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BACKGROUND: Although women comprise the majority of medical students, gender disparities emerge early and remain at the highest levels of academia. Most leadership courses focus on faculty or students rather than women graduate medical education (GME) trainees. AIM: To promote the leadership development of women GME trainees through empowerment, community building, networking and mentorship, and concrete leadership skills development. SETTING: University of California, San Francisco. PARTICIPANTS: 359 women residents and fellows from 41 specialties. PROGRAM DESCRIPTION: A longitudinal curriculum of monthly workshops designed to support leadership development for women trainees. Sessions and learning objectives were designed via needs assessments and literature review. PROGRAM EVALUATION: A mixed-methods evaluation was performed for 3 years of WILD programming. Quantitative surveys assessed participant satisfaction and fulfillment of learning objectives. Structured interview questions were asked in focus groups and analyzed qualitatively. DISCUSSION: 23% of invited participants attended at least one session from 2018 to 2021, despite challenging trainee schedules. Surveys demonstrated acceptability and satisfaction of all sessions, and learning objectives were met at 100% of matched sessions. Focus groups highlighted positive impact in domains of community-building, leadership skills, mentorship, and empowerment. This program has demonstrated WILDs longitudinal sustainability and impact for women trainees.

INTRODUCTION: The primary objective of this study was to determine whether workplace culture in academic oncology differed by gender, during the COVID-19 pandemic. MATERIALS AND METHODS: We used the Culture Conducive to Womens Academic Success (CCWAS), a validated survey tool, to investigate the academic climate at an NCI-designated Cancer Center. We adapted the CCWAS to be applicable to people of all genders. The full membership of the Cancer Center was surveyed (total faculty = 429). The questions in each of 4 CCWAS domains (equal access to opportunities, work-life balance, freedom from gender bias, and leadership support) were scored using a 5-point Likert scale. Median score and interquartile ranges for each domain were calculated. RESULTS: A total of 168 respondents (men = 58, women = 106, n = 4 not disclosed) submitted survey responses. The response rate was 39% overall and 70% among women faculty. We found significant differences in perceptions of workplace culture by gender, both in responses to individual questions and in the overall score in the following domains: equal access to opportunities, work-life balance, and leader support, and in the total score for the CCWAS. CONCLUSIONS: Our survey is the first of its kind completed during the COVID-19 pandemic at an NCI-designated Cancer Center, in which myriad factors contributed to burnout and workplace challenges. These results point to specific issues that detract from the success of women pursuing careers in academic oncology. Identifying these issues can be used to design and implement solutions to improve workforce culture, mitigate gender bias, and retain faculty.

Background Orthopaedic surgery has the lowest number of full-time faculty positions held by women, at 19%, with endowed chairs among the most coveted and advantageous. We examined the characteristics of endowed professors from the US top 100 orthopaedic academic centers and highest-funded musculoskeletal (MSK) researchers to determine if gender is associated with endowed professorship. Additionally, we sought to determine if gender is associated with increased NIH funding for top-performing musculoskeletal researchers.  Methods Our primary study group included the top 100 orthopaedic academic centers defined by US News World Report and Doximitys rankings. Our secondary study group examined the top MSK researchers, defined as principal investigators, who received >$400,000 in annual NIH funding from 2018 to 2021. Orthopaedic departments included MSK researchers and subspecialties within orthopaedics and medicine. Publicly available sources were used to compile institutional, gender, H-index, citation number, and subspecialty data on endowed professors; statistical comparisons were calculated. Results Within the top 100 orthopaedic academic departments, 4674 faculty were identified. Seven hundred and thirty-three (15.68%) were identified as women, 3941 as men (84.32%). One hundred and ninety-four held endowed professorships; 13 were awarded to women (6.7%), and 185 (95.3%) were awarded to men, with a significant odds ratio (OR) of 2.95, favoring men. For MSK researchers, the OR increases to 11.4. Arthroplasty and sports had the highest numbers of endowments. Significant differences in H-index, publications, and graduation year were identified between men and women for top MSK researchers and orthopaedic-trained surgeons; however, these differences disappeared when considering heterogenous orthopaedic departments that included medicine subspecialties, plastic surgery, hand surgery, and neurosurgery. Additional gender differences were observed in endowment names, with awards commemorating 51.5% men, 7.2% women, and 34% families or groups. Conclusion Gender inequities at the endowment level are substantial, and there are very few women in musculoskeletal medicine to achieve endowments. Differences in H-index, publications, and graduation year between men and women MSK researchers and orthopaedic-trained surgeons, but not combined orthopaedic, PM&R, and medical subspecialty departments, suggest unique challenges in orthopaedic surgery environments and histories that may contribute to endowment disparity. Gender was not found to be associated with funding bias for top-performing musculoskeletal researchers.

The academic library is an institution in continual flux, with ever-growing demands and challenges for its leadership. Many leadership development texts focus on implementing selected styles or techniques in order to deal with these challenges. However, this article explores how developing reflexivity is an essential component of leadership development for academic library leaders. In order to develop this reflexivity, leaders must become disembedded via relational practices such as engaging within interstitial spaces. Discussion of the topic yields three suggested relational practices for leaders to become disembedded in their quest for reflexivity: (1) participating in regular strategic assessment; (2) cultivating faculty relationships; and (3) engaging in student outreach and embedded librarianship. [ABSTRACT FROM AUTHOR]

Gender inequity is an ongoing issue that organizations and society have failed to address fully. The (stalled) gender revolution is multidimensional and complex, and the ‘ideal worker myth’ – the outdated belief that the ‘ideal worker’ can put work above all else in their life – is one such factor that perpetuates gender inequity at work. We use this article as a space to contribute to the conversation around gender equity and the myth of the ideal worker, especially in response to challenges highlighted during and since the COVID-19 pandemic. This is a crucial time at which the ideal worker should be subverted, as women’s participation in the paid workforce was undermined by pandemic-related issues, perhaps even moving the gender revolution backward. Here, we provide an overview of these topics to orient our readers, and we recommend remedying these issues using an intersectional feminist approach in both research and practice. Our actionable recommendations are the crux of this article and are designed to promote gender equity and end the myth of the ideal worker once and for all. [ABSTRACT FROM AUTHOR]

