Representation In Leadership Research Articles

Gender Disparity in Surgical Research: An Analysis of Authorship in Randomized Controlled Trials

IntroductionDespite increasing female representation in medical fields, women remain underrepresented in high-impact authorship positions. This study examines gender disparities in authorship of randomized controlled trials in general surgery journals over the past 20 y. MethodsUtilizing PubMed and the Journal Citation Reports (Clarivate, 2023), we identified 8810 randomized controlled trials from 117 surgery journals, filtering down to 5694 studies for final analysis. Gender identification was performed using Genderize.io. ResultsResults indicate that women accounted for 26.4% of first authorships and 18.7% of last authorships. Logistic regression revealed that a male last author significantly increases the likelihood of a male first author (odds ratio 2.68; 95% confidence interval 2.18-3.32). Over time, there is a positive trend in female authorship, with high correlation coefficients for both first (Spearman's correlation coefficient 0.916, P < 0.005) and last (Spearman's correlation coefficient 0.878, P < 0.005) authors. Interestingly, journal quartiles did not significantly influence the gender of first authors. ConclusionsThese findings suggest persistent gender inequity in surgical research authorship, influenced by mentorship dynamics. The study underscores the need for strategies to enhance female representation in academic leadership to foster a more equitable scholarly environment. Limitations include reliance on Genderize.io for gender determination and the focus on general surgery journals, which may omit relevant studies from other domains. Overall, this research highlights incremental progress toward gender equality in surgical academia, advocating for continued efforts to close the gender gap.

Female leadership and earnings management in politically connected and family firms

ABSTRACT This study examines the role of female CEOs and CFOs in relation to earnings management in politically connected and family firms in Malaysia, utilising a unique dataset spanning 2016–2018. The results show female CFOs are associated with reduced earnings management in politically connected firms, potentially due to their risk-averse and ethical approach. However, no significant relationship is observed between female executives and earnings management in family firms, possibly due to entrenched dynamics and governance structures within these firms. The results are robust to potential self-selection bias and sub-sampling issues. Our findings support policies promoting female representation in corporate leadership, highlighting that female executives can enhance financial reporting quality in specific organisational contexts. HIGHLIGHTS Female CFOs are associated with reduced earnings management in politically connected firms. No significant relationship is observed between female executives and earnings management in family firms. The results are robust to potential self–selection bias and subsampling issues.

Influence of Women Head of Government on the Human Capital of Women in the Philippines, Indonesia, Thailand, and Vietnam

Purpose: This study aims to explore the influence of women heads of government on human capital development and gender inequality, specifically focusing on education and health in the Philippines, Indonesia, Thailand, and Vietnam from 1991 to 2021. Despite the increasing presence of women in leadership roles globally, their impact on human capital indicators remains underexplored. Methodology: To investigate this, the research employs a comparative approach that includes the Levin-Lin Chu Test, Im-Pesaran-Shin Test, Fixed Effects, Random Effects, and Ordinary Least Squares to analyze data from countries with female leaders and evaluate changes in educational attainment and health outcomes during their tenures. Findings: The findings reveal that while higher educational attainment among women and increased representation of women in political leadership do not automatically result in greater labor force participation, female life expectancy has a significant and positive effect on female labor force participation (FLFP), indicating that healthier women are more likely to engage in the workforce. Unique Contribution to Theory, Practice and Policy This research uniquely contributes to understanding the role of female leadership in fostering inclusive growth and emphasizes the importance of gender representation in political leadership for advancing human capital.

Youth Leadership and Intersectionality: Which Youth Have a Say in School Decision-Making?

Research has shown that youth participation in school decision-making is hindered by both racism and adultism. However, less is known about the implications of intersecting forms of injustice for youth leadership to advance social justice. We address this area using the lens of intersectionality in a qualitative study of youth leadership at a school in an urban area. Our findings point to the complexity of representation in youth leadership, considering the intersections of not only age and race but also disability and language. Ultimately, our research indicates that efforts to increase youth influence should consider intersectionality.

Female Leadership in Pediatric Ophthalmology: A Descriptive Analysis.

