Proportion Of Female Graduates Research Articles

Leading medical schools for female neurosurgery graduates.

The authors sought to determine the medical schools with the highest number and proportion of female graduates currently practicing neurosurgery and to identify medical school characteristics that increase female representation in neurosurgery, with the goal of addressing the gender disparity. The authors used the Physician Compare National Downloadable File from the Centers for Medicare & Medicaid Services. Physicians indicating neurosurgery as their primary specialty were extracted. Duplicates, physicians with medical school education listed as "other," and those expected to be in residency, fellowship, or research years (graduation years 2014-2023) were removed. Medical schools with the highest number and proportion of female neurosurgery graduates were stratified. A review of the current literature was conducted to identify characteristics of the institutions with high female representation. A total of 3486 neurosurgeons (319 female [9.2%], 3167 male [90.8%]) were identified. Yale University (n = 12), Columbia University (n = 8), Johns Hopkins University (n = 8), Stanford University (n = 8), and the University of Maryland (n = 8) had the most female neurosurgery graduates. Schools with the highest proportion of female neurosurgery graduates included the University of California, San Diego (25%); the State University of New York Upstate Medical University (25%); Pennsylvania State University (22.2%); the University of Maryland (21.1%); and the University of Florida (18.4%). Achieving gender diversity in neurosurgery necessitates a multifaceted approach. Institutions with a higher number and proportion of female neurosurgery graduates emphasized female-female mentorship, fostered diversity initiatives, and implemented inclusive policies. To increase female representation in neurosurgery, it is crucial to establish robust mentorship programs that provide aspiring female neurosurgeons with the guidance, support, and motivation required to navigate a traditionally male-dominated field.

Occupational segregation by gender in veterinary specialties: Who we are choosing, or who is choosing us.

Gender demographics vary across specialties including surgery, internal medicine, cardiology, neurology, and oncology. Our objective was to determine whether residency selection or the decision to apply for training drives these differences. Retrospective cohort study. Matched and unmatched residents lists from Veterinary Internship and Residency Matching Program (VIRMP) from 2011 to 2020. Comparative Data Reports from the American Association of Veterinary Medical Colleges from 2010 to 2019. Names for matched and unmatched residents with addresses in the United States or Canada were coded for gender for seven programs: large and small animal surgery, large and small animal medicine, cardiology, neurology, and oncology. Match rate by gender was compared using chi-square tests. Gender demographics of applicants were compared to demographics of graduates using tests of two proportions. No differences were observed between genders for the likelihood of successfully matching into each residency program evaluated except in large animal internal medicine. Women (44.2%) were slightly more likely to match, overall, than men (39.0%, p=.003). The proportions of women applying for residencies overall (70.7%), in large and small animal surgery (66.1%, 62.2%), cardiology (70.2%), and neurology (70.7%) were lower than the proportion of female graduates (79%; p's < .001). No evidence for gender bias was detected in the VIRMP resident selection process. Female veterinary graduates seemed less likely to apply for residencies than their male counterparts. Occupational segregation seems to stem from the decision to apply for residency. Interventions aimed at altering gender demographics in specialized medicine should target potential applicants.

The Association between Postgraduate Studies, Gender and Qualifying Dental School for Graduates Qualifying from UK Dental Schools between 2000 and 2009.

Various factors will influence a dental graduate’s decision to undertake postgraduate education and training, including encouragement from family, partners and staff at individual dental schools, although there is currently little information available regarding the number and distribution (by dental school) of recent dental graduates undertaking postgraduate studies. The aim of this study was to analyse data on postgraduate qualifications achieved by dentists who graduated from UK dental schools between 2000 and 2009 and relate this to graduate gender. Data were collected from the General Dental Council (GDC) in an anonymous electronic format, analysed and ordered by year of graduation, dental school, gender and type of postgraduate qualification. Nearly one-quarter (24%) of the dentists that graduated between 2000 and 2004 completed postgraduate studies, with more females (26%) than males (23%) obtaining further postgraduate qualifications. Overall, Bristol produced the largest proportion of graduates completing postgraduate study (39%) and of these the largest proportion of female graduates (45%). Glasgow produced the largest proportion of male graduates completing postgraduate study (37%). Membership of the Faculty of Dental Surgery (MFDS), one of the Royal Colleges, was the most popular postgraduate qualification obtained followed by Membership of the Faculty of General Dental Practitioners UK (MFGDP). This study provides insight into postgraduate studies undertaken by UK dental graduates. An increasing proportion of females are gaining Bachelor of Dental Surgery (BDS) qualifications and therefore the number of female dental graduates obtaining postgraduate qualifications is likely to increase further. This also suggests the male domination of the dental profession is likely to decrease.

Trends in Research Time, Fellowship Training, and Practice Patterns Among General Surgery Graduates

