From female surgical resident to academic leaders: challenges and pathways forward

Abstract

Despite an increasing number of female surgeons it is still very difficult for them to get into high rank positions. What are the obstacles for women to achieve a professional level where they can lead teams, departments or organisations or be invited as speakers in meetings or for editorial comments? Besides the general attitude still existing in many societies that women are responsible for child care there is a clear difference in self-presentation of women compared to their male counterparts. Women tend to underestimate their competence and skills whereas (often male) decision makers expect candidates to present themselves in a rather self-confident way. This unrecognized bias and the “glass ceiling” are encountered by many women in their career. Prestigious activities like publishing papers, presenting at conferences or working in committees are predominantly searched for by male colleagues whereas it is not uncommon for women to be confined to tasks in clinical workflow. Another bias is calling women by their first names instead of their full names, professional titles and achievements. Women should always introduce themselves by full name. Mentoring is a helpful career tool for female surgeons. A mentor can assist a mentee with strategic planning and help to redefine her way especially after a setback. When she clearly communicates her needs and expectations to seniors it shows her ambition and willingness to advance her career. Finding sponsorship is even more beneficial as a sponsor can use his influence to promote a woman to a high rank position. Surgical women´s associations exist worldwide. They enable young professionals to get in contact to female leaders/role models and exchange views with female colleagues. Institutional programs for (gender) equity are installed in some places to facilitate scientific and professional career advancement. Women are as capable as men although it is a greater challenge.