Women In Leadership Positions Research Articles

A vision to advance gender equality within pharmacy leadership: Next steps to take the profession forward.

The United Nations Sustainable Development Goal 5 to 'achieve gender equality and empower all women and girls' aims to eliminate all forms of discrimination against women and girls and ensure their full and effective participation in all spheres of life. In alignment with this, several key international initiatives are making progress towards gender equality in the pharmacy profession. The pharmacy profession must support women and accelerate the progress of women in leadership positions in pharmacy. International and national pharmacy professional bodies can play a critical role in fostering the change required to improve gender equality in all regions and countries. The ongoing development, evaluation and implementation of policies and initiatives are critical to a profession that is increasingly becoming feminised. Furthermore, there is an imperative to deeply understand the gender-based barriers and develop evidence-based strategies and solutions to support women in pharmacy leadership. There is extensive literature and research on gender inequality and its impact on leadership outside pharmacy which could be used strategically for the profession to develop its own evidence based strategic position. Robust initiatives are needed to ensure that women at all levels including women in pharmacy leadership are empowered and encouraged to participate in their profession. This commentary seeks to generate and contribute to the debate to ensure the profession is proactive and deliberate in tackling the challenges that have traditionally impeded women reaching leadership positions and several critical actions as next steps are proposed. Action is needed to improve gender equality in pharmacy leadership and a profession-wide discussion on ways to progress the above proposed actions is critically needed.

Women leadership and emotions: Knowledge structure and future research opportunities

There is extensive research conducted on the various aspects affecting women's ability to reach leadership position and their contribution toward the success of the organization. Studies on the necessity of the intelligent use of emotion as a prerequisite for effective leadership have been done in the past. However, the literature on the role of emotions in women's leadership is fragmented and disparate regarding emotions playing an advantageous or disadvantageous role for women leaders, thus, suggesting the need for a systematic literature review. Consequently, the current study of the available literature aims to discuss the reported progress in the research on women's leadership and emotions. We used articles from Scopus and Web of Science databases and applied inclusion and exclusion criteria following the SPAR-4-SLR protocol. We conducted a systematic review using bibliometric analysis and the Theory-Context-Characteristics-Methods (TCCM) framework, which provides a detailed understanding of the intersection of gender, leadership, and emotions and shows the evolution of this topic over time. Our findings revealed two main research themes: emotional expressions and emotional competence among women in leadership positions and the effect on their career advancement. This study supplements the existing reviews and attempts to interpret and suggest future research directions using the TCCM framework.

Expanding the Role of Women in Vector Control: Case Studies From Madagascar, Rwanda, and Zambia.

Historically, vector control, including entomological monitoring, has been a field dominated by men. Each year, the U.S. President's Malaria Initiative (PMI) VectorLink project hires 50,000 to 70,000 seasonal workers across the countries in which it works to implement vector control activities, creating an economic opportunity for both men and women. Remaining barriers to women's employment in vector control include social and cultural norms regarding acceptability of formal employment for women, perceptions that women are not fit to serve as spray operators, and a historical context of male-dominated fields such as entomology. We use PMI VectorLink project data from Madagascar, Rwanda, and Zambia for 2019-2021 and key informant interviews with project staff in these countries to examine levels of female employment, effectiveness and efficiency of female versus male malaria spray operators, and strategies to expand the role of women in vector control. The percentage of female seasonal employees ranges from 25% in Madagascar to 32% in Rwanda and 45% in Zambia. The percentage of women in leadership positions ranges from 32% in Madagascar and Rwanda to 38% in Zambia. Men and women are equally effective and efficient as spray operators. Best practices for recruiting and retaining women in vector control include engaging community leaders in recruitment, implementing affirmative action hiring policies, mentoring women to progress to leadership positions, and ensuring equitable, safe, and attractive workplaces. As vector control programs transition away from donor funding and are increasingly government led, sustaining gains in female empowerment is critical. Country programs should work closely with national, regional, district, and local leaders to demonstrate the importance of hiring women in vector control-including leadership positions-and the impact on female economic empowerment, community well-being, and success of vector control programs.

The student becomes the master: lessons from undergraduate surgical societies regarding women in leadership positions.

The student becomes the master: lessons from undergraduate surgical societies regarding women in leadership positions.

