Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union

Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. Ausführliche Beschreibung

Gespeichert in:

Autor*in:	Kuhlmann, Ellen [verfasserIn] Ovseiko, Pavel V. Kurmeyer, Christine Gutiérrez-Lobos, Karin Steinböck, Sandra von Knorring, Mia Buchan, Alastair M. Brommels, Mats

Format:	E-Artikel
Sprache:	Englisch

Erschienen:	2017

Schlagwörter:	Women in medicine Women in science Gender equality Leadership Medical management Academic medicine Academic health centres European Union

Anmerkung:	© The Author(s). 2017

Übergeordnetes Werk:	Enthalten in: Human resources for health - London : Biomed Central, 2003, 15(2017), 1 vom: 06. Jan.
Übergeordnetes Werk:	volume:15 ; year:2017 ; number:1 ; day:06 ; month:01

Links:	Volltext

DOI / URN:	10.1186/s12960-016-0175-y

Katalog-ID:	SPR028877780

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allfields	10.1186/s12960-016-0175-y doi (DE-627)SPR028877780 (SPR)s12960-016-0175-y-e DE-627 ger DE-627 rakwb eng Kuhlmann, Ellen verfasserin (orcid)0000-0002-7337-114X aut Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union 2017 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s). 2017 Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. Women in medicine (dpeaa)DE-He213 Women in science (dpeaa)DE-He213 Gender equality (dpeaa)DE-He213 Leadership (dpeaa)DE-He213 Medical management (dpeaa)DE-He213 Academic medicine (dpeaa)DE-He213 Academic health centres (dpeaa)DE-He213 European Union (dpeaa)DE-He213 Ovseiko, Pavel V. aut Kurmeyer, Christine aut Gutiérrez-Lobos, Karin aut Steinböck, Sandra aut von Knorring, Mia aut Buchan, Alastair M. aut Brommels, Mats aut Enthalten in Human resources for health London : Biomed Central, 2003 15(2017), 1 vom: 06. Jan. (DE-627)373756585 (DE-600)2126923-3 1478-4491 nnns volume:15 year:2017 number:1 day:06 month:01 https://dx.doi.org/10.1186/s12960-016-0175-y kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER SSG-OLC-PHA GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2055 GBV_ILN_2111 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4367 GBV_ILN_4700 AR 15 2017 1 06 01
spelling	10.1186/s12960-016-0175-y doi (DE-627)SPR028877780 (SPR)s12960-016-0175-y-e DE-627 ger DE-627 rakwb eng Kuhlmann, Ellen verfasserin (orcid)0000-0002-7337-114X aut Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union 2017 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s). 2017 Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. Women in medicine (dpeaa)DE-He213 Women in science (dpeaa)DE-He213 Gender equality (dpeaa)DE-He213 Leadership (dpeaa)DE-He213 Medical management (dpeaa)DE-He213 Academic medicine (dpeaa)DE-He213 Academic health centres (dpeaa)DE-He213 European Union (dpeaa)DE-He213 Ovseiko, Pavel V. aut Kurmeyer, Christine aut Gutiérrez-Lobos, Karin aut Steinböck, Sandra aut von Knorring, Mia aut Buchan, Alastair M. aut Brommels, Mats aut Enthalten in Human resources for health London : Biomed Central, 2003 15(2017), 1 vom: 06. Jan. (DE-627)373756585 (DE-600)2126923-3 1478-4491 nnns volume:15 year:2017 number:1 day:06 month:01 https://dx.doi.org/10.1186/s12960-016-0175-y kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER SSG-OLC-PHA GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2055 GBV_ILN_2111 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4367 GBV_ILN_4700 AR 15 2017 1 06 01
allfields_unstemmed	10.1186/s12960-016-0175-y doi (DE-627)SPR028877780 (SPR)s12960-016-0175-y-e DE-627 ger DE-627 rakwb eng Kuhlmann, Ellen verfasserin (orcid)0000-0002-7337-114X aut Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union 2017 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s). 2017 Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. Women in medicine (dpeaa)DE-He213 Women in science (dpeaa)DE-He213 Gender equality (dpeaa)DE-He213 Leadership (dpeaa)DE-He213 Medical management (dpeaa)DE-He213 Academic medicine (dpeaa)DE-He213 Academic health centres (dpeaa)DE-He213 European Union (dpeaa)DE-He213 Ovseiko, Pavel V. aut Kurmeyer, Christine aut Gutiérrez-Lobos, Karin aut Steinböck, Sandra aut von Knorring, Mia aut Buchan, Alastair M. aut Brommels, Mats aut Enthalten in Human resources for health London : Biomed Central, 2003 15(2017), 1 vom: 06. Jan. (DE-627)373756585 (DE-600)2126923-3 1478-4491 nnns volume:15 year:2017 number:1 day:06 month:01 https://dx.doi.org/10.1186/s12960-016-0175-y kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER SSG-OLC-PHA GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2055 GBV_ILN_2111 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4367 GBV_ILN_4700 AR 15 2017 1 06 01
allfieldsGer	10.1186/s12960-016-0175-y doi (DE-627)SPR028877780 (SPR)s12960-016-0175-y-e DE-627 ger DE-627 rakwb eng Kuhlmann, Ellen verfasserin (orcid)0000-0002-7337-114X aut Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union 2017 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s). 2017 Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. Women in medicine (dpeaa)DE-He213 Women in science (dpeaa)DE-He213 Gender equality (dpeaa)DE-He213 Leadership (dpeaa)DE-He213 Medical management (dpeaa)DE-He213 Academic medicine (dpeaa)DE-He213 Academic health centres (dpeaa)DE-He213 European Union (dpeaa)DE-He213 Ovseiko, Pavel V. aut Kurmeyer, Christine aut Gutiérrez-Lobos, Karin aut Steinböck, Sandra aut von Knorring, Mia aut Buchan, Alastair M. aut Brommels, Mats aut Enthalten in Human resources for health London : Biomed Central, 2003 15(2017), 1 vom: 06. Jan. (DE-627)373756585 (DE-600)2126923-3 1478-4491 nnns volume:15 year:2017 number:1 day:06 month:01 https://dx.doi.org/10.1186/s12960-016-0175-y kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER SSG-OLC-PHA GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2055 GBV_ILN_2111 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4367 GBV_ILN_4700 AR 15 2017 1 06 01
