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The Leadership Ceiling in Global Radiology: A 2024–2026 High-Throughput Algorithmic Audit of Gender Representation in Senior Authorship Open PDF
(Elsevier BV, 2026-07)
Wang, Tanche (Jimmy)
Rationale and objectives: To establish a 2026 global benchmark for senior authorship gender representation in high-impact imaging journals and identify structural barriers to digital metadata visibility. Materials and methods: An algorithmic audit analyzed 6454 publications from seven leading radiology journals compiled between January 2024 and February 2026. Senior author gender was inferred utilizing the validated gender-guesser name-inference engine. Pearson's Chi-squared test compared gender distributions across journals. A dynamic, web-based dashboard was developed using a Python-Streamlit framework to facilitate continuous, live data exploration. Results: The global female senior authorship rate across successfully classified data was established at 17.70% (1144/3717). Significant variation was found by journal (x2=34.19, p < 0.0001). The Journal of the American College of Radiology (JACR) demonstrated the highest representation (37.17%), while technical subspecialty journals showed lower parity. A profound "Metadata Gap" was identified, with 42.42% (2737/6454) of the total cohort lacking identifiable gender markers or sufficient name strings in professional publishing summaries to allow for algorithmic inference. Conclusion: A profound gender gap persists in global senior research leadership within imaging specialties. Enhancing publishing metadata hygiene is an essential step for accurate institutional equity tracking. Informatics-driven auditing via live dashboards provides a scalable roadmap for modern departmental and institutional accountability.
A longitudinal analysis of gendered career trajectories and academic efficiency in North American MD/PhD faculty Open PDF
(Informa UK Limited, 2026-05-28)
Quon, Stephanie
;
Joseph, Marissa
;
Khosa, Faisal
Gender disparities in academic medicine persist despite increasing women's representation in higher education. Prior research highlights the underrepresentation of women in senior ranks and leadership roles, yet few studies have assessed these disparities using time-adjusted productivity metrics. This study aims to evaluate gender-based differences in academic rank, scholarly productivity, and leadership representation among MD/PhD faculty in North America, accounting for career length and institutional variability. A secondary analysis was conducted on a dataset of 6,149 MD/PhD faculty from 122 accredited North American medical schools. Time-adjusted measures of productivity, H-index per year and citations per year, were calculated. Gender differences in rank, productivity, and leadership were assessed using Mann-Whitney U tests and descriptive statistics. Institutional-level representation of women in leadership roles was also analyzed. Women held significantly lower academic ranks than males and were underrepresented in departmental leadership roles. Despite achieving assistant and full professorships earlier, women were overall less likely to reach these positions. Males exhibited higher time-adjusted H-index and citation rates (p < .0001), with a compounded 3.5-year publication gap. Institutional analysis revealed stark variability: 38 institutions had no women in MD/PhD leadership roles, while fewer than 20 percent achieved gender parity. Gender disparities in academic medicine cannot be explained by productivity alone. Structural barriers, opaque promotion criteria, and institutional cultures continue to impede women's advancement and leadership. Addressing these inequities requires transparent policies, targeted mentorship, equity audits, and inclusive leadership pathways to support a more equitable academic workforce.
Advancing gender equity in gynecology and obstetrics: perspectives from the German workforce Open PDF
(Springer Science and Business Media LLC, 2025-08-27)
Neuhold, Jasmin
;
von Versen-Höynck, Frauke
PURPOSE: Despite the high proportion of women in medical education and clinical training, female physicians remain underrepresented in leadership and academic positions in Gynecology and Obstetrics in Germany. This study investigates structural and cultural factors contributing to this disparity and highlights trends in workforce composition and recognition in the field. METHODS: We conducted a descriptive, cross-sectional analysis using publicly available data from the German Federal Statistical Office and the German Medical Association (2004-2024), as well as database from the German Society for Gynecology and Obstetrics (DGGG). RESULTS: In 2023, women comprised 73% of gynecologists in Germany. Female representation declined with advancing career stage. In 2024, 82% of resident physicians at German university hospitals were women, while they held 26% of department head positions in Gynecology and Obstetrics. Female membership in the DGGG reached 75%, with 40% on the executive board. In 2022, 65% of major awards went to men, while women received most poster and lecture prizes (61%) at the biannual conference. CONCLUSIONS: While gender diversity in the clinical workforce has improved, systemic inequities persist in academic and leadership domains. Addressing these requires structural reforms, increased transparency in recruitment and promotion processes, and targeted programs supporting women's professional advancement. Enhanced visibility, mentorship, and inclusive institutional policies are essential to ensure gender-equitable development in the specialty.
