Representation In Leadership Positions Research Articles

The Many Shades of Sexism: Female Journalists in Leadership Positions Reflect on Barriers to Career Advancement in Journalism

Female journalists worldwide still struggle for adequate representation in leadership positions. This study contributes to the (mainly Western) scholarship on gender barriers in journalism by exploring the mechanism of vertical gender segregation in the journalistic profession in the Czech Republic, a non-Western country with the legacy of a women’s emancipation project sponsored by the former communist regime. Semi-structured interviews ( N = 17) with female journalists in leadership positions revealed five main barriers: overall gender inequality in the Czech society; family and household responsibilities; lower self-esteem and ambition in women; sexism and sexual harassment; and masculine newsroom culture and “old boys’ clubs.”

Representation of female vascular surgeons in national clinical trial leadership: analysis of trends over 20 years

Female vascular surgeons constitute 15% of the workforce. Despite an increased pipeline of female vascular surgeons, representation in leadership positions nationally has not maintained pace. We hypothesized that female vascular surgeons are underrepresented as leaders of clinical trials in the United States for several vascular conditions germane to our specialty. Clinical trials registered in the United States were reviewed using the ClinicalTrials.gov website for several index vascular conditions: abdominal aortic aneurysm, carotid artery disease, hemodialysis access, venous thrombectomy and stenting, and peripheral arterial disease. The specialty and presenting gender of national and site principal investigators were recorded. The gender distribution was compared for trials led by vascular surgeons and nonvascular surgeon physicians. A subgroup analysis was performed for solo and group investigators, intervention types, sponsorship sources, and professional affiliation. Temporal trends were examined to evaluate the relationship between the duration of board certification and clinical trial leadership involvement. For all conditions, female vascular surgeons represent 10.3% and 7.8% of national and site principal investigators, respectively. A significantly lower proportion of female investigators were included in national vascular surgeon-led trials compared with nonvascular surgeon-led trials (10.3% vs 19.9%; P = .006). However, site investigators had a lower, but similar, proportion of women in both groups (7.8% vs 7.9%; P = .89). A significantly lower proportion of female vascular surgeons led clinical trials focused on interventions vs noninterventions (6% vs 11%; P = .02). There was a trend toward fewer female vascular surgeons conducting industry-sponsored trials for group (8% vs 11%; P = .3) and solo (5% vs 12%; P = .1) investigator-led trials. A similar proportion of female investigators had both academic and nonacademic affiliations (15% vs 16%; P = .83). Of 109 individual vascular surgeon investigators who were board certified between 1983 and 2003, 6 were women (5.5%) compared with 24 women (28.6%) of 84 investigators who had received board certification between 2004 and 2023. Finally, female vascular surgeon investigators started leading clinical trials sooner after board certification compared with male investigators (mean, 5.5 years vs 10.9 years; P = .0009). The representation of female leaders in vascular clinical trials lags behind that of male leaders, although this trend has improved over time. However, a percentage of women in vascular surgery are successful in leading clinical trials early in their career, suggesting the importance of strong sponsorship and allyship. Furthermore, it is a call to action to our leaders and our industry partners to “lift the curtain” on the pathway to clinical trial leadership.

339 Gender Concordance and Publication Productivity Within Neurosurgical Focus: A Ten-Year Review

INTRODUCTION: The “glass ceiling” phenomenon describes how female representation in leadership positions has remained stagnant despite an increase in the number of trainees. Mentorship from female role models has been hypothesized to influence academic productivity. To our knowledge, trends in gender representation among editorial boards of neurosurgical journals remain undescribed. Neurosurgical Focus publishes monthly issues which are peer-reviewed by an invited group of topic editors based on their expertise in the field. METHODS: Publicly available data were collected from the Journal of Neurosurgery: Focus website from January 2013 to December 2022. Themes were dichotomized into technical or non-technical themes. Female gender concordant publications were defined as publications having females in both first and senior authorship. Gender was assessed using pronouns based on authors’ university profile and an artificial intelligence platform in case of ambiguity. Odds ratios (ORs) were calculated using Chi-squared and Fisher’s exact test. RESULTS: The number of female editors and gender concordant authors increased over time (P < 0.05). Women accounted for =50% of the editorial board on non-technical themes relevant to education and gender diversity. Having a female senior author was associated with higher publication productivity for original research and review articles among female authors (OR = 13.73, 95% CI = 1.74-394.31, P < 0.05). The odds of having female gender concordant publications were higher with a female editor (OR = 4.05, 95% CI= 1.38-12.92, P < 0.01). CONCLUSIONS: Mentorship and representation among editorial boards play a crucial role in enhancing academic productivity among women. This paper provides evidence that Neurosurgical Focus increased female gender concordant publications by increasing female editors over time because of their efforts to increase female representation. Initiatives to increase female representation and mentorship will help overcome the glass ceiling phenomenon.