To examine female representation among current chiefs of pediatric ophthalmology services of academic medical centers and children's hospitals, as well as program directors of ophthalmology residency and pediatric ophthalmology fellowship programs in the United States. Data collection for this cross-sectional study occurred between December 2023 and February 2024, using publicly available sources to compile a list of academic medical centers and children's hospitals, as well as ophthalmology residency programs and pediatric ophthalmology fellowship programs that participated in the 2023-2024 San Francisco Match. Chi-squared analyses were performed using Excel 2021 software, where a P value less than .05 was considered statistically significant. Of the dedicated pediatric ophthalmology services across academic medical centers and children's hospitals in the United States, 38.3% (64/167) are led by a female chief. Female representation was greater at children's hospitals (40.0%, 36/90) than at academic medical centers (36.4%, 28/77), although no significant difference was observed (P = .69). Gender distribution was near equivalent at both academic training program levels, with slightly more female directors of fellowship programs (45.7%, 21/46) than ophthalmology residency programs (42.3%, 52/123) (P = .33). The authors report near equivalent female representation in the leadership of academic training programs at the residency and fellowship level. However, the proportion of female pediatric ophthalmology division chiefs lags behind the actual gender composition of the workforce. Given the increasing prevalence of female pediatric ophthalmologists, promotion of concordant representation in leadership is necessary to reflect the changing sociocultural landscape and to close the gender gap. [J Pediatr Ophthalmol Strabismus. 20XX;X(X):XX-XX.].

Diversity Dishonesty: Smoke and Mirrors in the Organization

The article aims to discuss the phenomenon known as “diversity dishonesty” (term “smoke and mirrors” was coined by Stacey Morin as a metaphor of diversity dishonesty). Diversity dishonesty is defined as encapsulating a complex scenario wherein organizations outwardly portray a façade of commitment to genuine and quantifiable progress concerning diversity initiatives, while in practice, they manifest insincerity and disingenuousness. In recent years, diversity dishonesty has garnered substantial scholarly attention, particularly within organizational dynamics. This phenomenon is characterized by a superficial and performative engagement with diversity, creating the illusion of progress and dedication while failing to bring about substantive and meaningful transformations in diversity and inclusivity. The article presents the results of systematic literature review of peer-reviewed journals that analyzed diversity dishonesty in the organization, examine diversity dishonesty in organizations, to reveal a complex interplay of psychological, social, and organizational factors. Search engines provided by Marymount University Library and such resources as: ABI/INFORM Collection, Business Source Complete (EBSCO Host), Google Scholar, JSTOR and ProQuest Research Library were used. The research introduces an infinity loop framework that leverages accountability and transparency in conjunction with stakeholder theory. The article examines the following symptoms of diversity dishonesty within an organization: pluralistic ignorance, exclusion, othering, erosion of trust and morale, inconsistency between promotional material and lived experience, limited representation in leadership, microaggression, and tokenism. The article examines the following cascade of consequences of diversity dishonesty within an organization: legal risk, reputational damage, and stifled innovation and creativity. By shedding light on the intricacies of this phenomenon, this article offers valuable insights for organizations aiming to move beyond performative diversity efforts and genuinely foster diverse, equitable, and inclusive environments.

Inspiring and Preparing Our Future Leaders: Evaluating the Impact of the Early Career Women's Leadership Program.