The Role of Women in Leadership Positions and their Effects on Corporate Culture

The Role of Women in Leadership Positions and their Effects on Corporate Culture

The professional paths development in Polish cultural organizations from female perspective

The last decades have been characterized by numerous changes in the functioning of the organizations. One of them concerns the understanding of the organizational roles of women who, initially identified with lower administrative staff, began to use specialist and managerial positions more and more often and more effectively. Despite what numerous studies have highlighted the increase in the participation of women in leadership positions in organizations is still slow, even in sectors with high feminization rates. This paper focuses on one of the most feminized organizations in the economy – public cultural organizations. On the one hand, they are perceived as traditional, stiff, boring, and by some, even unnecessary organizations. On the other hand, people perceive them as progressive, inspiring, and extremely important from the viewpoint of broadly understood social development and thus consider them as ‘friendly’ for marginalized groups, including women. This paper presents the findings of a research conducted between January 2021 and April 2022 among cultural workers in Poland. The research was based on a survey among 512 public cultural organizations and 20 biographic interviews with female managers working in various cultural organizations in Poland. The purpose of this research was to map the organizational environment of Polish cultural and arts managers. The study provided rich empirical material documenting the impact of the far-reaching gendered nature of work in public cultural organizations, which influences the professional development of women in these workplaces. Additionally, and what makes Polish case interesting to study, is the context of the research. As proven by this study, although, previously functioning in Poland socialist system, supported the professional activization of women, the transformation period 1989 significantly slowed down those processes and consequently in some sectors of economy even deepened existing inequalities. Public cultural organizations, according to participants of those studies, are its example. The findings presented in this paper broaden the knowledge about both gender inequality in cultural industries and theory of gendered organizations. The main contribution of the study revealed career development challenges for women working in public cultural organizations.

Women Representation in Anesthesiology Society Leadership Positions.

Although the number of women in medicine has increased, women remain underrepresented in leadership positions, specifically in medical societies. Specialty societies in medicine are influential in networking, career advancement, research and education opportunities, and providing awards and recognition. The goals of this study are to examine the representation of women in leadership positions in anesthesiology societies compared to women society members and women anesthesiologists and to analyze the trend in women society presidents over time. A list of anesthesiology societies was obtained from the American Society of Anesthesiology (ASA) website. Society leadership positions were obtained via the societies' websites. Gender was determined by images on the society website and images or pronouns on hospital websites and research databases. The percentage of women presidents, vice presidents/presidents-elect, secretaries/treasurers, board of directors/council members, and committee chairs was calculated. The percentage of women in society leadership positions was compared to the percentage of women society members when available, and the percentage of women anesthesiologists in the workforce (26%) using binomial difference of unpaired proportions tests. The trend of women presidents from 1980 to 2020 was analyzed using a Cochran-Armitage trend test. A total of 13 societies were included in this study. Overall, women held 32.6% (189/580) of leadership positions. 38.5% (5/13) of presidents, 17.6% (3/17) of presidents-elect/vice presidents, and 45% (9/20) of secretaries/treasurers were women. In addition, 30.0% (91/303) of board of directors/council members and 34.2% (90/263) of committee chairs were women. The percentage of women holding society leadership positions was significantly greater than the percentage of women anesthesiologists in the workforce ( P < .001), as was the percentage of women as committee chairs ( P = .003). The percentage of women society members was available for 9 of 13 societies (69%), and the percentage of women leaders was similar to the percentage of women society members ( P = .10). There was a significant difference in the percentage of women leaders between society size categories. Small societies had 32.9% (49/149) women leaders, medium had 39.4% (74/188) women leaders, and the single large society had 27.2% (66/243) ( P = .03). There were also significantly more women leaders in the Society of Cardiovascular Anesthesiologists (SCA) than there are women members ( P = .02). This study suggests that anesthesia societies may be more inclusive of women in leadership positions compared to other specialty societies. Although in anesthesiology, women remain underrepresented in academic leadership roles, there is a higher proportion of women in leadership roles in anesthesiology societies than proportion of women in the anesthesia workforce.

