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Assessing Progress: An Integrated Review of LGBTQ+ Faculty Experiences in Higher Education 2010–2025 Open PDF
(Informa UK Limited, 2026-08-26)
Garcia, Ellen
;
Hassouneh, Dena
The objective of this review was to synthesize and assess the empirical research about experiences of LGBTQ+ faculty in higher education published between January 2010 and March 2025 to evaluate progress made in addressing research gaps identified in a seminal 2010 review. Researchers have made notable progress by conducting more studies and increasingly using critical theoretical frameworks to examine the experiences of LGBTQ+ faculty. Through our analysis we identified three core themes: (1) Influence of work climate on LGBTQ+ faculty experiences: How institutional environments influence LGBTQ+ faculty well-being and success; (2) Discrimination affects LGBTQ+ faculty work experiences: Persistent homophobia, heterosexism, sexism, and racism impact LGBTQ+ faculty; (3) LGBTQ+ faculty responses: LGBTQ+ faculty use strategies for resilience and advocacy to navigate their work climates. Our findings indicate a greater need for academia and its leaders to value and support research about experiences of LGBTQ+ faculty. We also found that despite DEI initiatives, institutional climates often remain a source of discrimination for LGBTQ+ faculty, suggesting these efforts are symbolic rather than effective. Amid rising anti-LGBTQ+ legislation and a backlash against DEI efforts, we underscore the need for organizational leaders to urgently implement meaningful, systemic change.
Women in Radiology: A perspective from Spain Open PDF
(Elsevier BV, 2024-03)
Cayón Somacarrera, S.
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Alonso Rodríguez, C.
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del Campo del Val, L.
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Oleaga Zufiría, L.
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Rodríguez Carnero, P.
Abstract Introduction There are gender inequalities in all fields, including radiology. Although the situation is improving, the presence of radiologists in leadership positions continues to be a minority. The objective of this article is to analyse the situation of women in the spanish radiology, comparing it with Europe and the United States. Materials and methods We selected the years 2000-2022 as reference period to make a comparison with feminization data throughout history. In addition, relevant specific data from the just begun 2023 were also included. The variables in which we investigated feminization were the following: medical students, medical graduates, radiology residents and specialists, section chiefs, department chairs, radiology residency programme directors, radiology university professors, presidents of the main radiological entities and societies in Spain, Europe and the United States, recipients of the main awards given by these radiological societies and chief editors of their journals. In order to perform this analysis we conducted an in-depth bibliographic research, we contacted the radiological societies of Spain, Europe and the USA and we carried out a survey in the main Spanish radiology departments. Results The female presence in radiology decreases as we rise to leadership positions, a situation that is patent in Spain, Europe and the US, comparison that will be analysed in depth throughout the article. In Spanish hospitals in 2021 there were 58.1% female radiology residents, 55% female radiologists, 42.9% female section chiefs and 24.4% female department chairs. In SERAM’s history there have been 10% female presidents, 22% female gold medallists and 5% female editors-in-chief. If we analyse data from 2000 to 2023, female presidents reach 32% and female gold medallists 31%. Conclusions Although gender inequality is declining, in radiology women continue to be underrepresented in leadership positions. Work must be done in order to build a diverse and inclusive profession that reflects demographic reality. Resumen Introducción Existen desigualdades por razón de género en todos los ámbitos, incluyendo en la radiología. Aunque la situación está mejorando, la presencia de radiólogas en puestos de liderazgo continúa siendo minoritaria. El objetivo de este artículo es analizar la situación de la mujer en la radiología española, comparándola con Europa y EE.UU. Materiales y métodos Seleccionamos como franja de referencia los años 2000–2022 para hacer una comparación con datos de feminización a lo largo de la historia. Además también se incluyeron datos puntuales relevantes del recién comenzado 2023. Las variables en las que investigamos la feminización fueron las siguientes: estudiantes de medicina, médicos graduados, residentes y especialistas en radiodiagnóstico, jefes de sección, jefes de servicio, tutores de residentes de radiodiagnóstico, radiólogos profesores