Gender balance in Australian pharmacy organisations: Are we there yet?

IntroductionIn the dynamic landscape of healthcare, pharmacists play a critical role in ensuring the well-being of communities, and having solid professional organisations to support pharmacists is essential in crucial activities, including continuing education, advocacy and establishing service standards. Eight pharmacy organisations play vital roles in representing pharmacists in various sectors and collectively contribute to developing, regulating, and promoting the pharmacy profession in Australia. However, a notable lack of female representation in these organisations' leadership roles has led to an increased focus on gender balance and equity. ObjectiveTo determine if the gender distribution in pharmacy leadership aligns with the pharmacy workforce in Australia (64% women) and how it has changed in the five years since our last study on the issue. SettingAustralia. MethodEight key Australian pharmacy organisations were identified. The website for each organisation was accessed, and data were recorded for their 2023 boards/committees/councils based on annual reports. Data recorded include name, number of males, number of females, and the gender of the president/chair of each board/committee/council. ResultsData were obtained for 340 separate professional committee members from the eight organisations (including state/territory branches) in 2023. Gender balance in pharmacy organisations has increased significantly since 2018, with women's representation in leadership positions now at 58% (47% 2018). ConclusionGender equity within Australian pharmacy professional organisations has significantly progressed.

“You never played the game so what do you know?”: An exploration of the lived experiences of British South Asians in management and governance positions in English football

ABSTRACT Rationale This paper aims to critically explore the lived experiences of British South Asian people working in managerial and governance positions in English football; critique cultures of Whiteness in football; consider ways to resist/challenge racism in football; and offer data-informed recommendations to help increase British South Asian representation in leadership positions across football. Methodology This research draws on the testimonies of 21 British South Asian leaders working in English football (5 women and 16 men). Findings Participants used racialised performances to “fit in”; commonly encountered racist “banter”, microaggressions and microinsults; and routinely experienced examples of implicit and explicit “othering”. Practical Implications Stakeholders and policy makers must commit to the (1) development of inclusive and diverse recruitment strategies; (2) supporting minoritised ethnic staff members through programmes such as mentoring schemes; (3) implementation of mandatory race equity education for the workforce. Research Contribution While British South Asian experiences as players, and to some extent coaches, have been captured, the experiences of British South Asians in managerial and governance positions have been overlooked. This article treads new ground by highlighting experiences in off-field roles, thus adding to the wider body of work. Originality This work has used new and original data to cultivate a series of measures designed to boost the recruitment, retention and progression of British South Asian people working in English football.

When Taking Pay off the Table: A Qualitative Study of Gender Equity for Academic Leaders in the US Military.

Although gender inequity persists globally in academic leadership positions, the United States Military has equitable pay and, in academic pediatrics, has equitable gender representation in leadership positions. To better understand how the US Military framework affects physician leaders, pediatricians were interviewed to illuminate the factors that facilitated their success and what barriers they faced in their career. In 2022, following institutional review board approval, semi-structured interviews were conducted with 13 total participants (69% female, 31% male) serving as general pediatricians or pediatric subspecialists in the US Military. These pediatricians were in leadership positions of military academic medicine across seven graduate medical education (GME) sites. The interviews examined the leaders' perceptions of facilitators and barriers to their success. The authors analyzed the interviews using Acker's theory of gendered organizations as a theoretical framework, which explains embedded gender roles within work environments. Drawing on the theory of gendered organizations, the authors identified that participants described several facilitators to their success, including the availability of mentorship/sponsorship, inclusive leadership, and early and persistent exposure to women leaders in GME training and beyond. Because medicine's ideal worker was normed around the traditional roles of men, men observed and women experienced barriers to leadership success around issues related to childbearing, maternity leave, and microaggressions. This study revealed that equitability for pediatric GME leadership in the military heavily relied on structures and support created by former leaders and mentors. Isolating these structures within a unique context of military academic medicine can illuminate physicians' experiences to address barriers and better support equitable leadership roles in both military and civilian academic medicine.

