National Leadership Positions Research Articles

Benchmarking Accomplishments of Presidents Elected to Hand Surgery Societies in the United States

ObjectiveQualifications needed to achieve national leadership positions in hand surgery are poorly defined. This study compares the academic accomplishments, demographics, and training backgrounds of presidents elected to serve the American Society for Surgery of the Hand (ASSH) and the American Association for Hand Surgery (AAHS). MethodsThe ASSH and AAHS provided names of elected Presidents (1990–2022, n = 64). Curriculum vitae and academic web sites were used to collect demographic, training, bibliometric, and National Institutes of Health (NIH) funding data of presidents. ResultsPresidents were predominately male (95%), Caucasian (90%), and orthopaedic surgery residency-trained (66%). Only 9% were racial minorities (8% Asian, 2% Hispanic, and 0% African American). The average age at appointment was 59 ± 7 years old, which was an average of 23 years from completion of hand surgery fellowship. More presidents received plastic surgery residency training in AAHS than ASSH (50 vs. 19%). The most represented hand surgery fellowships were Mayo Clinic (14%), University of Louisville (11%), and Duke University (9%). Twenty-one presidents participated in a travel fellowship (33%). Thirty presidents served as Department Chair or Division Chief at time of election (47%). The average h-index was 34 ± 18 resulting from 164 ± 160 peer-reviewed manuscripts and was similar between the two organizations. Eleven presidents had NIH grant funding (18%) and there were no differences in procurement or funding totals between the two organizations. ConclusionPresidents of American hand surgery societies obtain high levels of scholarly activity regardless of training specialty. Women and racial minorities remain underrepresented at the highest levels of leadership.

'Toothless\u2019\u2014the absence of political priority for oral health: a case study of Ireland 1994\u20132021

BackgroundCalls are emerging for oral health system reform under the Universal Healthcare (UHC) domain, while internationally there is an absence of political priority for oral health. In the Republic of Ireland there is very limited coverage of oral healthcare for the whole population. ‘Smile agus Sláinte’ Ireland’s oral health policy published in 2019, represents the first change to national policy in over 25 years.MethodsThis research examined the key factors influencing oral health policy, development, and implementation in Ireland during the period 1994–2021. A case study approach was adopted with two strands of data collection: documentary analysis and semi-structured interviews with elite participants. Analysis was guided by Howlett’s five stream framework.ResultsIreland shares the international experience of oral health having very low political priority. This has perpetuated unequal access to public dental services for children and special needs populations while austerity measures applied to adult schemes resulted in increased unmet need with no universal coverage for dental care. The only area where there is political interest in oral health is orthodontic care. This low political priority combined with a lack of actor power in national leadership positions in the Department of Health and Health Service Executive has contributed to successive non-implementation of oral health policy recommendations. This is most evident in the failure to publish the Draft National Oral Health Policy in 2009. The research finds a failure to adequately engage with key stakeholders, particularly the dental profession in the development of the 2019 policy. All these weaknesses have been exacerbated by the COVID-19 pandemic.ConclusionsIreland’s new oral health policy, ‘Smile agus Sláinte’, presents an opportunity for the provision of much needed public dental services. However, successful reform will require strong political will and collaboration with dental leadership to provide advocacy at national level. Global calls to incorporate oral health into the UHC agenda and an agreed political consensus for UHC in Ireland may provide an opportunity for change. Genuine engagement of all stakeholders to develop an implementation strategy is necessary to harness this potential window of opportunity for oral health system reform.

Quantifying the Pipeline of Ethnically Underrepresented in Medicine Physicians in Academic Plastic Surgery Leadership.