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.
Factors that influence the implementation of organisational interventions for advancing women in healthcare leadership: A meta-ethnographic study Open PDF
(Elsevier BV, 2022-09)
Mousa, Mariam
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Skouteris, Helen
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Boyle, Jacqueline A.
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Currie, Graeme
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Riach, Kathleen
Summary Background Gender inequity in healthcare leadership persists and progress is slow, with the focus firmly on problems, barriers and on requiring women themselves to adapt and compete in a system not designed for them. Women are individually burdened to advance their careers, with little effort given to addressing systemic barriers in the health sector. A recent systematic review prioritised organisational-level approaches and demonstrated effective interventions. In this meta-ethnographic study, we further this work by examining factors in implementation of organisational interventions for advancing women in leadership. Methods The meta-ethnographic framework applied here follows the Noblit and Hare approach for synthesising findings and applying interpretive analysis to original research. We generated a new line-of-argument with insights for the healthcare sector. The protocol is registered (CRD42020162115) on the International Prospective Register of Systematic Reviews. Three academic databases (MEDLINE, PsycINFO, SCOPUS) were searched systematically between 2000 and 2021. Studies were analysed if they included organisational-level interventions that sought to measurably advance women in leadership. Study characteristics were extracted using a standard template for intervention details. Quality appraisal was conducted using the Critical Appraisal Skills Program tool. Data synthesis was conducted across 19 criteria of the Meta-Ethnography Reporting Guide (eMERGe). Findings Fifteen qualitative studies were included. Analysis revealed three meta-themes that are central to successful implementation of organisational interventions that advance women in healthcare leadership: (1) leadership commitment and accountability, influenced by internal and external organisational settings, salient for long term outcomes and for developing an inclusive leadership culture; (2) intervention fit with individuals with consideration given to personal beliefs, preferences, experiences, capabilities or life circumstances, including capacity for leadership roles in their broader life context; balanced against maintaining interventional fidelity, and (3) cultural climate and organisational readiness for change, addressing traditional, conservative and constrictive perspectives on gender and leadership in health, highlighting the facilitating role of male colleagues. Interpretation This meta-ethnographic research extends past work by integrating empirical evidence from a systematic literature review of effective organisational level interventions, with the identification of pragmatic themes to generate, implement, evaluate and embed evidence-based organisational interventions to advance women in healthcare leadership. This work can inform initiatives and policymakers to generate and implement new knowledge to advance women in healthcare leadership.
Diferencias de género en Anestesiología. ¿En qué punto nos encontramos en España? Resultados de una encuesta nacional Open PDF
(Elsevier BV, 2020-08)
Aliaño, M.
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Franco, G.
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Gilsanz, F.