Experiences of female higher education academics in Zimbabwe: A decolonial feminist perspective

abstract The low representation of women in leadership positions continues to characterise higher education institutions (HEIs) in Africa. Most senior positions, from Programme Coordinators, to Departmental Chairpersons, Deans of Faculties, Directorships and Vice-Chancellorships, remain occupied by men. Arguments for more representation of women in academic leadership positions have largely been shaped by neoliberal feminist thoughts which emphasise gender parity or numerical representation. While critical, the limitation of this approach is that it lacks engagement with the lived experiences of women academics in HEIs, which still carry colonial legacies, and patriarchal structures and processes. In the context of scholarly discussions on the need to decolonise HEIs, coupled with a rising critique of hegemonic western feminist influence, there are pertinent questions on how women academics respond to, and resist the gendered policies, structures and processes in universities, using alternative feminisms. This study offers a feminist interrogation of the experiences of black women occupying decision-making positions in two of Zimbabwe’s HEIs, presenting the results of qualitative empirical research. It explores the extent to which decolonial feminism and associated ethics of care have influenced women empowerment, shaping and improving experiences of female academics in leadership positions within HEIs in Zimbabwe.

Representation of women in leadership positions in Italian surgical societies

Representation of women in leadership positions in Italian surgical societies

Do women leaders of nonprofit public service organisations help to reduce the gender pay gap?

It is often asserted that the representation of women in leadership positions within public service organisations is likely to result in improved outcomes for other women within those organisations. However, there has been little systematic research devoted to understanding whether this argument holds for the nonprofit organisations that now provide many public services. To cast light on this important issue, this article presents an analysis of the representation of women in leadership roles and the gender pay gap in Welsh housing associations – registered societies responsible for providing more than half of the social housing within Wales. The findings show that nonprofit service providers led by women in the most senior organisational positions may be more likely to have a lower gender pay gap, confirming arguments about the importance of actively representing female interests. At the same time, it seems that representation in the upper echelons in general is not likely to influence gender pay equality, which raises questions about whether a glass ceiling may be present, as has been observed in state-led public service provision. These findings suggest a need for more in-depth, multi-method research which systematically evaluates the way in which female leaders actively represent women’s interests in the myriad organisations that provide public services. This article has important implications given a renewed period of austerity in the public sector, which, as in the past, may threaten further progress on equality for those women who provide and receive public services.

The History of Women Leaders in Colon and Rectal Surgery.

Women started to enter the specialty of colon and rectal surgery in the early 1970s. However, it was rare for a woman to hold a leadership position in the specialty before 2000. Since then, considerable progress has been made, although the percentage of women leaders does not yet approach the percentage of women in the field. This article focuses on the history of women in leadership positions in the American Board of Colon and Rectal Surgery, the American Society of Colon and Rectal Surgeons, the American Society of Colon and Rectal Surgeons Research Foundation, and the Association of Program Directors in Colon and Rectal Surgery as well the Diseases of the Colon and Rectum and academic departments. Early women leaders shared some common attributes that have contributed to their success. This article reviews some barriers to increasing the number of women in leadership positions; most will be reviewed in other sections in this issue.

INSTITUTIONAL FACTORS AFFECTING GENDER MAINSTREAMING: THE CASE OF BASKETO SPECIAL WOREDA SECTOR OFFICES, ETHIOPIA

The purpose of this study is to assess the level of practices and determine institutional factors affecting gender mainstreaming practices (GMSP) in Basketo Special Woreda, Southern Ethiopia. The study adopted a mixed research approach. Quantitative data are collected through crosssectional descriptive survey with the help of structured questionnaire, whereas interview and focus group discussion are used to collect qualitative data. A total of 119 respondents participated in the study. A sample of 16 respondents are used for 2 FGDs each comprising 8 participants. Six leaders from different government offices are interviewed, and 1 proper person from SNNPRs Women, Youth and Children Affairs Bureau is also interviewed. Furthermore, 96 randomly selected officers from government institutions of Basketo Special Woreda filled the structured questionnaire. Quantitative data are presented and analyzed by using STATA version 14 software. OLRA is employed to determine the significant factors affecting GMSP in the study area, while qualitative data are analyzed thematically. The results indicated that absence of private offices for GM officers, non-proportional inclusiveness of women in leadership position, lack of awareness of leaders about GM, unfair distribution of responsibility between both sexes, and limited budget allocation for gender related issues significantly affected GMP in the study area. To alleviate these problems, concerned governmental and non-governmental organizations should work together to raise leaders’ awareness regarding gender mainstreaming and women empowerment in leadership positions. Also, gender officers should be assigned, made to act independently, and provided with their own offices. Moreover, mechanisms should be considered to promote women’s potential. Keywords: government sector offices, gender mainstreaming, Basketo Special Woreda, ordinal logistic regression, women empowerment

