Abstract
Gender and Leadership in Obstetrics and Gynaecology: Do we have gender equality in Australia and New Zealand?
Background
Obstetrics and gynaecology (O&G) is the medical specialty providing women’s healthcare. The Royal Australian and New Zealand College of Obstetrics and Gynaecology (RANZCOG) provides O&G leadership and training within Australia and New Zealand. Historically O&G has been a masculinised specialty, although over the last two decades significant feminisation has occurred. There has not previously been investigation of the gender distribution of leadership positions within Australian and New Zealand. This research explores gender and leadership within RANZCOG and affiliated institutions in Australia and New Zealand. It also examines the views held by RANZCOG members on leadership, gender bias, and the use of gender quotas.
Methods
This study employed three data collection methods. The first involved a review of public documents within RANZCOG, RANZCOG affiliated hospitals (98 sites), and university O&G departments in Australia and New Zealand (18 sites). The second electronically surveyed RANZCOG members’ experience of leadership, gender bias, and opinions on the use of gender quotas. The third used open survey questions to further explore views on leadership, gender bias, leadership barriers and the use of quotas.
Results
Currently females make up 80% of RANZCOG trainees and 46% of specialists. Female representation is currently 14% of the RANZCOG board and 32% of RANZCOG council 32%. RANZCOG affiliated hospitals and Australian and New Zealand University O&G departments have respectively 32% and 31% female leadership. Male responders were more likely to hold current leadership positions (p = 0.001) and female responders more likely to desire future leadership (p = 0.001). Female responders reported higher rates of gender bias (p = 0.001). Among all responders 63% opposed gender quota use within RANZCOG. Three thematic groups emerged from free-text responses. The first concerned ‘barriers limiting leadership opportunities’, the second ‘gender bias is present’, and the third represented by the statement ‘best person for the job’.
Discussion
Despite the female ‘pipeline’ within Australia and New Zealand obstetrics and gyaecology, there is a gender leadership gap within RANZCOG and its affiliated institutions. O&G leadership gender equality is a complex and evolving issue, acknowledging that barriers and biases are experienced by both genders, and leadership is desired by many. Awareness of the barriers revealed through this research provides RANZCOG with an opportunity to develop solutions so as to improve leadership gender equality
Keywords
Obstetrics, gynaecology, medicine, leadership, gender, gender bias, hospitals, universities, institutions.