Resumen Objetivo En la última década se han publicado numerosos trabajos en los que se pone de manifiesto la persistencia de diferencias de género en medicina. La finalidad de este estudio fue investigar si este problema existe en la especialidad de Anestesiología en España. Métodos El estudio se llevó a cabo mediante una encuesta anónima que se distribuyó entre los especialistas en Anestesiología. El cuestionario estaba formado por 39 preguntas diseñadas para investigar la situación profesional, laboral y personal, así como las percepciones individuales en relación con la discriminación de género en el trabajo. Resultados Se incluyeron 1.619 encuestas, lo que representa el 17,6% del total de anestesiólogos de España; 654 participantes fueron hombres (40,4%) y 965 mujeres (59,6%). Las mayores diferencias fueron observadas en las siguientes áreas: el 70,0% de participantes informaron de que su jefe de servicio es un hombre. En relación con los puestos de liderazgo, el 25,2% de las mujeres que respondieron a la encuesta habían desempeñado algún puesto de confianza frente al 46,1% de los hombres (p < 0,001). En cuanto a la posición académica, el 10,3% de los hombres respondieron ser profesores de universidad en contraste con el 4,8% de mujeres (p < 0,001). El 46,0% de las mujeres que participaron en la encuesta piensan que existe discriminación de género en su profesión, mientras que solo el 12,6% de los hombres lo reconocieron. Un tercio de las mujeres (36,6%) consideran su condición de género una barrera para promocionar y tienen miedo de perder su trabajo por quedarse embarazadas. Además, tanto hombres como mujeres han presenciado un trato diferente por parte de pacientes y personal sanitario hacia sus compañeras anestesiólogas. Conclusión Los resultados de esta encuesta demuestran que existe una brecha de género en Anestesiología en España. En concreto, las mujeres están poco representadas en puestos académicos y de liderazgo, y un porcentaje considerable de encuestados perciben diferencias de género en el trabajo. Este estudio puede servir para monitorizar futuros cambios en nuestro país y como ejemplo para investigaciones en otros países vecinos. Abstract Objective Publications of diverse medical specialties confirm that gender differences still exist in the medical field. This particular study aims to investigate whether this problem exists in the specialty of Anaesthesiology in Spain. Methods An anonymous survey was distributed among anaesthesiologists in Spain. It had 39 questions and was designed to investigate professional position, work conditions, personal situation, and individual perceptions. The goal was to target the majority of anaesthesiologists working in Spain. Results Completed surveys were received from 1,619 respondents which represents 17.6% of the total number of anaesthesiologists in Spain; 654 respondents were male (40.4%) and 965 were female (59.6%). The greater differences were found in the following areas: 70.0% of the respondents advised that their head of department is male. When asked about management and leadership positions, 25.2% of female respondents had ever had any management role in contrast to 46.1% of men (p < 0.001). Regarding academic positions, 10.3% of male respondents are university professors in contrast to only 4.8% of women (p < 0.001). 46.0% of the women surveyed believe that gender discrimination exists in the workplace whereas only 12.6% of men reported the same. A third of women (36.6%) consider their gender a barrier to promotion and fear losing their job due to pregnancy. Furthermore, both genders have witnessed patients and colleagues treating staff differently according to gender. Conclusion The results of the survey show the existence of a gender gap among Spanish anaesthesiologists. Of particular note, women are under-represented in academic and leadership positions. Additionally, a considerable percentage of respondents perceive gender-based discrimination to be active in their workplaces. This study could serve as a template for future research in other neighbouring countries and as a means to monitor any changes in coming years.
Gender Disparities in Interventional Pain Medicine: Representation, Leadership, and Compensation Open PDF
(Wiley, 2026-05-06)
Catalanotto, Marissa
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Kim, Serena Jiyeon
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Javed, Saba
INTRODUCTION: Despite increasing representation of women in medicine overall, significant gender disparities persist in procedural specialties such as interventional pain medicine. Women remain underrepresented as speakers at national pain conferences and in leadership roles. Additionally, a pay gap between female and male pain physicians remains. This study aims to objectively demonstrate the above-mentioned inequities. METHODS: National conference faculty were analyzed across five major pain societies (ASRA, NANS, AAPM, ASIPP, ASPN) from 2020 to 2024 annual conference agendas. Gender was assigned based on publicly available information. Leadership roles were assessed by identifying the gender of pain fellowship program directors and pain medicine department chairs. Lastly, using the Association of American Medical Colleges (AAMC) Faculty Salary Report (2021-2024), we examined the compensation gap and difference in salary growth rates between genders. RESULTS: Across national conferences, only 25% of speakers were female, with ASRA demonstrating the most consistent female representation. Of the pain medicine fellowship programs studied, there were 36 (32.7%) female program directors and 25 (23.8%) female department chairs. Programs led by female program directors had significantly higher proportions of female faculty (OR = 1.97, CI [1.45, 2.68], p < 0.0001). Salary data revealed that at every academic rank, women in pain medicine faculty earned less than their male counterparts. Additionally, there is a statistically significant difference between the salary growth rates of male and female associate professors between 2021 and 2024 (F = 12.25, p < 0.05). CONCLUSION: Substantial gender disparities remain in visibility at national conferences, academic leadership, and compensation in pain medicine. Female-led academic programs demonstrate more gender-diverse faculties, highlighting the importance of representation in leadership. Focused efforts are needed to promote mentorship, equitable hiring, and transparency in pay and speaking opportunities to foster a more inclusive field.
