Physician Sexual Assault: The Moral Imperative for Gender Equity in Medicine

Burgart, Alyssa M.

doi:10.1080/15265161.2018.1552036

Cited by 2 publications

(2 citation statements)

References 12 publications

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“…Gender equity is a moral imperative. 33 Therefore, we must conclude that leaders of all health carerelated organizations have a moral and ethical imperative to expeditiously address both gender discrimination and sexual harassment of women in medicine.…”

Section: Gender Discrimination Itself Harms Women and Supportsmentioning

confidence: 99%

“…As a medical ethicist stated, "Leaders establish and maintain an organization's moral culture, leading to implicit and explicit behavioral norms…The ethical response is to systematically promote women and diverse people into leadership positions." 33 Knowing that some people might assume women do not want to run for or hold elected leadership positions, Shillcutt et al 47 published a follow-up survey study of more than 1,200 women physicians, inquiring about their experience and interest in elected positions. We found that 43.8% (n = 535) ran for office during high school and medical school compared with 16.7% (n = 204) thereafter.…”

Section: Physician Compensationmentioning

confidence: 99%

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Understanding and addressing gender equity for women in neurology

Silver

2019

Neurology

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Despite the fact that the percentages of women among physicians and neurologists have been rising, gender-related disparities in numerous metrics persist, notably in compensation, promotion, funding, recognition, leadership, publishing, and speaking. Simultaneously, women working in academia, including medicine, face high rates of sexual harassment. Leaders of all health care-related organizations must accept the moral and ethical imperative to expeditiously address both gender-related discrimination and harassment (inclusive of but not limited to sexual harassment) of women in medicine. At this unique time in history, there is an opportunity for leaders in neurology to strategically accelerate efforts to address workforce gender disparities and ensure harassment-free training and work environments. Leaders will have to plan an intentional path forward, using a systematic process, metrics, and strategies unique to their own organizations, to overcome barriers to an equitable and safe work environment for women. Moreover, leaders in 4 gatekeeper organizations—medical schools/academic medical centers, funding agencies, journals, and medical societies—must hold each other accountable for gender equity as their own success and financial return on investment is dependent on the efforts of those in the other categories. In short, the path forward is to focus on ethical principles and behavior when it comes to addressing workforce gender disparities for women in medicine.

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Section: Gender Discrimination Itself Harms Women and Supportsmentioning

confidence: 99%

Section: Physician Compensationmentioning

confidence: 99%