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Gender composition of editorial boards in Pakistani Medline-indexed journals: a disaggregated analysis Open PDF
(Pakistan Medical Association, 2026-06-25)
Editorial boards determine the direction and scope of journals. The objective of this study was to assess the gender composition of the editorial boards of four Pakistani Medline-indexed journals using a descriptive cross-sectional study design. Gender composition of the editorial boards of four Pakistani Medline-indexed journals was assessed using a descriptive cross-sectional study design. The publicly available official editorial board pages were accessed and analysed for: Journal of the Pakistan Medical Association (JPMA), Journal of Ayub Medical College (JAMC), Journal of the College of Physicians and Surgeons of Pakistan (JCPSP), and Pakistan Journal of Pharmaceutical Sciences (PJPS). Cumulatively, 163 individuals comprised the editorial boards in these journals, out of which 112 (68.7%) were males. JPMA had the largest editorial team with 59 individuals, and JCPSP had the smallest team with 25 individuals. The most and least gender-diverse editorial teams were reported by JPMA and JAMC, with 22 (37.3%) and 6 (20.7%) women, respectively. Results augur the need for gender-sensitive training programmes to promote gender balance in the editorial boards of the country's medical journals.
Individual Strategies and Institutional Solutions: Advancement of Asian Women in Academic Surgery Open PDF
(Elsevier BV, 2026-10)
Nair, Nritya
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Sanghera, Jaspinder S.
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Liapis, Ioannis
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Sirianno, Marcus P.
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Tripathi, Manish
INTRODUCTION: Asian women remain underrepresented in academic surgical leadership, despite increasing diversity among trainees and junior faculty over recent decades. While prior work has identified structural and cultural barriers to advancement, less is known about how individuals navigate these barriers and what solutions are necessary to promote retention and career progression. This qualitative study explores Asian women surgeons' perspectives on actionable strategies to promote retention and advancement. METHODS: Semi-structured interviews were conducted with Asian women surgeons recruited via a national surgical society. Transcripts were analyzed using grounded theory to identify participant-reported strategies to navigate barriers and institutional and systemic solutions identified as necessary for meaningful change. RESULTS: Twenty Asian women surgeons participated: 60% were academic faculty, 10% were faculty who had transitioned to private practice and 30% were trainees; 65% graduated from an American medical school. Participants described individual strategies including behavioral modification, self-promotion, proactive pursuit of mentorship and sponsorship, cultivating diverse mentorship and peer support networks, and perseverance within an inequitable system. Institutional solutions described included transparent and inclusive promotion pathways, equity-oriented policies, infrastructure and resource distribution, proactive and accountable leadership, increasing diversity beyond demographic representation, addressing racism and sexism and broader institutional initiatives like targeted support for mid-career faculty, and structured mentorship and sponsorship programs. CONCLUSIONS: While Asian women employ a range of individual strategies to advance in academic surgery, lasting progress requires institutional and structural change to reduce subjectivity in advancement, equitably distribute resources and opportunities, and hold leadership accountable for creating inclusive, supportive academic environments.
The inverted gender pyramid in career progression among GCC physicians: implications for health workforce policy Open PDF
(Frontiers Media SA, 2026-05-22)
Alzayani, Salman
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Al-Roomi, Khaldoon
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Almarabheh, Amer
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Hamdi, Ali M.