allfieldsSound	10.1186/s12960-016-0175-y doi (DE-627)SPR028877780 (SPR)s12960-016-0175-y-e DE-627 ger DE-627 rakwb eng Kuhlmann, Ellen verfasserin (orcid)0000-0002-7337-114X aut Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union 2017 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s). 2017 Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. Women in medicine (dpeaa)DE-He213 Women in science (dpeaa)DE-He213 Gender equality (dpeaa)DE-He213 Leadership (dpeaa)DE-He213 Medical management (dpeaa)DE-He213 Academic medicine (dpeaa)DE-He213 Academic health centres (dpeaa)DE-He213 European Union (dpeaa)DE-He213 Ovseiko, Pavel V. aut Kurmeyer, Christine aut Gutiérrez-Lobos, Karin aut Steinböck, Sandra aut von Knorring, Mia aut Buchan, Alastair M. aut Brommels, Mats aut Enthalten in Human resources for health London : Biomed Central, 2003 15(2017), 1 vom: 06. Jan. (DE-627)373756585 (DE-600)2126923-3 1478-4491 nnns volume:15 year:2017 number:1 day:06 month:01 https://dx.doi.org/10.1186/s12960-016-0175-y kostenfrei Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER SSG-OLC-PHA GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2055 GBV_ILN_2111 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4367 GBV_ILN_4700 AR 15 2017 1 06 01
language	English
source	Enthalten in Human resources for health 15(2017), 1 vom: 06. Jan. volume:15 year:2017 number:1 day:06 month:01
sourceStr	Enthalten in Human resources for health 15(2017), 1 vom: 06. Jan. volume:15 year:2017 number:1 day:06 month:01
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topic_facet	Women in medicine Women in science Gender equality Leadership Medical management Academic medicine Academic health centres European Union
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container_title	Human resources for health
authorswithroles_txt_mv	Kuhlmann, Ellen @@aut@@ Ovseiko, Pavel V. @@aut@@ Kurmeyer, Christine @@aut@@ Gutiérrez-Lobos, Karin @@aut@@ Steinböck, Sandra @@aut@@ von Knorring, Mia @@aut@@ Buchan, Alastair M. @@aut@@ Brommels, Mats @@aut@@
publishDateDaySort_date	2017-01-06T00:00:00Z
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author	Kuhlmann, Ellen
spellingShingle	Kuhlmann, Ellen misc Women in medicine misc Women in science misc Gender equality misc Leadership misc Medical management misc Academic medicine misc Academic health centres misc European Union Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union
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topic_title	Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union Women in medicine (dpeaa)DE-He213 Women in science (dpeaa)DE-He213 Gender equality (dpeaa)DE-He213 Leadership (dpeaa)DE-He213 Medical management (dpeaa)DE-He213 Academic medicine (dpeaa)DE-He213 Academic health centres (dpeaa)DE-He213 European Union (dpeaa)DE-He213
topic	misc Women in medicine misc Women in science misc Gender equality misc Leadership misc Medical management misc Academic medicine misc Academic health centres misc European Union
topic_unstemmed	misc Women in medicine misc Women in science misc Gender equality misc Leadership misc Medical management misc Academic medicine misc Academic health centres misc European Union
topic_browse	misc Women in medicine misc Women in science misc Gender equality misc Leadership misc Medical management misc Academic medicine misc Academic health centres misc European Union
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title	Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union
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title_full	Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union
author_sort	Kuhlmann, Ellen
journal	Human resources for health
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author_browse	Kuhlmann, Ellen Ovseiko, Pavel V. Kurmeyer, Christine Gutiérrez-Lobos, Karin Steinböck, Sandra von Knorring, Mia Buchan, Alastair M. Brommels, Mats
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title_sort	closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the european union
title_auth	Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union
abstract	Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. © The Author(s). 2017
abstractGer	Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. © The Author(s). 2017
abstract_unstemmed	Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top-level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively. © The Author(s). 2017
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title_short	Closing the gender leadership gap: a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union
url	https://dx.doi.org/10.1186/s12960-016-0175-y
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author2	Ovseiko, Pavel V. Kurmeyer, Christine Gutiérrez-Lobos, Karin Steinböck, Sandra von Knorring, Mia Buchan, Alastair M. Brommels, Mats
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