Exploring gender inequality and sociocultural factors in Fiji: unveiling the “pink unicorns”

Purpose The purpose of this study is to explore the roles that sociocultural systems such as traditions, religious practices, and rituals play in upholding gender imbalance in Fiji.Design/methodology/approach This qualitative study relies on results from semi-structured interviews with auditors, educationalists, academics, partners from leading accounting/audit firms, company directors and high-ranked government officers. Thematic analysis was conducted both manually and using MAXQDA software, and the themes that emerged from both analyses are complementary. A few more complementary analyses were also conducted such as Word Cloud.Findings The results support the claim that the religious traditions and rituals are strongly linked to gender-inequitable beliefs and suggest sociocultural factors impose on women experiencing self-effacing emotions and passive acceptance of lower status, contributing to the persistence of gender inequality. It also emphasizes the need to challenge certain sociocultural practices to promote greater gender equality, which is the theme emerged from thematic analysis. Additionally, this paper proposes four distinct types of attitudes in this regard as self-effacing feminist, self-effacing traditional, self-effacing modesty and talented driven.Research limitations/implications Respondents' openness authenticity may be limited by factors like selection bias, small sample size and other potential constraints in this study.Practical implications The findings might influence stakeholders to advocate for policy changes to promote women's representation in leadership positions. The results give voice to various segments of society who are advocating greater gender diversity on board representation in Fiji. The themes immerged and theories developed would make a substantial contribution to the existing literature.Social implications The findings highlight the importance of addressing gender inequality in leadership positions to promote inclusive and sustainable growth.Originality/value This study sheds light on the less-explored domain of internal barriers to gender equality within Fiji. It adds a novel dimension to the understanding of how cultural norms intersect with individual perceptions to shape gender inequality.

The Women in Economics Index - Monitoring Women Economists' Representation in Leadership Positions

The Women in Economics Index - Monitoring Women Economists' Representation in Leadership Positions

A Conceptual Framework for Mentorship Support to Early-Career Black Women Academics in South Africa A Conceptual Framework for Mentorship Support to Early-Career Black Women Academics in South Africa

Globally, career development is a challenge for women academics at higher education institutions. In South African higher education institutions, Black women academics still lag in terms of career progression and their representation in leadership positions compared to their male counterparts. While structural and systemic challenges contribute to this, a lack of formal mentorship support for Black women academics is among the underlying reasons. Against this background, using various mentorship models applied in higher education institutions as the theoretical lens, this book chapter explores a conceptual framework for mentorship support to early-career Black women academics, which will often happen in a cross-cultural context due to historical imbalances. Through a qualitative research approach, a narrative literature review is provided based on content analysis of literature, both peer-reviewed and non-reviewed. Through a conceptual framework, this chapter provides insight regarding the type of mentorship support that is required to advance the career development trajectory of early-career Black women academics in South Africa, considering the paucity of women’s mentorship programs at most of our higher education institutions. Recommendations propose how mentorships can be integrated into the formal career development trajectory of these academics.

Sports participation and leadership: Gender and nationality disparities in Spain

Being physically active and engaging in sports activities are critical for improving health-,social-, and economic-related outcomes. Despite years of policy efforts, physical inactivity remainshigh, especially among specific demographic groups. This study focuses on gender andnationality differences in Spain. We use data from the 2020 Survey of Sporting Habits in Spainto perform a descriptive analysis of sports participation and examine its correlates. The resultsshow that women and foreign nationals are less likely to practice sports. Additionally, we collectinformation from the High Council for Sports to examine women's representation in leadershippositions in sports from 2016 through 2021. Despite recent increases following policy efforts,women remain a minority in all analyzed positions. We discuss the managerial implications ofour findings for public policy and reflect on future research directions in this area.