The number of women in high-level leadership in academic medicine remains disproportionately low. Early career programs may help increase women's representation in leadership. We evaluated the Early Career Women's Leadership Program (ECWLP). We hypothesized that participants would rate themselves as having increased confidence in their leadership potential, improved leadership skills, and greater alignment between their goals for well-being and leading after the program. We also explored the participants' aspirations and confidence around pursuing high-level leadership before and after the program. We surveyed women physicians and scientists before and after they participated in the 2023 ECWLP, consisting of 11 seminars over six months. We analyzed pre- and post-program data using Wilcoxon signed-rank tests. We analyzed answers to open-ended questions with a content analysis approach. 47/51 (92%) participants responded, and 74% answered pre- and post-program questionnaires. Several metrics increased after the program, including women's confidence in their ability to lead (p<0.001), negotiate (p<0.001), articulate their career vision (p<0.001), reframe obstacles (p<0.001), challenge their assumptions (p<0.001), and align their personal and professional values (p=0.002). Perceptions of conflict between aspiring to lead and having family responsibilities (p=0.003) and achieving physical well-being (p=0.002) decreased. Perceived barriers to advancement included not being part of influential networks, a lack of transparency in leadership, and a competitive and individualistic culture. In the qualitative analysis, women described balancing internal factors such as self-doubt with external factors like competing professional demands when considering leadership. Many believed that becoming a leader would be detrimental to their well-being. Beneficial ECWLP components included support for self-reflection, tactical planning to pursue leadership, and creating a safe environment. The ECWLP improved women's confidence and strategic plans to pursue leadership in a way that supported their work-life integration. Early career leadership programs may encourage and prepare women for high-level leadership.

How female leadership and auditor affiliations shape audit fees: evidence from Egypt

Purpose This study aims to examine how female directors on corporate boards and audit committees, and auditor affiliations (Big 4 versus Egyptian firms affiliated with foreign auditors), influence audit fees. This examination is driven by the global call for increased female representation in leadership roles and its potential implications for audit quality and financial transparency. Design/methodology/approach A sample of non-financial companies listed on the Egyptian Stock Exchange is used for the period 2011–2020. The authors used multivariate regression models, the Heckman two-stage and tokenism to support the analysis. Findings The results are threefold. First, this analysis reveals that female directors, whether on corporate boards or audit committees, are more likely to choose higher-quality audits in the form of high audit fees. Second, both Big 4 firms and Egyptian audit firms affiliated with foreign auditors are positively associated with audit fees and earn significant audit fee premiums. Third, a minor difference in audit fee premiums could be attributed to the existence of female directors. Research limitations/implications Future research may expand the analysis performed in this study by investigating the characteristics related to female directors (e.g. education, experience and age) on audit fees. Practical implications This study suggests insights for regulatory bodies, corporate decision-makers, auditors and corporate governance researchers. For instance, this study reveals that the Big 4 are not homogenous and provide different audit quality levels along with significant audit fee premiums. Originality/value This study extends and contributes to the growing literature on female representation in corporate leadership. First, this study adds to the limited research in Egypt by examining the effect of female board representation on audit quality. Second, this study adds to the extant literature on the gender of financial experts by demonstrating that female financial expert is more likely to demand high-quality audits. Finally, the results have significant implications for policymakers. For instance, this study reveals that the Big 4 are not homogenous and provide different audit quality levels along with significant audit fee premiums.

Board diversity, female executives and stock liquidity: evidence from opposing cycles in the USA

PurposeThis study aims to address gaps and limitations in the literature on corporate governance and stock liquidity. It explores the potential benefits of increasing female representation in corporate leadership, which has been a subject of debate and policy intervention in recent years.Design/methodology/approachBased on prior empirical studies and by integrating the insights of different theories, this study links gender diversity to stock liquidity and uses a multivariate panel regression approach.FindingsThe results show that gender diversity, both on the board and in executive positions, positively and consistently affects stock liquidity across different business cycles. The findings reinforce the notion that diverse executive leadership is crucial and influential irrespective of the prevailing economic conditions.Practical implicationsThis study has practical implications for investors, managers and policymakers who are interested in the benefits of gender diversity in corporate leadership. It suggests that increasing the percentage of female executives and board members can improve stock market liquidity, which is a key indicator of market efficiency and firm value.Social implicationsThis study advocates for gender equality and diversity in corporate leadership, which can benefit society. It demonstrates that the presence of women directors can enhance financial stability and thus benefit the stakeholders and the community.Originality/valueThis study contributes to the academic literature by examining the impact of gender diversity on board and executive levels on stock liquidity in the US market. Previous research on this topic has mainly relied on French or Australian data. Moreover, this study extends previous work through examining the case of executives’ gender diversity. To the best of the authors’ knowledge, this study is the first to analyze the relationship between gender diversity and stock liquidity across different business cycles, providing a nuanced understanding of how economic contexts affect this relationship.

