Search

'Gender Awareness' und seine Komponenten 'Gender Sensitivity' und 'Gender Role Ideology' beziehen sich auf ein sensibles, offenes und bewusstes Handeln gegenüber den Bedürfnissen von Patientinnen und Patienten auf biologischer, sozialer und psychologischer Ebene. Gemeinsamkeiten und Unterschiede der Geschlechter sollen berücksichtigt und Geschlechterstereotypisierungen vermieden werden. Mithilfe eines validierten Fragebogens 'Nijmegen Gender Awareness in Medicine' (N-GAMS) wurden die Einstellungen der Studierende im ersten Semester als auch der Studierenden im zwölften Semester an der Medizinischen Universität (MedUni) Wien erhoben. Insgesamt lässt sich eine ausgeprägte Gendersensibilität bei Frauen und Männern in beiden Semestergruppen feststellen. In der vorliegenden Erhebung zeigte sich, dass der Faktor Gender RoleIdeologytowardspatients (Geschlechtersterotypisierungen gegenüber PatientInnen) stärker ausgeprägt war, als der Faktor Gender RoleIdeologytowardsdoctors (Geschlechterstereotypisierungen gegenüber Ärztinnen und Ärzten). Das scheint ein Hinweis darauf zu sein, dass Studierende dem Geschlecht der PatientInnen mehr Einfluss zuschreiben als dem Geschlecht der Ärztinnen und Ärzte., In order to improve the quality of health care for both men and women, awareness of sex and gender in illness and health is essential. Implementation of sex and gender aspects in medical education is therefore needed. The aim of this study is to survey the students’ attitudes to gender and gender stereotyping at the Medical University of Vienna.583 first year medical students and 110 final year medical students completed the validated "Nijmegen Gender Awareness in Medicine" Scale. The questionnaire consists of the subscales gender sensitivity, gender role ideology towards patients and gender role ideology towards doctors. A pronounced sensitivity towards gender issues appeared in both sexes, which is comparable to other international studies. The factor Gender Role Ideology towards Patients was more pronounced than the factor Gender Role Ideology towards Doctors. This seems to be an indication that the students ascribe more influence to the gender of the patient than the gender of the doctors.

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 attentio