Barriers to female leadership in intensive care medicine: insights from an ESICM NEXT & Diversity Monitoring Group Survey.

Autor: De Rosa S; Centre for Medical Sciences, CISMed, University of Trento, Via S. Maria Maddalena 1, 38122, Trento, Italy. silvia.derosa@unitn.it.; Anesthesia and Intensive Care, Santa Chiara Regional Hospital, APSS Trento, Trento, Italy. silvia.derosa@unitn.it., Schaller SJ; Department of Anesthesiology, and Intensive Care Medicine (CCM/CVK), Charité, Universitätsmedizin Berlin, corporate member of Freie Universität Berlin, Humboldt-Universität Zu Berlin, and Berlin Institute of Health, Berlin, Germany.; School of Medicine and Health, Department of Anesthesiology and Intensive Care Medicine, Technical University of Munich, Munich, Germany., Galarza L; Department of Intensive Care, Hospital General Universitari de Castelló, Castelló de la Plana, Spain., Ferrer R; SODIR Research Group, Intensive Care Department, Vall d'Hebron University Hospital, Vall d'Hebron Institut de Recerca, 08035, Barcelona, Spain., McNicholas BA; Nephrology Services, Galway University Hospitals, SAOLTA University Healthcare Group, Galway, Ireland., Bell M; Department of Perioperative Medicine and Intensive Care, Karolinska University Hospital, Stockholm, Sweden.; Department of Physiology and Pharmacology, Karolinska Institutet, Stockholm, Sweden., Helms J; Service de Médecine Intensive-Réanimation, Nouvel Hôpital Civil, Hôpitaux Universitaires de Strasbourg, 1, Place de l'Hôpital, 67091, Strasbourg Cedex, France., Azoulay E; Intensive Care Department, Medical Intensive Care Unit, APHP, Hôpital Saint Louis, Paris Cité University, Paris, France., Vieillard-Baron A; Service de Médecine Intensive Réanimation, Assistance Publique-Hôpitaux de Paris, University Hospital Ambroise Paré, 92100, Boulogne-Billancourt, France.
Jazyk: angličtina
Zdroj: Annals of intensive care [Ann Intensive Care] 2024 Aug 19; Vol. 14 (1), pp. 126. Date of Electronic Publication: 2024 Aug 19.
DOI: 10.1186/s13613-024-01358-3
Abstrakt: Background: 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.
Methods: 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.
Results: 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.
Conclusions: 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.
(© 2024. The Author(s).)
Databáze: MEDLINE
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