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Discipline: search.filters.discipline.DentistrySubject: search.filters.subject.Career Mobility

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  • Item type:Publication,
    The landscape for women leaders in dental education, research, and practice Open PDF 
    (2015)
    Whelton, Helen
    ;
    Wardman, Margaret J.
    Following early limitations on women becoming educated in and practicing dentistry, the proportion of women enrolled in dental schools around the world has increased dramatically over the past decades. Dental schools have undergone a transformation from male dominance to almost equal numbers in the United States and female predominance in other countries including the United Kingdom. However, this change in student gender distribution has not been matched among academic leaders. Data from across the globe indicate a clear disproportion in favor of males in leadership positions in dentistry-and the more senior the position, the greater the imbalance. This article reviews the evolving changes in gender distribution across the landscape of dental education, research, and practice and some initiatives to address the gender imbalance in leadership. Such initiatives can help to ensure that, in the future, the profession benefits from the spectrum of influences brought to bear by the leadership of both women and men.
  • Item type:Publication,
    Gender Differences in Academic Productivity and Advancement Among Dental School Faculty Open PDF 
    (2019)
    Simon, Lisa
    ;
    Candamo, Fiorella
    ;
    He, Puhan
    ;
    Karhade, Deepti Shroff
    ;
    Pirooz, Yasameen
    Background: An equal number of women and men are now graduating from dental school, but women dentists have lower income and are less likely to achieve positions of leadership, including within dental academia. Materials and Methods: Demographic information and academic rank were obtained for all faculty at the eight dental schools who received the most funding from the National Institute of Dental and Craniofacial Research in 2017. Years since dental school graduation, total number of PubMed-indexed citations, first- and last-author publications, and H-index were determined for each faculty member. Gender differences in productivity and advancement were evaluated. Results: Of 702 faculty members, 36.5% were female; only 24.4% of full professors were women. Men had significantly higher numbers of publications (30.2 [95% confidence interval [CI, 28.6-39.5] vs. 20.4 [95% CI 16.3-24.6], p = 0.02) and higher H-index (8.2 [95% CI 7.1-9.1] vs. 4.7 [95% CI 3.9-5.5], p < 0.0001). Women had graduated more recently than their male colleagues at all levels of academic advancement (overall 22.83 years [95% CI 21.29-24.39] vs. 30.19 years [95% CI 28.84-31.55], p < 0.0001). When corrected for academic productivity and years since graduation, the association between gender and academic rank was not significant. Conclusions: Women are underrepresented at each academic rank except instructor; however, women may advance more quickly than their male counterparts. Increasing scholarship and mentorship opportunities for female faculty members may help improve gender equity in dental academia.
  • Item type:Publication,
    Advancing women, parity, and gender equity Open PDF 
    (2022)
    Garcia, M. Nathalia
    ;
    Andrews, Elizabeth A.
    ;
    White, Candice C.
    ;
    Dixon, Debra A.
    ;
    López, Ana N.
    For centuries, society has called out for transformations to lift all of its members. While it may seem ordinary in our time for women to be dentists or dental educators, the path was neither always easy, nor has true equity been achieved. The modern transformation of dental education and dentistry creates the need for leaders to propose and develop concrete initiatives to advance the profession and benefit society. Areas to address that could lead to increased equity for women include career advancement, leadership opportunities, compensation, career satisfaction, research, and scholarly activity. Our analysis demonstrates that even though the number of full-time female faculty has increased during recent years, most positions (59.5%) at dental schools in the US are held by men (2018-2019). Males were also compensated at higher rates than their female counterparts, and female deans made 7% less in total compensation. Because disparities are evident in pay and academic pathways, new directions and strategies must be employed to ensure parity and gender equity. Facilitating the progress of women in organized dentistry requires efforts of dental academic institutions to invest resources and provide nurturing environments that promote professional performances and leadership skills for women, with these being priorities-considering the current trends that anticipate increased numbers of women in dental academia. All dentists bring their own experiences to the profession, making for rich depth and diversity. As a collective voice, we have a bright future. We can and will move forward together.
  • Item type:Publication,
    Gender Gap in Leadership in Academic Medicine and Dentistry: What Are the Barriers? What Can Be Done To Correct It? Open PDF 
    (2019)
    Gangwani, Pooja
    ;
    Kolokythas, Antonia
    PURPOSE: The present study aimed to report the main barriers to women's advancement in leadership and high-rank academic positions in the fields of medicine and dentistry. MATERIALS AND METHODS: An electronic search was conducted of the MEDLINE database using the PubMed search engine. The Google Scholar search engine was also used to access scholarly articles across all disciplines. A total of 173 reports and abstracts published in the English language were retrieved and evaluated for their content. Of these, 32 were initially selected and reviewed. Finally, 16 studies focusing on gender-related discrepancies in healthcare concerning leadership and academic advancement were included. RESULTS: The following themes emerged as the main contributors to the gender disparity in academic medicine and dentistry: 1) the lack of appropriate role models and mentorship for successful socialization of female faculty; 2) the lack of peer support for women's promotion through the academic ranks and their selection for executive administrative roles at equal rates as their male counterparts; and 3) implicit bias and negative stereotypes. CONCLUSIONS: A need exists to increase the number of female role models and enhance mentorship to increase the attraction toward academic careers in medicine and dentistry. Cultural changes also are required at an institutional and organizational level to embrace diversity. The implicit biases against women's promotion to higher academic ranks must be addressed.