This study applies a panel data stochastic frontier analysis to country data towards examining the effect of gender equity in labour market opportunities upon efficiency in the production of GDP. It finds that aggregate technical efficiency is improved by a widening of women's labour market opportunities as indicated by a rise in their share of employment, but that this effect is dampened by patriarchal cultural norms whose strength is measured by the proportion of the population tracing its ancestry to ethnic groups who adopted the plough as an agricultural implement. That aggregate technical efficiency rises in women's share of employment is consistent with improvement in the average quality of the workforce when talented women's entry to it is eased. That this effect is dampened by patriarchal cultural norms is consistent with them promoting a misallocation of employed women. Additionally, aggregate technical efficiency appears improved by democracy, the control of corruption, and trade-openness. [ABSTRACT FROM AUTHOR]

Women are underrepresented in orthopaedic surgery, especially in Japan. Authorship is associated with representation and career advancement, but the academic representation of women in Japanese orthopaedic surgery has not been elucidated. This study aimed to elucidate the proportion of female first authorship and its associating factors, as well as trends in the Journal of Orthopaedic Science (JOS), the official journal of the Japanese Orthopaedic Association. The study reviewed original articles published in JOS from 2002 to 2021 using data from PubMed on March 16, 2022. The gender of the first and last authors was determined using genderize. io, an online gender detection tool and manual search. The study used multivariable logistic regression to identify the factors associated with female first authorship and visualized the trend of predicted probability using restricted cubic spline curve. Among 2272 original articles, 148 (6.5%) and 79 (3.5%) had female first and last authors, respectively. Compared with 2002–2006, female first authorship significantly increased in 2012–2016 (adjusted odds ratio [aOR], 2.04; 95% confidence interval [CI], 1.09–4.05; p = 0.03) and 2017–2021 (aOR, 2.72; 95% CI, 1.46–5.276; p = 0.002). Affiliation with an institution in Japan (aOR, 0.51; 95% CI, 0.35–0.74; p < 0.001) and affiliation in orthopaedics (aOR, 0.16; 95% CI, 0.11–0.23; p < 0.001) were negatively associated with female first authorship. Around 2020, the trend showed a gradual then rapid increase in women with non-orthopaedic affiliations. Only a very small increase was observed in women with an orthopaedic affiliation. Female first authorship in JOS has been increasing. However, the proportion of female authors remains low. Authors outside of Japan and not affiliated with orthopaedics largely affect female authorship statistics. The results indicate the persistent gender gap in the academic representation of women in Japanese orthopaedic publications. [ABSTRACT FROM AUTHOR]

Equity within homes and relationships has been and continues to be a contemporary topic within today's culture. This media review of the documentary, Fair Play, produced by Jennifer Siebel Newsom, furthers this discussion by observing three families, who are followed within the series. In this review, the coauthors discuss the content of the documentary itself, as well as, reflect on the thoughts and feelings the documentary evokes around our own understandings of household labor practices and how gender relates to the equity within heteronormative relationships. The review concludes with a brief overview of some of the clinical implications as tied to the documentary. [ABSTRACT FROM AUTHOR]

Within the growing literature about allyship in the workplace, few studies have specifically addressed faculty allyship for faculty colleagues. Previous studies on faculty allyship for inclusive academic environments address only men's contributions as allies. Using an expansive definition of faculty allyship and including any faculty members with membership in at least one dominant social group, we sought to better understand how faculty members perceive allyship, their concerns about allyship, and how those perceptions vary by gender, race, and rank. We examined the responses of faculty who participated in an allyship training program that was offered at a university in Ohio, USA as part of a National Science Foundation ADVANCE grant intended to reduce gender inequity among science, technology, engineering, and mathematics faculty. We framed this study by employing Hardiman et al.'s (2007) three‐dimensional matrix of oppression and used a mixed‐method research design. Participants' primary concerns about engaging in allyship related to their academic rank. We offer several implications for policies, practices, and future research on faculty allyship for faculty colleagues by considering positional power and rank as well as race and gender. [ABSTRACT FROM AUTHOR]

HIV infections disproportionately impact Latinx populations in the United States, yet oral pre-exposure prophylaxis (PrEP) uptake is low. This study was a secondary gendered analysis of interviews with Latina cisgender women (n = 20) recruited from an urban safety net hospital inNew York City between August 2019 and October 2022. All women were indicated for PrEP by the provider. In-depth interviews were conducted with participants in English and Spanish and asked about social determinants of health, sexual partnerships and behaviors, and PrEP-specific enablers and barriers. Secondary thematic content analysis was conducted to identify gender-related factors influencing PrEP uptake. The following themes emerged from the data:structural factors (e.g., employment), partner-related factors, low sexual health knowledge, and resilience and empowerment. Partner-related factors were the most salient; partner infidelity served as reasons for initiating PrEP. Despite being constrained by low power in relationships, women made empowered choices to initiate PrEP and protect themselves. Findings indicated that the impact of gender inequity was an important factor in Latina women's PrEP decision making, pointing to a need to address partner-driven HIV risk, imbalance of power in relationships, and gender norms. [ABSTRACT FROM AUTHOR]

The gender imbalance in computer science (CS) is one of the most challenging issues in American education. CS is the only science, technology, engineering, and mathematics (STEM) field in which women's representation has steadily declined in recent decades. In this study, we explored one potential approach that could be effective in increasing college women's participation in CS: participation in Women‐in‐Computing (WiC) groups. Through participant observation and individual interviews in a WiC group at a major research university, we investigated how students engage in WiC, the impacts of the WiC on identity and belonging, and the challenge of sustainability. The results were coded using a hybrid of grounded and deductive coding and indicate that WiC groups offer various programs and events that enable women in CS to fully participate, learn, and grow. WiC represents an identity, a community, a safe space, and a journey. The results also suggest that the WiC has had positive impacts on students' identity and belonging, as evidenced by increased self‐efficacy, reduced imposter syndrome, and enhanced sense of belonging and community. Furthermore, we outline three strategies employed by the WiC to ensure the group's sustainability. Our study sheds light on how WiC can encourage women to enter and persist in CS, and on some of the characteristics of a successful WiC. We demonstrate that WiC may be potentially effective in diversifying CS through identity‐based participation. Moreover, student leaders design both the structure of the group and the leadership continuity process to ensure sustainability. [ABSTRACT FROM AUTHOR]