Breakdown of gender representation in leadership of professional gynecologic specialty societies worldwide

Breakdown of gender representation in leadership of professional gynecologic specialty societies worldwide

Influence of Gender Representation in Leadership on Organizational Performance in the Ministry of Gender, Family, and Children, Democratic Republic of Congo

Aim: the purpose of this study was to analyze the influence of gender representation on organizational performance in the ministry of gender, family and children in the Democratic Republic of Congo. Methods: The target population was the staff administrative officers of the ministry of gender, family, and children. A sample size of 140 respondents was achieved comprising of the ministry of gender, family, and children’s staff. A simple random method was used to give an equal chance to every member of the organization to be selected. Organizational theory, transformational theory and stratification theory were applied for this research, data was amassed using semi-structured questionnaires and scrutinized applying descriptive and partial correlation analysis. Results: The finding of the study show that both males and females are well represented, work together to raise awareness about gender issues and both contribute to the service delivery in the ministry of gender, family, and children. It was also found that democratic leadership style was practiced in the ministry of gender family, family, and children. Additionally, laissez-faire, transactional, transformational leadership style were also practiced. The study also found that specific educational qualifications and expertise related to gender studies, social work, law, sociology, public administration, or other relevant fields are required for allocation of position in the ministry of gender, family, and children. Conclusion: The study conclude that participation of males and females, leadership style and distribution of position positive significant impacted the performance of ministry of gender, family and children. Recommendations: The government of the Democratic Republic of Congo, especially the police maker should develop and implement gender-responsive policies and programs that specifically target increasing the representation of women in leadership positions within the ministry. They should also consider implementing temporary quota systems that reserve a certain percentage of leadership positions for women.

Political Leadership of Women in Nepal: A Critical Observation from the Local Elections 2022

Women's representation in political leadership is crucial for liberal democracies. However, the persistent global gender gap in political participation raises important questions. This paper focuses on the state of women's political leadership in Nepal, using the 2022 local elections as a case study. It takes an epistemological critical approach and integrates quantitative and qualitative information from various secondary sources. The study reveals an increase in the number of women in leadership positions after the election, which can be attributed to the constitutional provisions of Nepal that aim to ensure inclusion, representation, and participation. However, these provisions do not guarantee the quality, competence, and empowerment of women in leadership roles, as they still face obstacles such as patriarchal structures, elitist-centric inclusive practices, and a lack of institutional support at the local level. This paper is valuable for those interested in political science, gender studies, or development studies.

Gender and Racial Diversity Among Obstetrics and Gynecology Departments and Gynecologic Oncology Divisions in Canada: Are We There Yet?

ObjectivesGender and racial diversity in academic Canadian departments of obstetrics and gynecology (OBGYN) have not been previously described. We examined gender representation in leadership in academic OBGYN departments and gynecologic oncology (GO) divisions, and determined factors predictive of leadership and promotion including racialized status. MethodsThis cross-sectional study of Canadian residency-affiliated academic OBGYN departments queried institutional websites in January 2021 to compile a list of academic faculty. Subjective gender was assessed using photographs and pronouns, and racialized status was determined using photographs. Logistic regression analyses determined predictive factors for leadership roles. Fassiotto et al. rank equity indices (REI) and Hofler et al. representation ratios were calculated. ResultsWithin 16 Canadian institutions there were 354 (33.6%) men and 699 (66.4%) women, with 18.3% racialized faculty. Men were more likely to reach full professorship (P < 0.00001) and leadership positions of department chair, vice-chair or division head (P = 0.01). Representation ratios for women in OBGYN were <1 for all administrative leadership positions, and pairwise comparisons of the probability of promotion for women OBGYNs using REI reveal significant disparities between senior and junior administrative leadership and professorial ranks. Racialized physicians were less likely to have attained full professorship (P = 0.002). Ninety-seven academic GOs were identified: 68 (70.1%) were women, 17 (17.5%) racialized. Seven GO divisions (44%) had no racialized members. On multivariate analysis, only year of completion of fellowship was predictive of leadership. ConclusionIn academic Canadian OBGYN departments women are underrepresented in leadership and full professor positions. Racialized faculty are underrepresented in full professorship.

