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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.
United States Medical School Academic Faculty Workforce Diversity, Institutional Characteristics, and Geographical Distributions From 2014-2018
(2022)
Ogunyemi, Dotun
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Okekpe, C. Camille
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Barrientos, Devin R.
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Bui, Tina
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Au, Melanie N.
Purpose Academic healthcare workforce diversity is important in addressing health disparities. Our goal was to evaluate trends and associations in faculty diversity of United States (US) medical schools over a five-year period. Methods We analyzed the Association of American Medical Colleges (AAMC) Faculty Roster data of 151 US medical schools from 2014-2018. Outcome faculty variables were female gender, underrepresented in medicine (UiM), age, and professorial representation. Predictor variables included geographical distributions, and institutional characteristics. Statistical analysis included Jonckheere-Terpstra test, ANOVA, and regression analysis. Results Female faculty increased from 37.6% to 40.4% (p<0.001), senior faculty (age >60 years) from 22.6% to 25.9% (p=0.001) while UiM faculty stayed relatively flat from 9.74% to 10.08% (p=0.773). UiM [adjusted odds ratio (aOR) = 0.39, p=0.015], and female faculty (aOR=0.3, p=0.001) had independently significantly decreased associations with professorial representation, while senior faculty had increased associations (aOR=3.82, p<0.001). Significant independent differences occurred in female, UiM, and professorial faculty distributions within US regions; Hispanic faculty were highest in Southwest (6.57%) and lowest in Midwest region (1.59%), while African-American faculty were highest in Southeast (8.15%) but lowest in the West (3.12%). UiM faculty had significantly independent decreased associations with MD/PhD degree (aOR=0.30, p=0.004) and higher US ranking institutions (aOR=0.45, p=0.009). Conclusions From 2014 to 2018, female faculty increased modestly while the UiM faculty trend remained flat. Female and UiM faculty were less represented at the professor level. UiM faculty were less represented in higher-ranking institutions. Geographic location is associated with faculty diversity.
Gender Trends in Academic Radiology Publication in the United States Revisited Open PDF
(2018)
O'Connor, Erin E.
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Chen, Pauline
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Weston, Brian
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Anderson, Redmond
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Zeffiro, Timothy
RATIONALE AND OBJECTIVES: Although substantial increases in publications by female academic radiologists have appeared over the last several decades, it is possible that the rate of increase is decreasing. We examined temporal trends in gender composition for full-time radiology faculty, radiology residents, and medical students over a 46-year period. METHODS: We examined authorship gender trends to determine if the increases in female authorship seen since 1970 have been sustained in recent years and whether female radiologists continue to publish in proportion to their numbers in academic departments. Original articles for selected years in Radiology and in the American Journal of Roentgenology between 1970 and 2016 were examined to determine the gender of first, corresponding, and last authors. Generalized linear models evaluated (1) changes in proportions of female authorship over time and (2) associations between proportions of female authorship and female radiology faculty representation. RESULTS: While linear increases in first, corresponding, and senior authorships were observed for female radiologists from 1970 to 2000, the rate of increase in female first and corresponding authorships then changed, with the slope of the first author relationship decreasing from 0.81 to 0.34, corresponding to 47% fewer female first authors added per year. In contrast, the proportion of female last authorship continued to increase at the same rate. The proportion of female first authorship was linearly related to the proportion of female radiology faculty from 1970 to 2016. CONCLUSIONS: Annual increases in first author academic productivity of female radiologists have lessened in the past 16 years, possibly related to reductions in the growth of female radiology faculty and trainees. As mixed, compared to homogeneous gender, authorship teams are associated with more citations, efforts to encourage more women to pursue careers in academic radiology could benefit the radiology research community.
Women in radiology: gender diversity is not a metric-it is a tool for excellence Open PDF
(2020)
Kubik-Huch, Rahel A.
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Vilgrain, Valérie
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Krestin, Gabriel P.
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Reiser, Maximilian F.
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Attenberger, Ulrike I.
Women in Focus: Be Inspired was a unique programme held at the 2019 European Congress of Radiology that was structured to address a range of topics related to gender and healthcare, including leadership, mentoring and the generational progression of women in medicine. In most countries, women constitute substantially fewer than half of radiologists in academia or private practice despite frequently accounting for at least half of medical school enrolees. Furthermore, the proportion of women decreases at higher academic ranks and levels of leadership, a phenomenon which has been referred to as a "leaky pipeline". Gender diversity in the radiologic workplace, including in academic and leadership positions, is important for the present and future success of the field. It is a tool for excellence that helps to optimize patient care and research; moreover, it is essential to overcome the current shortage of radiologists. This article reviews the current state of gender diversity in academic and leadership positions in radiology internationally and explores a wide range of potential reasons for gender disparities, including the lack of role models and mentorship, unconscious bias and generational changes in attitudes about the desirability of leadership positions. Strategies for both individuals and institutions to proactively increase the representation of women in academic and leadership positions are suggested. KEY POINTS: • Gender-diverse teams perform better. Thus, gender diversity throughout the radiologic workplace, including in leadership positions, is important for the current and future success of the field. • Though women now make up roughly half of medical students, they remain underrepresented among radiology trainees, faculty and leaders. • Factors leading to the gender gap in academia and leadership positions in Radiology include a lack of role models and mentors, unconscious biases, other societal barriers and generational changes.
