Medical Faculty University of Muenster, Department of Clinical Radiology, University Hospital Muenster, Germany.
Department of Medical, Surgical and Health Sciences, General Surgery Clinic, University Hospital of Trieste, Trieste, Italy.
Best Pract Res Clin Anaesthesiol. 2018 Mar;32(1):15-23. doi: 10.1016/j.bpa.2018.04.006. Epub 2018 Apr 30.
University hospitals are involved in the care of critically ill patients, pregraduate and postgraduate education, and medical research with an increasing demand on physicians due to a higher burden of disease. The number of female physicians is increasing; however, young female physicians are less willing to work at university hospitals under the given conditions. They often do not find appropriate working conditions in mostly hierarchically structured university hospitals. Institutional structures involuntarily erect barriers against the recruitment, retention, and career progression of women. Gendered working conditions remain firmly fixed, and this is even more challenging - overt discrimination has been replaced by less visible mostly implicit stereotypes and prejudices against women. Having children is an additional "career stopper" for female physicians: those with children are less likely to be promoted and have a lower income. Regulatory measures should act in several directions: cultural gender equality policies, family support policies, and active work policies.
大学医院参与危重病患者的护理、本科和研究生教育以及医学研究，由于疾病负担加重，对医生的需求也在增加。女性医生的数量在增加；然而，在既定条件下，年轻的女医生不太愿意在大学医院工作。她们在大多是等级结构的大学医院中往往找不到合适的工作条件。机构结构不自觉地为女性的招聘、留用和职业发展设置了障碍。性别化的工作条件仍然牢牢固定，这更加具有挑战性——公开的歧视已经被针对女性的不那么明显的、主要是隐含的刻板印象和偏见所取代。生孩子是女医生的另一个“职业障碍”：有孩子的女性晋升的可能性较小，收入也较低。监管措施应该从几个方面入手：文化性别平等政策、家庭支持政策和积极的工作政策。