Background: In Colombia, health care for people with trans life experiences is characterised by countless barriers to health services and care. Commonly, trans people have experienced stigma and discrimination among health professionals, a lack of services and professionals specialized to guarantee affirmative processes from non-hegemonic gender perspectives, and there exists a marked pathologization and medicalization of services. Therefore, it is necessary to provide affirmative health services to improve health and well-being from the recognition of their needs and experiences. The article describes life narratives about health care for the gender transitions of trans women in Colombia. Methods: A qualitative narrative study was conducted with 139 trans women in seven cities in Colombia. In-depth interviews and discussion groups were conducted between June 2019 and March 2020. Data were analyzed using thematic analysis and the Atlas Ti cloud program. National and international ethical guidelines were followed in the development of the research. Results: This research provided an overview of the health experiences of Colombian trans women. They reported their experiences of pathologizing approaches to transgender healthcare, stigma, discrimination, and barriers to accessing preventive, specialized, and regular healthcare services. For this reason, they opted for self-medicated gender transition processes and self-management of health care. An important aspect to consider within healthcare is that not all women want binary gender transition processes. Conclusion: Participants felt that in Colombia there is a lack of affirmative health care for transgender women and that there are many limitations to care related to the gender transition processes. This exposes them to more situations that violate their rights and influences their lack of confidence and their search for professional health care. In Colombia, it is important to develop strategies for education, information, and communication, as well as a handbook for health workers on specialized healthcare for trans women. [ABSTRACT FROM AUTHOR]

Introduction: Although the demand for graduates with Science, Technology, Engineering, and Mathematics (STEM) credentials continues to climb, women remain underrepresented as both students and faculty in STEM higher education. Compounding social forces can hinder organizational change for gender equity in STEM, constraining institutions and individuals within them. This study advances macrostructural theory to examine the impact of gender composition (including group size and heterogeneity) of women faculty on structural change, as measured by gender desegregation of STEM degree earners. We advance this theory by incorporating faculty rank, rather than treating group composition as a static category. Method: This study draws on a federal repository of data to assess institutional change in the share of STEM women faculty in the U.S. We employ quasiexperimental methods to explore the following research questions: (1) does hiring more women onto an institution's faculty roster shrink the gender gap among STEM degree earners? and (2) does segregation of faculty by gender within institutions shape the gender gap among STEM degree earners? Findings: While institutional efforts herald their efforts of hiring more women faculty, our findings indicate that gender desegregation of STEM degree earners partially depends on the promotion of women faculty to tenure. Discussion: Implications for theory, policy, and practice are discussed, with a focus on institutional-level change. [ABSTRACT FROM AUTHOR]

Understanding what factors influence women’s participation in forest co-management is vital for effective policy planning and women’s empowerment. The views of women and men from four villages in the Chandpai forest range on what influences women’s participation in forest co-management were gathered qualitatively. Data were collected through focus group discussions (n = 16) and in-depth interviews with key informants (n = 29), and thematically analyzed. The participation of women in forest co-management was mostly influenced by family expectations, then religious and societal norms. Women stated that these expectations constrained their participation, whereas men suggested it was less influential. Men reported that women’s participation was motivated by a sense of responsibility to protect the forest, while women reported that participation was mainly focused on economic security for the family. Activities to increase women’s participation could include training (e.g. forest protection, leadership), awareness campaigns regarding women’s roles, and gender-balanced involvement in household activities. [ABSTRACT FROM AUTHOR]

Summary Gender inequity remains an issue in anaesthesia despite increasing numbers of women training and achieving fellowship in the speciality. Women are under‐represented in all areas of anaesthetic research, academia and leadership. The Gender Equity Subcommittee of the Australian and New Zealand College of Anaesthetists recently conducted a survey asking “Does gender still matter in the pursuit of a career in anaesthesia in 2022?”. The survey was distributed to a randomly selected sample of 1225 anaesthetic consultants and completed by 470 respondents (38% response rate) with 793 free‐text comments provided. Three overarching themes were identified: gender effects on the career and family interface; women do not fit the mould; and gender equity changes the status quo. Women respondents described a need to make a choice between career and family, which was not described by men, as well as stigmatisation of part‐time work, a lack of access to challenging work and negative impacts of parental leave. Women respondents also described a sense of marginalisation within anaesthesia due to a ‘boys’ club' mentality, a lack of professional respect and insufficient structural supports for women in leadership. This was compounded for women from ethnically and culturally diverse backgrounds. A need for specific strategies to support anaesthetic careers for women was described as well as normalisation of flexibility in workplaces, combined with a broadening of our definition of success to allow people of all genders to experience fulfilment both at home and at work. This study is the first published qualitative data on factors affecting gender equity for anaesthetists in Australia and Aotearoa New Zealand. It highlights the need for further exploration, as well providing a foundation for changes in attitude and structural changes towards advancing gender equity. [ABSTRACT FROM AUTHOR]

BackgroundMethodsResultsConclusionHistorical marginalisation and ongoing trust deficits in health and government systems shape present-day vaccine perceptions among marginalised communities. This paper sought to understand the role of trust in decision-making about COVID-19 vaccine uptake in the transgender and disability communities in India.Using a participatory approach we interviewed 24 community representatives, identifying themselves as transgender individuals or as persons with disability, and 21 key informants such as vaccine programme managers, vaccine providers, and community advocates. We undertook an inductive thematic analysis of the data using a socio-ecological model.Fear of side effects in relation to specific needs of the two communities and mistrust of systems involved in vaccination shaped four different pathways for vaccine decision-making. Mistrust of systems was influenced by past negative experiences with the health system, creating contexts in which information and misinformation are shared and interpreted. Participants negotiated their doubts about safety and mistrust of systems by interacting with different sources of influence showing patterns of decision-making that are dynamic, context-dependent, and intersectional.These findings will help in determining the content, strategies and approaches to equitable vaccine communication for these two communities. The two communities ought to be included in vaccine trials. Vaccine information must respond to the specific needs of these two communities which could be enabled by collaboration and engagement with community members and influencers. Finally, long-term investment towards the needs of marginalised communities is vital to dismantle cycles of marginalisation and distrust and in turn improve vaccine acceptance and uptake. [ABSTRACT FROM AUTHOR]