The lack of underrepresented in medicine (UIM) physicians in academic plastic surgery is emerging as a critical issue. Lack of diversity has a negative effect on patient care and on the culture of our health care system. This study reports the current status of ethnically UIM physicians in the plastic surgery pipeline, starting from the medical student level and progressing to national leadership positions. The Electronic Residency Applications Service, National Resident Matching Program, Association of American Medical Colleges, and professional Web sites for journals and national societies were accessed for racial demographic information from 2008 to 2019. Over the past decade, there has been no change or a slight decrease in representation of Blacks among plastic surgery residency applicants, trainees, and academic faculty, at half or less than expected, compared with US Census data. The first point of drop-off occurs at the resident (3.8% of integrated and 5.6% of independent residents) to faculty level (<2.8%). Two percent of program directors and department heads/division chiefs are Black. The next point of drop-off occurs at the national level: there has never been a Black president of American Society of Plastic Surgeons or Plastic Surgery Foundation, and there are no Black editors-in-chiefs of major plastic surgery journals.Following LatinX American surgeons down the pipeline over the past decade, there has been no change or a decrease in representation among plastic surgery residency applicants, resident physicians, and academic faculty, at one-third or less than expected, compared with US Census data. The first point of drop-off occurs at the faculty (4.8%) to local leadership level (0% of program directors and department heads/division chiefs) where there is no representation of LatinX. Once this drop-off occurs, there is no recovery at the national leadership level. In order for our profession to reflect our nation's demographics, academic plastic surgery is in need of a paradigm shift now. Attrition of UIM physicians in plastic surgery begins at medical school graduation and persists through surgical training, faculty appointments, and attainment of leadership positions. Creative and innovative commitment to diversity and inclusion is necessary.

National Trends of Sex Disparity in the American College of Cardiology/American Heart Association Guideline Writing Committee Authors Over 15 Years.

National Trends of Sex Disparity in the American College of Cardiology/American Heart Association Guideline Writing Committee Authors Over 15 Years.

English

The systematic exclusion of the Igbos from key national leadership positions in Nigeria made the rise of secession-seeking groups and demand for self-government inevitable in the region. IPOB is one of these secession seeking groups which uses its radio station to communicate its agenda. Following its stirring rhetoric and extremist views, much has been heard of the place of radio Biafra in the ongoing IPOB agitation in the south east. Owing to radio&rsquo;s ability to cultivate social and political realities in the minds of people, rhetoric of marginalization which forms the basis of radio Biafra&rsquo;s broadcast may not leave people free from thinking of what is being communicated and what could be done to actualize the desired self-freedom which the station cultivates. Against this background, this study examined respondents&rsquo; level of exposure to radio Biafra&rsquo;s broadcast, their perception of the broadcast messages and whether the messages persuade them into believing the course being preached from the station. The study was anchored on cultivation and social exchange theories with survey and FGD as research methods in studying 400 respondents purposively selected from 1,306,739 which forms the population of the study. Findings revealed that respondents believed in the mission but lacks the will-power to realize the dream. The study, therefore, recommended that radio Biafra content presenters should reconsider the messages they dish out to the people to avoid a repeat of the Rwandan episode in Nigeria. It was also recommended that government should look into these marginalization complaints from South-Eastern states. &nbsp; Key words: IPOB, rhetoric, marginalization, social exchange theory, cultivate.

Gender Disparity and Potential Strategies for Improvement in Neurology and Clinical Neurophysiology.

Discrimination in the workplace when documented is illegal but is seen to still exist in some forms whether based on culture, race, or gender. Each of these disparities warrants further discussion and study because of their significant impacts on hiring decisions, career advancement, and compensation. In this article, the authors have focused their attention on gender disparity in the fields of neurology and clinical neurophysiology and shared the data currently available to them. At a time when the field of clinical neurophysiology has seen enormous growth, gender disparity in leadership and compensation remain. Despite the increasing number of women entering the fields of neurology and clinical neurophysiology, women remain underrepresented in national leadership positions. Many women physicians report experiencing gender discrimination despite increasing efforts by universities and medical centers to improve inclusivity and diversity. Equity and inclusivity are not the same and there is a disconnect between the increased numbers of women and their shared experiences in the workplace. Implicit bias undermines the ability of women to advance in their careers. For neurologists, data indicate that the latest gender pay gap is $56,000 (24%), increased from $37,000 in 2015, and is one of the largest pay gaps in any medical specialty. One third of the top 12 medical schools in the United States require that maternity leave be taken through disability coverage and/or sick benefits, and most family leave policies constrain benefits to the discretion of departmental leadership. The authors recommend strategies to improve gender disparity include institutional training to Identify and overcome biases, changes to professional organizations and national scientific meeting structure, transparency in academic hiring, promotion and compensation, and mentorship and sponsorship programs.

