|Healthcare Leadership: Supporting Women Executives|
Healthcare Leadership: Supporting Women Executives
Women’s Equality Day was celebrated August 26, 2017. This
day began to commemorate the adoption of the 19th Amendment of the
United States constitution which prohibited government from denying citizens
the right to vote based on sex. It has since developed into a day to unite to
celebrate and assure the rights and privileges of all citizens.
Pay equity and discrimination remains at a 20% discrepancy
with women making 80 cents for every dollar a man makes (Institute for Women’s
Policy Research, 2017). It is predicted Hispanic women will not receive equal
pay until the year 2248, more than 20 years after African American women in
Within healthcare specifically, it is reported that women account
for 78% of the healthcare and social assistance workforce (Warner, 2014). Women
are making it to middle management with female managers at 73% (Chase, 2012). And
that’s where most of them will end their career. The executive suite has
sustained at approximately 70% Caucasian male for decades and the gains in
diversifying this group has been minimal. The goal is not to hinder men who
have earned a promotion, but to ensure women are receiving a fair chance at the
same earned promotional opportunity.
Women often are not recognized for their roles as subject
matter experts or their career accomplishments. A recent research study by the
British Medical Journal by Filardo, da Graca, Sass, Pollock, Smith &
Martinez observed only 37% of prestigious research journal articles are written
by women. Dr. Julie Silver’s research on women physicians receiving awards from
medical societies has demonstrated 40 years of women not receiving awards from
medical societies out of the 48 years reviewed (Silver, 2017). That is what is
referred to as the “inexorable zero”! This term is used to describe situations
in which there is an absence of women or minorities in the area under analysis.
We should never tolerate having women represented at a rate of zero.
Yes, women continue to represent roughly 50.8% of the U.S.
population (U.S. Census Bureau, 2016). What will make the difference? Men
supporting women. #HeForShe is one example of a campaign in which men are
showing their support for gender equality.
How can men make the difference in an exceptional woman’s
career? Don’t just be a mentor, be a sponsor. Ensure she makes it to the
diversity pipeline by recommending her for career development programs and
career opportunities. Have awareness of gender bias and promote change. Let the
change start with you.
Chase, Dave. (July, 2012). Women in Healthcare Report: 4% of
CEOs, 73% of Managers. Retrieved from http://www.forbes.com/sites/davechase/2012/07/26/women-in-healthcare-report-4-of-ceos-73-of-managers/#5fe2dea27ff8
Filardo, G., da Graca, B., Sass, D.M., Pollock, B. D., Smith,
E. B., Martinez, M. A. The British Journal of Medicine Retrieved August 7, 2017
Institute for Women’s Policy Research. Retrieved August 7,
2017 from: https://iwpr.org/issue/employment-education-economic-change/pay-equity-discrimination/#sthash.
Silver, J. K. STAT. Why are Women Excluded from Medical
Society Awards? Retrieved July 19, 2017 from: https://www.statnews.com/2017/07/19/women-excluded-medical-society-awards/
Stephens, S. Healthcare eCareers. Healthcare Gender Pay Gap
Still Significant. Retrieved from: https://www.healthecareers.com/article/salary/gender-pay-gap-healthcare
United States Census Bureau. Retrieved from https://www.census.gov/quickfacts/table/PST045216/00
Warner, Judith (March, 2014). The Women’s Leadership Gap:
Women’s leadership by the numbers. Retrieved from file:///C:/Users/Dr%20Love/Downloads/WomenLeadership.pdf