The Perception and Experience of Gender-Based Discrimination Related to Professional Advancement among Japanese Physicians

Yasukawa, Kosuke; Nomura, Kyoko

doi:10.1620/tjem.232.35

Cited by 27 publications

(25 citation statements)

References 20 publications

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“…Gender inequality represents a common unfairness in the workplace and our previous study reported that women who perceived gender inequality were more likely to give up pursuing a career and instead switch to part-time labour from full-time work12 ) . Although our previous studies12, 14 ) related to gender inequality at work had not specifically investigated participants’ psychological response to gender inequality, the results of the present study may suggest that in a workplace where women negatively perceive organizational climate with gender equity, women may perceive psychological distress. Furthermore, it should be noted that the present study also suggested that when women perceived organizational climate for gender equality at higher degrees, women might perceive less psychological distress.…”

Section: Discussioncontrasting

confidence: 71%

Organizational climate with gender equity and burnout among university academics in Japan

et al. 2016

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We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of ‘Women utilization’, ‘Organizational promotion of gender equal society’ and ‘Consultation service’); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; ‘Women utilization’ or lack of ‘Inequality in academia’ alleviated burnout only in women. In consequence of this gender difference, when ‘Women utilization’ was at a lower level, both personal (p=.038) and work-related (p=.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia.

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Section: Discussioncontrasting

confidence: 71%

Organizational climate with gender equity and burnout among university academics in Japan

et al. 2016

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“…After categorization by sex, this result was also found for female physicians. The previous study showed female physicians older than 40 were more likely to experience gender discrimination compared with younger women (Yasukawa, 2014). However in this study, female physicians in younger generations were more likely to show the openness towards improving gender role attitudes.…”

Section: Discussioncontrasting

confidence: 68%

Improving Japanese Physicians’ Gender-Role Attitudes: Career Education and Adjusted Work Systems

Arima¹

2016

Divers Equal Health Care

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Background: Gender-role attribution is still prevalent in Japanese physicians' working environments. Indeed, 70% of female physicians forgo promising careers because of difficulties in raising children and balancing family life and a career. The proportion of male Japanese physicians taking paternity leave is only 2.6%, which is quite low. Female physicians with children are sometimes compelled to do most of the child-rearing, no matter how much they wish to continue their careers. This situation often leads female physicians to reduce their total work and research hours and to work as parttimers. This study investigated factors related to openness towards improving gender-role attitudes in academic hospitals. 1. With the Japanese population aging and the number of Japanese physicians per 1,000 population well below other developed countries' average, but patient visits being two times higher, Japan needs its female physicians to practice medicine.2. However, 70% of female physicians in Japan forgo promising careers because of difficulties in raising children and balancing family life and a career.3. Traditional gender-role attitudes that 'females stay home and males go out and work' still prevail in clinical medicine. Early career education on such topics as overcoming the obstacles of pregnancy and child-rearing to the practice of medicine, how others overcome those obstacles, might help female physicians design their life's career, prevent turnover among them and enable men to be more active in the household. What this paper adds:1. Female physicians with no children, whose spouses' were 'non-working', who agreed on providing career education on life events to young physicians, and who graduated within the last 1-10 years showed greater openness toward improving gender-role attitudes in academic hospitals.2. Male physicians who agreed with providing career education on life events to young physicians and who agreed with optimizing adequate work hours showed greater openness toward improving gender-role attitudes in academic hospitals.3. Of all factors, providing career education on life events to young physicians was considered most effective in improving gender-role attitudes in the clinical field. Optimizing working hours could also help improve gender-role attitudes and overall workplace diversity in medical settings.

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“…However, she did mention that feeling of being discriminated as a woman in her job in a former non-European destination country many times during the interview, explaining that it is tough to work as a female (and single) physician surrounded by mostly men. That view is reflected by other studies for example concerning gender-based discrimination of female physicians relating to career advancement possibilities in the US or Japan [68] and in general exclusion of female physicians from power structures of medicine [69] or sexual harassment against women working in the medical field [70]. …”

Section: Resultsmentioning

confidence: 92%

“…The experiences of our respondents are a reflection of power relations based on gender. The physician sector in many countries is still male dominated and women are often marginalized when they decide to go into a profession like medicine [68, 70]. It is however noteworthy that there are positive developments and that in some countries there is a gender balance in medical schools and some specialties (e.g.…”

Section: Discussionmentioning

confidence: 99%

African Female Physicians and Nurses in the Global Care Chain: Qualitative Explorations from Five Destination Countries

et al. 2015

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Migration of health professionals is an important policy issue for both source and destination countries around the world. The majority of migrant care workers in industrialized countries today are women. However, the dimension of mobility of highly skilled females from countries of the global south has been almost entirely neglected for many years. This paper explores the experiences of high-skilled female African migrant health-workers (MHW) utilising the framework of Global Care Chain (GCC) research. In the frame of the EU-project HURAPRIM (Human Resources for Primary Health Care in Africa), the research team conducted 88 semi-structured interviews with female and male African MHWs in five countries (Botswana, South Africa, Belgium, Austria, UK) from July 2011 until April 2012. For this paper we analysed the 34 interviews with female physicians and nurses using the qualitative framework analysis approach and the software atlas.ti. In terms of the effect of the migration on their career, almost all of the respondents experienced short-term, long-term or permanent inability to work as health-care professionals; few however also reported a positive career development post-migration. Discrimination based on a foreign nationality, race or gender was reported by many of our respondents, physicians and nurses alike, whether they worked in an African or a European country. Our study shows that in addition to the phenomenon of deskilling often reported in GCC research, many female MHW are unable to work according to their qualifications due to the fact that their diplomas are not recognized in the country of destination. Policy strategies are needed regarding integration of migrants in the labour market and working against discrimination based on race and gender.

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The Perception and Experience of Gender-Based Discrimination Related to Professional Advancement among Japanese Physicians

Cited by 27 publications

References 20 publications

Organizational climate with gender equity and burnout among university academics in Japan

Organizational climate with gender equity and burnout among university academics in Japan

Improving Japanese Physicians’ Gender-Role Attitudes: Career Education and Adjusted Work Systems

African Female Physicians and Nurses in the Global Care Chain: Qualitative Explorations from Five Destination Countries

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