PUBBLICAZIONE/PUBLICATION

Permanent URI for this communityhttps://gendermore.unimore.it/handle/123456789/1575

Browse

Settings

Discipline: search.filters.discipline.Physical Medicine & Rehabilitation

Search Results

Now showing 1 - 10 of 15
  • Item type:Publication,
    Challenging Anti–Diversity, Equity, and Inclusion Laws: A Stand for Moral Courage Open PDF 
    (Ovid Technologies (Wolters Kluwer Health), 2025-05-06)
    Brown, Dawn S.
    ;
    Edmonds, Chandi
    Background and Purpose Diversity, equity, and inclusion (DEI) are three interrelated and critically important constructs in physical therapy education programs that promote positive learning environments to mitigate discrimination, bias, and various forms of “–isms” including racism, sexism, ableism, and ageism. Unfortunately, a growing number of conservative jurisdictions have introduced or passed anti-DEI laws aimed to restrict the implementation of DEI, belonging, antiracism, and social justice initiatives in higher education, particularly public institutions. The purpose of this position paper is to highlight the reasons why physical therapy education program faculty, both individually and collectively, should be aware of anti-DEI laws and empowered to demonstrate moral courage, or bravery despite risks, to challenge them. Position and Rationale Faculty in physical therapy education programs must confront their professional and personal fears while demonstrating moral courage in response to the growing prevalence of anti-DEI laws at federal levels. Faculty who remain informed about and challenge these anti-DEI laws will enhance their capacity to counter misinformation and misconceptions about DEI to foster diverse, equitable, and inclusive learning environments for students and faculty. Discussion and Conclusion Challenging anti-DEI laws is crucial for fostering diverse, inclusive, and equitable physical therapy education programs that support critical dialogue and understanding. Faculty, both individually and collectively, who confront their fears about challenging these laws will gain the moral courage to take a stance against them. Ultimately, standing against anti-DEI laws not only enriches the learning experience but also strengthens our profession's commitment to DEI, belonging, justice, and antiracism.
  • Item type:Publication,
    Exploring Gender-Based Barriers in Physician Assistant Educator Authorship: Insights From a Physician Assistant Author Survey
    (Ovid Technologies (Wolters Kluwer Health), 2025-07-24)
    Lolar, Sara
    ;
    Ehrman, Robert R.
    ;
    Messman, Anne M.
    ;
    Garino, Alexandria
    Introduction Gender disparities in academic publishing hinder career advancement and limit diverse contributions in the physician assistant (PA) profession. Although many female PA educators publish successfully, the barriers they face remain underexplored. This study examined the challenges and facilitators of female authorship to inform strategies that promote equity in scholarly productivity. Methods First and last PA authors of Journal of Physician Assistant Education (JPAE) research articles (2014–2022) were identified. Identified authors were invited to participate in a survey, which was adapted, piloted among 8 faculty members, and distributed through Qualtrics. Descriptive statistics and inferential tests were applied. Results Among 177 unique PA authors, 69% identified as female. The response rate was 47%. Women had a median age of 49 years (IQR 44–60), compared with 55 years (IQR 41–64) for men. More men (40%) held full professor rank than women (20%). Women reported fewer first-author or last-author publications, lower levels of institutional support, and more frequent authorship conflicts (37% vs. 7.7%, P < .001), with 24% of women experiencing repeated disputes. Discussion Despite similar educational backgrounds, men held higher academic ranks and published more frequently. Women reported lower institutional support, which may contribute to disparities in research productivity. Authorship conflicts may further hinder female publication success and affect future collaborations. Addressing biases, improving collaboration, and ensuring equitable institutional support are essential for fostering gender equity in PA faculty advancement.
  • Item type:Publication,
    Gender composition of spasticity‐related clinical practice guideline authorship positions Open PDF 
    (Wiley, 2025-03-17)
    Uhlig‐Reche, Hannah
    ;
    Jacobs, Jeremy W.
    ;
    Gaspard, Christine S.
    ;
    Silver, Julie K.
