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Investigating Career Advancement in Academic Cytopathology Workforce: A Gender and Regional Comparison Open PDF
(Wiley, 2025-04-10)
Chiou, Paul Z.
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Jia, Yuane
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Vinod, Rema
ABSTRACT Objective Using bibliometric analysis to inform factors impacting career mobility, focusing on gender and regional variations in academic cytopathology. Methods The Scopus database was used to determine the productivity and experience of cytopathologists who are faculty from the 92 fellowship programs. The dependent variable was promotion to the rank of Professor. A regression analysis was conducted with productivity (h‐index), experience (years in publication) and one's geographic work location as covariates to investigate the role of gender in promotion. Results The gender distribution is skewed towards females at the Assistant (62.4% vs. 37.58%) and Associate Professors (70.51% vs. 29.49%) levels, but the gap narrows at the full‐professor rank (52.98% vs. 47.02%). The regression model showed significant regional variation in promotion for the Southern (0.35; 95% CI, 0.16–0.79; p = 0.012) and Northeastern (0.24; 95% CI, 0.10–0.57; p = 0.001) regions compared to the West. Active years of publishing (1.18; 95% CI, 1.11–1.27; p < 0.001) and productivity (1.09; 95% CI, 1.06–1.12; p < 0.001) were factors in promotion. The mean HI productivity was comparable between the males and females in the first (4.41 for males and 4.40 for females) and the second decade (13.81 for males and 12.84 for females). However, the gap widened into the third decade (30.27 for males and 26.40 for females), suggesting potential areas for improvement. Conclusion While the academic cytopathology workforce is progressing towards gender equity, there is still room for improvement. Our findings suggest that focusing on mid‐career professionals(between the second to third decades) by providing additional resources for research and facilitating work–life flexibility can help close the gender gap at the highest level.
Women faculty achieve promotion to full professor equivalent to men faculty in a subset of US academic pathology departments Open PDF
(Elsevier BV, 2025-07)
Leonard, Debra G.B.
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Limson, Melvin
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Fitzhugh, Valerie A.
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Barclift, Deniz Peker
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Ryan, Eileen A.
Women faculty in academic medicine remain underrepresented at higher faculty ranks despite equal numbers of men and women medical students since 2003. This 2022 study asked if US academic pathology departments had achieved equity across academic rank for women faculty. The survey of 135 member departments of the Association for Academic Pathology requested data regarding chair characteristics, other department leaders' number and gender, and faculty number and gender by academic rank and track. Sixty-four (47%) member departments responded. Twenty-three of the responding departments (36%) had equity of women and men full professors, defined as <5% difference women and men full professors as a percentage of total faculty. Departments with professor gender equity more often had a woman chair (P < 0.01), and a higher percentage of women faculty (P < 0.05), women on the research tenure track (P < 0.01), and tenured women faculty (P < 0.01). Unstructured interviews with a subset of department chairs did not identify significant differences between departments with and without professor gender equity, except that equity was more driven by the intention of the chair (P < 0.01) and less by dean or institutional influence (P < 0.01). Over one third of US academic pathology departments responding to the survey have achieved equity for women and men full professors in current academic medicine institutions. This equity success for women is lost when looking at data by specialty or nationally, rather than by department.
Enhancing equity within the promotions dossier evaluation—Strategies to mitigate biases Open PDF
(Frontiers Media SA, 2026-01-09)
Joy, Tisha R.
Gender, racial, and ethnic disparities in career advancement in academic medicine continue to exist despite ongoing calls to diversify the physician workforce and leadership representation. Compared with white men, women and racially and ethnically underrepresented physicians are more likely to enter academic medicine, but less likely to achieve promotion. Cited barriers to academic advancement include ambiguous or inconsistent criteria for consideration for promotion and lack of standard processes for reviewing applications. The promotions committee therefore is an important rate-limiting step subject to biases that impact not just tenure, but also leadership opportunities and physician salaries. This perspective article explores areas where biases influence promotion criteria evaluation, including but not limited to accomplishments within teaching, research, and/or service, external recognition, candidate statements, and reference letters. The article then will propose strategies helpful to promotion committee members to help mitigate these biases and provide more equitable promotion evaluation.
Gender and academic promotion to full professor in Ontario Open PDF
(2020)
Millar, P.
;
Barker, J.E.
This is a study of 933 academic promotions from associate to full professor in Ontario, Canada for the period 2010-2014. Publicly available sources provided a bibliometric profile including gender, year of promotion, university, academic discipline, salary, type and number of publications and number of authors for each promotion to full professor. We found a large gender gap in academic promotions favouring men, which is explained mainly by a structural focus on male-dominated academic disciplines. We also found large differences in numbers of publications by academic discipline, which was substantially reduced after considering the number of authors per publication. Business professors were paid substantially more than other professors at the time of promotion. Our study focused on publications, and given this limitation the results should be taken in the context that there are multiple considerations for promotion. Publication quality and impact, grants and patents, were not adjusted for. © Canadian Journal of Sociology.
