It is well-established that women seeking careers in the medical field find themselves confronting unique obstacles. In the U.S., women practicing medicine have not yet reach parity, although some progress is occurring; In 2003, women represented 47.3% of students in medical school, a significant increase since the 1960’s, when only 10% of students in medical school were women (DeLaat, p. 46, 2007). Additionally, “women represented 25.8% of all U.S. physicians in 2003, and some have predicted that by the year 2010, 30% of U.S. physicians will be women” (DeLaat, p.47, 2007). While this sounds and looks like progress, these numbers do not adequately convey the labyrinth of issues still facing women who want to have top jobs in medicine. Female …show more content…
When women and men in the medical field offer advice, sponsorship, and mentoring to younger women in the same field, a culture of support and empowerment could emerge. As Gary Powell points out in Women and Men in Leadership, “organizations need to take steps to increase the legitimacy of female leaders” (p. 144, 2011). In the medical field, this means creating systems and relationships which help women through the labyrinth of barriers that are not faced by their male counterparts; increasing the legitimacy of female leaders in the medical field should also include a greater number of sponsor relationships between older doctors and younger …show more content…
Given the current gender imbalance in the medical field, mentoring programs should consider the inclusion of both men and women as mentors, in order to offer high-quality one-to-one support for protégés. One national mentoring program, managed by the Women’s Leadership Forum, pairs 12 women in business with 12 mentors, and this kind of specific support could be used as a model for the medical field (DeLaat, p. 53, 2007). Another example from the business world comes from a Glass-Ceiling Initiative mentoring program which “brings together 100 outstanding women with 100 business leaders in a year-long, one-to-one relationship,” and this program could be seen as an effective model for a similar mentoring program in the medical field. Because of the uniqueness of the medical field, mentoring programs should consider pairing protégés and mentors as early as the final years of medical school, since so much networking and connection-building happens for medical students before they even pass their final
... tutoring, advising, and volunteer opportunities, I have developed a strong sense of leadership, confidence, and responsibility. A career in medicine will not only strengthen such attributes, but provide me with an ongoing opportunity to learn, not just from books, but also from patients; and to educate and serve those individuals as well. Though my journey began under dismal circumstances, I believe those experiences will specifically enable me to better understand quality of life issues in the under-served populations of my geographic region.
This research is significant to society because in order to reduce gender disparities we must fully understand their origins. This is an issue that affects all professional women and urgently needs to be addressed. It is important to move beyond professional struc...
Today, many women have advanced professional and regained self-images. Women in some parts of the world have progressed in numerous fields where normally only a man would be accepted or succeed. However, inequality still exists in a lot of the workforce throughout the world. Some women have ambitions of entering male-dominated career fields. A lot of women who would not take no as an answer have achieved these goals by becoming leaders in medicine, business, and
There is little scientific knowledge when it comes to mentoring effects on future outcomes; in addition posing confusion as to how these programs continue to emerge. A major component in regards to program effectiveness is in measurement or evaluation of its structure (Deutsch, N., & Spencer, R., 2009). This is done by conducting surveys, focus groups, and interviews (Deutsch, N., & Spencer, R. (2009); Karcher, M., & Nakkula, M. (2010); Diehl, D. C., Howse, R. B., & Trivette, C. M. (2011); Osgood, 2012; Williams, 2011). Studies gives the researcher insight into knowledge that otherwise wouldn’t be known, in order to understand mentoring reactions and relationship styles better (Karcher, M., & Nakkula, M. (2010); Christens, B. D., & Peterson, N. A. (2012); Diehl et al., 2011; Leyton‐Armakan, J., Lawrence, E., Deutsch, N., Lee Williams, J., & Henneberger, A. (2012); Meyer, K. C., & Bouchey, H. A. (2010).
In many cultures throughout the world women are patronized and viewed as the weaker sex. Women are commonly perceived as being unfit for any forms of higher education and because of societal pressure and expectations retreat to a life of raising children and cooking meals for their husbands. Our society’s stereotypical views about women’s suffrage, educational expectations and athletic abilities have all advanced over the years. In many aspects of our society, women are now expected to compete with their male counterparts. Currently, it is not uncommon to hear of a women CEO or Vice President in businesses or even a women politician. Women have now emerged from laundry rooms and kitchens across the country and changed the demographics of the American workforce. However women are yet to take the medical workplace by storm and redefine the preconceived notions society upholds about leaders in medical professions. To illustrate this idea I conducted an ethnographic study of a local dental office that I am employed at. I believe that the medical field has hardly been affected by the advances in women’s rights and is a common ground for the influences of gender stereotypes that have been outdated for many years in American culture.
Historically our society drives men and women toward different socially acceptable behaviors and careers. Stereotypically men are the capable breadwinners that choose careers as: firemen, policemen, mailmen, garbagemen, milkmen, and the list continues. However, women are the warm caregivers that may choose one of three titles: teacher, nurse, or secretary. The above career pathways have been driven by societal norms, subsequently leaving women with marginal room for vertical mobility and limited leadership representation.