Closing the gap?—Trends in women’s full professorship at the medical faculty of the University of Rostock 1563–2018 Open PDF
(Springer Science and Business Media LLC, 2026-04-22)
Bindrich, Sabrina
;
Wille, Nico
BACKGROUND: This study analyses the representation of female full professors at the Medical Faculty of the University of Rostock (UMR) between 1563 and 2018 based on the Catalogus Professorum Rostochiensium, while also examining the career paths and personal background of the professors. METHODS: The data for this study was acquired from the Catalogus Professorum Rostochiensium (CPR), a biographical online lexicon, the university archive and the statistical department of the University of Rostock. Descriptive Statistics, the Mann–Whitney-U-Test and the Kruskal–Wallis-Test for independent samples followed by pairwise comparison with Bonferroni correction were used to analyse differences between subgroups like epochs and male or female professors. RESULTS: The dataset includes 295 professors, 279 (94.57%) listed as male and 16 (5.42%) as female. There were no female full professors until 1964. While women are overrepresented in the lower ranks of academia, they remain underrepresented in the highest ranks: In 2018, 63.16% of students, 59.69% of the faculty’s graduates, 59.50% of newly graduated doctors and 33.33% of habilitations were women, while only 10.94% of professors at the UMR were female. In comparison, in 2018 female professors accounted for 23.69% of all professors in medicine in Germany. The first initiative for the promotion of women at the UMR mentioned in the archive files dates to 1962. The stomatological clinic was the first to create personalized development plans for women in academia and in total there were more female professors in orthodontics than male ones. Over the course of the study period, the proportion of female professors at the medical faculty increased noticeably, which is also reflected in a significant difference in appointment years between male and female professors (p < 0.001). In 1985, 9.76% of professors were women, while 55.90% of students were female. By 2024, these figures had risen to 18.31% of professors and 69.38% of students, respectively. CONCLUSION: Though significant progress has been made, further systematic changes are needed to achieve gender equity at the UMR. To make this possible, consequent initiatives by leaders, sufficient resources and continuous re-evaluation are needed.
Gender disparities in gastroenterology and hepatology conferences: The journey towards equality Open PDF
(Springer Science and Business Media LLC, 2024-06-27)
Devi, Jalpa
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Butt, Amna Subhan
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Rai, Lajpat
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Kumar, Jatin
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Memon, Sadik
Background: This study scrutinizes gender representation in invited faculty and conference committee leadership at key gastroenterology and hepatology conferences in Pakistan over five years, exploring the impact of the "glass ceiling" and "sticky floor" phenomena on gender diversity within academic medicine. Methods: This cross-sectional study was conducted between January and March of 2023. The three major national societies of gastroenterology and hepatology in Pakistan that had been established for more than 10 years and the scientific programs of their annual conferences, which were publicly accessible, were included and coded as Society 1, Society 2 and Society 3 to maintain anonymity. The scientific programs for the last five years (2018-2022) were retrieved. The roles of invited faculties were identified as invited speakers, moderators, chairs/panelists, presidents and chairs of organizing or scientific committees and the gender makeup of the faculty was compared. Regression analysis was used to evaluate the trends for female representation over time for each role. Results: Significant gender disparity was evident by an extremely lower cumulative proportion of female invited faculty compared to males (211 [11.9%] vs. 1567 [88.1%], p 0.001). The predominance of invited male faculty was observed across all societies as well as in various roles of invited faculty (p 0.01). A significant disparity has also been observed in leadership positions of all three societies (43 [95.5%] males vs. 2 [4.5%] females, p 0.001), while the trend of women's underrepresentation across all societies remained almost unchanged over time (slope = 0.08, R2 = - 0.078, p-value = 0.875). Conclusion: Our study unveils striking gender disparities in women's representation as invited speakers and other roles at the annual scientific conferences of major gastroenterology and hepatology. Additionally, male dominance remains entrenched, notably in leadership positions, necessitating a proactive, multifaceted approach to rectify gender inequities.
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.

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