Gender and leadership positions: understanding women's experiences and challenges in patriarchal societies in Northern Ghana

PurposeWomen are rarely seen in positions of leadership in patriarchal societies, which is unsurprising. Following gender equity policies, few women have been able to break through the gender equity barrier and assume leadership positions in schools. Few research investigations have delved into the experiences and challenges that women encounter in positions of leadership in patriarchal societies in government schools in Northern Ghana. The study seeks to comprehend the experiences and challenges that women confront in positions of leadership in patriarchal societies in Northern Ghana.Design/methodology/approachThe study aimed to gain a better understanding of the experiences and challenges that women encounter in educational leadership roles in patriarchal societies in Northern Ghana. To achieve the study's objectives, a quantitative research approach and a social survey design were used, as well as descriptive and inferential statistics.FindingsThe findings of the study revealed that in patriarchal societies in Northern Ghana, women experience conventional gender roles that conflict with roles, cultural values, gender stereotyping, family responsibilities and cultural beliefs and perceptions of women and attitudes and low expectations of women's managerial skills discourage women from taking on leadership positions in men-dominated societies.Research limitations/implicationsThere is a need to shift the gender position and question the negative cultural convictions of cultural and patriarchal societies. Equal opportunities for men and women necessitate equal access to leadership positions. It proposes that in patriarchal societies, education and community stakeholder involvement in leadership training programmes for women be considered, as policy documents alone would not be sufficient to eradicate deeply embedded cultural social practices and dispel negative notions about women in leadership positions in men-dominated societies.Originality/valueThe study established that in patriarchal societies, women experienced conventional gender roles that conflict with roles, cultural values, gender stereotyping, family responsibilities, cultural vulnerability of women and the interplay between cultural expected roles and management goals influence women from taking on leadership positions.

Diversity among endovascular neurointerventionalists in Canada results of a national survey 2022.

Neurointervention (NIR) is a relatively new developing filed of medicine. Diversity and inclusion in various medical fields has made a significant progress. However, many surgical and interventional fields are still lagging in this respect. The aim of this study was to evaluate the degree of diversity and inclusion amongst neurointerventionalists in Canada. A survey was completed in June 2022 by each neurointerventional division in Canada. The survey included questions regarding demographics, inclusivity, diversity, social and personal parameters. The collected data was analysed using semi-quantitative analysis. As of 2022, 85 physicians were actively practicing NIR in Canada. 52% were neuroradiologists, 38% neurosurgeons and 9% neurologists. 41% were immigrants to Canada (from 19 countries), for 35% English or French were not first language, 35% were visible minority. Women comprised only 21% of the practitioners, with comparable proportion of women in leadership positions. Most practitioners were in the 30-49 age group. 2.4% practitioners identified as LGBTQ. There was no gender difference in terms of life to work balance, with majority of practitioners being engaged in long term relationships and having children. Our study shows encouraging results in terms of diversity and inclusion amongst Canadian neurointerventionalists regarding the representation of various specialty backgrounds, immigrants, and visible minorities. NIR centers are distributed according to population density and better coverage is needed in smaller communities and remote/isolated areas. Both women and men Canadian neurointerventionalists seem to have a favourable life-work balance. Gaps still exist regarding inclusion of first nations and women which are under-represented among Canadian Neurointerventionalists. Women however are proportionally serving in leadership positions.

Female Leadership Portraits in Commercial Movies: Gender Social Representations from the STEAM Sector

To encourage girls and women to pursue STEAM careers, it is crucial to increase the positive representation of female role models in science. The study uses the Bechdel test and an adapted Greimas Actantial Method to analyse mainstream films. Results show that female characters are often attractive, Caucasian scientists, not mothers, and play secondary roles above all. The most represented careers were in Biology, Astronomy, and Social or Human Behavioural Sciences. Representation of women in leadership positions in the STEAM sector in commercial movies is clearly deficient.

The kaleidoscope of the glass ceiling: experiences of Pakistani female doctors - a qualitative narrative inquiry.

