新生儿科部门主任关于性别平等的观点和需求
Kerri Z Machut1,2, Lisa Owens3, Lauren Gadek4
1Department of Pediatrics, Feinberg School of Medicine, Northwestern University, Chicago, IL, USA. k-machut@northwestern.edu.
概括
尽管努力解决这些问题,但学术新生儿学中性别差异仍然存在. 部门主管认为不公平是最小的,但客观数据表明情况不同,强调需要有系统的跟踪和报告.
科学领域:
- 医学教育 医学教育
- 儿科 儿科 儿科
- 健康 公平 卫生 公平
背景情况:
- 在儿科中,性别不平等得到了充分证实,女性占劳动力的多数.
- 尽管如此,在美国的学术新生儿科部门中,缺乏对性别平等的全面理解.
研究的目的:
- 在美国大学的新生儿科部门进行性别平等的格局评估.
- 评估部门主管对性别不平等的看法,并确定进步的障碍.
主要方法:
- 一项调查分发给美国各地的学术新生儿科部门主任.
- 收集的数据包括对性别不平等的看法,晋升时间表,领导人代表,奖励,补偿和促进性别平等的战略.
- 应答率为83% (n=106). 应答率为83% (n=106). 应答率为83% (n=106). 应答率为83% (n=106).
主要成果:
- 大多数董事优先解决性别不平等问题,但报告说,他们的部门内部的差异很小.
- 虽然男性占主导地位的领导角色和全职教授职位,但董事在晋升,领导能力和奖励方面报告的性别差异很小.
- 根据性别进行的薪酬分析是可变的,没有报告的差异. 障碍包括缺乏资源和人员.
结论:
- 在新生儿科部门感知到的性别不平等与客观数据有所不同,这表明需要改进,系统地跟踪和报告关键指标.
- 对促进性别平等战略的实施和意识的变化表明需要更强大的制度支持和标准化的方法.
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