Misconceptions about women in leadership in academic medicine

Despite progress made over the past decade, women are under-represented in positions of leadership in academic medicine. Women physicians face numerous challenges throughout their careers. Despite achieving leadership positions, women in leadership continue to experience the impact of those challenges. In this review, we describe four misconceptions about women in leadership, along with their impact and recommendations. First, we describe differences between mentorship and sponsorship, as well as their impact on attaining leadership positions. Second, the gender pay gap persists throughout women's careers, regardless of leadership positions. Third, we explore the role of self-efficacy in leadership in the context of stereotype threats. Fourth, gendered expectations of leadership characteristics place an undue burden on women, detracting from their leadership effectiveness. Organizations can address the challenges women face by creating robust mentorship and sponsorship networks, establishing transparent and equitable pay policies, promoting and normalizing a broader range of leadership styles, and improving work flexibility and support structure. Ultimately, such changes serve all members of the organization through increased retention and engagement.

Automated summary

Despite progress, women are still under-represented in academic medicine leadership positions and face challenges throughout their careers, including the gender pay gap and gendered expectations. This review addresses four misconceptions about women in leadership and provides recommendations to address these issues, such as creating mentorship networks and promoting diverse leadership styles. Implementing these changes can benefit the entire organization through increased retention and engagement of all members.