INTRODUCTION: Gender equity in the health workforce is central to health systems policy and planning. In the Gulf Cooperation Council (GCC) countries, women constitute most of medical graduates, yet their representation at advanced medical career levels is lower than men, reflecting an inverted gender pyramid. Quantitative evidence across GCC countries remains limited. We examined the gender differences in physicians' career progression among medical graduates of a regional medical school serving multiple GCC countries. METHODS: A cross-sectional observational analysis was conducted using a pre-existing dataset of medical graduates from the College of Medicine and Health Sciences at Arabian Gulf University, Bahrain. Eligible records required gender, nationality, career level, and years since graduation. The sample included 685 graduates. Career progression was defined as advanced versus entry or mid-career level. Characteristics were compared by gender in bivariate analysis using chi square tests. In addition, adjusted odds ratios were estimated using multivariable logistic regression. A p < 0.05 was considered statistically significant. RESULTS: Females comprised most of the medical graduates (57.7%). However, male physicians more frequently achieved advanced career levels than their female counterparts (50.3% vs. 43.0%, p = 0.027), with no significant gender differences in career years (p = 0.518). In adjusted logistic regression model, male physicians had higher odds of attaining advanced career progression compared with females (OR 2.253, 95% CI 1.377-3.686, p = 0.001). DISCUSSION: An inverted gender pyramid was apparent, with women overrepresented among medical graduates but underrepresented among advanced medical career levels. The pattern is consistent with growing international evidence of gender inequities in the medical profession. There is an urgent need for health policy action that improves promotion transparency and formalizes leadership pipeline progression.INTRODUCTION: Gender equity in the health workforce is central to health systems policy and planning. In the Gulf Cooperation Council (GCC) countries, women constitute most of medical graduates, yet their representation at advanced medical career levels is lower than men, reflecting an inverted gender pyramid. Quantitative evidence across GCC countries remains limited. We examined the gender differences in physicians' career progression among medical graduates of a regional medical school serving multiple GCC countries. METHODS: A cross-sectional observational analysis was conducted using a pre-existing dataset of medical graduates from the College of Medicine and Health Sciences at Arabian Gulf University, Bahrain. Eligible records required gender, nationality, career level, and years since graduation. The sample included 685 graduates. Career progression was defined as advanced versus entry or mid-career level. Characteristics were compared by gender in bivariate analysis using chi square tests. In addition, adjusted odds ratios were estimated using multivariable logistic regression. A p < 0.05 was considered statistically significant. RESULTS: Females comprised most of the medical graduates (57.7%). However, male physicians more frequently achieved advanced career levels than their female counterparts (50.3% vs. 43.0%, p = 0.027), with no significant gender differences in career years (p = 0.518). In adjusted logistic regression model, male physicians had higher odds of attaining advanced career progression compared with females (OR 2.253, 95% CI 1.377-3.686, p = 0.001). DISCUSSION: An inverted gender pyramid was apparent, with women overrepresented among medical graduates but underrepresented among advanced medical career levels. The pattern is consistent with growing international evidence of gender inequities in the medical profession. There is an urgent need for health policy action that improves promotion transparency and formalizes leadership pipeline progression.
Gender stereotypes about women in pharmacy leadership: evidence from a cross-sectional study in Lebanon Open PDF
(Springer Science and Business Media LLC, 2026-05-20)
Nassar, Perla
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Rached, Reine
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Nassar, Petra
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Awada, Sanaa
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Nasrallah, Inaam
BACKGROUND: Gender-related stereotypes and inequities in career advancement and leadership recognition may persist in the pharmaceutical workforce. Evidence examining multiple domains of gender-related perceptions within the pharmaceutical sector remains limited. This study aimed to assess gender-related perceptions across distinct stereotype domains and to examine their associations with pharmacists' sociodemographic and professional characteristics. METHODS: A cross-sectional survey was conducted among 279 pharmacists. Participants rated agreement with statements reflecting gender-related perceptions. Composite scores were calculated for three domains: stereotypes of women's capabilities, gendered perceptions in career advancement, and recognition of women leaders, with higher scores indicating more negative perceptions or lower recognition. RESULTS: Participants (62.7% women) mostly rejected negative stereotypes about women's capabilities (63.8-77.4% disagreement across items). Men reported significantly higher stereotype scores than women (p = 0.004), and graduates of public universities showed higher stereotype and career advancement scores than private university graduates (p < 0.05). Lower recognition of women leaders was observed among older participants (p = 0.019), married or divorced respondents (p = 0.026), those with higher perceived economic status (p = 0.001), pharmacists working in the pharmaceutical field (p = 0.043), and participants with ≥ 6 years of practice (p = 0.021). CONCLUSIONS: While explicit gender stereotypes appear to be declining within the pharmaceutical sector, implicit biases related to career advancement and leadership recognition persist and vary across demographic, educational, and professional contexts. Addressing these disparities requires targeted educational, organizational, and policy interventions to promote equitable recognition and advancement of women. Pharmacy curricula and professional development programs should incorporate training on implicit bias, gender equity, and inclusive leadership to foster equitable workplace cultures.