Issue Addressed: Social support is positively correlated with physical activity (PA), especially amongst girls, but is underexplored in male‐dominated action sports (e.g., mountain biking, skateboarding and surfing). This study explored family level social support needs and experiences of girls and boys in three action sports. Method: Aspiring, current or former Australian adolescent (12–18 years; girls n = 25; boys n = 17) mountain bikers, skateboarders and/or surfers were individually interviewed (telephone/Skype) in 2018/2020. A socio‐ecological framework guided the semi‐structured interview schedule. Audio‐recordings were transcribed verbatim and data analysed thematically using a constant comparative approach. Results: Family level social support was highly influential in young people's participation in action sports, with its absence a common reason for no or discontinued engagement amongst girls. Parents and siblings were the main social support providers with extended family (e.g., grandparents, aunts/uncles, cousins) also notable. Participation (current/past/co‐) was the main social support type followed by emotional (e.g., encouragement), instrumental (e.g., transport, equipment/funding) and informational (e.g., coaching) support. Girls were inspired/encouraged by brothers but boys were not inspired/encouraged by sisters; boys and girls co‐participated with both parents but co‐participating and being inspired by fathers was most common, especially amongst girls; fathers were more commonly the main transport provider if they co‐participated with their child; fathers mostly provided initial coaching; only boys were taught equipment maintenance by parents. Conclusions and So What: Sport‐related organisations/groups have numerous opportunities to improve girls' representation in action sports by fostering family level social support through various means. Intervention strategies should be tailored to account for gendered participation differences. [ABSTRACT FROM AUTHOR]

We sought to identify trends in the number of female neurosurgeons across each state and identify state characteristics that affect such values. The Physician Compare National Downloadable File was queried from the Center for Medicare & Medicaid Services for 2017 and 2023. Physicians indicating "neurosurgery" as their primary specialty were extracted and duplicates were removed. States were ranked based on the number of female neurosurgeons. The percent growth in the number of female neurosurgeons from 2017 to 2023 was calculated for each state. Univariable and multivariable regressions were used to identify the association between state characteristics and the number of female neurosurgeons. The number of female neurosurgeons was higher in urban states while rural states saw a greater increase compared to five years ago. Univariable regression showed significant differences in the number of neurosurgery residency programs, neurosurgery hospitals ranked in U.S. News & World Report, paid parental leave law, number and percentage of female physicians, and diversity index score (P < 0.05). The diversity index score independently affected the number of female neurosurgeons (P < 0.05). States with more training programs, female physicians, and paid parental leave policies saw a large number of female neurosurgeons. Diversity in the general population is also crucial to improving the equity in gender representation of neurosurgeons in each state. The increase in female neurosurgery representation in rural states shows that the shortage of neurosurgeons in underserved areas is creating a unique niche for female neurosurgeons to excel. [ABSTRACT FROM AUTHOR]

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Copyright of Bulletin of Legal Medicine / Adli Tıp Bülteni is the property of Galenos Yayinevi Tic. LTD. STI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this study was to explore women physical education teacher education faculty's experiences in Japan and the United States, using an exploratory descriptive case study design. The conceptual framework of the faculty's job satisfaction underpinned the study. A criterion sampling approach was employed to recruit participants. In total, seven Japanese and eight U.S. women faculty members took part in the study. Data were collected from a survey and a semistructured interview. The semistructured interviews served as the primary source of data. The survey data were analyzed using descriptive statistics, and the frequency of the responses was calculated. An inductive thematic analysis was employed to analyze the interview responses. Triangulation, member checking, and peer debriefing ensured the trustworthiness of the data. Relative to overall job satisfaction, the U.S. faculty tend to have higher satisfaction levels in teaching achievement, research expectations, and research productivity compared to Japanese faculty. Four themes were identified from the interview responses: (a) persisting social norms and stereotypes toward women, (b) women's representation matters, (c) juggling dual roles of being faculty and a mother, and (d) lack of support for mothers at work. This study provided the first evidence of women faculty members' experiences and perspectives in the field of physical education teacher education in Japan and the United States. Continuous discussion and effort are crucial to creating a more inclusive and supportive environment for all. [ABSTRACT FROM AUTHOR]

This study explores how women employees perceive gender discrimination in the workplace and how data can be used to predict perceived workplace gender discrimination (PWGD). The research team modelled the decision tree that predicted PWGD in South Korea using the Classification and Regression Trees (CART) algorithm and the data from the 7th Korean Women Manage Panel (KWMP). Three types of PWGD trees – wage, promotion, and evaluation – and one synthesised PWGD tree were built to predict and classify PWGD by discrimination type. The research findings suggest that the chief executive officer's (CEO) fairness is the cardinal factor in predicting synthesised PWGD, followed by an employee's exposure to sexual harassment. Whereas the CEO's fairness is the principal factor in predicting PWGD in promotion, the direct supervisor's fairness is the most significant factor in predicting PWGD in evaluation. Perceived disparities in pay between women managers and similarly positioned men colleagues are the critical factor in predicting wage PWGD. Lastly, this paper elaborates on important considerations in PWGD and recommendations for continued inquiry. [ABSTRACT FROM AUTHOR]

