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  • Item type:Publication,
    Equity in Access to Arthroplasty from a Gender Perspective: A Narrative Review Open PDF 
    (Springer Science and Business Media LLC, 2025-06-04)
    Patel, Neha
    ;
    McDougall, Catherine
    ;
    Arif, Azeta
    Objective Despite growing gender diversity in medical education, orthopaedic surgery—particularly arthroplasty—remains one of the most male-dominated subspecialties. This review critically evaluates the barriers limiting female surgeons' access to arthroplasty, including disparities in training, mentorship, professional advancement, and leadership roles. In addition it explores the implications of gender disparities on workforce diversity, patient care outcomes, and surgical innovation while identifying strategies to enhance gender equity in the field. Introduction Women remain significantly underrepresented in arthroplasty, comprising a lower percentage of trainees, faculty, and senior consultants as compared to other surgical specialties. Systemic barriers such as implicit bias, limited mentorship, work-life balance challenges, and inequitable leadership opportunities contribute to this underrepresentation. These disparities influence career trajectories, limiting diversity in surgical perspectives and innovation. Addressing these issues is critical to achieving an equitable and inclusive workforce. Methodology A structured narrative review was conducted using peer-reviewed articles, institutional reports, and orthopaedic society publications. The Data were retrieved from PubMed, Scopus, and institutional databases, focusing on gender representation in orthopaedic surgery, mentorship initiatives, workforce statistics, and leadership opportunities in arthroplasty. Comparative analysis was performed across subspecialties and institutions, and recommendations from diversity and inclusion initiatives were evaluated to highlight successful interventions. Conclusion Achieving gender equity in arthroplasty requires systemic changes, including structured mentorship programs, leadership development workshops, and institutional commitments to diversity. Addressing implicit biases, promoting flexible training pathways, and fostering sponsorship programs for female surgeons are essential. A diverse workforce in arthroplasty will not only promote professional equity but also improve patient care and surgical innovation.
  • Item type:Publication,
    Gender Disparity in Full Professor Rank Among Academic Physicians: A Systematic Review and Meta-Analysis Open PDF 
    (2024)
    Marhoffer, Elizabeth A.
    ;
    Ein-Alshaeba, Samer
    ;
    Grimshaw, Alyssa A.
    ;
    Holleck, Jürgen L.
    ;
    Rudikoff, Benjamin
    PURPOSE: The gender gap in promotion in academic medicine is well established. However, few studies have reported gender differences in promotion adjusted for scholarly production and national or international reputation, namely, career duration, publications, grant funding, and leadership positions. The authors performed a systematic review and meta-analysis of the differences between men and women in achieving benchmarks for promotion and analyze where such differences lie geographically and within specialties. METHOD: A systematic search of Academic Search Premier, Business Source Complete, Cochrane Library, ERIC, GenderWatch, Google Scholar, Embase, MEDLINE, PubMed, Scopus, and Web of Science was conducted from inception to August 17, 2022. All studies that reported the number of male and female full professors on medical school faculty were included. The primary outcome was the adjusted odds ratio (AOR) for promotion to full professor for women compared with men. RESULTS: Two hundred forty-four studies met the inclusion criteria. The unadjusted OR for promotion to full professor for women was 0.38 (95% confidence interval [CI], 0.36-0.41). Sixteen studies reported an AOR. The pooled AOR of promotion for women to full professor was 0.60 (95% CI, 0.46-0.77). The AOR for promotion to full professor was 0.55 (95% CI, 0.34-0.88) in surgery and 0.80 (95% CI, 0.57-1.11) in internal medicine. Statistical heterogeneity was high ( Q = 66.6, I2 = 79.4%, P < .001). On meta-regression, 77% of the heterogeneity was from studies outside the United States, where more disparity was reported (AOR, 0.29; 95% CI, 0.22-0.38). CONCLUSIONS: Most studies continued to find decreased promotion of women. Gender disparity was particularly notable in surgery and in studies from outside the United States. The results suggest that differences in promotion were due to differences in productivity and leadership and to gender bias.
  • Item type:Publication,
    Unconscious Gender Bias in Academia: Scarcity of Empirical Evidence Open PDF 
    (Multidisciplinary Digital Publishing Institute, 2020)
    Skov, Torsten
    Implicit or unconscious bias is commonly proposed to be responsible for women’s underrepresentation in academia. The aim of this scoping review was to identify and discuss the evidence supporting this proposition. Publications about unconscious/implicit gender bias in academia indexed in Scopus or psycInfo up to February 2020 were identified. More than half were published in the period 2018–2020. Studies reporting empirical data were scrutinized for data, as well as analyses showing an association of a measure of implicit or unconscious bias and lesser employment or career opportunities in academia for women than for men. No studies reported empirical evidence as thus defined. Reviews of unconscious bias identified via informal searches referred exclusively to studies that did not self-identify as addressing unconscious bias. Reinterpretations and misrepresentations of studies were common in these reviews. More empirical evidence about unconscious gender bias in academia is needed. With the present state of knowledge, caution should be exercised when interpreting data about gender gaps in academia. Ascribing observed gender gaps to unconscious bias is unsupported by the scientific literature.
  • Item type:Publication,
    Turning Chutes into Ladders for Women Faculty: A Review and Roadmap for Equity in Academia Open PDF 
    (2020)
    Cardel, Michelle I.
    ;
    Dhurandhar, Emily
    ;
    Yarar-Fisher, Ceren
    ;
    Foster, Monica
    ;
    Hidalgo, Bertha
    Despite significant progress in recent decades, the recruitment, advancement, and promotion of women in academia remain low. Women represent a large portion of the talent pool in academia, and receive >50% of all PhDs, but this has not yet translated into sustained representation in faculty and leadership positions. Research indicates that women encounter numerous "chutes" that remove them from academia or provide setbacks to promotion at all stages of their careers. These include the perception that women are less competent and their outputs of lesser quality, implicit bias in teaching evaluations and grant funding decisions, and lower citation rates. This review aims to (1) synthesize the "chutes" that impede the careers of women faculty, and (2) provide feasible recommendations, or "ladders" for addressing these issues at all career levels. Enacting policies that function as "ladders" rather than "chutes" for academic women is essential to even the playing field, achieve gender equity, and foster economic, societal, and cultural benefits of academia.