A Report on the Representation of Women in Academic Plastic Surgery Leadership.

The year 2017 marked the first year women comprised a majority of U.S. medical school matriculants. While more women are pursuing surgical training, within plastic surgery, there is a steady attrition of women advancing in leadership roles. The authors report the current status of women in academic plastic surgery, from trainees to chairwomen and national leadership positions. The Electronic Residency Applications Service, San Francisco Match, National Resident Matching Program, Association of American Medical Colleges, American Council of Academic Plastic Surgeons, Plastic Surgery Education Network, and professional websites for journals and national societies were accessed for demographic information from 2007 to 2017. The number of female integrated pathway applicants remained stable (30 percent), with an increased proportion of female residents from 30 percent to 40 percent. There was an increase in female faculty members from 14.6 percent to 22.0 percent, an increase of less than 1 percent per year. Twelve percent of program directors and 8.7 percent of department heads were women. Nationally, major professional societies and administrative boards demonstrated a proportion of female members ranging from 19 percent to 55 percent (average, 27.7 percent). The proportion of female committee leaders ranged from 0 percent to 50 percent (average, 21.5 percent). Only six societies have had female presidents. No major journal had had a female editor-in-chief. The proportion of female editorial board members ranged from 1 percent to 33 percent (average, 16.1 percent). The authors' study shows a leak in the pipeline at all levels, from trainees to faculty to leadership on the national stage. This report serves as a starting point for investigating reasons for the underrepresentation of talented women in plastic surgery leadership.

Abstract 40: Leadership in Academic Plastic Surgery: Current Representation of Women

PURPOSE: 2017 marked the first year women comprised a majority of United States medical school matriculants. While more women are pursuing surgical training, within plastic surgery, there is a steady attrition of women advancing in academics and leadership. We aim to report the current status of women in academic plastic surgery, from trainees to chairwomen and national leadership positions. METHODS: ERAS,SF match, NRMP, AAMC, ACAPS, PSEN, and professional websites for journals and national societies were accessed or contacted for demographic information for the last decade. RESULTS: At the trainee level, in the integrated applicant pathway, the number of female applicants has remained relatively stable, at around 30%, but the proportion of female residents has increased, from 30% to 40%. In the independent pathway, the proportion of female applicants and residents has remained relatively stable, with three men to every woman. At the faculty level, from 2006 to 2016, there was an increase in female faculty members from 14.6% to 22.0%, an increase of <1% per year. Twelve percent of program directors are currently female, and 8.7% of department heads. Nationally, major professional societies and administrative boards were evaluated, including ASPS, ABPS, and the residency accreditation committee. For all committees, the proportion of female members ranged from 19% to 55%, with an average of 27.6%. For committee leaders, the proportion of women ranged from 0% to 50%, with an average of 21.5%. Presidents of these societies were historically led by men, with only six having a history of female presidents. Major journals were evaluated for composition of editorial boards. No journals had a female Editor-in-Chief. The proportion of female editorial board members ranged from 1% to 33%, with an average of 15.3%. CONCLUSION: Recent literature has shown patients of female physicians to have better outcomes, and even a preference of female patients for female plastic surgeons. However, when it comes to academic leadership, women lag behind. As with other women in surgery, women in plastic surgery share a cumulative career disadvantage (personal, networking, clinical, academic, etc). Upward mobility is a challenge, as is recruitment and retention. Our study shows a leak in the pipeline at all levels, from trainees to faculty, to leadership on the national stage. This report serves as a starting point for investigating reasons for this loss of talented women in plastic surgery leadership.

