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Start date: 2020Subject: search.filters.subject.Career Choice

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  • Item type:Publication,
    Gender-specific career pathways after postdoctoral qualification in ophthalmology: status quo and influencing factors—A questionnaire survey Open PDF 
    (Springer Science and Business Media LLC, 2025-09-12)
    Maier, Anna-Karina B.
    ;
    Liekfeld, Anja
    ;
    Messmer, Elisabeth M.
    ;
    Brücher, Viktoria C.
    ;
    Vandemeulebroecke, Nicola
    Zusammenfassung Hintergrund Trotz einer steigenden Zahl an Habilitationen in der Ophthalmologie von Frauen, sind Frauen in akademischen Leitungspositionen und bei Professuren weiterhin deutlich unterrepräsentiert. Ziel dieser Studie war es, den aktuellen geschlechterspezifischen Stand der Karrierewege nach der Habilitation in der Augenheilkunde sowie mögliche Einflussfaktoren zu analysieren. Methodik Eine offizielle Umfrage der Deutschen Ophthalmologischen Gesellschaft (DOG), die an habilitierte Ophthalmolog*innen versendet wurde, erfolgte von August bis September 2024 auf Initiative des DOG-Arbeitskreises Frauen in der Ophthalmologie. Erhoben wurden Daten zu Alter, Geschlecht, Informationen zu Kindern, Kinderbetreuung, derzeitigem Arbeitsplatz und Gründen für den Verbleib und das Verlassen einer Universitätsklinik oder Forschungseinrichtung als Arbeitgeber. Ergebnisse Insgesamt beteiligten sich 168 von 458 habilitierten Kolleg*innen an der Umfrage (♀: 40 %, ♂: 59 %, keine Angabe: 1 %). Bei 79,8 % der habilitierten männlichen Kollegen lebten Kinder im selben Haushalt, bei Frauen nur in 64,7 % (p = 0,030); 81,8 % der Frauen und 32,9 % der Männer nahmen Elternzeit (p < 0,001); 72,3 % der Frauen und 6,3 % der Männer mit Kindern arbeiteten in Teilzeit (p < 0,001). Bei Vorhandensein einer zweiten Betreuungsperson arbeitet/arbeitete diese bei den männlichen Kollegen zu 58 % in Teilzeit und in 15 % gar nicht, während dies bei den weiblichen Kollegen nur zu 16 % in Teilzeit und zu 2 % gar nicht der Fall war (p < 0,001). Für den Verbleib in der akademischen Laufbahn wurden am häufigsten das Gesamtpaket der Vorteile einer akademischen Laufbahn (♂: 57,4 %, ♀: 64,4 %) und am seltensten finanzielle Anreize (♂: 2,9 %, ♀: 2,2 %) als Gründe angegeben. Diskussion Es besteht bei Habilitierten der Augenheilkunde eine erhebliche Diskrepanz zwischen gleich qualifizierten Männern und Frauen in Bezug auf die Übernahme der Kinderbetreuung. Frauen übernehmen offenbar den Großteil der Kinderbetreuung, was ein Grund dafür sein könnte, dass Habilitandinnen seltener akademische Leitungspositionen einnehmen. Abstract Background Despite an increasing number of women completing postdoctoral qualifications in ophthalmology, women remain significantly underrepresented in academic leadership positions and professorships. The aim of this study was to analyze the current gender-specific status of postdoctoral career paths in ophthalmology and potential influencing factors. Methods An official survey of the German Ophthalmological Society (DOG) was conducted from August to September 2024 at the initiative of the DOG working group on women in ophthalmology. Data were collected on age, gender, information about children, childcare, current employment and reasons for remaining or leaving a university hospital or research institution as an employer. Results A total of 168 of 458 colleagues participated in the survey (♀: 40%, ♂: 59%, no information: 1%). Of the male colleagues 79.8% had children living in the same household, compared to only 64.7% of women (p = 0.030), 81.8% of women and 32.9% of men took parental leave (p < 0.001) and 72.3% of women and 6.3% of men with children worked part-time (p < 0.001). If a second caregiver was present, this caregiver worked part-time in 58% of male colleagues and 15% did not work at all. In female colleagues the second caregiver worked part-time in 16% and 2% did not work at all. The overall package of benefits (♂: 57.4%, ♀: 64.4%) was cited most frequently as a reason for remaining in an academic career, while financial incentives (♂: 2.9%, ♀: 2.2%) were cited least frequently as reasons. Discussion There is a significant discrepancy between equally qualified men and women in ophthalmology regarding childcare responsibilities. Women appear to take on the majority of childcare responsibilities, which could be one reason why females are less likely to achieve academic leadership positions.
