The Need for Better Representation of Female Physicians in the Healthcare Industry


01 Aug


The healthcare industry still leaves female physicians struggling more than their male counterparts. These issues begin with workplace discrimination and payment and promotion gaps to sexual harassment. It is not at all surprising to see only a few female physicians making it to medical leadership even if the number of new male and female graduates from medical school is equal. If you look at US healthcare statistics, women comprise only 9% as division chiefs, 6% as department chairs, 3% as healthcare CEOs, and 3% as chief medical officers. These numbers remain the same even if 80% of the entire healthcare workforce comprises women. Also, these numbers will not change despite evidence proving having women on corporate boards and in upper management linked with enhanced accountability and improved financial performance.


If you look at these numbers, you will learn that the resources for female healthcare patients system needs better female physician representation. Resolving gender issues in healthcare leadership, however, is a challenge with the many barriers that female physicians go through. Even so, there are increasing opportunities in healthcare to give female physicians a chance to gain leadership in the industry. For the promotion of female physician leaders in the industry, there are priority areas that organizations should recognize.


For healthcare organizations to create more room for female physicians as leaders, they have to take a look at certain areas. In order for healthcare organizations to progress in these efforts, they have to check with their leadership and how they represent women. They can also benefit more when they understand workplace experience of female physicians and how it compares to those of their male counterparts. Quantification is an essential component to improving gender gaps in the healthcare setting. One such case is giving recognition to women and their commitment to higher education and research. Depending on how women meet the organization’s requirements, their affiliated institutions may receive gold, silver, or bronze awards. Institutions can qualify for health research funding if they get a silver award. This kind of recognition means the organization is more aware of diversity and gender issues. All these things result in catalyzed cultural and structural changes as well as the creation of financial and numerical incentives for change. All in all, female researchers can get more increased career support from recognized organizations. You can also learn more tips on where to find the best health, go to https://simple.wikipedia.org/wiki/Health.


Unlike male physicians, female physicians find it challenging to bag major recognition and awards. This has implications on the promotions they receive. With systematization, the organization applies equitable recognition of female and male achievement. According to research, gender gaps in terms of recognition exist during the early stages of the female physician’s career. You can help narrow these gender-biased gaps by offering systematic publicity and identification of their achievements. You can apply this concept in a broader sense. Some examples include systematizing nomination for increased responsibility and leadership roles, the appointment of physicians to committees, and search processes. Know the value based healthcare for women here!

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