The future of neurosurgery: a white paper on the recruitment and retention of women in neurosurgery
The future of neurosurgery: a white paper on the recruitment and retention of women in neurosurgery
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DOI：
10.3171/jns/2008/109/9/0378
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发表时间：
2008-09-01
影响因子：
4.1
通讯作者：
Zusman, Edie
中科院分区：
文献类型：
--
作者：
Benzil, Deborah L.;Abosch, Aviva;Zusman, Edie
前言。美国神经外科医师协会 (AANS) 董事会要求神经外科女性 (WINS) 的领导层撰写一份关于女性神经外科住院医生和从业人员的招募和保留的白皮书。简介。神经外科必须吸引最优秀、最聪明的人才。目前，医学院班级中女性所占比例高于男性，约占医学院每个毕业生班级的 60%。神经外科正面临美国劳动力管道的潜在危机，美国神经外科医师数量（人均）减少。神经外科劳动力中的女性。参加神经外科培训计划的女性人数和获得委员会认证的女性神经外科医生的人数并没有增加。女性神经外科医生在培训和职业发展的各个层面上都存在着性别不平等的个人轶事。神经外科培训项目、神经外科工作场所以及有组织的神经外科内部都存在性别不平等。障碍。神经外科培训项目和工作场所中女性人数持续偏低，导致缺乏指导住院医师和初级教员/从业人员的女性榜样。这种缺乏指导导致女性考虑从事神经外科职业的障碍长期存在，并且导致已经进入该领域的女性缺乏职业进步。有充分的证据表明，导师和榜样在医学学术领域培养和留住女教师方面发挥着关键作用。学术医学中缺乏足够数量的女性神经外科医生可能会阻碍女性医学生决定是否从事神经外科职业。在医学院期间接触神经外科的机会有限。医学生对性别不平等（接受住院医生、工资、晋升和获得领导职位）表示担忧。学术医学中的性别不平等并非神经外科所独有：尽管如此，在神经外科中晋升正教授、神经外科系主任或国家领导职位的情况极为罕见。劳动力队伍中存在聪明、能干、忠诚的女性神经外科医生，但她们的晋升数量却无法与男性同行相媲美。从未有女性神经外科医生担任过 AANS、神经外科医生大会或神经外科医生协会 (SNS) 主席，或美国神经外科委员会 (ABNS) 主席。甚至还没有女性神经外科医生进入 ABNS 或神经外科住院医师审查委员会，而且直到今年，同时成为 SNS 成员的女性也不超过 2 人。性别不平等是学术和社区神经外科领域女性进步的障碍。解决已确定问题的战略方法。为了克服上述问题，作者建议 AANS 与 WINS 一起实施战略计划，如下： 1) 描述障碍。 2) 查明并消除在招募医学生、培训住院医生以及雇用和晋升神经外科医生方面的歧视性做法。 3) 提拔女性在有组织的神经外科领域担任领导职务。 4) 通过培训和晋升有能力、热情的女性学员和外科医生，促进女性神经外科医生榜样的发展。
Preface. The leadership of Women in Neurosurgery (WINS) has been asked by the Board of Directors of the American Association of Neurological Surgeons (AANS) to compose a white paper on the recruitment and retention of female neurosurgical residents and practitioners.Introduction. Neurosurgery must attract the best and the brightest. Women now constitute a larger percentage of medical school classes than men, representing approximately 60% of each graduating medical school class. Neurosurgery is facing a potential crisis in the US workforce pipeline, with the number of neurosurgeons in the US (per capita) decreasing.Women in the Neurosurgery Workforce. The number of women entering neurosurgery training programs and the number of board-certified female neurosurgeons is not increasing. Personal anecdotes demonstrating gender inequity abound among female neurosurgeons at every level of training and career development. Gender inequity exists in neurosurgery training programs, in the neurosurgery workplace, and within organized neurosurgery.Obstacles. The consistently low numbers of women in neurosurgery training programs and in the workplace results in a dearth of female role models for the mentoring of residents and junior faculty/practitioners. This lack of guidance contributes to perpetuation of barriers to women considering careers in neurosurgery, and to the lack of professional advancement experienced by women already in the field. There is ample evidence that mentors and role models play a critical role in the training and retention of women faculty within academic medicine. The absence of a critical mass of female neurosurgeons in academic medicine may serve as a deterrent to female medical students deciding whether or not to pursue careers in neurosurgery. There is limited exposure to neurosurgery during medical school. Medical students have concerns regarding gender inequities (acceptance into residency, salaries, promotion, and achieving leadership positions). Gender inequity in academic medicine is not unique to neurosurgery: nonetheless, promotion to full professor, to neurosurgery department chair, or to a national leadership position is exceedingly rare within neurosurgery. Bright, competent, committed female neurosurgeons exist in the workforce, yet they are not being promoted in numbers comparable to their male counterparts. No female neurosurgeon has ever been president of the AANS, Congress of Neurological Surgeons, or Society of Neurological Surgeons (SNS), or chair of the American Board of Neurological Surgery (ABNS). No female neurosurgeon has even been on the ABNS or the Neurological Surgery Residency Review Committee and, until this year, no more than 2 women have simultaneously been members of the SNS. Gender inequity serves as a barrier to the advancement of women within both academic and community-based neurosurgery.Strategic Approach to Address Issues Identified. To overcome the issues identified above, the authors recommend that the AANS join WINS in implementing a strategic plan, as follows: 1) Characterize the barriers. 2) Identify and eliminate discriminatory practices in the recruitment of medical students, in the training of residents, and in the hiring and advancement of neurosurgeons. 3) Promote women into leadership positions within organized neurosurgery. 4) Foster the development of female neurosurgeon role models by the training and promotion of competent, enthusiastic, female trainees and surgeons.