Analysis of Gender Equality and Disability Inclusion: Based on The Sustainability Report of Goto And The ESGReport of Grab In 2022

Amidst the changing times reflected in the rapid growth of the information technology industry in Indonesia driven by technology startups, there are still challenges regarding gender equality and disability inclusion. Data shows an increase in women's participation in technology, but their representation in leadership positions remains low. Additionally, people with disabilities still face barriers to entering this sector. Major companies like GoTo and Grab are paying attention to the importance of these issues and are starting to implement them in their operations, as depicted in the Sustainability Report of GoTo and the ESG Report of Grab for the year 2022. This research employs a qualitative descriptive approach to analyze these reports, focusing on gender equality and disability inclusion. The results are expected to provide insights into how major technology companies in Indonesia perceive and address issues of equality and inclusion.

Work-life Balance, Gender Role Beliefs, Gender Participation and Women's Representation in Leadership Positions in Public Universities: A Case of Makerere University

The purpose of the study was to determine the relationship between work-life balance, gender role beliefs, gender participation, and women's representation in leadership positions in public universities in Uganda. 280 staff from Makerere University responded to the study. A cross-sectional study survey was adopted which involved descriptive, correlation, and regression approaches. The findings of this study revealed work-life balance, gender role beliefs, and gender participation significantly and positively influence women's representation in leadership positions at Makerere University in Uganda. Women who take on more leadership roles at Makerere University have to realize work-life balance. Women have to be given equal opportunity to participate in all university activities with support accorded to them just as the case is, with male employees. They should be supported to take on leadership roles and higher academic qualifications just as their male counterparts. The results show that among other driving forces to venture into leadership positions, achieving work-life balance is one of the most significant ones. Lack of ample time, gender stereotypes, social and cultural norms as well and family responsibilities are the greatest hindrances women face in achieving balance hence hindering their representation in leadership positions in Makerere University. This study shows how women's representation in leadership positions can be improved by family, domestic, and work-related factors.

Gender concordance and publication productivity within Neurosurgical Focus: a 10-year review (2013–2022)

OBJECTIVE The "leaky academic pipeline" describes how female representation in leadership positions has remained stagnant despite an increase in the number of female trainees. Female mentorship to female mentees, and female role models at higher academic positions have been shown to positively influence academic productivity. To the authors’ knowledge, the impact of female editorial board representation on authorship trends in neurosurgical journals remains undescribed. This study aimed to analyze trends in the representation of female topic editors and its impact on female authorship within Neurosurgical Focus over a 10-year period. METHODS Publicly available data were collected from the journal’s website, inclusive from January 2013 to December 2022. The articles were grouped into technical and nontechnical themes based on their relevance to specific technical details regarding surgical techniques. Female gender–concordant publications were defined as publications having a female first author (or co–first author) and a female senior author. Linear regression analysis determined trends in publishing. Odds ratios and 95% CIs were calculated using logistic regression analysis. Pearson correlation and cross-correlation analyses were used to examine each pairwise comparison of time series. The statistical significance of associations was evaluated using t-tests and chi-square and Fisher’s exact tests. RESULTS The number of female topic editors and gender-concordant authors increased over time (p < 0.05). Women accounted for ≥ 50% of the topic editors on nontechnical themes relevant to education and gender diversity. Having a female senior author was associated with higher publication productivity for original research and review articles among female authors (OR 13.73, 95% CI 1.75–394.31; p < 0.05). Female authors had higher odds of publishing editorials with a female topic editor (OR 3.81, 95% CI 1.37–11.02; p < 0.01). Publications with female first and senior authors were significantly more likely to have female topic editors (OR 4.05, 95% CI 1.38–12.92; p < 0.01). A positive association was observed between female senior authors and female topic editors at lag −8, with a correlation coefficient of 0.19 (p = 0.03). CONCLUSIONS Female attending–to–female trainee mentorship and female representation among editorial boards play a crucial role in enhancing academic productivity among women. Efforts to sustain academic productivity during the early-career period would presumably help increase female representation in neurosurgery.