Gender and authorship trends in rhinology, allergy, and skull-base literature from 2008 to 2018 Open PDF
(2021)
Halderman, A.A.
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Rao, A.
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Desai-Markowski, S.
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Yang, A.
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Luong, A.U.
Background: A recent analysis suggested potential narrowing of the gender gap in research productivity in the field of rhinology. This analysis did not, however, provide insight into how the genders are represented in the rhinologic literature. This study aimed to evaluate 11 years of literature to evaluate for gender differences in authorship position, collaborations, category and content of research, citations, and funding to gain perspective on how gender and authorship has changed over time. Methods: Authorship data for all articles on rhinologic subject matter published between January 1, 2008 and December 31, 2018 in four otolaryngology journals was collected. The gender of authors was determined by protocol. Category and content of research and funding status/source were additionally obtained. Results: Data were collected from 2666 articles. Gender of 14,510 authors was determined. Female authors accounted for 23% of the overall authors and male authors accounted for 77%. Female first authorship increased significantly over time, but there was no change in female senior authorship. The percentage of female authors steadily increased over time, whereas male authorship decreased slightly. Mixed gender teams were shown to be increasing in frequency. Women published more than expected in basic science and allergy and less than expected in skull base. On funded studies, women were significantly underrepresented as senior authors. Conclusion: This study represents the first assessment of gender differences in the rhinology literature. Areas where female representation can improve include senior authorship, increased involvement in skull base publications, and increased funding. © 2021 ARS-AAOA, LLC
Gender inequality in the global mental health research workforce: a research authorship scoping review and qualitative study in Nepal Open PDF
(2021)
Gurung, Dristy
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Sangraula, Manaswi
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Subba, Prasansa
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Poudyal, Anubhuti
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Mishra, Shelly
INTRODUCTION: Although women's health is prioritised in global research, few studies have identified structural barriers and strategies to promote female leadership and gender equality in the global health research workforce, especially in low-income and middle-income countries. METHODS: We conducted a mixed-methods study to evaluate gender equality in the mental health research workforce in Nepal. The scoping review assessed gender disparities in authorship of journal publications for Nepal mental health research, using databases (PsycINFO, PubMed, Web of Science, NepJol, NepMed) for 5 years. Qualitative interviews were conducted with 22 Nepali researchers to identify structural barriers limiting women's leadership. RESULTS: Of 337 articles identified, 61% were by Nepali first authors. Among Nepali first authors, 38.3% were women. Nepali women had half the odds of being first authors compared with men, when referenced against non-Nepali authors (OR 0.50, 95% CI 1.30 to 3.16). When limiting publications to those based on funded research, the odds were worse for first authorship among Nepali women (OR 0.37, 95% CI 0.19 to 0.71). The qualitative analysis supported the scoping review and identified a lack of gender-friendly organisational policies, difficulties in communication and mobility, and limited opportunities for networking as barriers to women's leadership in global health research. CONCLUSION: Efforts are needed for greater representation of Nepali women in global mental health research, which will require transformative organisational policies to foster female leadership. Those in leadership need to recognise gender inequalities and take necessary steps to address them. Funding agencies should prioritise supporting organisations with gender equality task forces, policies and indicators.
Is there still a glass ceiling for women in academic surgery? Open PDF
(2011)
Zhuge, Ying
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Kaufman, Joyce
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Simeone, Diane M.
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Chen, Herbert
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Velazquez, Omaida C.
Despite the dramatically increased entry of women into general surgery and surgical subspecialties, traditionally male-dominated fields, there remains a gross under-representation of women in the leadership positions of these departments. Women begin their careers with fewer academic resources and tend to progress through the ranks slower than men. Female surgeons also receive significantly lower salaries than their male counterparts and are more vulnerable to discrimination, both obvious and covert. Although some argue that female surgeons tend to choose their families over careers, studies have actually shown that women are as eager as men to assume leadership positions, are equally qualified for these positions as men, and are as good as men at leadership tasks.Three major constraints contribute to the glass-ceiling phenomenon: traditional gender roles, manifestations of sexism in the medical environment, and lack of effective mentors. Gender roles contribute to unconscious assumptions that have little to do with actual knowledge and abilities of an individuals and they negatively influence decision-making when it comes to promotions. Sexism has many forms, from subtle to explicit forms, and some studies show that far more women report being discriminately against than do men. There is a lack of same-sex mentors and role models for women in academic surgery, thereby isolating female academicians further. This review summarizes the manifestation of the glass-ceiling phenomenon, identifies some causes of these inequalities, and proposes different strategies for continuing the advancement of women in academic surgery and to shatter the glass ceiling.