Busting the “Princelings”: The Campaign Against Corruption in China’s Primary Land Market*

Using data on over a million land transactions during 2004–2016 where local governments are the sole seller, we find that firms linked to members of China's supreme political elites—the Politburo—obtained a price discount ranging from 55.4% to 59.9% compared with those without the same connections. These firms also purchased slightly more land. In return, the provincial party secretaries who provided the discount to these “princeling” firms are 23.4% more likely to be promoted to positions of national leadership. To curb corruption, President Xi Jinping stepped up investigations and strengthened personnel control at the province level. Using a spatially matched sample (e.g., within a 500-meter radius), we find a reduction in corruption of between 42.6% and 31.5% in the provinces either targeted by the central inspection teams or whose party secretary was replaced by one appointed by Xi. Accordingly, this crackdown on corruption has also significantly reduced the promotional prospects of those local officials who rely on supplying a discount to get ahead.

The Double Delegitimatisation of Julia Gillard: Gender, the Media, and Australian Political Culture

This article explores Australian media coverage of Julia Gillard's leadership. It employs a comparative discourse analysis of the gendered nature of media reporting on her sexism and misogyny speech and eventual demise. The article places these gendered framings within two contexts: that of the more general gendered expectations of the double bind facing all women leaders; and the more specific challenge to Australia's women leaders, posed by exclusivist national identity narratives. These narratives — of mateship, the ANZAC myth, and various apparently ideal‐type masculinities — serve to further disassociate Australian women from positions of national leadership. Together, we argue that the twin constraints of gender expectations and exclusivist national identity narratives amounted to a double delegitimisation of Julia Gillard's leadership, on the basis of her being a woman leader, generally, and an Australian woman leader, specifically.

Educational Attainment, Citizenship, and Black American Women in Elected and Appointed National Leadership Positions

This article examines the issue of American citizenship and how it is related to Black Americans, especially from the perspectives of educational attainment and national political leadership positions (focusing on the U.S. Senate, office of governor, and the U.S. Supreme Court). The article presents seven interrelated conceptual or theoretical perspectives of American citizenship (Three Citizenships; Gender; Equality; Race; Belonging; Military Service; and Protestant Christianity), and where Black Americans (especially Black women) fit in them. The article claims that while Black American women have made substantial progress in college degree attainment, they have done so at a very high financial cost. The article claims that compared with other groups in the society, the gains in educational attainment made by Black American women have not resulted in them being elected or selected to these national leadership positions. Among the factors presented for this exclusion of Black women are: lack of strong support from Black American male leaders and institutional support; ambition; first occupy public office within the states of the Union; they must become moderate politicians; perception that Black women have more privileges in the society than Black men and other groups; and negative media portrayal of Black female candidates. The article claims that despite being one of the oldest and most native groups in the United States, with over nine out of every 10 of them being native-born citizens, Black American women in particular tend to have the characteristics of non-citizens.

Micromax Informatics Ltd: Marketing strategy for emerging markets

Subject area Marketing strategy, strategic innovation. Study level/applicability Strategic brand management or marketing strategy courses at MBA level. Case overview It seemed likely that a company with the highest number of product variants would consider product innovation to be its key source of sustenance in a crowded marketplace. Especially so, when the local and global competition was hotting up to a new launch every week. In the case of Micromax, a mobile handset maker from India tried to drive home the point that sustainability in emerging markets did not lie in inventing a new technology like Apple or Nokia or Sony did, albeit accompanied with a premium price tag. For the emerging markets, it was important to optimize the offering for the consumers. Strategic optimization could result from bridging the gaps in performance, infrastructure and organization design, which came naturally to this marketing-savvy mobile maker. Any company could make a cost-effective phone, but few could position, brand and sell it the way Micromax did. Shubhodip Pal, Head of Marketing at Micromax Informatics Pvt Ltd, India, pondered the marketing strategy which could pave the way into maintaining the company's national leadership position while creating a roadmap for its global foray. For Micromax, marketing strategy innovation, and not product innovation, would fulfil the goal of long-term growth in India and overseas markets. Expected learning outcomes The students studying this case are expected to learn: marketing strategy in emerging markets such as India, marketing strategy as the critical success factor for upcoming Indian companies rather than product innovation and doing business in emerging markets. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Cultivating leadership: Be the change