universitarios, presidentes de las principales entidades y sociedades radiológicas de España, Europa y EE.UU, receptores de los principales galardones de dichas sociedades radiológicas y editores jefe de sus revistas. Para ello realizamos una amplia búsqueda bibliográfica, contactamos con las sociedades radiológicas de España, Europa y EE.UU y realizamos una encuesta a los principales servicios de radiodiagnóstico de España. Resultados La presencia femenina en radiología va disminuyendo a medida que ascendemos a puestos de liderazgo, situación que se constata tanto en España como en Europa y EE.UU, comparativa que analizaremos en profundidad a lo largo del artículo. En los hospitales españoles en el año 2021 había un 58,1% de mujeres residentes de radiodiagnóstico, 55% de radiólogas, 42,9% de jefas de sección y 24,4% de jefas de servicio. En la historia de la SERAM ha habido un 10% de mujeres presidentas, un 22% de mujeres medallas de oro y un 5% de editoras jefe. Analizando los datos del año 2000 al 2023 el porcentaje de presidentas alcanza el 32% y las mujeres medallas de oro el 31%. Conclusiones Aunque la desigualdad de género está disminuyendo, en radiología las mujeres continúan estando infrarrepresentadas en puestos de liderazgo. Es preciso trabajar para crear una profesión diversa e inclusiva que refleje la realidad demográfica.
Educational strategies for integrating gender perspectives in health professions training: a systematic review to advance diversity, equity, and inclusion Open PDF
(Springer Science and Business Media LLC, 2026-03-07)
López, Karina
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Cabanas, Ana María
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Pinazo, Fabian
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Zambrano, Nathalia
BACKGROUND: Preparing health professionals to deliver equitable, culturally competent care requires integrating gender perspectives throughout medical training. While essential for addressing health disparities affecting women, men, and gender-diverse populations, implementation approaches vary widely across institutions and regions. Evidence on effective strategies remains fragmented. This systematic review synthesizes educational interventions for gender-sensitive training, evaluates outcomes on student competencies, and examines global research patterns to identify equity gaps in the scholarship itself. METHODS: Following PRISMA 2020 guidelines, we conducted a prospectively registered systematic review (PROSPERO CRD420251132158). We systematically searched PubMed, Web of Science, and Scopus for studies published between 2015 and 2025 that evaluated educational strategies for integrating gender perspectives in health professions training. Two independent reviewers performed screening, data extraction, and quality appraisal using a generic risk-of-bias tool. Thematic synthesis identified core educational strategy domains and their effectiveness. We complemented this with bibliometric mapping (co-citation, co-authorship, co-word analysis) to examine geographic distribution of research, international collaboration patterns, and conceptual evolution in the field. RESULTS: Twenty-four studies met inclusion criteria from 133 records. Six educational strategy domains emerged from thematic synthesis: curricular design, active learning methodologies, faculty development, assessment systems, digital technologies, and interdisciplinary collaboration. Interventions consistently improved clinical knowledge of gender-diverse health needs, recognition and reduction of implicit bias, ethical sensitivity, and gender-affirming communication skills. Bibliometric analysis revealed striking geographic concentration: 72.2% of research originates from European institutions (38% from Germany alone), with minimal international collaboration (12.5) and virtually no Global South representation. This pattern highlights persistent inequities in whose perspectives shape DEI frameworks in medical education. CONCLUSIONS: Integrating gender perspectives into health professions education represents an evidence-based strategy for advancing DEI principles and preparing providers to deliver equitable, culturally competent care. Effective implementation requires dedicated institutional commitment through three key mechanisms: dedicated change agents who champion gender equity, formal structural integration rather than ad-hoc interventions, and systematic faculty development programs. However, the geographic concentration of research in high-income Western contexts raises critical questions about equity in DEI scholarship itself. Achieving gender equity in healthcare globally requires parallel commitments: integrating gender-sensitive curricula in all institutions while ensuring that diverse global voices, especially from the Global South, meaningfully shape DEI discourse and frameworks. TRIAL REGISTRATION: PROSPERO CRD420251132158.
