Gender imbalance amongst promotion and leadership in academic surgical programs in Canada: A cross-sectional Investigation.
Gender imbalance amongst promotion and leadership in academic surgical programs in Canada: A cross-sectional Investigation.
Blog Article
BackgroundWomen are underrepresented at higher levels of promotion or leadership despite the increasing number of women physicians.In surgery, this has been compounded by historical underrepresentation.With a nation-wide focus on the importance of diversity, our aim was to provide a current snapshot of gender representation in Canadian universities.
MethodsThis cross-sectional online website review assessed the current faculty listings for 17 university-affiliated academic surgical training departments across Canada in the 2019/2020 academic year.Gender diversity of academic surgical faculty was assessed across surgical disciplines.Additionally, gender diversity in career advancement, NEFF D95IHM1S0B 90cm Angled Chimney Hood Touch Control 700m³/h as described by published leadership roles, promotion and faculty appointment, was analyzed.
ResultsWomen surgeons are underrepresented across Canadian surgical specialties (totals: 2,689 men versus 531 women).There are significant differences in the gender representation of surgeons between specialties and between little boys tees universities, regardless of specialty.Women surgeons had a much lower likelihood of being at the highest levels of promotion (OR: 0.
269, 95% CI: 0.179-0.405).
Men surgeons were statistically more likely to hold academic leadership positions than women (p = 0.0002).Women surgeons had a much lower likelihood of being at the highest levels of leadership (OR: 0.
372, 95% CI: 0.216-0.641).
DiscussionThis study demonstrates that women surgeons are significantly underrepresented at the highest levels of academic promotion and leadership in Canada.Our findings allow for a direct comparison between Canadian surgical subspecialties and universities.Individual institutions can use these data to critically appraise diversity policies already in place, assess their workforce and apply a metric from which change can be measured.