Cultivating leadership: Be the change

Using Learning Principle in Faculty Development Workshops

Dear Editor: There is an urgent need for those in national leadership positions in biology, and in science, technology, engineering, and mathematics at large, to incorporate strategies that truly promote learning into their professional development programs. Not only because the audiences will learn/remember more, but also because transforming what happens in undergraduate classrooms requires faculty assumptions to be challenged regularly and new models for behavior to be presented. I recently attended a workshop run by a national organization with a long history of bringing innovation to undergraduate education. All of the plenary sessions were PowerPoint presentations of more than 50-min duration that largely repeated information from our homework assignments. I was surprised and disappointed. Yes, I found some gems in the lectures. Yes, the workshop format meant that my institutional team spent a great deal of time working on an action plan. Yes, I networked with colleagues and came away with many ideas. But I left feeling as though a great opportunity had been missed. The chance to model ways that align what is known about how people learn with pedagogical methods was completely overlooked. The plenary speakers did not engage our misconceptions or begin with our existing knowledge; we were not given a chance to apply or reflect; we were not asked to interact with our peers. We could have been given minilectures or quick readings and then asked to apply the content to problems at our home institutions. We could have been the ones drawing conclusions from the evidence or building the arguments needed to persuade others. We were not even asked to utilize the most basic active-learning strategies, such as think-pair-share or the 1-min paper. None of these occurred, despite the fact that our homework had included references to both a national effort to shift from a teaching paradigm to a learning paradigm and the importance of leaders in effecting systemic change, particularly by modeling new behaviors. The discussion of using learning principles to inform college teaching has certainly reached the national level. There is William Wood's article in the 2009 volume of the Annual Review of Cell and Developmental Biology (Wood, 2009 ). There are abundant examples in this quarterly publication (Tanner, 2012 ; Wood and Tanner, 2012 ). Science has devoted space to making the case for transforming undergraduate education (Anderson et al., 2011 ). And, of course, there is the Vision and Change document (American Association for the Advancement of Science, 2010 ), a joint publication by the National Science Foundation, the National Institutes of Health, and the Howard Hughes Medical Institute, calling for, among other things, a focus on student-centered learning. It is true that the topic of the workshop I attended was not how to incorporate active-learning strategies into classroom practice. Still, the plenary speakers are nationally recognized as proponents for improving undergraduate education. No doubt they have encountered these ideas. I cannot help wondering why these people who care so deeply did not do things differently. My own experiences give me a few hypotheses. The speakers may, like our own students, have done the reading and encountered the ideas, but do not yet see the deeper meaning, so they cannot transfer the knowledge to new situations. Or perhaps they do not yet share a vision of something so compelling that the required change in themselves is a priority when measured against all the other things they do. How hard will it be to change our college classrooms into true learning environments when even our national leaders find it so difficult? I want to suggest that persons such as those leading our workshop have particular responsibility for modeling best practices, even if their personal passion is service learning or first-year seminars or quantitative skills across the curriculum or research-rich experiences. Yes, it means new work for them, new learning for them, more effort for them. But given their prominence on the national scene, it is incumbent upon them to transform their own teaching so that learners (in this case intractable faculty) regularly experience teaching models that challenge their assumptions about what is possible. Every time faculty arrive at a workshop, we ought to encounter methods of presentation well beyond the traditional PowerPoint lecture.

Let's hope roles dovetail and avoid duplication.

A year later and, after much campaigning from professional leaders, three nurses have been appointed to national leadership positions. Jane Cummings has become chief nursing offi cer (CNO) at the National Commissioning Board; Viv Bennett has taken up her post as director of nursing at the Department of Health; and Sally Brearley is chair of the prime minister's nursing and care quality forum.