Women in surgical academic Careers: What is needed to get there? Open PDF
(Elsevier BV, 2026-02)
Bosman, A.
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Schreurs, W.H.
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Smidt, M.L.
Despite comprising the majority of medical students, women remain significantly underrepresented in senior academic surgical positions. In the Netherlands, only 15.6 % of surgical professors are female. This article examines cultural and structural barriers, including unequal access to networks, underrepresentation on editorial boards, academic “housework,” implicit bias, and unequal caregiving responsibilities, that hinder women's advancement in academic surgery. Targeted interventions such as mentorships, flexible work policies, salary transparency, and gender-conscious recruitment (e.g., Eindhoven University of Technology's preferential hiring strategy) have shown promise in promoting equity without compromising academic output. The “critical mass” threshold of 28 % female representation emerges as a tipping point for cultural change. Achieving gender equity in academic surgery requires both systemic reform and cultural transformation to ensure equal opportunity, career sustainability, and inclusive institutional environments.
Fostering trustworthy dialogue on race, ethnicity and gender in a mentoring and leadership program for academic medicine faculty Open PDF
(Springer Science and Business Media LLC, 2025-12-30)
Pololi, Linda
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Brimhall-Vargas, Mark
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Mojto, Alison Milofsky
Background Inequity and marginalization of faculty historically underrepresented in academic medicine persist. As medical schools seek to increase the diversity and success of all their faculty, there is a need for effective change activities to address racism and sexism in medicine. We present an evaluation of an exercise aimed at enhancing cross-cultural awareness and valuing of diversity that was embedded in a faculty mentoring and leadership program in academic medicine. Most cross-cultural training fails to include opportunity to practice these difficult conversations in a diverse group. Methods Participants were 80 MD and PhD multidisciplinary medical school faculty who participated in five implementations of the yearlong C-Change Mentoring and Leadership Institute between 2018 and 2023. 43% of faculty were from underrepresented racial and ethnic groups, 60% were female, 65% were physicians and 35% had a PhD degree. We conducted a qualitative analysis of written and oral faculty responses to a collection of verbatim quotations of underrepresented minority and female faculty that described experiences of being discriminated against in the workplace. Thematic analysis of written and oral data was inductive, allowing themes to emerge from the data. Results Themes that emerged in the data from these facilitated conversations were: increased awareness of racism, recognition of lack of knowledge; connection, shared experience, and empathy; blame, judgment, dismissiveness, and deflection; focus on solutions/paths for change; the nature of prejudice; and reflection on their role in the system. The themes in participant responses illustrated the developmental stages of identity awareness in White and underrepresented minority persons. Participating faculty were able to productively engage in difficult conversations across race, ethnicity and gender. Conclusions The facilitated exercise engendered reflection, dialogue and learning about racism, sexism and identity development. Such exercises can open spaces of possibility for change at the individual level as well as the creation of inclusive cultures necessary for systemic change to occur.
Gender representation trends in cardiothoracic surgery journal editorial boards Open PDF
(Elsevier BV, 2024-12)
Higaki, Adrian Acuna
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Papageorge, Marianna V.