Closing the Gap: Boosting Women’s Representation in Cybersecurity Leadership

Closing the Gap: Boosting Women’s Representation in Cybersecurity Leadership

Representasi Kepemimpinan Klebun Perempuan di Madura: Upaya menuju Kepemimpinan Perempuan Mandiri

Efforts to encourage women's participation in politics and promote gender equality persist, yet practical challenges remain, especially in regions where deeply entrenched patriarchal cultures prevail. This is evident in the limited quantity and depth of women's representation in politics and leadership, particularly at the grassroots level. In Madura, a stronghold of patriarchal traditions, men dominate the institutional fabric of society, including political and leadership structures. However, recent shifts in village leadership have seen the emergence of female leaders, challenging this historical norm. The objective of this article is to examine the representation of klebun women as independent leaders, breaking free from patriarchal dynastic systems. Many female klebuns in Madura have familial connections to previous klebun leaders, and the klebun position has often been a breeding ground for political dynasties. Employing representation indicators, Max Weber's leadership model, and a qualitative approach, we will delve deeply into the issue. The study's findings will illuminate different models of women's representation in village leadership: first, the capability of Klebun women to provide effective leadership in their communities, and second, the endeavors undertaken by Klebun Perempuan to establish independent women leaders. In summary, this research sheds light on the evolving role of women in Madura's political and leadership landscape, challenging the deeply entrenched patriarchal culture and dynastic structures.&#x0D; Keywords : representation, leadership, klebun perempuan

The socio-political implication of participation and representation of Aembu women in political leadership in Embu County, Kenya, between 1952 and 2017

This study examined the sociopolitical ramifications of Aembu women's participation and representation in Kenya's political leadership up to 2017. Written history has documented male dominance in politics but not the involvement of women. The underrepresentation of women in political institutions, particularly among the Aembu of Kenya, has also received little from academics. The study was based on the assumption that Embu women participated in political leadership representation up until 1963, were represented in political leadership up until 1991, and were still represented in political leadership after Section 2A of the Kenyan Constitution was repealed. The technique for the study was a descriptive research design. The study was conducted at Mbeere in Embu. The snowballing technique was used to choose a deliberate sample of the respondents. A random sample of 50 Mbeere residents were interviewed. To guarantee the neutrality and trustworthiness of the study, oral sources, archival sources, and secondary sources were all utilised as data sources. Primary data was gathered utilising an interview schedule and from the national archives, whilst secondary data was acquired through thorough literature searches for trustworthy papers. According to the study's findings, increasing the presence of women among the Aembu calls for both regulatory changes and making sure the two-thirds gender rule is adhered to. The study concluded that the participation and representation of women in political leadership have had significant social and political implications in Embu County. This study has helped the political historiography of the area.

Abstract 13734: Gender Differences in Authorship of Top Congenital Heart Disease Publications

Introduction: Despite progress in the representation of women in medical training, men continue to dominate fields such as academic medicine and cardiology. The proportion of female cardiology trainees and physicians has increased over time; however, women continue to be underrepresented in published cardiology literature. Research Question: Our study aims to investigate whether there are gender disparities in authorship amongst the top congenital heart disease publications. Methods: We performed a bibliometric analysis of publications indexed in PubMed from 2018 to 2022 from the top seven Cardiology and congenital heart disease (CHD) journals by impact factor and H5-index. The first authors, last authors, affiliations, and countries of origin were extracted. The genders of the authors were then determined from a database of name-to-gender mappings ( Gender API; gender-api.com ). One sample and independent sample t-tests were performed. Results: We identified 1058 CHD articles on PubMed which met the inclusion criteria. Female authors accounted for 38.1% of all first authors and 29.6% of all last authors, which was a statistically significant difference from the proportion of male authors (61.9% and 70.4%, respectively, p&lt;0.001). Europe showed a greater bias towards male first authors than the United States (p=0.010), whereas there was no significant gender difference seen in last authors between the two regions (p=0.170). Publications with a male senior author were more likely to have a male first author (67.1% male, p&lt;0.001), whereas there was no difference in first author gender in publications with a female last author (49.8% male, p=0.954). Conclusions: We analyzed the first and last author genders of publications in high-impact cardiology journals over the past 5 years and found that women are underrepresented in both first and last authorship positions. Patterns in underrepresentation emerged, both geographically and based on the gender of the senior author. Additional work is needed to address these gender disparities and identify concrete solutions to increasing female representation in CHD research, as it may elucidate obstacles to female representation in cardiology leadership, recruitment, and academic advancement.