    ;
    Verduzco‐Gutierrez, Monica
    Background The authors of clinical practice guidelines (CPGs) are considered topic experts and specialists. Studies to date have disproportionately found that women are underrepresented in CPG authorship, but no studies have investigated CPGs on spasticity published in the recent literature. Objective To determine the gender composition of author positions on spasticity‐related CPGs published from 2014 to 2023. Design Retrospective review of literature. Setting Systematic literature search using PubMed, SCOPUS, and CINAHL databases for spasticity‐related CPGs available in English and published between 2014 and 2023. Participants Authorship positions on spasticity‐related CPGs published during the defined study period. Interventions Not applicable. Main Outcome Measures Gender composition of all author positions and physician author positions on spasticity‐related CPGs published from 2014 to 2023 were compared with parity and equity benchmarks. The binomial test was used to assess for a difference in the observed versus expected distribution (parity) and the N – 1 χ2 test was used to compare the gender proportions of authorship positions with the gender proportions of the equity benchmarks. Results Six CPGs on spasticity were published during the study period. Most author positions were held by women (54.5%), whereas most physician author positions were held by men physicians (63%). Men physicians held significantly more positions compared with parity (p = .016). Women were overrepresented among all author positions compared with equity using total U.S. academic medicine faculty in neurology/physical medicine and rehabilitation (PM&R) at all benchmark years (95% confidence interval [CI]: 2014: 7.7–23.5; 2018: 4.2–20.0; 2022: 1.4–17.2). There was no difference in the gender composition of physician authors compared with academic medicine physicians in neurology/PM&R for any benchmark year (95% CI: 2014: −8.3 to 11.6; 2018: −2.0 to 7.9; 2022: −4.7 to 5.2). Conclusions Physician authorship of recent spasticity‐related CPGs comprises mostly men, a significant difference from parity but not from equity benchmarks. Women are overrepresented among total authorship positions (including nonphysicians) compared with equity, but not parity. Editorial boards should actively promote authorship diversity of these influential guidelines to minimize gender bias in health care delivery.
  • Item type:Publication,
    The workplace culture, mental health and wellbeing of early- and mid-career health academics: a cross-sectional analysis Open PDF 
    (2024)
    Marck, Claudia H.
    ;
    Ayton, Darshini
    ;
    Steward, Trevor
    ;
    Koay, Hui-Fern
    ;
    Wiley, Joshua F.
    There are reports of poor working conditions for early and mid-career academics (EMCAs) in universities, however, empirical data using validated tools are scarce. We conducted an online, cross-sectional survey using validated tools to assess workplace satisfaction, exposure to workplace abuse, and mental health. Participants included employees of medical and health faculties of two of the largest Australian universities, surveyed between October 2020 and January 2021.Overall, 284 participants responded. Many reported job insecurity: half (50.7%) working on contracts with less than one remaining year. Workloads were considerable, with 89.5% of participants working overtime and 54.8% reporting burnout. Workplace abuse in the forms of bullying (46.6%), sexual harassment (25.3%), sexism (49.8%) and racism (22.5%) were commonly reported. Clinically significant symptoms of depression (28.0%), anxiety (21.7%) and suicidal ideation or self-harm (13.6%) were reported; with a higher prevalence among those working more overtime, and those exposed to workplace abuse. Priorities include providing a stable and safe workplace, increasing accountability and transparency in addressing workplace abuse, and supporting professional development.In summary, EMCAs in our study were commonly exposed to precarious employment conditions and workplace abuse. Our findings provide empirical evidence on where universities and funding bodies should direct resources and change organisational risk factors, to improve workplace culture.
  • Item type:Publication,
    Declining racial and ethnic representation in clinical academic medicine: A longitudinal study of 16 US medical specialties Open PDF 
    (2018)
    Lett, Elle
    ;
    Orji, Whitney U.
    ;
    Sebro, Ronnie
    OBJECTIVE: To evaluate trends in racial, ethnic, and sex representation at US medical schools across 16 specialties: internal medicine, pediatrics, surgery, psychiatry, radiology, anesthesiology, obstetrics and gynecology, neurology, family practice, pathology, emergency medicine, orthopedic surgery, ophthalmology, otolaryngology, physical medicine and rehabilitation, and dermatology. Using a novel, Census-derived statistical measure of diversity, the S-score, we quantified the degree of underrepresentation for racial minority groups and female faculty by rank for assistant, associate, and full professors from 1990-2016. METHODS: This longitudinal study of faculty diversity uses data obtained from the American Association of Medical Colleges (AAMC) Faculty Roster from US allopathic medical schools. The proportion of professors of racial minority groups and female faculty by rank was compared to the US population based on data from the US Census Bureau. The Roster includes data on 52,939 clinical medical faculty in 1990, and 129,545 in 2016, at the assistant professor level or higher. The primary measure used in this study was the S-score, a measure of representation based on the probability of the observed frequency of faculty from a racial/ethnic group and sex, given the racial and ethnic distribution of the US. Pearson correlations and 95% confidence intervals for S-score with time were used to measure trends. RESULTS: Blacks and Hispanics showed statistically significant trends (p<0.05) towards increasing underrepresentation in most specialties and are more underrepresented in 2016 than in 1990 across all ranks and specialties analyzed, except for Black females in obstetrics & gynecology. White females were also underrepresented in many specialties and in a subset of specialties trended toward greater underrepresentation. CONCLUSIONS: Current efforts to improve faculty diversity are inadequate in generating an academic physician workforce that represents the diversity of the US. More aggressive measures for faculty recruitment, retention, and promotion are necessary to reach equity in academia and healthcare.