COVID-19 Threatens Progress Toward Gender Equity Within Academic Medicine Open PDF
(2021)
Woitowich, Nicole C.
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Jain, Shikha
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Arora, Vineet M.
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Joffe, Hadine
Women remain underrepresented within academic medicine despite past and present efforts to promote gender equity. The authors discuss how the COVID-19 pandemic could stymie progress toward gender parity within the biomedical workforce and limit the retention and advancement of women in science and medicine. Women faculty face distinct challenges as they navigate the impact of shelter-in-place and social distancing on work and home life. An unequal division of household labor and family care between men and women means women faculty are vulnerable to inequities that may develop in the workplace as they strive to maintain academic productivity and professional development without adequate assistance with domestic tasks and family care. Emerging data suggest that gender differences in academic productivity may be forthcoming as a direct result of the pandemic. Existing gender inequities in professional visibility, networking, and collaboration may be exacerbated as activities transition from in-person to virtual environments and create new barriers to advancement. Meanwhile, initiatives designed to promote gender equity within academic medicine may lose key funding due to the economic impact of COVID-19 on higher education. To ensure that the gender gap within academic medicine does not widen, the authors call upon academic leaders and the broader biomedical community to support women faculty through deliberate actions that promote gender equity, diversity, and inclusion. The authors provide several recommendations, including faculty needs assessments; review of gender bias within tenure-clock-extension offers; more opportunities for mentorship, sponsorship, and professional recognition; and financial commitments to support equity initiatives. Leadership for these efforts should be at the institutional and departmental levels, and leaders should ensure a gender balance on task forces and committees to avoid overburdening women faculty with additional service work. Together, these strategies will contribute to the development of a more equitable workforce capable of transformative medical discovery and care.
Current Status of Women in Urology WorkforceBibliometric Analysis Open PDF
(2020)
Solano, C.
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Ortiz, A.M.C.
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Jaimes, L.M.B.
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Saavedra, D.X.R.
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Ospino, C.O.
Introduction Recently women have increased in all surgical medical areas and specifically in Urology represent ∼10% of workforce. Objective Describe the current status of women in Urology workforce. Methods Bibliometric retrospective analysis, based on research of literature from 1969 to 2019 using databases: MEDLINE, FABUMED and PubReminder®, using search terms: (workforce) AND (urology), including: journal articles, original research articles, reviews, essays and other scientific reports. The impact factor (FI) was obtained using Journal Citation Reports 2017/2018. Through Scopus, the h (HI) index was obtained. The variables analyzed were: total number of publications, journals, authors, institutions, percentage of publications by journal and country, pattern of scientific production throughout the period studied. A bibliometric mapping analysis was performed with VOSviewer® software. Results A total of 352 reviews were found from 1969 to 2019. The highest percentage of publications were in the last decade. A total of 131 journals were found, 28 of them specific to urology. The journal with the highest number of publications was the Journal of Urology. Ninety percent of the publications were from the United States. Only two main authors were women. Conclusions The interest in determining the role of women in the urological workforce is recent and it correlates with the increase of female representation in this area. © 2020 Thieme Medical Publishers, Inc.. All rights reserved.
Male principal investigators (almost) don't publish with women in ecology and zoology. Open PDF
(2019)
Salerno, Patricia E.
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Páez-Vacas, Mónica
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Guayasamin, Juan M.
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Stynoski, Jennifer L.
Representation of women in science drops substantially at each career stage, from early student to senior investigator. Disparities in opportunities for women to contribute to research metrics, such as distinguished speaker events and authorship, have been reported in many fields in the U.S.A. and Europe. However, whether female representation in scientific contributions differs in other regions, such as Latin America, is not well understood. In this study, in order to determine whether female authorship is influenced by gender or institutional location of the last (senior) author or by subfield within ecology, we gathered author information from 6849 articles in ten ecological and zoological journals that publish research articles either in or out of Latin America. We found that female authorship has risen marginally since 2002 (27 to 31%), and varies among Latin American countries, but not between Latin America and other regions. Last author gender predicted female co-authorship across all journals and regions, as research groups led by women published with over 60% female co-authors whereas those led by men published with less than 20% female co-authors. Our findings suggest that implicit biases and stereotype threats that women face in male-led laboratories could be sources of female withdrawal and leaky pipelines in ecology and zoology. Accordingly, we encourage every PI to self-evaluate their lifetime percentage of female co-authors. Female role models and cultural shifts-especially by male senior authors-are crucial for female retention and unbiased participation in science.

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