A comparison of research experience, fellowship training, and ultimate practice patterns of general surgery graduates at a university-based surgical residency program. Research experience correlated with pursuing fellowship training and predicted an eventual academic career. More recently, graduates have been able to obtain fellowships without a dedicated research year, perhaps reflecting shifting fellowship training opportunities. We hypothesized that the relationships among dedicated research experience during residency, fellowship training, and career choices is changing as research and fellowship opportunities evolve. Comparison of research experience, fellowship training, and ultimate practice patterns of general surgery graduates for 2 decades (1990-1999, n = 82; 2000-2009, n = 98) at a university-based residency program. Main outcome measures were number of years and area of research, fellowship training, and practice setting. Compared by decade, graduates became increasingly fellowship-trained (51.2% vs 67.3%; p < 0.05) and pursuit of fellowship training increased for both research and nonresearch participating graduates. The number of residents completing more than 1 year of research doubled (9.8% vs 22.4%, p < 0.05). By decade, the percentage of female graduates increased significantly (22% vs 41%, p = 0.005), with more women participating in dedicated research (17% vs 51%, p < 0.001) and seeking fellowships. The number of graduates going into specialty practice and academic/clinical faculty positions increased over time. Surgical residents have completed more dedicated research years and became increasingly fellowship-trained over time. The proportion of female graduates has increased with similar increases in research time and fellowship training in this subgroup. In the earlier decade, dedicated research experiences during surgical residency correlated with pursuing fellowship training, and predicted an eventual academic career. More recently, graduates have obtained fellowships and academic positions without dedicated research time, perhaps reflecting shifting fellowship opportunities.

Awareness and Impact Of Wins on Female Surgical Trainees

The proportion of female graduates is increasing year on year. Female intake to medical schools equals 60% on average, with many schools now reporting figures nearer to 70–80%. 1 Despite this increase in absolute numbers, women continue to be underrepresented in many specialist training programmes, including surgery. Women currently make up only 6% of UK consultants, 16% of SpRs and 27% of SHOs in surgical specialties.

“Feminization” in German dentistry. Career paths and opportunities — A gender comparison

Synopsis The proportion of female dentists in Germany has considerably increased during the last two decades. Given this development many health experts now speak of a “feminization” of dentistry. However it is unclear whether this term relates mainly to quantitative changes or to meaningful issues such as the influence of women within this medical sector, and filling positions of professional and political relevance. This article focuses on this question. Based on recent surveys, an analysis of existing literature, and an interpretation of available statistics, we draw five conclusions: (1) The proportion of female graduates has steadily increased during the period under study. (2) Female dentists are less likely to establish their own practice than their male colleagues. (3) The limited access of female dentists to lucrative subfields continues despite the increasing proportion of women. (4) The number of women in executive positions remains limited. (5) A minor influence of female dentists on professional politics is verifiable.

Women in dentistry: A perspective on major universities in Saudi Arabia. Part 2: Analysis and statistical data.

THE PURPOSES OF THIS STUDY WERE TO: (1) report the number of female graduates from the two oldest dental schools in Saudi Arabia; (2) compare the number of male and female graduates per year from these two major schools; and (3) compare these numbers of female dental graduates to those in the United States for the most recent year available, 2007. This study was conducted using a descriptive non-experimental design. The study sample was the number of dental school graduates from the two major dental schools in Saudi Arabia. There were 1621 graduates of the College of Dentistry of King Saud University (KSU) since its inception up to 2007 of which 853 graduates were males and 768 were females, respectively. The total number of graduates from the Faculty of Dentistry of King Abdulaziz University (KAU) since its inception up till 2007 was 628 of which 264 were males and 364 were females. There was no statistically significant difference between the total number of male and female dental school graduates, although there was a significant difference between KSU and KAU dental schools. The proportion of female graduates from the two major Saudi dental schools was just over 50 % in 2007, which is slightly higher than the 45% female graduates from dental schools in the United States and Puerto Rico. Females currently comprise approximately half of the enrolled dental students at the KSU and KAU, a percentage slightly greater than that in the United States. The substantial enrollments suggested that women in Saudi Arabia consider dentistry to be an excellent career choice.

Increasing the Proportion of Women in Academic Medicine: One Institution's Response

To increase gender diversity among the physician consulting staff (PCS) at a major medical center. Because the proportion of female PCS at academic medical centers in the United States has not increased commensurately with increases in the proportion of female graduates from American medical schools, a modeling and graphing technique was developed to analyze this problem and recommend solutions for one large academic medical center. Personnel data, by gender and year from 1980 through 1994, were collected for all PCS at Mayo Clinic Rochester (MCR). These data were compared with similar data from other US academic medical centers and were used to develop models to predict the proportion of female PCS at MCR yearly until 2005, assuming various hiring and resignation patterns. Novel techniques were developed to illustrate and compare the models. Model-based predictions were compared with national projections, and a realistic target proportion of female PCS was defined on the basis of assumptions about the proportion of female graduates from medical school and internship programs during the next 10 years as well as probable hiring, retention, and resignation rates at MCR. To identify issues critical to recruitment, retention, and professional growth of female PCS at MCR, we used factor analysis to assess responses to a confidential questionnaire sent to all female faculty members. In 1994 and 1995, the proportion of female PCS was 25% at US academic medical centers but only 15% at MCR, and the rate at which this proportion increased from 1980 through 1994 at MCR was also lower than the national rate. Model-based predictions demonstrated that gradually (1.5% per year) increasing the female percentage of new recruits from 26% in 1995 to 40% in 2005 would achieve the targeted 25% female PCS in 13 years. Questionnaire responses from 119 (68%) of the 175 female PCS at MCR identified 6 important recommendations for recruitment and retention of female PCS: survey resignees and candidates who decline positions; appoint more qualified women to policy-making committees; require sensitivity and diversity training for all staff (especially leaders); develop explicit, gender-sensitive criteria for selecting department and division chairs; compare Mayo gender and diversity data with national data at the department or division level; and develop mechanisms for mentoring junior female staff members. We developed useful methods for analyzing the PCS gender distribution, defined feasible hiring strategies, and identified specific recommendations to enhance the professional experience of female PCS. These methods can provide a model for other institutions seeking to optimize gender diversity among their staff.