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Waldron, Christina
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Huggins, Lenique
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Brinker, Morgan
Objective We aimed to characterize chronologic trends of gender composition of the editorial boards of major cardiothoracic surgery journals in the current era. Methods A cross-sectional analysis was performed of gender representation in editorial board members of 2 North American cardiothoracic surgery journals from 2008 to 2023. Member names and roles were collected from available monthly issues. Validated software programming was used to classify gender. The annual proportion of women representation was compared to the thoracic surgery workforce. Results During the study period, 558 individuals (3641 names) were identified, 14.3% of whom were women. The total number of editorial board women increased for both journals. The proportion of women also increased from 2.5% (3 out of 118) in 2008 to 17.8% (71 out of 399) in 2023 (P < .001), exceeding the percentage of women in the thoracic surgery workforce, which increased from 3.8% in 2007 to 8.3% in 2021 (P < .001). The average duration of participation was longer for men than for women (53.8 vs 44.5 months; P = .01). Women in editorial board senior roles also increased from 3.3% (1 out of 30) in 2008 to 28.6% (42 out of 147) in 2023 (P < .001), almost triple the increase in nondesignated roles from 2.3% (2 out of 88) in 2008 to 11.5% (29 out of 252) in 2023 (P < .001). Conclusions In recent years, the appointment of women to the editorial boards of high-impact cardiothoracic surgery journals and senior roles have proportionally exceeded the overall representation of women in cardiothoracic surgery. These findings indicate progress in inclusive efforts and offer insight toward reducing academic gender disparities.
Exploring gender disparities in academic orthopaedic surgery faculty: analyzing subspecialty and leadership diversity to foster inclusivity Open PDF
(Springer Science and Business Media LLC, 2025-07-11)
Anand, Malini
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Julian, Kaitlyn R.
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Mulcahey, Mary K.
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Wong, Stephanie E.
Background The historic gap in gender diversity within orthopaedic surgery is widely acknowledged and continues to persist. The lack of female representation in orthopaedic surgery has been attributed to a variety of factors, including the absence of female mentors and leaders within the field. As such, we sought to examine the gender diversity among orthopaedic surgery faculty in various subspecialties at academic institutions and the distribution of female faculty in positions of leadership. Methods The American Medical Association Fellowship and Residency Electronic Interactive Database (FREIDA) was used to identify all allopathic orthopaedic surgery residency programs during the 2022 to 2023 academic year. The total number of faculty, and distribution of female faculty by subspecialty were collected from January to March 2023. The mean and percentage of female faculty in each subspecialty per program was calculated. Results The total number of orthopaedic surgery female faculty identified was 524. The subspecialty with the highest percentage of female faculty per program was pediatrics at 26.1% (148/511). Hand (18.6%; 113/511), oncology (19.2%; 38/511), foot and ankle (13.6%; 49/511), spine (3.9%; 21/511), shoulder and elbow (7.4%; 7/511) and adult reconstruction (3.7%; 24/511) had lower percentages of female faculty per program. A total of 52 (10.2%) female section chiefs were identified across all programs. Oncology had the highest percentage of female faculty represented in section leadership at 18.4% (7) and sports medicine had the lowest at 4.8% (4). Conclusion Gender diversity of faculty in orthopaedic surgery is low with adult reconstruction (3.7%), spine (3.9%), and shoulder and elbow (7.4%) having the lowest percentages of female faculty. The percentage of female faculty represented in section leadership is also lacking with a total of 52 (10.2%) female section chiefs identified across all programs. Increasing the number of females in leadership positions across all orthopaedic subspecialties may be one step in helping improve gender diversity in the field.