The Exclusion of Black Women from National Leadership Positions in the United States: Taxation with Limited Representation

This article claims that the United States is progressing well when examined through the racial and cul- tural diversity of its young people aged 29 and younger with earned doctorates. The data show that fe- males in general and Asian and Black females in particular are earning very high proportions of doctorate degrees among individuals aged 29 and younger in 2009 and 2008. For example, of the 117,000 doctorate degrees (Ph.D., Ed.D., etc.) held by individuals in the US aged 25 - 29 in 2009, females accounted for 65,000 (55.6%), with Black females and Asian females accounting for 11.1% (13,000) and 10.3% (12,000) respectively. In 2008, of the 14,000 doctorate degrees (Ph.D., Ed.D., etc.) held by individuals aged 18 - 24 in the US, females accounted for 11,000 (78.6%), and Black females and Asian females each accounted for 4000 (28.6%). The article points out, however, that while high levels of educational attainment is shown to result in Asian, White and Hispanic women being elected or appointed to the United States Sen- ate, Governor’s Office and the United States Supreme Court, Black American women continue to be ex- cluded from these three national leadership positions—Taxation Without Representation.

Resident and Program Director Gender Distribution by Specialty

Although enrollment of women in U.S. medical schools has increased, women remain less likely to achieve senior academic rank, lead academic departments, or be appointed to national leadership positions. The purpose of this paper is to compare the gender distribution of residency program directors (PDs) with residents and faculty in the 10 largest specialties. The gender distribution of residents training in the 10 specialties with the largest enrollment was obtained from the annual education issue of Journal of the American Medical Association. The gender distribution of the residents was compared with the gender distribution of PDs and medical school faculty. The number of programs and the names of the PDs were identified by accessing the Accreditation Council for Graduate Medical Education web site. Gender was confirmed through electronic search of state medical board data, program web sites, or by using internet search engines. The gender distribution of medical school faculty was determined using the Association of American Medical Colleges faculty roster database (accessed June 15, 2011). The correlation between female residents and PDs was assessed using Pearson's product-moment correlation. The gender distribution of female PDs appointed June 1, 2006, through June 1, 2010, was compared with the distribution appointed before June 1, 2006, using chi square analysis. Specialties with higher percentages of female PDs had a higher percentage of female residents enrolled (r=0.81, p=0.005). The number of female PDs appointed from July 1, 2006, through June 30, 2010, was greater than the number appointed before July 1, 2006, in emergency medicine (p<0.001), family medicine (p=0.02), and for all PDs (p=0.005). Female PDs were fewer than expected based on the gender distribution of medical school faculty in 7 of the 10 specialties. Women remain underrepresented in PD appointments relative to the proportion of female medical school faculty and female residents. Mechanisms to address gender-based barriers to advancement should be considered.

Women and medicine

It is now clear that women doctors will soon make up the majority of the medical workforce. Research shows that women often prefer part time and flexible working, and are inclined to favour some specialist fields over others. Although these facts are widely known, as yet it appears that little account has been taken of their economic and organisational consequences. All doctors require sound careers advice, but women doctors reported that this is often poor or inconsistent. Women's preference for flexible working at certain stages of their careers could be a major advantage in health service planning; models need to be developed that recognise women's willingness to work in new ways. Although women are under-represented in positions of national leadership, there is no evidence to suggest that they are disadvantaged in their endeavours, or unwilling to deliver the commitment necessary. However, they may need timely advice and encouragement to reach their full potential.

Black American Females as Geniuses

This paper makes the claim and argument that Black American females are geniuses. The paper presents education and income data to substantiate this claim. The paper also puts the claim of Black American females as geniuses in historical context to show that they have earned their achievements despite extraordinary difficulties for almost 400 years (since 1619). The paper concludes, however, that despite their extraordinary talents, Black American females as a group continue to experience serious exclusion from positions of national leadership in their own country.

Beyond Hillary and Benazir: Women’s Political Leadership Worldwide

Women have recently made dramatic gains in electoral politics, winning a number of high profile positions of national leadership and a record number of seats in parliaments around the world. This article surveys and analyzes these developments, seeking to understand why women’s representation has increased in some countries but not in others, as well as what these patterns indicate about changes in the status of women in political life. It concludes with some reflections on the gendered nature of the public sphere and what these shifts might mean for women as a group.