Differences in mentoring and guiding styles of the mentors can have a considerable influence and impact on the mentee’s development of the skills and personalities. Through the arrogant and ambitious yet skillful guidance of Dr. Blalock, Vivien Thomas is able to learn how to rightfully challenge conventional theories in order to develop revolutionary changes in science. Additionally, Thomas also gains more confidence in himself and has the courage to stand up against discrimination. On the other hand, I have also learned how to be diligent and passionate about what I do as a consequence of Dr. Cron’s caring and dedicated mentoring styles. In the end, the tutelage and guidance of the mentors can have lasting effects on their mentees’ lives.
Coaching and mentoring are vital tools in developing the workforce, most especially in enhancing quality practices at the point of care, and also innovating these practices. According to Abiddin (2006), mentoring and coaching are factors which are vital in developing people in their professions. As such, these two are related with career and self development and professional growth (Abiddin, 2006). In line with this assertion, this paper will discuss about the current relevance of mentoring and coaching in nursing in today's healthcare; how it influences both healthcare and nursing; how it is integrated into clinical practice; and how it is used in the clinical setting.
Gendered stereotypes and norms were invading into the mentoring/sponsoring relationships. Women were being labeled as less ‘sponsorship worthy’, acquiring less sponsorship and endorsement, deemed not ready for the next role, and being encouraged to change to better fit current leadership norms. This article spotlights the way in which mentors through their sponsorship proceedings may be (unknowingly) strengthen gendered norms of leadership and unintentionally duplicating the status quo as they sponsor men and mentor women. Differentiating between the role and procedures of mentoring and sponsorship is important. Putting a separate interest on the significance of sponsorship highlights the need to further analyze the role sponsorship plays in
Many writers have addressed the popular question of women and the relationship between gender and leadership. These vary from women not possessing the quality and traits necessary for managerial work to the negative stereotypes attached with women striving to succeed in a male dominant quarter. 3% of CEO’s in the Fortune 500 companies are women [10], therefore this gap in leadership means that there are many obstacles barricading women in senior positions to make that leap through the glass ceiling that is holding them back. In this essay, I will be explaining a few obstacles women in leadership face and what can be done to address them.
Jones states in his Gallup news article entitled Americans Say Equal Pay Top Issue for Working Women, (Jones, 2014) that the data from a September 2014 Gallup poll shows that two of the most important issues facing working women in this country today are equal/fair pay and equal opportunity for advancement and promotion. These concerns placed higher than the issues of better childcare and healthcare and the economy in general. The number of working women in the United States is almost equal to that of men, however the challenges women face in establishing careers and advancing in them is different from men. The EEOC Women 's Work Group issued a report (EEOC Women 's Work Group, 2010) that cites many of the biggest challenges for women seeking equal opportunities in the workplace. These include lack of mentoring and grooming for management positions, being less likely to be invited to networking events, women not being granted training and developmental assignments on as equal footing as men, and women not being targeted in recruitment efforts for upper level and management positions. In order to combat these discriminatory practices, employers should develop mentoring programs and monitor their effectiveness, actively making sure that women are as equally included as men. Senior level officials should be expected to mentor subordinates and that mentoring should not be gender biased. Businesses should perform a barrier analysis to discover what obstacles
The hardships women endure daily and face is admirable, not only are they mothers, daughters, wives or friends they’re also women striving to be successful in a workplace dominated by men.Although women’s roles in society have evolved tremendously over the years we still have a long way to go.Women deal with various constant issues in their workplace like sex discrimination, sexual harassment, salary, stereotypes, the glass ceiling, and the work-life balance.Regardless of what others think, women are key factors in the business industry they are great listeners and have all the patience in the world.They approach problem solving differently, offer diversity, intuition, are great multi-taskers, and the tolerance of pain they have is insane.At
Women’s education has been seen as a way for all the focus on all the attention and opportunity on the students that attend the college. It is seen as a way to eliminate the need to compete with their male peers, with no one to compete with these colleges argue that women have the ability to hold all of the leadership positions on campus which provide them with a valuable experience to apply their future cultures and post-graduate lives. The environment provides women with stronger role models they aren't typically p...
The article begins with a subject that many women are already familiar with- the “delicate balance” required to hold a leadership position. Experts have shown that being too aggressive can lead to negative consequences while being too “feminine” causes the individual to be seen as weak. This concept is known as the “double blind.” This leadership dilemma, according to the article, is due to the lack of female leaders to be observed; this causes male leadership styles to be observed and adopted by women. After identifying this obstacle, The Wall Street Journal discusses an essential strategy to overcome these struggles; finding a mentor. Since leadership is largely learned through experience, finding a successful female role model to learn from has been proven to be highly beneficial. Whether it is within the workplace, or through a community of leaders; women can freely receive feedback of their efforts without being portrayed as weak. With this opportunity, upcoming leaders can become more comfortable in the workplace and find their balance of an assertive, yet feminine, leadership
...ld. Women are most often stereotyped as only being nurses or other lower-end health professionals. There is a huge difference between the percent of males and the percent of females when it comes to more advanced medical fields. A study conducted by Reed and Fischer found that women are not promoted at the same rate as men in medical fields. They feel that women are under-represented in higher medical positions. The CEJA found that there is a large difference in salaries between men and women. Studies show that the average female physician earns 34 percent less than her male counterpart. Female physicians are more likely to earn a relatively low income and are less likely to gain a relatively higher income. For example, while 19 percent of female physicians earned less than $60,000, only 7 percent of male physicians earned less than that same amount (CEJA, 1994).