Gender disparities in authorship in European cardio-thoracic journals Open PDF
(Oxford University Press (OUP), 2025-06-19)
Galeone, Antonella
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Cleuziou, Julie
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Perrone, Fabiola
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Maffei, Irene
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Fiorinelli, Giorgia
OBJECTIVES The goal was to evaluate gender authorship in 2 cardio-thoracic surgical journals. METHODS We performed a bibliometric analysis of all articles published from 2017 to 2022 in the European Journal of Cardio-Thoracic Surgery and the Interdisciplinary Cardiovascular and Thoracic Surgery. For each article, the gender and academic rank of the first, senior and corresponding authors were verified by Internet search, email contact or use of the application Genderize.io. Articles were categorized based on topic, type and country of origin. The Cochran-Armitage test was used to evaluate gender authorship trend over time. RESULTS A total of 5243 articles were included in the analysis. Women represented 18% of first authors, 7% of senior authors and 13% of corresponding authors; no trend was seen over time. Women represented 16% of first authors and 7% of senior authors in adult cardiac surgery, 23% of first authors and 9% of senior authors in congenital cardiac surgery and 19% of first authors and 8% of senior authors in thoracic surgery. Male first authors were more frequently full professors (17% vs 5%) and associate professors (16% vs 8%), and male senior authors were more frequently full professors (48% vs 31%) and associate professors (16% vs 8%) compared to female senior authors. CONCLUSIONS The proportion of female authors is significantly lower than that of male authors in highest-impact European cardio-thoracic surgery journals, and no significant increase in female authorship has been demonstrated in recent years. Increasing awareness of gender disparities is essential to facilitate equal career opportunities and academic advancement for women in cardio-thoracic surgery.
The gender gap in academic anesthesiology and critical care medicine: a systematic review Open PDF
(Springer Science and Business Media LLC, 2024-12-20)
De Cassai, Alessandro
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Rubulotta, Francesca
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Zdravkovic, Marko
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Mustaj, Sindi
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Berger-Estilita, Joana
Abstract Purpose Gender disparities in academia are a growing concern, impacting various disciplines, including health care. We aimed to investigate gender-based differences in academic performance, leadership roles, and academic distinction within anesthesiology and critical care medicine. Source We conducted electronic searches for relevant articles published in PubMed, CENTRAL, Scopus, Web of Science, Embase, Education Resources Information Center, PsychINFO, and ProQuest from database inception until 23 June 2024. Three researchers conducted blinded assessments using predefined inclusion and exclusion criteria, with discrepancies resolved through discussion. We reported descriptive statistics for quantitative data from the included research articles. Principal findings Our initial screening identified 37,311 studies, 71 of which met the specified inclusion criteria and were therefore evaluated. Analysis of academic publishing trends revealed a gradual increase in the proportion of women as coauthors, first authors (in anesthesiology, the increase ranged from 7% to 17%, and in critical care medicine the increase was 4%), last authors, and corresponding authors. Despite these improvements, women remain underrepresented on the editorial boards of top journals. Although an increase in the representation of women as abstract presenters at conferences was noted, gender disparities persist in senior authorship roles. Conclusion Gender disparities are evident in academic leadership positions within anesthesiology and critical care medicine, with few women holding editor-in-chief positions and underrepresentation of women on editorial boards. We observed similar gaps in departmental and scientific society leadership roles. The distribution of awards, prizes, and grants remains skewed, indicating persistent gender imbalances in academic distinction. While progress has been made in certain areas, substantial gaps persist in scholarly publishing, leadership, and academic distinction.
Assessing and improving women representation in radiology leadership positions Open PDF
(Elsevier BV, 2025-01)
Sharma, Sonali
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Malik, Aleena
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Matschek, Jessica
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Zaki-Metias, Kaitlin M.
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Gandhi, Rushali
Gender representation remains a critical issue in professions, especially within medical specialties like radiology, where the representation of women in leadership roles significantly lags. Despite a promising increase in women physicians in Canada, reaching 42.7% by 2019, radiology showcases a stark gender disparity, particularly in leadership positions. This article examines the barriers hindering women's advancement in radiology and proposes actionable solutions to cultivate a more equitable environment. It highlights the underrepresentation of women in radiology leadership across the United States and Canada, with women holding significantly fewer senior academic positions and leadership roles. Key barriers include a lack of women role models, gender-based obstacles in research opportunities, and by design discriminatory practices. Solutions proposed include the establishment of mentorship programs, and inclusive policies at multiple organizational levels such as at the level of trainees, faculty and leadership positions including chair of the department. Additionally, policies and initiatives centred on education and training in unconscious bias, the creation of professional groups for women in radiology, and interventions to address unsafe work environments.

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