  • Item type:Publication,
    Are there gender differences in academic medical career aspirations related to research, mentoring and discrimination? A national cross-sectional study of French medical residents Open PDF 
    (BMJ, 2026-05)
    Deledalle, Aurore
    ;
    Congard, Anne
    ;
    Bour, Valentine
    ;
    Sarda, Élisa
    ;
    Cohen, Fleur
    OBJECTIVES: Academic medical careers remain marked by persistent gender inequalities, despite the growing feminisation of the medical workforce. The objective of this study was to examine whether gender differences exist in key individual and institutional determinants of academic medical career aspirations among medical residents, including research motivation, mentoring, work centrality, self-efficacy, perceived discrimination and stress. DESIGN: This was a national cross-sectional online survey. SETTING: Multicentre study conducted across 36 medical schools in France. PARTICIPANTS: A total of 1570 medical residents (997 women and 573 men) voluntarily participated between November 2022 and February 2023. All participants completed validated self-report questionnaires. There were no exclusion criteria beyond being enrolled in a French residency programme. PRIMARY AND SECONDARY OUTCOME MEASURES: Attitudes towards research (interest, motivation, significance) were measured using the Scale of Attitudes towards Research. Mentoring was assessed with the Mentor-Mentee Perception Questionnaire, work centrality with Hirschfeld and Feild's scale, self-efficacy with the General Self-Efficacy Scale, perceived discrimination with the Sexual Harassment and Discrimination Experiences of Academic Medical Faculty instrument and stress with the Perceived Stress Scale. Gender differences were analysed using t-tests or χ² tests with Holm-Bonferroni corrections for multiple comparisons. RESULTS: Compared with men, women reported lower research motivation (mean (SD) 21.0 (5.5) vs 22.8 (5.5); padj=0.011), lower research interest (27.1 (5.5) vs 28.1 (5.7); padj=0.011), lower work centrality (26.7 (7.0) vs 28.2 (8.1); padj=0.011) and lower self-efficacy (28.3 (5.2) vs 29.9 (5.0); padj=0.011). Women were less likely to report having a mentor (38.5% vs 44.5%; padj=0.02). They also reported substantially higher levels of experienced gender discrimination (22.8% vs 3.8%; padj=0.005), sexual harassment (57.7% vs 18.2%; padj=0.005) and perceived stress (8.48 (3.29) vs 7.27 (3.43); padj=0.011) CONCLUSIONS: Gender differences were observed across several individual and institutional factors associated with academic medical career aspirations. Reduced access to mentoring and greater exposure to discrimination and stress among women may contribute to lower research motivation and self-efficacy. These findings highlight the need for institutional strategies addressing mentoring, workplace culture and equity to support gender parity in academic medicine.
  • Item type:Publication,
    “Breaking barriers: The power of self-efficacy in combating occupational stigma and advancing gender equity in nursing education” Open PDF 
    (Elsevier BV, 2025-06)
    Atta, Mohamed Hussein Ramadan
    ;
    Madkour, Asmaa Mohamed Ahmed
    ;
    Hamad, Nagwa Ibrahim Mohamed
    ;
    Abdallah, Haitham Mokhtar Mohamed
    ;
    Alkubati, Sameer A.
