AB1415 GENDER EQUITY IN RHEUMATOLOGY IN GERMANY, WHERE DO WE STAND? – PRELIMINARY RESULTS FROM A NATIONWIDE ONLINE SURVEY AMONG RHEUMATOLOGISTS IN GERMANY

Abstract

BackgroundDespite the increasing number of female medical students and fellows, women are still underrepresented in higher career and academic positions in rheumatology [1].ObjectivesTo assess gender distribution in rheumatology in Germany and to analyze potential hurdles of flexible work opportunities with the overall aim to improve gender equity in future German rheumatology.MethodsA web-based anonymous survey using QuestionPro was distributed among rheumatologists in Germany via newsletters, social media and personal contacts (12/2021-01/2022). The survey was developed based on a narrative literature review [1] and discussions among the commission members. It was composed of 29 questions, with single or multiple answers and/or free text. Non-demographic questions could be answered with “I do not know”.ResultsAmong the total of 170 respondents who fully completed the survey, 72% were female, 28% were male and 1% was third gender. 73% were employed at a rheumatology clinic with 79% working at an academic institution and 20% at a non-academic clinic, 1% did not specify their institution. Of those working at a clinic, 48% were rheumatologists in training, 35% trained rheumatologists and 7% were head of rheumatology departments.Regarding the gender-ratio in different hierarchical levels, only 17% reported more male than female rheumatologists in training at their workplace, in 32% the gender ratio was balanced. On higher levels, respondents reported more male than female rheumatologist at staff level in 44% (29% balanced) and in leading positions in 74% (12% balanced).53% of female respondents were responsible for >50% of family and housework, compared to 11% of the male respondents. Most men covered 50% (49% of male respondents) or less than 50% (32% of male respondents) of family work.There were coworkers in part time in the work environment of 86% of respondents, with only women working part time in 56% of cases, both women and men in part time in 29% and only men in part time in 1%. Most respondents stated that men and women working part time did not have the same opportunities as coworkers working full time. (Table 1)Table 1.Opportunities for advancements of part time working employees compared to full time coworkers with similar qualification in percent of all respondents.Employees working part time have similar opportunities for advancements as employees of the same gender working full time.YesNoI do not knowWomen23%65%12%Men21%54%25%Many respondents perceived a preference of either gender despite equal performance regarding different aspects with men more often perceived as preferred in terms of opportunities for advancements and staffing of positions. (Figure 1)Figure 1.Perceived preference of employees in rheumatology with regards to opportunities for advancements, staffing of positions, allocation of research projects and salary according to gender by female and male survey-respondents. Perceived discrimination was not assessed.66% of respondents agreed that activities to improve gender equity are necessary. The highest need was seen in the improvement of compatibility of care and work with adequate part time models, childcare options at work, and the higher acceptancy of part time working men and women by employers and persons in higher positions (freetext).ConclusionGender misbalance is prevalent in rheumatology in Germany with lower numbers of women at higher hierarchical levels. Traditional role allocation is still common with a higher frequency of part time working females. Part time employment is perceived to decrease chances of advancement. The focus should be on promoting flexible job-sharing models, part time work among men and gender equity not only at work but also in private life (“care work”). Preference for one gender over the other is perceived differently between women and men.