The teaching of science in K‐12 schools has long been criticized as a process that propagates oppression for students who do not conform to entrenched norms of gender, sex, and sexuality. Academic standards, curriculum, and textbooks are rife with rhetoric that reinforces any deviation from cisheterosexuality as aberrant, unusual, or abnormal. However, these often‐over‐simplified conceptions discount the historic social and scientific intricacies of gender and sexual diversity as well as students' own lived experiences. While there have been advancements in LGBTQ+ and gender‐inclusive science education reform, these movements have been stymied by a lack of cohesive guidelines for pedagogy and practice, particularly for trans, nonbinary, and gender‐creative youth. Situated within trans‐created conceptual frameworks for critical education, this study explored the pedagogical practices of 10 transgender science teachers with the purpose of learning from their experiences creating gender inclusive curriculum. From the data (in‐depth interviews, instructional materials samples, and reflective teaching statements) emerged the TRANS (Trans and Research‐informed Approaches for Nonbinary and gender‐inclusive Science education) Framework for gender inclusive science education pedagogy. This framework is anchored in three domains for teaching science through a trans‐informed lens:interrogating and accessing power, resisting essentialism, and embracing experiential knowledge and personal epistemologies. The findings of this study contribute to our growing understanding of gender‐inclusive science learning environments. Importantly, this study amplified the experiential knowledge of teachers whose voices are critically absent from research surrounding gender and LGBTQ+‐inclusive science education practice. Moreover, the framework derived from teachers' experiences can be used to guide educators in making their science classrooms safer and more gender inclusive. [ABSTRACT FROM AUTHOR]

Background: Ice hockey is played by women and men but the arena they play in may differ substantially. Potential differences in general conditions to play the sport may be associated to perceived stress, which has shown to be related to athletic injury in other sports. Therefore, this study aimed to describe and compare general conditions for playing ice hockey, stress levels, and the association between perceived stress and injury occurrence among elite female and male players. Methods: Prior to the 2022–2023 season all female and male players from the top ice hockey leagues in Sweden were invited to an online survey. Players provided information about their general conditions for playing ice hockey and reported perceived stress during the previous season on the Perceived Stress Scale (PSS-10; sum score range 0–40) and current stress on the Single Item Stress Question (SISQ; scale range 1–5). Injuries during the previous season were self-reported on a modified version of the Oslo Sports Trauma Research Center – Overuse Injury Questionnaire. Results: We received responses from 360 players (170 females and 190 males). Female players more frequently reported additional occupations besides ice hockey and less medical support during games and practices than male players (p <.001). General stress levels were significantly higher among female players (mean PSS score [SD]: 17.4 [5.6] vs 14.1 [5.6], p < 0.001; SISQ median [IQR]: 3 [2–3] vs 2 [1–3], p < 0.001). There was a statistically significant but weak correlation between past season injury and perceived stress (PSS score: rho 0.29; SISQ: rho 0.24). This correlation was stronger among males than females (PSS score: 0.38 vs 0.162; SISQ: 0.29 vs 0.16, p's < 0.05). Players with substantial injuries during previous season had higher previous and current stress levels than players without injury, a difference that was largest and statistically significant only among male players. Conclusions: General conditions for playing elite ice hockey are inequal for female and male athletes. Stress levels of elite ice hockey players were comparable to the general population. Experience of severe injuries during the previous season was associated to higher levels of perceived stress. This association is stronger among male players, which may be due to greater economic dependency. [ABSTRACT FROM AUTHOR]

The "A Randomized Trial of Induction Versus Expectant Management" trial (ARRIVE trial) published in 2018 suggested that induction of labor can be considered a "reasonable option" for low-risk nulliparous women at ≥39 weeks of gestation. The study results led some professional societies to endorse the option for elective induction of labor at 39 weeks of gestation in low-risk nulliparas, and this has begun to change obstetrical practice. The ARRIVE trial provided valuable information supporting the benefits of induction of labor; however, the trial is insufficient to serve as the primary justification for widespread elective induction of labor at 39 weeks of gestation in low-risk nulliparas because of concerns about external validity. Thus, the French ARRIVE trial was designed to test the hypothesis in a different setting that elective induction of labor at 39 weeks of gestation in low-risk nulliparas leads to a lower cesarean delivery rate than expectant management. This ongoing trial has been criticized as "pseudoscientific" and telling "women where, when, and how to give birth." We reject these allegations and extensively examine the ethical framework that should govern clinical and research interventions, including elective induction of labor at 39 weeks of gestation in low-risk nulliparas. This study aimed to discuss the ethical issues that emerge from randomized trials of elective induction of labor at 39 weeks of gestation in low-risk nulliparas and the ethics of the clinical practice itself. The analysis of existing evidence shows the importance of further research on induction of labor at 39 weeks of gestation in low-risk women. Certain aspects of research ethics in this area, particularly the consent of pregnant women in a context where autonomy remains fragile, call for vigilance. In addition, we emphasize that childbirth is not only a medical object but also a social phenomenon that cannot be regarded only from the perspective of a health risk to be managed by clinical research. Further research on this issue is needed to allow pregnant women to make informed decisions, and the results should be integrated with social issues. The perspective of women is required in constructing, evaluating, and implementing medical interventions in childbirth, such as induction of labor at 39 weeks of gestation. [ABSTRACT FROM AUTHOR]

As the field of ophthalmology has evolved in the last several decades, so has the gender distribution of ophthalmologists. We conducted a narrative review to further characterise the status of women in the realm of publication, presentations, editorial positions, grants, academic promotion, and financial compensation. While the proportion of women publishing, presenting, and filling academic and editorial roles has increased over time, it still does not match that of men. Women are more likely to be first authors instead of senior authors, have lower average h‐indices, and are awarded fewer grants. The magnitude of some of these differences is smaller when adjusted for women's shorter career duration on average. Despite increased representation of women in ophthalmology, women continue to receive less compensation for the same work. This review highlights that more can be done to improve gender parity in ophthalmology. [ABSTRACT FROM AUTHOR]