    BACKGROUND: Nursing students may encounter occupational stigma due to prevailing stereotypes and perceptions of nursing as a gendered and undervalued profession. Occupational stigma in nursing can contribute to decreased motivation, limited job satisfaction, and hindered professional growth, potentially impacting students' career choices and commitment to the profession. AIM: This research explores how self-efficacy can mitigate the effects of occupational stigma among nursing students and promote gender equity by encouraging both male and female students to pursue nursing confidently and with a sense of professional pride. METHOD: This study utilized a cross-sectional descriptive research design on 560 nursing students, which was conducted at the Faculty of Nursing, XXX University, XXX. Three validated instruments were used: The Nurse Occupational Stigma Scale, The Gender Equity Scale in Nursing Education, and The Student Self-Efficacy Scale. Multiple linear regression was conducted to identify predictors of occupational stigma and gender equity, with AMOS software used for mediation analysis. FINDINGS: Gender equity was negatively correlated with nurse occupational stigma (r = -0.124, p = 0.003), a positive correlation was found between gender equity and student self-efficacy (r = 0.098, p = 0.020), and nurse occupational stigma had a strong positive correlation with student self-efficacy (r = 0.345, p < 0.001). The structural equation model (SEM) suggests that self-efficacy contributes directly to perceptions of occupational stigma without mediation by gender equity. Significant predictors of gender equity included age (p < 0.001) and gender, with females reporting lower gender equity (p < 0.001), income level (p = 0.029), academic level (third level, p < 0.001), and self-efficacy (p = 0.002). For nurse occupational stigma, predictors included age (p = 0.023), income (p = 0.002), academic level (p < 0.001), and self-efficacy (p < 0.001). RECOMMENDATION: The findings of this study highlight the importance of fostering inclusive and equitable environments in nursing education and practice settings. Promoting gender equity may help reduce occupational stigma, thereby improving job satisfaction and retention rates within the nursing profession.
  • Item type:Publication,
    Women Underrepresentation in R&I: A Sector Program Assessment of the Contribution of Gender Equality Policies in Research and Innovation. Open PDF 
    (2020)
    Striebing, Clemens
    ;
    Kalpazidou Schmidt, Evanthia
    ;
    Palmén, Rachel
    ;
    Holzinger, Florian
    ;
    Nagy, Beata
    Despite decades of efforts to achieve gender equality in research and innovation (R&I), all EU member states still face remarkable difficulties in driving forward the development of their innovation system while at the same time improving gender equality by using all the available research potential. In this paper we focus on the development of the share of women researchers in four national innovation systems, i.e. in Austria, Denmark, Hungary and Spain in the time period 2005-2015. The four selected cases represent countries with significant differences in their innovation capacity, gender regimes and progress of gender equality in R&I. A qualitative comparative analysis (QCA) is carried out to conduct a sector program evaluation based on statistical data and qualitative studies to understand the dynamic development of the proportion of women researchers. The study aims to provide insights into the aggregated gender equality interventions and policies implemented in the four countries studied and their contributions to the development of the proportion of women scientists at the structural level. The analysis reveals that the development of the share of women researchers during the studied period has been particularly influenced by contextual factors, namely the relative size of the business enterprise sector and the share of women among holders of tertiary education. While this is the case, it is found that gender equality interventions need to be more widespread and more effectively designed to be a strong contributing factor to an increasing representation of women in R&I.
  • Item type:Publication,
    How do public investments in gender equality initiatives and publication patterns interrelate? The case of Germany. Open PDF 
    (2020)
    Bührer, Susanne
    ;
    Frietsch, Rainer
    This article examines whether two of the major German flagship programmes to increase the participation of female researchers in the German science system, the "Women Professorship Programme" and the "Pact for Research and Innovation", have actually increased the number of women, especially in leadership positions. In a second step, we analyse whether such an assumed increase influences the publication patterns of authors with German affiliation. This article is based on literature and desk research as well as bibliometric analysis using Scopus. The most important result is that the number of women in research has indeed increased significantly in recent years and that, accordingly, more women are the (co)authors of scientific publications. In particular, it can be seen that quality indicators such as citations and excellence rates are high for female authors. This enables us to show that more women in the science system not only bring about a "gain in justice", but also a concrete scientific benefit.