Twenty years of silence: shining a light on gender disparities in academic medical leadership in India Open PDF
(BMJ, 2026-03-03)
Gulati, Kamal
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Davies, Julie
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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.
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.
Beliefs, practices, and awareness of written corrective feedback among EFL teachers: a mixed-methods study Open PDF
(Springer Science and Business Media LLC, 2025-12-19)
Mostafavi, Marzieh
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Shokrpour, Nasrin
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Afraz, Shahram
Background Written Corrective Feedback (WCF) is a critical yet complex aspect of second language writing pedagogy. While teachers’ beliefs and practices regarding WCF have been studied, inconsistencies often exist, and the Iranian university context remains underexplored. This study is grounded in Sociocultural Theory (SCT) and Teacher Cognition, framing WCF not just as a pedagogical technique but as a socially mediated activity shaped by teachers’ beliefs and contextual constraints. The present study aimed to investigate the beliefs, practices, and awareness of WCF among Iranian EFL university teachers. Methods A mixed-methods design was employed in two phases. In the first phase, 100 teachers provided 1500 corrected student assignments and completed a questionnaire on their WCF beliefs and self-reported practices. The feedback was analyzed for strategy (direct/indirect, comprehensive/selective), focus, and potential gender bias. In the second phase, semi-structured interviews were conducted with 10 teachers to explore their awareness and knowledge, with the data analyzed using MAXQDA to develop a thematic model. Results The analysis revealed a predominant use of direct (71%) and selective (84%) feedback strategies, with a primary focus on form and organization. No significant gender bias was detected. While teachers demonstrated a strong belief in the utility of WCF, some discrepancies were observed between their stated beliefs and actual practices, particularly concerning comprehensive feedback and the use of error codes. Interview data, however, indicated a high level of practical awareness, conceptualized here as a form of mediated agency within their sociocultural context, leading to the development of a model of teacher WCF awareness and practice. Conclusion Iranian EFL teachers employ varied but principled WCF strategies, showing good awareness despite some belief-practice misalignments. The findings underscore the role of experiential knowledge as a key mediator in teacher cognition and highlight implications for teacher training to bridge the theoretical knowledge and practical application.
Developing a Gender Equity, Diversity, and Inclusivity (GEDI)-responsive curriculum framework for Philippine higher education: a qualitative case study of faculty perspectives Open PDF
(Frontiers Media SA, 2026-01-07)
Castulo, Nilo Jayoma
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De Vera, Jayson Luciano
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Buenaventura, Ma. Laarni
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Sebial, Starr Clyde Lumanta
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Aquino, John Michael Del Rosario
Introduction Gender Equity, Diversity, and Inclusivity (GEDI) have become essential components of higher education reform; however, their integration into Philippine higher education curricula remains inconsistent. Thus, this study explored GEDI faculty members’ perspectives on integrating GEDI concepts into higher education. It proposes a responsive curriculum framework aligned with national mandates and global sustainable development goals. Methodology A descriptive qualitative case study was conducted involving 19 faculty members from various higher education institutions in the Philippines. Data were gathered through online Key Informant Interviews (KIIs) and relevant document reviews. Thematic analysis using Atlas.ti 25 guided the coding and interpretation processes, complemented by member checking, reflexivity through the COREQ checklist, and triangulation to strengthen the analytical rigor. Results The findings revealed that faculty members perceived GEDI integration as largely symbolic, with vague mentions in syllabi but insufficient curricular outcomes. Key gaps included (1) uneven implementation across disciplines (stronger in Social Sciences/Education vs. STEM), (2) non-standardized GEDI strategies, (3) faculty resistance and inadequate training, (4) marginalization of underrepresented identities in content, and (5) weak policy enforcement. A four-layer GEDI-Responsive Curriculum Framework ( macro, meso, micro, nano ) was proposed to embed intersectionality, contextual relevance, and accountability across all educational levels. This research bridges policy-practice gaps by aligning with the local and international higher education curriculum and emphasizing intersectionality, localized reforms, and measurable competencies (e.g., empathy, critical gender consciousness). The findings of the study are context-specific to selected Philippine regions, and broader applicability requires further validation. Underrepresented contexts (e.g., Indigenous Peoples and disability-specific programs) were minimally covered. Future research should broaden geographic coverage and pilot systematic feedback systems to evaluate the applicability and sustainability of the framework across diverse higher education contexts.