A survey sent to fellows of the Australian and New Zealand College of Anaesthetists (ANZCA) aimed to document issues affecting gender equity in the anaesthesia workplace. A response rate of 38% was achieved, with women representing a greater proportion of respondents (64.2%). On average women worked fewer hours than men and spent a larger percentage of time in public practice; however, satisfaction rates were similar between genders. There was a gender pay gap which could not be explained by the number of hours worked or years since achieving fellowship. The rates of bullying and harassment were high among all genders and have not changed in 20 years since the first gender equity survey by Strange Khursandi in 1998. Women perceived that they were more likely to be discriminated against particularly in the presence of other sources of discrimination, and highlighted the importance of the need for diversity and inclusion in anaesthetic workplaces. Furthermore, women reported higher rates of caregiving and unpaid domestic responsibilities, confirming that anaesthetists are not immune to the factors affecting broader society despite our professional status. The overall effect was summarised by half of female respondents reporting that they felt their gender was a barrier to a career in anaesthesia. While unable to be included in statistics due to low numbers, non-binary gendered anaesthetists responded and must be included in all future work. The inequities documented here are evidence that ANZCA's gender equity subcommittee must continue promoting and implementing policies in workplaces across Australia and New Zealand. [ABSTRACT FROM AUTHOR]

Women-led startups are evaluated less favorably than men-led startups, but the reasons for this require further investigation. Drawing on ambivalent sexism theory, we posit that benevolent sexism undermines gender equity in startup evaluation. We initially expected benevolent sexism to be negatively related to evaluations of women-led startups. Surprisingly, we found that benevolent sexism is unrelated to evaluations of women-led startups but is positively related to those of men-led startups—a finding that was replicated in two additional studies. Our work demonstrates benevolent sexism as an advantaging mechanism of inequity in entrepreneurship that boosts men's outcomes without directly harming women's outcomes. [ABSTRACT FROM AUTHOR]

Background The association between gender equality and higher life expectancies has been described. Yet, little is known about its association with healthy life expectancy (HLE), or which domains are consistently associated with longer and healthier lives. We aimed to study the association between country-level gender equality, its domains and subdomains, with life expectancy and HLE in Europe, from 2013 to 2019. Methods We combined life and HLE estimates from Eurostat with the Gender Equality Index and its 'work', 'knowledge', 'money', 'time' and 'power' domains and respective subdomains, for 27 European countries. Associations were estimated using panel data regression analyses adjusted for Gross Domestic Product, healthcare expenditure and Gini coefficient. Results Higher life and healthy life expectancies were found in country years with higher gender equality, both for men and women. Associations were particularly consistent for the 'work' (βHLE-men = 0.59; βHLE-women = 0.59; P  < 0.05) and 'power' domains (βHLE-men = 0.09; βHLE-women = 0.12, P  < 0.01), especially for the 'work participation', 'political' and 'economic power' subdomains. Conclusion These results point to a country-level association between gender equality and life and healthy life expectancies, suggesting that gender disparities in 'work participation' and 'political' and 'economic power' play a role in the health of women and men through their aging course. [ABSTRACT FROM AUTHOR]

Introduction The primary objective of this study was to determine whether workplace culture in academic oncology differed by gender, during the COVID-19 pandemic. Materials and Methods We used the Culture Conducive to Women's Academic Success (CCWAS), a validated survey tool, to investigate the academic climate at an NCI-designated Cancer Center. We adapted the CCWAS to be applicable to people of all genders. The full membership of the Cancer Center was surveyed (total faculty = 429). The questions in each of 4 CCWAS domains (equal access to opportunities, work-life balance, freedom from gender bias, and leadership support) were scored using a 5-point Likert scale. Median score and interquartile ranges for each domain were calculated. Results A total of 168 respondents (men = 58, women = 106, n = 4 not disclosed) submitted survey responses. The response rate was 39% overall and 70% among women faculty. We found significant differences in perceptions of workplace culture by gender, both in responses to individual questions and in the overall score in the following domains: equal access to opportunities, work-life balance, and leader support, and in the total score for the CCWAS. Conclusions Our survey is the first of its kind completed during the COVID-19 pandemic at an NCI-designated Cancer Center, in which myriad factors contributed to burnout and workplace challenges. These results point to specific issues that detract from the success of women pursuing careers in academic oncology. Identifying these issues can be used to design and implement solutions to improve workforce culture, mitigate gender bias, and retain faculty. [ABSTRACT FROM AUTHOR]

Participatory fisheries monitoring can create many benefits, such as increasing community engagement in marine management, generating data for data-poor fisheries, and empowerment of fishing communities. Although most participatory monitoring studies have focused on men monitoring their own fishing activities, evidence from studies examining women’s increased participation in broader fisheries management suggests that monitoring programmes should also incorporate gender-inclusive approaches. Furthermore, the data collectors’ perspectives regarding the effects that participating has on themselves or their community are often not included in reporting or evaluating monitoring processes and methodologies. Such gaps in participatory monitoring approaches may overlook different people’s participation and experiences of fisheries and their management, and so disregard the general consensus that community-based fisheries are deeply socially embedded. Using the participatory photography methodology, photovoice, this paper explores women’s participation in fisheries management, and how this links with various forms of empowerment, as represented by stories and images shared by the participants of a fisheries monitoring programme in Timor-Leste. Their resulting photo stories explore motivations for participating in the monitoring programme, the enabling or constraining conditions which influence participation, and the implications for broader marine management. The participants’ photo stories demonstrate the importance of relationships in creating an enabling environment for participatory processes, and how monitoring can be relationship-building, creating a positive feedback loop that leads to awareness-raising, empowerment, advocacy and collective action. This study contributes to the growing body of literature around participatory monitoring as an empowering process by amplifying the voices of women through unpacking their experiences and aspirations. [ABSTRACT FROM AUTHOR]