  • Item type:Publication,
    Gender Differences in Physical Activity and Health-Related Authorships Between 1950 and 2019 Open PDF 
    (2024)
    Kohn, Eduardo Ribes
    ;
    Hallal, Pedro Curi
    ;
    Niño-Cruz, Gloria Isabel
    ;
    Almentero, Julia
    ;
    Pinzón, Diana
    BACKGROUND: The objective of this study was to investigate gender differences in authorship in physical activity and health research. METHODS: A bibliometric study including 23,399 articles from 105 countries was conducted to estimate the participation of female researchers in physical activity publications from 1950 to 2019. The frequency of female researchers was analyzed and classified by first and last authors and the overall percentage of female authors by region and country. RESULTS: The proportion of female first authors increased from <10% in the 50s and 80s to 55% in the last decade. On the other hand, the proportion of last authors increased from 8.7% to 41.1% in the same period. Most publications with female researchers were from the United States, Canada, Australia, Brazil, the Netherlands, Spain, England, Germany, Sweden, and China. Nine of these countries had over 50% of the articles published by female first authors. However, in all 10 countries, <50% of the articles were published by female last authors. CONCLUSIONS: The proportion of female researchers increased over time. However, regional differences exist and should be addressed in gender equity policies. There is a gap in the participation of female researchers as last authors. By actively addressing the gender gap in research, the global society can harness the full potential of all talented individuals, regardless of gender, leading to more inclusive and impactful scientific advancements.
  • Item type:Publication,
    Prevalence of female authors in case reports published in the medical literature Open PDF 
    (2019)
    Hsiehchen, D.
    ;
    Hsieh, A.
    ;
    Espinoza, M.
    IMPORTANCE Underrepresentation of female authors in research publications is prevalent, but it is unclear whether this is attributable to sex disparities in research conduct or authorship practices. Case reports are a poorly understood component of the biomedical corpus, and the production of anecdotal observations is not confounded by factors associated with disparities in female representation in research publications. Whether female authorship disparities exist in nonresearch publications of clinical information is unknown. OBJECTIVES To examine the authorship of case reports and elucidate factors associated with sex disparity. DESIGN AND SETTING Cross-sectional study of all case reports published by US authors in 2014 and 2015 indexed in PubMed performed from July 2015 to July 2018. MAIN OUTCOMES AND MEASURES The primary outcome measure was the proportion of female first authors. The secondary outcome measures were the proportion of female last authors and female authorship representation among different clinical specialties. RESULTS Bibliometric data was abstracted from 20 427 case reports published across 2538 journals. A total of 7252 (36%) and 4825 (25%) case reports had a female first and last author, respectively. In comparison, 44%and 34%of US trainees and physicians, respectively, were female in 2015. Among adult case reports, female authorship was more prevalent in academic environments compared with community settings (34.0%vs 28.2%for female first authors and 23.4%vs 19.7% for female last authors). Across states, the proportions of female first authors and last authors were universally less than the proportions of female trainees and active female physicians, respectively. Female first authorship was associated with larger author teams (odds ratio [OR], 1.02; 95%CI, 1.01-1.03), an academic affiliation (OR, 1.16; 95%CI, 1.06-1.27), and a female last author (OR, 1.58; 95%CI, 1.47-1.70). Relative to general internal medicine, specialties dominated by male clinicians were less frequently associated with female first authors. Several exceptions displaying a relatively equivalent tendency for male and female first authorship included oncology (OR, 0.97; 95%CI, 0.81-1.16), ophthalmology (OR, 0.87; 95%CI, 0.72-1.05), and radiation oncology (OR, 0.94 95%CI, 0.56-1.56). CONCLUSIONS AND RELEVANCE The underrepresentation of women among first and last authors in publications of case reports underscores the pervasiveness of sex disparities in medicine. Collaboration and female mentors may be critical instruments in upsetting longstanding practices associated with sex bias. Not all clinical specialties were associated with lower-than-expected female authorship, and further exploration of specialty-specific norms in publication and mentorship may elucidate specific barriers to female authorship. © 2019 JAMA Network Open.All right reserved.
  • Item type:Publication,
    Physical Medicine and Rehabilitation Faculty Diversity Trends by Sex, Race, and Ethnicity, 2007 to 2018 in the United States Open PDF 
    (2021)
    Zhang, Yanru
    ;
    Silver, Julie K.