Assessing the gap in female authorship in radiology: Trends over the past two decades Open PDF
(2015)
Liang, T.
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Zhang, C.
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Khara, R.M.
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Harris, A.C.
Purpose The aim of this study was to retrospectively identify trends in the representation of female authorship in prominent general radiology journals over the past 2 decades. Methods A comprehensive search was conducted for all articles published in 1993, 2003, and 2013 in Radiology, the American Journal of Roentgenology (AJR), European Radiology, and Investigative Radiology. The genders of the first and last authors were collected. Chi-square tests were used for statistical analysis, and P values <.05 were considered to indicate statistical significance. Results A total of 3,786 articles were reviewed. Overall, women constituted 20.0% authorship, 24.7% of first authors, and 15.2% of senior authors. The average overall female first and senior authorship grew from 19.7% to 32.1% and from 13.6% to 19.1%, respectively from 1993 to 2013. Female first authorship grew over the past 2 decades in the journals reviewed, with significant growth in AJR and Radiology (P <.0001). Female first authorship in the individual journals grew from 16.4%-29.1% in 1993, to 29.1%-34.8% in 2013. Female senior authorship also demonstrated growth in the past 2 decades, growing from 4.3%-17.5% in 1993 to 15.5%-23.2% in 2013. There was significant growth in senior female authorship in Radiology (from 12.1% to 19.2%, P =.004) and European Radiology (from 4.3% to 15.5%, P =.0433). Female senior authorship remained significantly lower than first authorship over the past 2 decades (P =.002, P <.001, and P <.0001). Conclusions Although women's growth in first authorship in radiology literature is proportional to their growth in the specialty, they continue to remain a minority, especially in senior authorship, and demonstrate similar participation to other medical specialties. © 2015 Published by Elsevier on behalf of American College of Radiology.
A gender-based comparison of academic rank and scholarly productivity in academic neurological surgery Open PDF
(2014)
Tomei, K.L.
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Nahass, M.M.
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Husain, Q.
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Agarwal, N.
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Patel, S.K.
The number of women pursuing training opportunities in neurological surgery has increased, although they are still underrepresented at senior positions relative to junior academic ranks. Research productivity is an important component of the academic advancement process. We sought to use the h-index, a bibliometric previously analyzed among neurological surgeons, to evaluate whether there are gender differences in academic rank and research productivity among academic neurological surgeons. The h-index was calculated for 1052 academic neurological surgeons from 84 institutions, and organized by gender and academic rank. Overall men had statistically higher research productivity (mean 13.3) than their female colleagues (mean 9.5), as measured by the h-index, in the overall sample (p < 0.0007). When separating by academic rank, there were no statistical differences (p > 0.05) in h-index at the assistant professor (mean 7.2 male, 6.3 female), associate professor (11.2 male, 10.8 female), and professor (20.0 male, 18.0 female) levels based on gender. There was insufficient data to determine significance at the chairperson rank, as there was only one female chairperson. Although overall gender differences in scholarly productivity were detected, these differences did not reach statistical significance upon controlling for academic rank. Women were grossly underrepresented at the level of chairpersons in this sample of 1052 academic neurological surgeons, likely a result of the low proportion of females in this specialty. Future studies may be needed to investigate gender-specific research trends for neurosurgical residents, a cohort that in recent years has seen increased representation by women. © 2013 Elsevier Ltd. All rights reserved.
Gender differences in publication in emergency medicine journals Open PDF
(2021)
Purdy, Matthew E.
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Zmuda, Brittnee N.
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Owens, Allyson M.
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Choudhary, Vivek
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Olsen, Ryder C.
Background Some studies have suggested gender disparities in both pay and academic promotion which may adversely affect salary and career progression for female physicians. The areas of research output, funding, and authorship have not been fully and systematically examined in the emergency medicine literature. We hypothesize that gender differences may exist in research output, impact, authorship, and funding. Methods We conducted a cross-sectional study examining all published articles in the top three emergency medicine journals as determined by Impact Factor between February 2015 and February 2018. We compared the authorship, number of citations of each article, funding, and h-index of each author by gender. Results Of the 10,118 authors representing 4166 original articles in our sample, 7562 (74.7%) were male and 2556 (25.3%) were female, with females underrepresented relative to the known proportion of female emergency medicine faculty. Males were proportionally more likely to be last authors (OR 1.65, 95% CI, 1.47–1.86) and less likely to be first authors than females (OR 0.85, 95% CI, 0.77–0.94). No difference in proportions of males and females in terms of being named as having funding was found (OR 1.02, 95% CI, 0.78–1.35). Males had higher h-indexes than females (5 vs. 3, p < .001) as well as a higher average number of citations (OR 1.068, 95% CI, 1.018–1.119). Conclusions Males outnumber females in terms of numbers of publications, but also in number of citations, h-index, and last authorship. Future studies on physician gender disparities in emergency medicine need to account for these population differences.