Purpose: This study explored the factors influencing the health-related life satisfaction of people with disabilities who engaged in physical activity, by age and gender. Methods: A secondary analysis was conducted of the 2020 Third Disability and Life Dynamics Panel (2021). The participants were 2,796 people who performed regular physical activity at least once a week. The variables selected were disability-related factors (degree of disability, multiple disabilities, and type of disability), sociodemographic factors (age, gender, living alone, and mean monthly family income), and health-related factors (amount of physical activity, self-esteem, depression, chronic disease, subjective health, and health-related life satisfaction). Descriptive statistics, the chi-square test, the t-test, two-way analysis of variance, and multiple regression analysis were conducted. Results: In total, 58.0% of participants were male, and 42.0% were female. For age groups, 14.4% were children/adolescents (0--19 years), 42.6% were adults (20--59 years), and 43.0% were seniors (≥60 years). The mean score for health-related life satisfaction was 5.0±2.15 out of 10. Adults and seniors whose level of physical activity met or exceeded recommendations had higher subjective health. Moreover, men had better subjective health than women in seniors. Health-related life satisfaction was higher among those who had higher self-esteem, were not depressed, did not have chronic diseases, and had better subjective health. Conclusion: Gender significantly influenced health-related life satisfaction in children/ adolescents and seniors. Disability-related factors were significant in adults, and health-related factors were significant in all age groups. Therefore, these factors should be considered when designing interventions to promote subjective health and health-related life satisfaction of people with disabilities. [ABSTRACT FROM AUTHOR]

Over the past 60 years, we have witnessed a relocation of gender wage inequality. Whereas the largest wage gaps were once concentrated among lower-paid, lower-educated workers, today these wage gaps sit among the highest-paid, highly-educated workers. Given this reordering of gender wage inequality and the centrality of college graduates to total inequality trends, in this article, we assess the contribution of higher education mechanisms to top-end gender inequality. Specifically, we use Census and ACS data along with unique decomposition models to assess the extent to which two mechanisms rooted in higher education-bachelor's-level fields of study and the attainment of advanced degrees-can account for the gender wage gap across the wage distribution. Results from these decomposition models show that while these explanatory mechanisms fare well among bottom and middle wages, their explanatory power breaks down among the highest-paid college workers. We conclude that women's attainment of "different" education (via fields of study) or "more" education (via advanced degrees) would do little to close the gender wage gaps that are contributing most to contemporary wage inequality trends. We suggest some directions for future research, and we also take seriously the role of discriminatory pay-setting at the top of the wage distribution.

In China, which in the past was dominated by state-owned and male-led ventures, female entrepreneurs are now increasingly popular. However, the specific pathways to internationalization for female-owned firms in China and their contribution to the country's economic growth remain unexplored. Based on the principles of the resource-based approach, the article explores the innovative strategies used by Chinese female-owned firms to overcome resource constraints, formal and informal institutional barriers to business internationalization (entering the global markets through indirect exports). The article puts forward and empirically tests 5 sets of hypotheses according to which Chinese female-owned firms are: 1) more efficient in internationalization through indirect export strategies; 2) more inclined to digital innovation; 3) not focused on innovation conversion, but rather on successful adaptation of existing offerings for international markets or efficiency gains; 4) do not prioritize innovation in communication technologies, focusing more on innovation to reach customers, build relationships and enter international markets; 5) use the female business ecosystem to obtain safer pathways to innovation, such as external partnerships or adapting existing technologies, rather than focusing on investing internal R&D with elevated risk. Within each block, 2 additional hypotheses were put forward. They consider the impact of the relevant factor (digital innovation, innovation conversion, communication innovation, internal innovation) on indirect exports and its role in mediating the relationship between female ownership and the success of business internationalization. The study is based on a sample of 2,700 Chinese firms surveyed from November 2011 to March 2013 using the World Bank Enterprise Surveys China 2012 (a comprehensive recoding was performed, adhering to established practices in quantitative research). The control variables are the location of the respondent company in the capital/province, city size and firm size. The study used two types of factor analysis - Exploratory (EFA, including Promax rotation, oblique rotation method) and Confirmatory (CFA, Alpha Cronbach test, full path analysis model, including both direct and indirect effects, Monte Carlo method). SPSS 29 software was used for the data sample and AMOS 26.0 for the modeling process. A direct positive relationship was found between female ownership and indirect exports in China and digital ecosystem innovations, as well as between communication innovations and indirect exports. A significant negative direct relationship was found between female ownership and communication innovations, between digital ecosystem innovations and indirect exports, and between internal innovations on indirect exports. It also reveals the absence of a significant direct impact of innovation conversion on indirect exports. Mediating effects were also confirmed for communication and digital ecosystem innovations; partially for internal innovations; not confirmed for innovation conversion.

Abstract Background In Colombia, health care for people with trans life experiences is characterised by countless barriers to health services and care. Commonly, trans people have experienced stigma and discrimination among health professionals, a lack of services and professionals specialized to guarantee affirmative processes from non-hegemonic gender perspectives, and there exists a marked pathologization and medicalization of services. Therefore, it is necessary to provide affirmative health services to improve health and well-being from the recognition of their needs and experiences. The article describes life narratives about health care for the gender transitions of trans women in Colombia. Methods A qualitative narrative study was conducted with 139 trans women in seven cities in Colombia. In-depth interviews and discussion groups were conducted between June 2019 and March 2020. Data were analyzed using thematic analysis and the Atlas Ti cloud program. National and international ethical guidelines were followed in the development of the research. Results This research provided an overview of the health experiences of Colombian trans women. They reported their experiences of pathologizing approaches to transgender healthcare, stigma, discrimination, and barriers to accessing preventive, specialized, and regular healthcare services. For this reason, they opted for self-medicated gender transition processes and self-management of health care. An important aspect to consider within healthcare is that not all women want binary gender transition processes. Conclusion Participants felt that in Colombia there is a lack of affirmative health care for transgender women and that there are many limitations to care related to the gender transition processes. This exposes them to more situations that violate their rights and influences their lack of confidence and their search for professional health care. In Colombia, it is important to develop strategies for education, information, and communication, as well as a handbook for health workers on specialized healthcare for trans women.