Declining female representation with advancing academic rank in veterinary institutions from non-Western countries Open PDF
(Elsevier BV, 2026-02)
Norton, Ursula
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Dunlop, Rebecca
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Allavena, Rachel
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Talloni, María José Navarrete
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Palmieri, Chiara
Gender equity in academic veterinary science remains underexplored outside of Western countries. This study aimed to evaluate gender representation across academic ranks within veterinary institutions in Asia, Sub-Saharan Africa, Latin America, and the Middle East and North Africa. Data on academic staff were collected from 96 veterinary schools across 39 countries between September 2023 and April 2024. Gender was inferred through institutional websites, online academic platforms, and machine-learning tools, and academic ranks were standardised into four categories: Lecturer, Assistant Professor, Associate Professor, and Professor. Generalised linear models were used to assess the relationship between gender and academic rank in each region. Across all regions, male academics were more represented at higher academic ranks. Female representation declined significantly with increasing rank in all regions (p < 0.0001). The percentage of female academics ranged widely, from 7 % (Nepal) to 68 % (Myanmar and Peru). Asia had the lowest overall female representation (29 %), followed by the Middle East (40 %), Latin America (43 %), and Sub-Saharan Africa (44 %). The decline in female representation across ranks was steepest in Asia and the Middle East, while Sub-Saharan Africa exhibited a slower decline and was the only region where female representation increased at the Professor level compared to Associate Professor. Despite regional variation, veterinary academia in non-Western countries remains male-dominated, particularly at senior levels. However, the observed patterns in Africa and Latin America may reflect emerging progress in gender equity. Addressing structural and cultural barriers to academic advancement is essential to support the career progression of women in veterinary science globally.
Gender equity in authorship of emergency medicine publications in <scp>Australasia</scp> Open PDF
(Wiley, 2024-12-10)
Joyce, Laura R
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Hamill, Laura M
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Rogan, Alice
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Collins, Amanda
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Beck, Sierra
Objective To evaluate gender authorship trends in the official journal of the Australasian College for Emergency Medicine (ACEM), Emergency Medicine Australasia (EMA). Methods A bibliometric review of author gender in EMA during the 10‐year period 2013–2022. The gender of first/last authors were determined by www.genderize.io, or a manual internet search where gender was not determined with at least 90% certainty. Descriptive statistics were used with percentages of women as first and last author compared to current percentages of ACEM Fellows (FACEMs) who identify as women. Results The final analysis included 1703 articles. Women accounted for 27.4% fewer authors than men (36.3% vs 63.7%). Women were outnumbered by men by 20.0% among first authors (40% vs 60%), and 36.2% (31.9% vs 68.1%) for last authors. When the last author was a woman, there was a similar rate of women (49.2%) and men (50.8%) as first authors. However, when the last author was a man, first authors were 37.1% women versus 62.9% men. If the last author was a woman, there was a 60% greater probability that the first author was also a woman (odds ratio 1.6, 95% CI 1.3–2.1). First authorship rate by women was equal to or exceeds the proportion of women FACEMs, however, last authorship by women still lags behind. Conclusion The emergency medicine community in Australasia must continue to tackle existing gender disparities which exist in our specialty. A creative and active strategy on the part of publishers, editors, academics and authors is needed to redress this balance.

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