differences between mentorship and sponsorship, as well as their impact on attaining leadership positions. Second, the gender pay gap persists throughout women’s careers, regardless of leadership positions. Third, we explore the role of self-efficacy in leadership in the context of stereotype threats. Fourth, gendered expectations of leadership characteristics place an undue burden on women, detracting from their leadership effectiveness. Organizations can address the challenges women face by creating robust mentorship and sponsorship networks, establishing transparent and equitable pay policies, promoting and normalizing a broader range of leadership styles, and improving work flexibility and support structure. Ultimately, such changes serve all members of the organization through increased retention and engagement.

Gender Differences in the Path to Medical School Deanship

“…31 As stated in the study by Hastie et al, "For women in academic medicine, positions of leadership are achieved, despite the presence of challenges, not because of their absence." 32 Because the women deans were more likely not to have had their leadership cultivated or been given early access to pivotal sponsors, it is unsurprising that they felt more obligated than men to participate in career development programs to level the playing field. Many of the women deans participated in programs such as the AAMC Mid-Career Women Faculty Professional Development or the Hedwig van Amerigen ELAM programs.…”

“… 30 Simultaneously, women might not be seen as effective leaders by potential sponsors for myriad reasons, including role congruity. 31 As stated in the study by Hastie et al, “For women in academic medicine, positions of leadership are achieved, despite the presence of challenges, not because of their absence.” 32 …”