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Start date: 2025Discipline: search.filters.discipline.Clinical Medicine

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Now showing 1 - 4 of 4
  • Item type:Publication,
    Gender Disparities in Interventional Pain Medicine: Representation, Leadership, and Compensation Open PDF 
    (Wiley, 2026-05-06)
    Catalanotto, Marissa
    ;
    Kim, Serena Jiyeon
    ;
    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.
  • Item type:Publication,
    Twenty years of silence: shining a light on gender disparities in academic medical leadership in India Open PDF 
    (BMJ, 2026-03-03)
    Gulati, Kamal
    ;
    Davies, Julie
    ;
    Kumar, Sachin
    INTRODUCTION: Under-representation of women in senior academic medicine positions fails to mirror the over-representation of women entering medical schools. More women medical professors are needed as leadership role models to facilitate gender equity in the curriculum, research and medical services for national well-being. We seek to understand this gender gap in India by highlighting gender disparities in a premier Indian medical school and by advocating multi-level interventions in academic medicine. METHODS: We statistically analysed documentary data of all faculty ranks from 2004-2005 to 2022-2023 at the All India Institute of Medical Sciences, New Delhi to illustrate women faculty's representation in different disciplines (clinical, paraclinical and surgical) and leadership positions. First, we used trend analysis to project the time to gender parity across ranks. We then adopted cross-tabulation analysis to calculate the relative odds of women faculty holding academic ranks and leadership positions compared with their male counterparts. RESULTS: The findings revealed significant gender inequities across all faculty ranks. The total percentage of women faculty in 2004-2005 was 24.2% compared with 27.5% in 2022-2023. Leadership positions also showed significant gender disparity (χ2=18.20, p<0.0001115) as women occupied 16% of senior roles in the last two decades. The overall trend indicated a decline in the proportion of women in senior academic medical leadership roles over time. CONCLUSIONS: This study highlights persistent gender disparities over 20 years for women faculty's career trajectories in academic medicine. We propose six multilevel recommendations for gender parity in academic medical leadership in India.
  • Item type:Publication,
    Gender disparities among authors of retracted publications in medical journals: A cross-sectional study Open PDF 
    (Public Library of Science (PLoS), 2025-11-19)
    Sebo, Paul
    ;
    Elango, B.
    Background Gender disparities in scientific authorship are well documented, yet little is known about gender representation among authors of retracted publications. Methods We analyzed 878 retracted publications from 131 high-impact medical journals across nine clinical disciplines (anesthesiology, dermatology, general internal medicine, gynecology/obstetrics, neurology, oncology, pediatrics, psychiatry, and radiology). Gender was inferred using Gender API for all, first, and last authors. Two analytic samples were constructed based on prediction confidence thresholds (≥60% and ≥70%). We examined gender distribution across authorship positions, number of retractions per author, and disciplinary representation. Wilcoxon rank-sum and chi-squared tests were used to assess group differences. Gender proportions were compared with publication benchmarks from 2008–2017, restricting retraction data to the same period for comparability. Results Among 4,136 authors, 3,909 had full first names, and gender could be assigned to 3,865 (98.9%). In the sample with prediction confidence ≥60% (n = 3,743), 863 (23.1%) were identified as women. They accounted for 16.5% (123/747) of first and 12.7% (87/687) of last authors. They had significantly fewer retractions per author and were less likely to have >5 retractions (all authors: 3 women [8.1%] vs 34 men [91.9%], p < 0.001). Across most disciplines, their representation was below publication benchmarks. Dermatology (retractions = 80.0%, publications = 48.9–51.8%) and radiology (retractions = 40.0%, publications = 31.0-36.8%) were exceptions among first authors, while pediatrics (retractions = 50.0%, publications = 37.0%−42.6%) was an exception among last authors, though all based on small numbers. Conclusions Women are markedly underrepresented among authors of retracted publications, particularly in cases involving multiple retractions. Further research is needed to clarify underlying mechanisms.
  • Item type:Publication,
    Gender Inequity in Institutional Leadership Roles in US Academic Medical Centers Open PDF 
    (American Medical Association (AMA), 2025-04-04)
    Levy, Morgan S.
    ;
    Hunt, Kelby N.
    ;
    Lindsay, Kara A.
    ;
    Mohan, Vikasni
    ;
    Mercadel, Alyssa
    Importance Academic medical centers have focused their efforts on promoting gender equity in recent years, but the positive outcomes associated with those efforts remain to be seen in recruiting and retaining diverse institutional leadership. Objective To evaluate the current state of gender inequity in institutional leadership roles, such as deans, department chairs, and residency and fellowship program directors, at US academic medical centers. Evidence Review A search for articles published from January 1, 2019, to August 5, 2022, on gender inequity in institutional leadership roles at academic medical centers was performed using the PubMed, CINAHL, and ERIC databases. Studies were screened for inclusion by sets of 2 independent reviewers (with disagreements resolved by a third reviewer) and evaluated for risk of bias. The Methodological Expectations of Cochrane Intervention Reviews Standards were followed for conducting the review, and the Preferred Reporting of Items for Systematic Reviews and Meta-Analyses Extension for Scoping Reviews (PRISMA-ScR) reporting guideline was followed for reporting results. Findings A total of 8120 articles were retrieved, of which 6368 were screened by title and abstract, 6166 were excluded, and 202 underwent full-text review. Ultimately, 94 studies reported on institutional leadership roles, including deans (5 studies [5.3%]), department chairs (39 studies [41.5%]), division chiefs (25 studies [26.6%]), and program directors (67 studies [71.3%]), with some overlap. A total of 678 participants were deans (564 men [80.5%] and 132 women [19.5%]), 8518 were department chairs (7160 men [84.1%] and 1358 women [15.9%]), 3734 division chiefs (2997 men [80.3%] and 737 women [19.7%]), and 9548 program directors (7455 men [78.1%] and 2093 women [21.9%]). Even in specialties with 50% or more female faculty, none had equal representation of women as department chairs and division chiefs. Gender inequities were particularly pronounced in surgical specialties. Conclusions and Relevance This systematic scoping review suggests that even though emphasis has been placed on addressing gender inequities in academic medicine, considerable disparities remain at the leadership level. While certain positions and specialties have been observed to have more female leaders, niches of academic medicine almost or completely exclude women from their leadership ranks. Importantly, even female-dominated specialties, such as obstetrics and gynecology, have substantial inequity in leadership roles. It is past time for organizational and systems-level changes to ensure equitable gender representation in academic leadership.