Reducing gender bias in surgery

Dossa, Fahima; Baxter, Nancy N.

doi:10.1002/bjs.11042

Cited by 48 publications

(27 citation statements)

References 11 publications

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“…This is essential to consider as women have been shown to be interrupted much more than their male counterparts, without being given the opportunity to express completely their view or during public speaking. 8…”

Section: The Role Of Mentoringmentioning

confidence: 99%

Changing the norm towards gender equity in surgery: the women in surgery working group of the Association of Surgeons of Great Britain and Ireland’s perspective

et al. 2019

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Section: The Role Of Mentoringmentioning

confidence: 99%

Changing the norm towards gender equity in surgery: the women in surgery working group of the Association of Surgeons of Great Britain and Ireland’s perspective

et al. 2019

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“…7 It could be argued that the anaesthesia workplace merely reflects factors in wider society that contribute to maintaining gender inequity, including cultures and structures that reinforce gender norms related to domestic responsibilities and caregiving. 8 The present norms support a social system that is historically built around patriarchal domination, problematising childbearing and preventing gender equity, [9][10][11][12][13][14] and until we address the 'caregiver problem' 11 we cannot meaningfully challenge gender inequity in the medical workforce. This requires an understanding of 'familyfriendly' practices and policies, those 'that help to balance and benefit both work and family life'.…”

Section: Introductionmentioning

confidence: 99%

The gap between attitudes and processes related to ‘family-friendly’ practices in anaesthesia training in New Zealand: A survey of anaesthesia supervisors of training and departmental directors

Carter

Garden

2020

Anaesth Intensive Care

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Gender inequity persists within the anaesthetic workforce, despite approaching numerical parity in Australia and New Zealand. There is evidence, from anaesthesia and the wider health workforce, that domestic gender norms regarding parental responsibilities contribute to this. The creation of ‘family-friendly’ workplaces may be useful in driving change, a concept reflected in the gender equity action plan developed by the Australian and New Zealand College of Anaesthetists. This study aimed to explore the extent to which a family-friendly culture exists within anaesthesia training in New Zealand, from the perspective of leaders in anaesthesia departments. An electronic survey composed of quantitative and qualitative questions was emailed to all supervisors of training, rotational supervisors and departmental directors at Australian and New Zealand College of Anaesthetists accredited training hospitals in New Zealand. Twenty-eight of the 71 eligible participants responded (response rate 39%). The majority (61%) agreed with the statement ‘our department has a “family friendly” approach to anaesthesia trainees’; however, there was a discrepancy between views about how departments should be and how they actually are. Several barriers contributing to this discrepancy were identified, including workforce logistics, governance, departmental structures and attitudes. Uncertainty in responses regarding aspects of working hours, parental leave and the use of domestic sick leave reflect gaps in understanding, with scope for further enquiry and education. To redress gender bias seriously through the development of family-friendly policies and practices requires supportive governance and logistics, along with some cultural change.

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“…Even women without children suffer bias because female gender is often linked to a desire to have children. 18 Our organizations, institutions, departments, and research collaborations need to embrace the opportunity to change. There should be no implicit assumption that women do not wish to assume leadership roles.…”

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confidence: 99%

A call to action: gender equity in Canadian anesthesiology

Mottiar

McVicar

2019

Can J Anesth/J Can Anesth

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In recent years, our society has increasingly confronted inequities faced by members of marginalized and disempowered groups. Gender bias has become an important topic of conversation and of academic discourse and research. Despite relevant literature dating back many years, medicine in Canada has only recently started to examine how gender bias has impacted our profession, clinical care, and research agenda. Thus far, the Canadian anesthesiology community has engaged very little in the much-needed introspection on gender biassomething that needs to change. The Canadian anesthesiology landscape continues to be very male. In 2018, one third of practising anesthesiologists were female, 1 despite women making up 42% of all Canadian physicians. 2 Women have made up at least half of Canadian medical students since 1999 but currently only 38% of anesthesiology postgraduate residency trainees are female. 3 In Canadian academic departments of anesthesiology, women comprise only 18% of all full professors, 27% of associate professors, 33% of assistant professors, and 49% of instructors (personal communication K. Kassim, Association of Faculties of Medicine of Canada; November, 2018). Currently, only two of 17 chairs (12%) of academic departments of Anesthesiology are female and all of the 2018 Canadian Anesthesiologists' Society (CAS) Honour Award Recipients were male. 4 Only one of the five members of the current CAS executive is female, and in the 75-year history of the CAS, only three women have served as president. The editorial board of the Canadian Journal of Anesthesia currently has only five women (21%) out of its 24 members.

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Reducing gender bias in surgery

Abstract: Needs positive action

Cited by 48 publications

References 11 publications

Changing the norm towards gender equity in surgery: the women in surgery working group of the Association of Surgeons of Great Britain and Ireland’s perspective

Changing the norm towards gender equity in surgery: the women in surgery working group of the Association of Surgeons of Great Britain and Ireland’s perspective

The gap between attitudes and processes related to ‘family-friendly’ practices in anaesthesia training in New Zealand: A survey of anaesthesia supervisors of training and departmental directors

A call to action: gender equity in Canadian anesthesiology

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