Women's Empowerment in India: Progress, Challenges, and the Ongoing Journey

Women empowerment is a continuous process that involves addressing various aspects of gender equality and ensuring that women have equal opportunities and rights. In ancient India, women played multifaceted roles and held positions of respect in society, evident through historical texts and archaeological findings. However, the eventual erosion of these positions due to societal shifts. The people of the Indus Valley civilization worshiped female deities; they were especially worshipped "Ammatalli". The Rigveda provides glimpses into the roles and contributions of women during that era; women were actively involved in religious rituals and ceremonies. They played roles in performing sacrifices and were often praised for their dedication to these rituals. The kings and people of the Satavahanas dynasty used to put their mother's name before their name. For example, Gautamiputra Satakarni,Vasishtiputra Pulomavi. Over time, the position of women in Indian society has declined. The present modern world the position of women is lower than that of men in many countries. India is taking many steps to empower women, but the results are meager. Women's empowerment in India has witnessed significant strides, accompanied by a host of persistent challenges. Advances in education, economic participation, and legal reforms have propelled women forward, but societal norms and deep-rooted biases continue to impede their full realization of empowerment. The struggle for gender equality gained momentum with social reform movements and legal advancements, leading to increased access to education and employment opportunities for women. Although Global Gender Gap Report 2023 India has 127th place out of 146 countries. Yet, persistent issues such as gender-based violence, unequal pay, and under representation in leadership positions underscore the incomplete journey towards empowerment. In the current circumstances there is a need to examine the measures taken by India for women empowerment.

A STUDY ON “IMPACT OF EMPOWERMENT OF WOMEN EMPLOYEES ON ORGANIZATIONAL PERFORMANCE”AT VENKATESHWARA CLOTHING COMPANY (A UNIT OF GOKULDAS EXPORT) YALAHANKA, BANGALORE.

Women’s empowerment and improved organizational reputation. As the company promotes gender diversity and inclusivity, it resonates positively with customers, investors, and stakeholders, boosting the company's brand image and customer loyalty. Empowering women employees within the company has resulted in enhanced overall performance. Through a grouping of qualitative and quantitative research methods, it is evident that fostering an environment of gender equality and empowerment has led to numerous positive outcomes. We have collected data using questionnaire in Google form and we used 5 scale likert scale. Based on the data we analyzed using software called SPSS software and we used null and alternative hypothesis based on result. Based on the result we prepared findings and suggestions for the findings. Problem-solving Furthermore, their enhanced representation in leadership positions has created role models that inspire and motivate both women and men in the business. Based on the Empowerment initiatives such as leadership training, skill development, flexible work arrangements, and inclusive policies have contributed to higher employee morale, job satisfaction, and commitment. KEYWORDS: Women Empowerment And Organizational Performance, Employees Satisfaction, Employees performance.

Strengthening community-based surveillance: lessons learned from the 2018–2020 Democratic Republic of Congo (DRC) Ebola outbreak

