Institute for Medical Sociology and Rehabilitation Research, Charité-Universitätsmedizin Berlin, Berlin, Germany.
Deutsches Herzzentrum München, Klinik für Herz- und Kreislauferkrankungen, Technische Universität München, Munich, Germany.
Herz. 2021 Mar;46(2):150-157. doi: 10.1007/s00059-021-05027-0. Epub 2021 Feb 18.
The proportion of women as leading physicians in cardiology in university medicine has stagnated and the share of women in senior positions in cardiology is low compared with other medical specialist fields. Here, we analyze the typical barriers for women as doctors in cardiology and point to issues that make the discipline less attractive for both genders.
In a cross-sectional study, a standardized online questionnaire was sent to 3873 members of the German Cardiac Society (DGK). Answers from 567 (278 women, 289 men) were analyzed, using comparisons between groups, correlation analyses, and tests of normal distribution.
For 47.4% of respondents (52.0%, of women; 42.8%, of men; p = 0.049), training had lasted longer than anticipated. Average monthly gross income (full-time work) differed significantly between women and men as specialists (p = 0.004) and assistant doctors (p = 0.030). Of women, 32.1% had experienced sexual harassment in the workplace. The main arguments against a career in university medicine were an extremely competitive working climate (66.7% of women, 63.2% of men), lack of work-life balance (66.7% women, 55.3% men), and excessive workload (57.8% women, 62.5% men). As strategies to increase job attractiveness, both mentioned measures to improve the work-life balance, and the flexibility of working times and improved financial provision. Women asked for gender balance at management level (76.3% vs. 32.9% of men) and opportunities for sharing management tasks (82.4% vs. 57.9%). Flatter hierarchies were requested by more men (67.1 vs. 54.8%).
Further development of the work culture in cardiology seems necessary. In order to increase the attractiveness of the field overall and to provide equal opportunities in cardiology, more targeted support should be provided to young doctors and more flexibility introduced into work.
在大学医学领域，女性作为心血管领域主导医生的比例停滞不前，女性在心血管领域高级职位中的比例也低于其他医学专业领域。在这里，我们分析了女性在心血管领域作为医生所面临的典型障碍，并指出了一些使该学科对两性都缺乏吸引力的问题。
在一项横断面研究中，向德国心脏病学会（DGK）的 3873 名成员发送了一份标准化的在线问卷。对 567 名（278 名女性，289 名男性）的回答进行了分析，使用组间比较、相关分析和正态分布检验。
47.4%的受访者（女性占 52.0%，男性占 42.8%，p=0.049）的培训时间比预期的要长。女性和男性专科医生（p=0.004）和助理医生（p=0.030）的平均月薪（全职工作）有显著差异。32.1%的女性在工作场所经历过性骚扰。反对从事大学医学职业的主要理由是竞争激烈的工作环境（66.7%的女性，63.2%的男性）、工作与生活失衡（66.7%的女性，55.3%的男性）和工作量过大（57.8%的女性，62.5%的男性）。为了提高工作吸引力，提出了改善工作与生活平衡、工作时间和财务状况灵活性的措施。女性要求管理层性别平衡（76.3%比男性的 32.9%）和分担管理任务的机会（82.4%比男性的 57.9%）。更多的男性要求更扁平的等级制度（67.1%比 54.8%）。
进一步发展心脏病学的工作文化似乎是必要的。为了提高该领域的整体吸引力，并在心脏病学领域提供平等机会，应向年轻医生提供更有针对性的支持，并增加工作的灵活性。
