Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia.
Department of Tissue Pathology and Diagnostic Oncology, NSW Health Pathology, Royal Prince Alfred Hospital, Sydney, NSW, Australia; Sydney Medical School, University of Sydney, Sydney, NSW, Australia.
Pathology. 2023 Oct;55(6):760-771. doi: 10.1016/j.pathol.2023.07.002. Epub 2023 Jul 25.
While women pathologists have made up over one-third of pathologists in the Australian workforce for over 15 years and at least 50% since 2019, they are under-represented in senior leadership roles, scientific publications, grant recipients, editorial boards, key presentations, and professional awards. This is not unique to pathology and is seen in the broader medical and academic community. Barriers to gender equity and equality in pathology, medicine and academia include gender stereotypes, gender-based discrimination, structural and organisational barriers as well as broader social and cultural barriers. A diverse leadership reflective of the whole professional body and the broader community is important for optimal health outcomes. It is the responsibility and moral duty of individuals and organisations to address any gender disparities, inequities, and inequalities by monitoring, identifying, and acting on gender biases and systemic barriers that hinder appropriate levels of representation by women.
尽管女性病理学家在澳大利亚劳动力中占病理学家的三分之一以上已经超过 15 年，至少自 2019 年以来占比超过 50%，但她们在高级领导职位、科学出版物、拨款获得者、编辑委员会、重要演讲和专业奖项中代表性不足。这不仅在病理学中存在，在更广泛的医学和学术界也存在。病理学、医学和学术界性别平等和公平的障碍包括性别刻板印象、基于性别的歧视、结构性和组织性障碍以及更广泛的社会和文化障碍。一个多样化的领导层，反映整个专业机构和更广泛的社区，对于实现最佳健康结果至关重要。个人和组织有责任和道德义务通过监测、识别和应对阻碍女性适当代表性的性别偏见和系统性障碍，来解决任何性别差距、不平等和不公平问题。