To explore the extent and factors leading to the glass ceiling for Pakistani female doctors in leadership positions. The qualitative narrative study was conducted the Department of Medical Education, Riphah International University, Islamabad, Pakistan from March to July 2021, and comprised female doctors with 10-15 years of professional experience who were either currently at top leadership position or had retired from such a position in public and private medical clinical setups and medical colleges. Data was collected using in-depth interviews conducted through Zoom due to the coronavirus disease-2019 pandemic. The transcribed data was processed using ATLAS.ti.9 software for thematic analysis with an inductive approach. Of the 9 subjects aged 47-72 years having professional experience of 11-39 years, 4(44.4%) were clinicians, 3(33.3%) had basic medical science background and 2(22.2%) were health profession educationists. In terms of qualifications, 4(44.4%) were PhDs, 4(44.4%) were Fellows of the College of Physicians and Surgeons, Pakistan, and 1(11.1%) had an M. Phil. Besides, 4(44.4%) subjects were from the public sector, and 5(55.5%) from the private sector, 1(11.1%) had retired from service. The extent of experiencing the glass ceiling was common to all but 1(11.1%) participant. Factors identified included 'institutional challenges', 'family support issues', 'personal challenges' and 'societal unacceptance'. Detailed analysis revealed that women in leadership positions faced 'malintent of seniors', 'discrimination', 'stereotyping', 'lack of mentors' and 'ethnic background conditioning' at the institutional level. On the personal front, they faced 'lack of support of in-laws', 'insecurity of husbands', 'need of personal attributes' and 'beauty as a barrier'. The glass ceiling was found to be a challenge faced by Pakistani female doctors in leadership positions in both clinical settings and academia.

Moving toward gender equity in the cardiology and cardiovascular research workforce in Germany: a report from the German Cardiac Society.

Although the share of women in cardiology in Germany is growing steadily, this does not translate into leadership positions. Medical societies play a crucial role in shaping the national and international medical and scientific environment. The German Cardiac Society (DGK) aims to serve the public discourse on gender-equity by systematic analysis of data on gender representation within the society and in Germany. We present gender disaggregated data collection of members, official organs, working groups, scientific meetings, as well as awards of the DGK based on anonymized exports from the DGK office as well as on data gathered from the DGK web page. From 2000 to 2020, the overall number of DGK members as well as the share of women increased (12.5% to 25.3%). In 2021, the share of women ranged from 40% to 50% in earlier career stages but was substantially lower at senior levels (23.9% of consulting/attending physicians, 7.1% of physicians-in-chief, 3.4% of directors). The share of women serving in DGK working groups had gained overall proportionality, but nuclei and speaker positions were largely held by men. Boards and project groups were predominantly represented by men as well. At the DGK-led scientific meetings, women contributed more often in junior relative to (invited) senior roles. Increasing numbers of women in cardiology and in the DGK over the past 20 years did not translate into the respective increase in representation of women in leadership positions. There is an urgent need to identify and, more importantly, to overcome barriers towards gender equity. Transparent presentation of society-related data is the first step for future targeted actions in this regard.

How to fix the leaky pipeline in Academic Psychiatry

AbstractThe leaky pipeline is a visual metaphor for the under-representation of women in leadership positions in Academic Psychiatry despite their over-representation in medical schools, residency programs, and junior academic positions. The presentation focuses on the key obstacles that pertain to personal and societal attitudes and institutional barriers and proposes empirically tested and pragmatic solutions.Disclosure of InterestNone Declared

Gender representation in surgery: progress and challenges in recent years.

Gender representation in surgery: progress and challenges in recent years.

Role of Women in Top Management Position and the Impact on Knowledge Management in IT Sector

Women have been perceived as emotionally, physically, and especially intellectually weaker than men for decades. Gender bias and cultural attitudes have a bigger role in this than facts. Now that businesses understand the value of soft skills and the essential role they play in the workplace, putting women in positions of leadership is the sensible and ethical thing to do in knowledge management. In this paper especially focus the top level women employees in the IT sector with 130 sample respondents. Researcher tries to measure the perception of women employees regarding knowledge management practices and organization performance in IT companies. ANOVA is used as a technique for data analysis. The major finding of the study revealed that the women employees have good perception towards knowledge management in the industry and also towards its different dimensions like knowledge acquisition, knowledge creation and community practices.