IntroductionThere has been little documentation of the large networks of community health workers that contributed to Ebola Virus Disease (EVD) surveillance during the 2018–2020 Democratic Republic of Congo (DRC) epidemic in the form of community-based surveillance (CBS). These networks, comprised entirely of local community members, were a critical and mostly unrecognized factor in ending the epidemic. Challenges with collection, compilation, and analysis of CBS data have made their contribution difficult to quantify. From November 2019 to March 2020, the DRC Ministry of Health (MoH), the World Health Organization (WHO), and Médecins Sans Frontières (MSF) worked with communities to strengthen existing EVD CBS in two key health areas in Ituri Province, DRC. We describe CBS strengthening activities, detail collaboration with communities and present results of these efforts. We also provide lessons learned to inform future outbreak responses.MethodsAs the foundation of CBS, community health workers (CHW) completed training to identify and report patients who met the EVD alert definitions. Alerts were investigated and if validated, the patient was sent for isolation and EVD testing. Community members provided early and ongoing input to the CBS system. We established a predefined ratio of community- elected CHW, allocated by population, to assure equal and adequate coverage across areas. Strong performing CHW or local leaders managed the CHWs, providing a robust supervision structure. We made additional efforts to integrate rural villages, revised tools to lighten the reporting burden and focused analysis on key indicators. Phased roll-out of activities ensured time for community discussion and approval. An integrated treatment center (ITC) combined EVD testing and isolation with free primary health care (PHC), referral services, and an ambulance network.ResultsA total of 247 CHW and supervisors completed training. CBS had a retention rate of 94.3% (n = 233) with an average daily reporting rate of 97.4% (range 75.0-100.0%). Local chiefs and community leaders participated in activities from the early stages. Community feedback, including recommendations to add additional CHW, run separate meetings in rural villages, and strengthen PHC services, improved system coverage and performance. Of 6,711 community referrals made, 98.1% (n = 6,583) were classified as alerts. Of the alerts, 97.4% (n = 6,410) were investigated and 3.0% (n = 190) were validated. Of the community referrals, 73.1% (n = 4,905) arrived for care at the ITC. The contribution of CBS to total alerts in the surveillance system increased from an average of 47.3% in the four weeks prior to system strengthening to 69.0% after. In one of the two health areas, insufficient reporting in rural villages suggested inadequate coverage, with 8.3% of the total population contributing 6.1% of alerts.DiscussionCBS demonstrated the capacity of community networks to improve early disease detection and expand access to healthcare. Early and consistent community involvement proved vital to CBS, as measured by system performance, local acceptance of EVD activities, and health service provision. The CBS system had high reporting rates, number of alerts signaled, proportion of alerts investigated, and proportion of community referrals that arrived for care. The change in contribution of CBS to total alerts may have been due in part to system strengthening, but also to the expansion in the EVD suspect case definition. Provision of PHC, referral services, and an ambulance network linked EVD response activities to the existing health system and facilitated CBS performance. More importantly, these activities provided a continuum of care that addressed community prioritized health needs. The involvement of local health promotion teams was vital to the CBS and other EVD and PHC activities. Lessons learned include the importance of early and consistent community involvement in surveillance activities and the recommendation to assure local representation in leadership positions.

Hostility in the Workplace and Ethical Discrimination against Minorities in Indonesia: A Case Study of Unilever Indonesia

Hostility is a state of being unfriendly, aggressive, or antagonistic towards someone or something. Hostility can create a negative and stressful environment and may lead to harmful consequences for individuals and communities if left unchecked. Ethical discrimination goes against basic principles of fairness, justice, and respect for diversity and can have significant negative impacts on individuals and society as a whole. Ethical discrimination against minorities in Indonesia is a pervasive issue that impacts many different groups, including ethnic and religious minorities. Addressing hostility in the workplace and ethical discrimination against minorities is essential for creating a more just, equitable, and inclusive society in Indonesia. The study has found that hostility in the workplace and ethical discrimination against minorities is a significant issue in Indonesia. Discrimination against minorities in Indonesia is prevalent in various sectors, including employment, education, and social services. The study concluded that employers and policymakers should take active steps to combat hostility and discrimination in the workplace, including implementing diversity and inclusion training, enforcing equal opportunity policies, and promoting diverse representation in leadership positions. It is also important to address cultural and societal biases that may contribute to discrimination and to promote a culture of acceptance and respect for all individuals. It is essential to recognize the importance of ethical leadership in preventing discrimination and creating a positive workplace culture. Ethical leaders prioritize fairness, respect, and inclusivity and create a culture that values diversity and promotes collaboration and teamwork. The study recommended that the government can enforce laws that prohibit any form of discrimination and provide training to organizations on how to promote diversity and inclusivity. Also, it can create awareness campaigns and educational programs to promote tolerance and understanding among the population. Organizations can provide diversity and inclusion training to their employees to create awareness and educate them about the importance of diversity and inclusion. Organizations should support victims of discrimination by providing them with resources such as counseling, legal assistance, and emotional support. Keywords: Hostility, Workplace, Ethical Discrimination, Minorities, Indonesia

The Social Learning Theory and Gender Representations in Leadership Positions. A case of Health Sector in Tanzania

