Organisational barriers to and facilitators for female surgeons’ career progression: a systematic review

Abstract

Objective To identify organizational barriers to and facilitators for female surgeons' career progression. Design Systematic review of qualitative and quantitative studies relating to organizational barriers to and facilitators for female Surgeons' career progression. After the quality assessment of the peer-reviewed journal articles, twelve articles were selected for full review. Thematic analysis was used to identify key themes in these selected articles. Setting The studies solely focused on organizational factors linked to female physicians' career progression in surgical specialties. Partcipants Female surgeons. Main outcome measures Organizational barriers and facilitators Results Twelve peer-reviewed journal articles were included in the study which focused on barriers to female surgeons' career progression, ways of facilitating female surgeons' career progression, and female surgeons' job satisfaction. Conclusion The major organisational factors contributing to the lack of career progression for female surgeons are (1) organizational culture which promotes rigid career structure that is inclined to support male surgeons than female surgeons and also male domination in which male surgeons feel superior to female surgeons (2) work family conflict whereby women feel that they have to make a family sacrifice by being women; they experience the difficulty in securing a work-life balance in the masculine career structure in surgical specialties. This implies that policy makers and healthcare organizations need to pay significant attention to organizational facilitators for female surgeons' career progression such as flexible career pathways and work patterns, a variety of different viable career progressions, more family-friendly working conditions, and the promotion of female mentors and role models in surgical specialties to support female surgeons in dealing with the organizational barriers in the male-dominated organizational culture and the lifestyle issues as well.

The experiences of female surgeons around the world: a scoping review

“…[ 108 ] High income United States Cross-sectional analysis n = 1066 (467/599) 44% Not reported 2018 Organizational barriers to and facilitators for female surgeons' career progression: a systematic review. [ 109 ] High income United Kingdom United States Canada Systematic review No funding 2017 Discrimination against female surgeons is still alive: Where are the full professorships and chairs of departments? [ 110 ] High income United States Systematic review 100% Not reported 2017 E-WIN Project 2016: Evaluating the Current Gender Situation in Neurosurgery Across Europe-An Interactive, Multiple-Level Survey [ 17 ] Lower middle Upper middle and High income 35 countries* Questionnaire n = 12,985 12% Not reported 2017 Gender Differences in the Professional and Personal Lives of Plastic Surgeons [ 111 ] High income United States Questionnaire n = 757 (309/448) 41% Not reported 2016 Gender Differences in Pediatric Orthopedics: What Are the Implications for the Future Workforce?…”

Development and Validation of a questionnaire to describe behaviours and attitudes of physicians towards their own process of falling ill.

“…We focused on the impact of illness on the medical profession regardless gender issues. So certain variables were not directly taken into consideration, such as responsibility for children (27) and the care of elderly persons (28), compatibility with household chores and the profession (29), which most likely have an impact on health and illness in women and which would in uence decisions on the careers of future women doctors (30,31), particularly in surgical elds (32).…”

Doctor Retention in Ireland - Where Are the Failings That Prolong the Problem? Comment on "Doctor Retention: A Cross-sectional Study of How Ireland Has Been Losing the Battle"

“…The lack of adequate mentoring has also been reported as a barrier for career progression in surgery especially for female trainees. 21 International research has also demonstrated the value of mentoring and yet several studies report the lack of mentoring programmes for medical students and medical doctors in most countries. 22 Senior colleagues could play a significant role in increasing the retention of trainees and assisting them in navigating the career path to a permanent consultant appointment.…”