De Rosa Silvia, Schaller Stefan J, Galarza Laura, Ferrer Ricard, McNicholas Bairbre A, Bell Max, Helms Julie, Azoulay Elie, Vieillard-Baron Antoine
Centre for Medical Sciences, CISMed, University of Trento, Via S. Maria Maddalena 1, 38122, Trento, Italy.
Anesthesia and Intensive Care, Santa Chiara Regional Hospital, APSS Trento, Trento, Italy.
Ann Intensive Care. 2024 Aug 19;14(1):126. doi: 10.1186/s13613-024-01358-3.
The underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women's leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women.
This multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023.
Out of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women's assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent's experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women's leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women's career growth.
The urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey's comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential.
女性在领导层中代表性不足仍是一个普遍存在的问题，这促使人们对专业环境中的支持机制进行批判性审视。以往研究已确定女性面临的挑战，从能见度有限到职业发展障碍不等。本次调查旨在探究对女性领导力项目、指导计划及一门专门沟通课程有效性的看法。特别是，它专门针对解决职业女性所遇到的挑战。
这项多中心、观察性的国际在线调查是由欧洲重症医学会下一代（ESICM NEXT）与欧洲重症医学会医疗保健领域多样性与包容性监测小组合作开展的。通过电子邮件和社交网络向男性和女性发出参与邀请。数据收集时间为2023年4月1日至2023年10月1日。
在354名受访者中，90人为男性（25.42%），264人为女性（74.58%）。其中，251人完成了调查，揭示了担任领导职务的女性持续面临的挑战，10%至50%的受访者担任此类职位。女性的坚定自信被看待方式不同，65%的人认识到骚扰等障碍。近一半的受访者经历过会议被打断的情况。只有47.4%的人收到会议邀请，其中略超半数接受邀请。在过去三年中，只有12%的人在欧洲重症医学会会议上发言，得到主任和同事的支持有限，这表明女性专业人员面临各种障碍。鼓励家庭参与、降低费用、提供托儿服务和提供经济支持可以提高会议参与度。尽管55%的人申请了欧洲重症医学会的职位，但仍有诸如职场暴力、骚扰、缺乏经济支持、托儿问题和语言障碍等障碍被报告。只有14%的人能够享受带薪产假，而32%的人受益于补贴托儿服务。参与关于职业发展目标的有效沟通课程以及参与女性领导力和指导计划可以提供有价值的见解和成长机会。与人力资源部门和领导盟友合作对于克服障碍和促进女性职业发展至关重要。
该调查的全面见解凸显了解决重症医学中已确定的女性领导力障碍的紧迫性。采取多方面、交叉性的方法，考虑性别歧视、结构性障碍和针对性策略至关重要。