    ;
    Tiwana, Sabeen
    ;
    Verduzco-Gutierrez, Monica
    ;
    Siddiqi, Javed
    INTRODUCTION: Sex and race/ethnicity disparities persist in academic Physical Medicine and Rehabilitation (PM&R). This study contributes to the current body of knowledge by demonstrating changes in academic PM&R by sex and race/ethnicity in multiple categories over a 12-year period. OBJECTIVE: To evaluate workforce disparities in academic PM&R by measuring sex and race/ethnicity diversity in academic degree, rank, and tenure status. DESIGN: Surveillance study. SETTING AND METHODS: Self-reported data for PM&R from the Association of American Medical Colleges (AAMC) annual Faculty Roster report from 2007 to 2018. MAIN OUTCOME MEASURES: The 12-year average percentage composition in academic degree, rank, and tenure status was calculated to compare the overall distribution. Counts and proportion changes were plotted to depict the temporal trends. Absolute changes in racial percentage composition were graphed to highlight the progress. RESULTS: From 2007 to 2018, the increase by sex was roughly equal (male = 216; female = 236), whereas most of the increase was in White faculty (207). The representation of female and Underrepresented in Medicine (URiM) faculty decreased as academic level advanced. Instructors is the only category with a higher proportion of female faculty, from 2007 (53%) to 2018 (59.3%), whereas male faculty occupied over 75% of the full professor positions at any time. Among the non-White faculty, Asian faculty had the greatest increase in proportion of full professors (3.7% to 10%) and Hispanic/Latino faculty in associate professors (2% to 7.1%), whereas full professors who were Black/African American decreased from 4 persons (2.5%) to 2 persons (0.8%). CONCLUSION: An increase in total number of female and URiM faculty was observed in academic PM&R over 2007 to 2018, but sex and ethnicity/race disparities persisted, especially in higher ranks and leadership positions. For non-White faculty, greater disparities existed, pointing toward the need to target challenges faced by URiM race/ethnicity status.
  • Item type:Publication,
    Impact of gender composition of academic teams on disruptive output Open PDF 
    (2024)
    Zhang, M.-Z.
    ;
    Wang, T.-R.
    ;
    Lyu, P.-H.
    ;
    Chen, Q.-M.
    ;
    Li, Z.-X.
    Intergender collaboration is becoming increasingly common in academia. However, the impact of team gender structures on innovation remains unknown. Using data from the American Physical Society, this study applies the disruption index to measure the relationship between gender composition and innovation performance. The results show that compared with single-gender teams, moderate inter-gender collaboration has a greater potential to produce disruptive knowledge and must be adopted by scientific teams. Specifically, the types of innovation in mixed-gender teams are affected by the gender composition. If the proportion of female scholars and their participation increase in a mixed-gender team, it can positively contribute to disruptive performance. If female scientists are placed on a male-dominated team, they may function as consolidation representatives. The robustness results indicate that the conclusions also apply to male scientists. The results suggest that males and females have no significant physiological differences in innovation and that the key is to find a gender balance in collaboration. Based on the theories of similarity-attraction and cognitive diversity, the reasons for the differences between female and male scientists may be team atmosphere and their roles in collaboration. This study can serve as a reference for policymakers and funders when building teams to achieve disruptive discoveries. © 2024 Elsevier Ltd
  • Item type:Publication,
    Analysis of H-index in Assessing Gender Differences in Academic Rank and Leadership in Physical Medicine and Rehabilitation in the United States and Canada Open PDF 
    (2019)
    Yang, H.Y.
    ;
    Rhee, G.
    ;
    Xuan, L.
    ;
    Silver, J.K.
    ;
    Jalal, S.
    Objectives The aims of the study were (1) to establish potential gender differences in academic physical medicine and rehabilitation faculty across the United States and Canada and (2) to evaluate associations between physician gender, leadership position, and research productivity. Design Physical medicine and rehabilitation programs enlisted in Fellowship and Residency Electronic Interactive Database (n = 72) and Canadian Resident Matching Service (n = 9) were searched for academic faculty with Doctor of Medicine degrees to generate a database of gender and academic profiles. Bibliometric data were collected using Elsevier's Scopus and analyzed by Strata v14.2. Results Of 1045 faculty meeting the inclusion criteria, 653 were men and 392 were women. Men were found in greater numbers across all academic ranks, with professors as most conspicuous (79.14%), and held most (85.54%) leadership positions. The study's prediction model assessed for gender differences in academic rank and leadership roles and found that odds of men having higher h-index as 0.78 (95% confidence interval = 0.24-0.87), indicating that women were not significantly inferior in academic performance. Conclusions A significantly greater number of men make up physical medicine and rehabilitation faculty in all academic ranks and leadership positions. H-index based on gender and adjusted for covariates is comparable between men and women, suggesting that more complex, multifactorial issues are likely influencing the gender differences. © 2019 Wolters Kluwer Health, Inc. All rights reserved.