Understanding the Value of Gender Equity in Healthcare and How to Pursue It

Understanding the Value of Gender Equity in Healthcare and How to Pursue It

Emma Adriana Gans (Leiden University Medical Center, The Netherlands)
Copyright: © 2020 |Pages: 11
DOI: 10.4018/978-1-5225-9599-1.ch005

Abstract

Female and male physicians practice medicine differently. Female physicians engage in different communication styles, allocate more time to preventative care, and show different leadership qualities. Because gender diversity is still lacking in the top academic and clinical positions, medical organizations are not fully benefiting from these strengths. This chapter will identify three barriers that prevent women from advancing to these positions: the double burden syndrome, sexism and sexual harassment, and gender bias. This chapter will take a critical look at organizational culture and propose changes that can contribute to the pursuit of gender equity.
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The Added Value Of Gender Diversity For Clinical Outcomes And Organizational Health

Pursuing gender diversity is about much more than simply wanting to give women the same opportunities as men because we believe them to be just as capable and deserving. While this is a good starting point, it is well worth our effort to take a look at the different qualities that men and women have. When we move away from the concept that women and men have identical skills and look at how they actually complement one another, we will discover that we should actively pursue the advancement of female doctors.

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