Cooperative organizational cultures: a factor promoting equal gender representation in leadership

PurposeThis study aims to investigate the relationship between feminine gender identity and leadership intention. Based on the theory of planned behavior and social role theory, the indirect relationship between feminine gender identity and leadership intention was analyzed through affective motivation to lead and perceived leadership self-efficacy. In addition, drawing on the person–environment fit theory, feminine gender identity was examined as a moderator of the relationship between cooperative organizational culture and leadership intention.Design/methodology/approachA cross-sectional survey was administered among a sample of 183 full-time employees.FindingsResults demonstrated that controlling for sex, perceived leadership self-efficacy mediated the relationship between feminine gender role identity and leadership intention. In addition, feminine gender role identity acted as a moderator in strengthening the relationship between cooperative organizational culture and leadership intention such that highly feminine individuals in high cooperative organizational cultures showed higher intentions to become leaders than did individuals with less feminine identities.Research limitations/implicationsIn research on leadership intentions, it will be important to measure both sex and gender, as gender identity explains variance in important outcomes over and above sex. In addition, beginning to include organizational characteristics (such as perception of culture) in this stream of research is important.Practical implicationsOrganizations wishing to promote more feminine individuals to leadership roles should examine their organizational culture to determine if it is cooperative, as this type of culture allows these individuals to be more intent on seeking leadership roles.Originality/valueThis research adds up to the literature by looking at an organizational factor, culture, and analyzing its role in increasing leadership intention in highly feminine individuals. In addition, by studying gender while controlling for sex, this paper suggests that regardless of sex (being a female or a male), feminine individuals will benefit from a cooperative environment. This includes any individuals (females and males) that identify more with communal behaviors.

Assessing Cultural Competence among Canadian Physiotherapists: A Qualitative Analysis of a Cross-Sectional Survey Part 2

Purpose: This study is the second part of a cross-sectional questionnaire aiming to identify Canadian physiotherapists needs and strategies for physiotherapy associations to improve cultural competence in physiotherapy. Methods: We conducted a descriptive qualitative analysis of one open-ended question of a cross-sectional questionnaire. We used inductive thematic analysis to develop and modify codes as concepts emerged. Inductive analysis was used to develop the codebook from the qualitative finding of the research study. Results: We received a total of 806 responses, and of those individuals, 485 provided one to three suggestions as part of the open-ended question. We identified two major themes from our open-ended question: (1) education and (2) institutional change. There were four subthemes categorized under education: (1) Diversity, Equity, Inclusion (DEI) training opportunities, (2) resources, (3) accessibility to education, and (4) representation within educational resources. Institutional change was categorized into three subthemes: (1) advocacy, (2) support, and (3) representation in leadership. Conclusions: The results of this questionnaire act as a meaningful and necessary call to action to key stakeholders in the physiotherapy profession. Clinical Impact: There is a need for educational institutions, regulatory bodies, and associations to re-evaluate policies surrounding cultural competence to improve the delivery of culturally safe healthcare.

Status of Women in Student Politics: Gender Imbalance in Student Leadership in Higher Education Institutions in Ghana from the 1960s to the Present

Across Ghana’s higher education institutions, women’s representation in student leadership has been generally low despite the gender-neutral requirement. Women’s participation in student leadership politics in Ghanaian higher education institutions, specifically universities, has received little attention from higher education and feminist scholars who have briefly mentioned or completely glossed it over. This intellectual omission makes this paper relevant. Here, it is argued that there is sufficient evidence to suggest that, despite the neutrality of student leadership policies, men dominate student politics. This paper problematises the question of gender inequality in student leadership, through the African feminist lens.