Using the Mbinga council as a case, this study sought to document the influence of the social learning theory on gender representation in leadership positions in the Tanzanian health sector. Interviews, semi-structured questionnaires, and a literature review were used to collect data. The Statistical Package for Social Sciences (SPSS) version 20 was used to analyze quantitative data while content analysis was used to analyze qualitative data. The study revealed that in the Tanzanian health sector, the number of women employees is more than that of men, with most of them holding lower positions, which is directly associated with the socialization of boys and girls during their upbringing. Based on the study findings, the study concludes that, despite Tanzania being a signatory to many gender-related international conventions and having many-gender related laws, policies and programs, the gender gap in leadership positions in the health sector is still wide, caused by, among other things, how males and females were brought up. Therefore, full commitment is needed, starting at the family level, to challenge the patriarchal system in the raising of male and female children. Based on the study findings and conclusion, the study recommends that: (i) the government should raise awareness at the grassroots level of discriminative norms and traditions to discourage them. (ii) multiple actors should collaborate (i.e., the family, schools, organizations, the private sector, non-government organizations (NGOs), faith-based organizations (FBOs), community-based organizations (CBOs), the local communities themselves and the state) to ensure gender equality in raising children, which will improve gender representation in administrative leadership positions.

Representation of minorities in European neurosurgical leadership

IntroductionEthnic diversity has significantly increased within European countries since World War II for several reasons. However, there continues to be a contrasting lag in leadership positions within healthcare circles, and neurosurgery is no exception. Under-representation of minorities is a contributory factor to recurring problems of healthcare inequality. Research questionThe European Association of Neurosurgical Societies (EANS) Diversity Committee (DC) set out to examine trends in underrepresented minority (URM) representation in leadership positions across Europe. Material and methodsData on the race and ethnicity of departmental heads across the units in the European nations was collated. We defined the term ‘ethnic minority’ in line with the criteria set by the European Commission against Racism and Intolerance (ECRI). The percentage of URM among the European neurosurgical units was analysed against the demographics of the respective countries to assess whether there was a corresponding association. ResultsThe percentage of URM representation was low across most European countries. Countries with the highest immigration rates e.g. Great Britain and Germany had the highest rates of representation within the neurosurgical leadership in comparison to other countries. The Balkan states had zero rates of URM representation within the neurosurgical leadership. Discussion and conclusionOur findings demonstrate that URM representation in neurosurgical leadership across European countries is significantly low. Selection policies, training curricula and recruitment processes aimed at improving health inequality are necessary. Further studies are needed to elucidate the factors contributing to the low participation of URM in neurosurgical leadership.

Is Female Representation Increasing in Society and Journal Editorial Boards in Oral and Maxillofacial Surgery?

Surgical specialties, including oral and maxillofacial surgery (OMS), are traditionally male-dominated fields. This study aimed to analyze the proportions of female surgeons on specialty society boards and journal editorial boards in OMS in the United States and to assess whether they were proportionate with female representation in OMS academic faculty between 2011 and2020. A retrospective cohort study was performed using information obtained from the websites of two major OMS journals and information obtained directly from six American specialty societies for OMS. The predictor variable was time. The outcome variable was gender. Temporal changes in the proportion of women on society and journal editorial boards were compared with those amongst full-time board-certified faculty. Chi-squared test and simple linear regression were used for statistical analyses. Between 2011 and 2020, the proportion of women on editorial and society boards was 6.7% (31women among 463 editorial board members) and 7.8% (43 women among 553 society board members), respectively. The proportion of women on editorial boards increased from 4.5% in 2011 to 10.6% in 2020 (β=0.656 [95% confidence interval, 0.336-0.975], P=.001) and that of women on society boards increased from 4.3% in 2011 to 10.3% in 2020 (β=0.645 [95% confidence interval, 0.252-1.037], P=.005). The proportion of women on editorial boards in 2011-2012 was significantly lower than that in full-time board-certified faculty positions (4.3% vs 11.0%, P=.045), whereas by 2019-2020, there was no difference between the 2 groups (9.8% vs 12.5%, P=.454). Similarly, the proportion of women on society boards in 2011-2012 tended to be lower than that in full-time board-certified faculty positions (5.6% vs 11.0%, P=.111), while in 2019-2020, no difference was observed between the 2 groups (10.4% vs 12.5%, P=.531). The proportion of women on society and journal editorial boards in OMS remains low but has progressively increased from 2011 to 2020, resulting in proportionate female representation in these positions compared with the gender composition of academic faculty in recent years. The current upward trend of female representation in leadership positions will hopefully present more diverse opportunities and mentorship/role models for trainees.