From the Department of Physical Medicine and Rehabilitation, Harvard Medical School; Spaulding Rehabilitation Hospital; Massachusetts General Hospital; and Brigham and Women's Hospital, Boston, MA.
Neurology. 2019 Sep 17;93(12):538-549. doi: 10.1212/WNL.0000000000008022. Epub 2019 Jul 31.
Despite the fact that the percentages of women among physicians and neurologists have been rising, gender-related disparities in numerous metrics persist, notably in compensation, promotion, funding, recognition, leadership, publishing, and speaking. Simultaneously, women working in academia, including medicine, face high rates of sexual harassment. Leaders of all health care-related organizations must accept the moral and ethical imperative to expeditiously address both gender-related discrimination and harassment (inclusive of but not limited to sexual harassment) of women in medicine. At this unique time in history, there is an opportunity for leaders in neurology to strategically accelerate efforts to address workforce gender disparities and ensure harassment-free training and work environments. Leaders will have to plan an intentional path forward, using a systematic process, metrics, and strategies unique to their own organizations, to overcome barriers to an equitable and safe work environment for women. Moreover, leaders in 4 gatekeeper organizations-medical schools/academic medical centers, funding agencies, journals, and medical societies-must hold each other accountable for gender equity as their own success and financial return on investment is dependent on the efforts of those in the other categories. In short, the path forward is to focus on ethical principles and behavior when it comes to addressing workforce gender disparities for women in medicine.
尽管医生和神经科医生中的女性比例一直在上升，但在许多指标上仍然存在与性别相关的差距，尤其是在薪酬、晋升、资金、认可、领导、出版和演讲方面。与此同时，在学术界工作的女性，包括医生，也面临着很高的性骚扰率。所有与医疗保健相关的组织的领导者都必须接受道德和伦理上的要求，迅速解决医学领域中女性的性别歧视和骚扰问题（包括但不限于性骚扰）。在历史上这个独特的时刻，神经科的领导者有机会有策略地加快努力，解决劳动力性别差距问题，并确保培训和工作环境中没有骚扰。领导者将不得不规划一条有计划的前进道路，使用独特的组织的系统流程、指标和策略，克服为女性创造公平和安全工作环境的障碍。此外，医学院/学术医疗中心、资助机构、期刊和医学协会这 4 个把关组织的领导者，必须相互问责，实现性别平等，因为他们自己的成功和投资回报取决于其他类别的人的努力。简而言之，解决医学领域女性劳动力性别差距问题的前进道路是关注道德原则和行为。