Research productivity and gender disparities: A look at academic plastic surgery Open PDF
(2014)
Paik, A.M.
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Mady, L.J.
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Villanueva, N.L.
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Goljo, E.
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Svider, P.F.
Objectives The h-index has utility in examining the contributions of faculty members by quantifying both the amount and the quality of research output and as such is a metric in approximating academic productivity. The objectives of this study were (1) to evaluate the relationship between h-index and academic rank in plastic surgery and (2) to describe the current gender representation in academic plastic surgery to assess whether there are any gender disparities in academic productivity. Design The h-index was used to evaluate the research contributions of plastic surgeons from academic departments in the United States. Results There were 426 (84%) men and 79 (16%) women in our sample. Those in higher academic ranks had higher h-index scores (p < 0.0005). There was a significant difference in overall mean h-index by gender, where the mean scores were 9.0 and 6.0 for men and women, respectively (p = 0.0005). When analyzed by academic rank, there was a significant difference in academic productivity between men and women in assistant and associate professor positions (6.4 vs 5.1, respectively; p = 0.04). Conclusions The h-index is able to objectively and reliably quantify academic productivity in plastic surgery. We found that h-indices increased with higher academic rank, and men had overall higher scores than their female colleagues. Adoption of this metric as an adjunct to other objective and subjective measures by promotions committees may provide a more reliable measure of research relevance and academic productivity in academic plastic surgery. © 2014 Association of Program Directors in Surgery. Published by Elsevier Inc. Allrights reserved.
The role of gender in academic productivity, impact, and leadership and Research Productivity Among Canadian Anesthesiology Faculty
(2020)
Esslinger, Eric N.
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Van der Westhuizen, Michael
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Jalal, Sabeena
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Masud, Sarmad
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Khosa, Faisal
Purpose Despite increasing numbers of women entering anesthesiology training, women remain underrepresented in senior academic positions and leadership roles. This study aims to determine the extent of gender disparity in Canadian departments of anesthesiology. In addition, we explore the correlation between publication productivity and academic rank in this cohort. Methods The Canadian Residency Matching Service (CaRMS) was queried to identify 17 training programs for anesthesiology. Department websites were searched to determine the names of faculty members, as well as gender, leadership roles, and academic ranks. The SCOPUS© database was used to generate the number of publications, number of citations, publication range, and h-index of each faculty member. Results In our study cohort of 1404 academic anesthesiologists, 30.1% were women. Women held a minority of 130 leadership positions (27%, n = 35). With increasing academic rank female representation decreased (p = 0.009), such that 21% of full professors were women. Overall, male anesthesiologists had a higher h-index, number of publications, and number of citations (p = 0.001, p = 0.001, and p = <0.001, respectively) than women. Conclusion Despite growing numbers of women entering the academic workforce, women are underrepresented in senior academic ranks and leadership positions. In addition, men and women have significant differences in measures of publication productivity. This study underscores the importance of directed efforts to promote equity in career outcomes.
Gender disparities in research productivity among 9952 academic physicians Open PDF
(2013)
Eloy, J.A.
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Svider, P.F.
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Cherla, D.V.
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Diaz, L.
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Kovalerchik, O.
Objectives/Hypothesis The number of women in medicine has increased considerably over the past 3 decades, and they now comprise approximately half of medical school matriculants. We examine whether gender disparities in research productivity are present throughout various specialties and compare these findings to those previously described among otolaryngologists. Study Design Bibliometric analysis. Methods Research productivity, measured by the h-index, was calculated for 9,952 academic physicians representing 34 medical specialties. Additionally, trends in how rate of research productivity changed throughout different career stages were compared. Results Women were underrepresented at the level of professor and in positions of departmental leadership relative to their representation among assistant and associate professors. Male faculty had statistically higher research productivity both overall (H = 10.3 ±0.14 vs. 5.6 ± 0.14) and at all academic ranks. For the overall sample, men and women appeared to have equivalent rates of research productivity. In internal medicine, men had higher early-career productivity, while female faculty had productivity equaling and even surpassing that of their male colleagues beyond 20 to 25 years. Men and women had equivalent productivity in surgical specialties throughout their careers, and similar rates in pediatrics until 25 to 30 years. Conclusions Female academic physicians have decreased research productivity relative to men, which may be one factor contributing to their underrepresentation at the level of professor and departmental leader relative to their proportions in junior academic ranks. Potential explanations may include fewer woman physicians in the age groups during which higher academic ranks are attained, greater family responsibilities, and greater involvement in clinical service and educational contributions. Level of Evidence N/A. Laryngoscope, 123:1865-1875, 2013 © 2013 The American Laryngological, Rhinological and Otological Society, Inc.

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