Perceived barriers to career progression in the headache field: A global web-based cross-sectional survey

Abstract

Background It is well recognized that underrepresented and minoritized groups do not have the same career opportunities. However, there are limited data on the range and specifics of potential barriers that withhold people in headache medicine and science from reaching their full potential. Moreover, people from different geographical regions often perceive different challenges. We aimed to identify world-wide perceived career barriers and possibilities for promoting equality amongst professionals in the headache fields. Methods A cross-sectional online survey was conducted among professionals in the field of headache globally. The questions of the survey were aimed at assessing perceived career barriers in four domains: professional recognition, opportunities in scientific societies, clinical practice, and salary and compensation. Perceived mentorship was also assessed. Results In total 580 responders completed the survey (55.3% women). Gender was the most important perceived barrier in almost all domains. Additionally, country of birth emerged as an important barrier to participation in international scientific societies. Career barriers varied across world regions. Conclusion It is essential that longstanding and ongoing disparities by gender and country of origin for professionals in the headache field are globally acknowledged and addressed in areas of recruitment, retention, opportunities, mentor- and sponsorships, and advancement.

Harassment in the headache field: a global web-based cross-sectional survey

“…The majority of participants were in a relationship (82.7%; 479/579), and had children (71.8%; 416/579). Additional respondents’ characteristics can be found in Table 1 (24). Almost half of respondents indicated that they had experienced harrasment in the workplace (46.6%; 270/579).…”

“…Using a non-experimental cross-sectional exploratory survey approach with a quantitative design, we conducted a global-wide survey aimed at headache professionals, including medical doctors, other healthcare providers and all those that are involved in the field of headache research. This study was part of a previously published effort to determine relevant career barriers for headache professionals (24). In short, (associate) members of the International Headache Society (IHS), and delegates of the 2019 International Headache Congress (IHC) were sent the web-based survey by email.…”

“…Consensus on the content of the questionnaire was reached by online discussion and email communication. The survey collected basic demographic information including country of birth, in addition to information on whether respondents had experienced harassment, the severity and perpetrator of harassment, and on if/how they responded, as well as other information that has been analyzed and reported separately (24). Finally, participants were asked how they responded to witnessing sexual harassment/being a bystander to sexual harassment.…”

Exploring the Pygmalion Phenomenon in a Male-Centric Industry and Developing a Model of Female Career Progression

“…Even the industries with a higher presence of women are not an exception to the progression of women career. For instance, de Boer et al, (2022) outlines that in academia women not only publish few articles as first authors but these articles have fewer citations (Chatterjee & Werner, 2021;Filardo et al, 2016). Research also reveals that women receive less funding for their proposed study where gender is deemed partially responsible for decisions relating to awarding of grants.…”

“…Additionally, past research on Pygmalion Effect is conducted on industries such as banks (Khan et al, 2022), pharmaceutical, chemical, engineering and manufacturing (Farrukh et al, 2022). Furthermore, extensive research has been conducted on career progressions in the fields of healthcare (de Boer et al, 2022), veterinary surgeons (Treanor & Marlow, 2021), and government agencies (D'Agostino & Levine, 2010). Evidently, the real estate sector has rarely been considered to explore Pygmalion Effect and female career progression.…”