Abstract Background Although women comprise the majority of medical students, gender disparities emerge early and remain at the highest levels of academia. Most leadership courses focus on faculty or students rather than women graduate medical education (GME) trainees. Aim To promote the leadership development of women GME trainees through empowerment, community building, networking and mentorship, and concrete leadership skills development. Setting University of California, San Francisco. Participants 359 women residents and fellows from 41 specialties. Program description A longitudinal curriculum of monthly workshops designed to support leadership development for women trainees. Sessions and learning objectives were designed via needs assessments and literature review. Program evaluation A mixed-methods evaluation was performed for 3 years of WILD programming. Quantitative surveys assessed participant satisfaction and fulfillment of learning objectives. Structured interview questions were asked in focus groups and analyzed qualitatively. Discussion 23% of invited participants attended at least one session from 2018 to 2021, despite challenging trainee schedules. Surveys demonstrated acceptability and satisfaction of all sessions, and learning objectives were met at 100% of matched sessions. Focus groups highlighted positive impact in domains of community-building, leadership skills, mentorship, and empowerment. This program has demonstrated WILD’s longitudinal sustainability and impact for women trainees.

Objective: The objective of this research was to evaluate the understanding of İstanbul Convention among personnel and healthcare practitioners employed in private hospitals, along with examining their perspectives on gender roles. Methods: The research sample comprised 303 individuals employed at a private hospital. The study followed a descriptive-cross-sectional design. Data collection encompassed participant background information, inquiries regarding the İstanbul Convention, and the Gender Roles Attitude scale (GRAS). Results: Nurses accounted for 47.2% of the participants, and women constituted 68% of the sample. Within the subgroup endorsing Turkey’s withdrawal from the İstanbul Convention, 85% expressed that concepts like gender identity and sexual orientation were incongruent with Turkish societal norms. The participants attained an average GRAS score of 146.61±25.68, indicative of their egalitarian outlook. Notably, GRAS scores displayed considerable variation across all demographic traits. Respondents favoring the İstanbul Convention-related queries exhibited positive GRAS scores. Conclusion: The study’s findings indicated that individuals with advanced education, females, unmarried women, nurses, those from nuclear families, individuals born in the Marmara region, those without strong political leanings, and those who pursued an egalitarian perspective exhibited elevated mean GRAS scores. As a suggestion, introducing gender role education at the primary school level and implementing inservice training within healthcare institutions could be valuable.

Abstract Background Ice hockey is played by women and men but the arena they play in may differ substantially. Potential differences in general conditions to play the sport may be associated to perceived stress, which has shown to be related to athletic injury in other sports. Therefore, this study aimed to describe and compare general conditions for playing ice hockey, stress levels, and the association between perceived stress and injury occurrence among elite female and male players. Methods Prior to the 2022–2023 season all female and male players from the top ice hockey leagues in Sweden were invited to an online survey. Players provided information about their general conditions for playing ice hockey and reported perceived stress during the previous season on the Perceived Stress Scale (PSS-10; sum score range 0–40) and current stress on the Single Item Stress Question (SISQ; scale range 1–5). Injuries during the previous season were self-reported on a modified version of the Oslo Sports Trauma Research Center – Overuse Injury Questionnaire. Results We received responses from 360 players (170 females and 190 males). Female players more frequently reported additional occupations besides ice hockey and less medical support during games and practices than male players (p

Ninety-seven percent of Sierra Leonean households prepare food over wood or charcoal, a practice that leads to adverse health and environmental consequences. In this pilot study, we introduced ethanol cookstoves to households in Bo, Sierra Leone. We assessed their potential as an alternative to biomass fuels and the only existing improved cookstove, butane gas. Ethanol cookstoves were economically competitive with butane stoves, but could not outcompete biomass fuel (wood and charcoal). The cookstoves displayed significant benefits to women in time savings and comfort, but raised concerns around alcoholism, unequal access to technologies, and other gendered constraints in the cultural context.

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Restorative justice, a nonpunitive alternative to traditional school discipline, emphasizes building and repairing relationships rather than punishing misbehavior. In addition to reducing reliance on suspension, restorative practices correlate with narrowed discipline gaps for minoritized student populations. It is essential for school leaders implementing restorative justice to cultivate trusting relationships and confront inequitable discipline practices. However, in an increasing number of states, new laws restrict or even prohibit such discussion. This case, set in a Florida high school, highlights the possibilities and complexities of "doing restorative" in the current political economy of schooling. [ABSTRACT FROM AUTHOR]

Background: Gender inequity exists across national speakers at American Head and Neck Society (AHNS) conferences. This qualitative study explores potential causes of this disparity by surveying women invited to speak at AHNS between 2007 and 2019 and examining advice, resources, and meaningful actions from "those who made it." Methods: An internet search for contact information for the 131 female AHNS was performed. An electronic survey was distributed via email. Deidentified qualitative responses were coded by two independent researchers into themes. Themes characterize barriers that female head and neck (HN) surgeons face and describe ways to mitigate the impact of these for the next generation. Results: Contact information for 73/131 female AHNS speakers was obtained via internet search. Email responses were received from 22/73 (30%). Of those, respondents specialized in otolaryngology (n = 17), medical oncology (n = 2), palliative care (n = 1), vascular surgery (n = 1), and thoracic surgical oncology (n = 1). All speakers worked in academic settings at varying stages of their career with 81.8% (18/22) of respondents fellowship‐trained (primarily HN surgery). Concerns about gender disparity in ENT were grouped into the following themes: (1) recruiting women to ENT, (2) removing barriers to career advancement, (3) diversifying ENT's national presence, and (4) improving the broader culture of HN surgery. Respondents emphasized a need for diversifying leadership, early exposure to otolaryngology in medical school, and connecting students with female role models. Outstanding research, involvement at annual meetings, and committee membership were consistently deemed important for establishing a national presence in the field. Implicit bias, "boys clubs" culture, and burdensome childcare responsibilities were described as barriers to career advancement. Conclusions: While encouraging more women to enter otolaryngology residencies, increasing the number female role models and establishing strong mentoring networks may help to mitigate challenges. Meaningful progress requires the efforts of both male and female allies within the specialty. Simple solutions, such as educating on implicit bias, removing demographics from applications, and eliminating hidden penalties for maternity leave, may help improve diversity and mitigate barriers to career progression for underrepresented groups within ENT. [ABSTRACT FROM AUTHOR]