The Pivotal Role of Women in Cardiology Sections in Medical Organizations: From Leadership Training to Personal Enrichment
02 Aug 2021-
TL;DR: Women in cardiology sections continue to play a pivotal role by being intentional, transparent, iterative, and sustainable, and working with important stakeholders, including men, to share data, best practices, and strategies to create and maintain a culture of equity and achieve its core principles.
Abstract: Women in Cardiology (WIC) sections have emerged as an important leadership, career development and advocacy forums for female cardiologists. Over the last three decades, their strength has grown from small groups to large sections within volunteer science organizations. In addition to providing a sense of community and promulgating the principles of diversity, equity, inclusion, and belonging, the WIC sections have contributed to improving the workplace culture and dynamics by generating evidence-based and actionable data, fostering leadership and scientific enrichment of women, developing task forces and health policy documents targeted towards reduction of burnout and bias in medicine and provided a platform to voice the unique challenges and opportunities of female cardiologists. The future holds great promise as the WIC sections continue to play a pivotal role by being intentional, transparent, iterative, and sustainable and working with important stakeholders including men to share data, best practices, and strategies to create and maintain the culture and achieve its core principles.
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TL;DR: The authors summarized the barriers that women in cardiovascular imaging have overcome over the past several years, the positive interventions that have been implemented to better support women in the field of CMR, and the challenges that still remain, with a special emphasis on women physicians.
Abstract: Women’s engagement in medicine, and more specifically cardiovascular imaging and cardiovascular MRI (CMR), has undergone a slow evolution over the past several decades. As a result, an increasing number of women have joined the cardiovascular imaging community to contribute their expertise. This collaborative work summarizes the barriers that women in cardiovascular imaging have overcome over the past several years, the positive interventions that have been implemented to better support women in the field of CMR, and the challenges that still remain, with a special emphasis on women physicians.
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TL;DR: This article found that despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persist in believing that they are really not bright and have fooled anyone who thinks otherwise, and four factors contribute to the maintenance of impostor feelings over time.
Abstract: The term impostor phenomenon is used to designate an int ernal experience of intellectual phonies, which appears to be particularly prevalent and intense among a select sample of high achieving women. Certain early family dynamics and later introjection of societal sex-role stereotyping appear to contribute significantly to the development of the impostor phenomenon. Despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persists in believing that they are really not bright and have fooled anyone who thinks otherwise. Numerous achievements, which one might expect to provide ample object evidence of superior intellectual functioning, do not appear to affect the impostor belief. Four factors, which contribute to the maintenance of impostor feelings over time, are explored. Therapeutic approaches found to be effective in helping women change the impostor self-concept are described.
1,256 citations
01 Jan 2016
1,029 citations
"The Pivotal Role of Women in Cardio..." refers background in this paper
...Women experience burnout and professional exhaustion more than men.(27,28) Previous data from the ACC Professional Life Survey reported that less than 25% of cardiologists enjoyed their work, nearly 50% were stressed, and just over 25% were burned out....
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TL;DR: The authors argue that women leaders assimilate into male-dominated organizations (i.e., organizations in which most executive positions are held by men) by distancing themselves from junior women and legitimizing gender inequality in their organization.
Abstract: This contribution reviews work on the queen bee phenomenon whereby women leaders assimilate into male-dominated organizations (i.e., organizations in which most executive positions are held by men) by distancing themselves from junior women and legitimizing gender inequality in their organization. We propose that rather than being a source of gender inequality, the queen bee phenomenon is itself a consequence of the gender discrimination that women experience at work. We substantiate this argument with research showing that (1) queen bee behavior is a response to the discrimination and social identity threat that women may experience in male-dominated organizations, and (2) queen bee behavior is not a typically feminine response but part of a general self-group distancing response that is also found in other marginalized groups. We discuss consequences of the queen bee phenomenon for women leaders, junior women, organizations and society more generally, and propose ways to combat this phenomenon.
272 citations
TL;DR: The unique challenges female physicians face over the course of their careers are summarized and solutions with the goal of ensuring that medicine can realize and benefit from the full potential of these physicians are identified.
Abstract: Women comprise more than one third of the active physician workforce, an estimated 46% of all physicians-in-training, and more than half of all medical students in the United States. Although progress has been made toward gender diversity in the physician workforce, disparities in compensation exist and inequities have contributed to a disproportionately low number of female physicians achieving academic advancement and serving in leadership positions. Women in medicine face other challenges, including a lack of mentors, discrimination, gender bias, cultural environment of the workplace, imposter syndrome, and the need for better work-life integration. In this position paper, the American College of Physicians summarizes the unique challenges female physicians face over the course of their careers and provides recommendations to improve gender equity and ensure that the full potential of female physicians is realized.
231 citations
TL;DR: Women introduced by men at IMGR were less likely to be addressed by professional title than were men introduced byMen, and differential formality in speaker introductions may amplify isolation, marginalization, and professional discomfiture expressed by women faculty in academic medicine.
Abstract: Background: Gender bias has been identified as one of the drivers of gender disparity in academic medicine. Bias may be reinforced by gender subordinating language or differential use of formality in forms of address. Professional titles may influence the perceived expertise and authority of the referenced individual. The objective of this study is to examine how professional titles were used in the same and mixed-gender speaker introductions at Internal Medicine Grand Rounds (IMGR). Methods: A retrospective observational study of video-archived speaker introductions at consecutive IMGR was conducted at two different locations (Arizona, Minnesota) of an academic medical center. Introducers and speakers at IMGR were physician and scientist peers holding MD, PhD, or MD/PhD degrees. The primary outcome was whether or not a speaker's professional title was used during the first form of address during speaker introductions at IMGR. As secondary outcomes, we evaluated whether or not the speakers profes...
204 citations