Why?
Why is this research published as a website?
This site is first – a love letter to my wife, the indomitable Dr Kirsten Connan. More importantly this site shares important research forming the foundation of her 2017 Master’s thesis.
Back in 2017…
Five years ago Dr Connan began investigating the disparity in gender diversity between the leadership and membership of her specialty college, The Royal Australian and New Zealand College of Obstetricians and Gynaecologists (RANZCOG). It was not particularly controversial research. Neither were the findings surprising – although they were revealing.
For a medical college uniquely and rapidly feminising (80% female trainees by 2017) the leadership at almost all levels was persistently and predominately male – despite this ‘pipeline’ of a more diverse membership.
Before this research was conducted, little was known about how trainee and specialist obstetricians & gynaecologists experienced this changing gender landscape.
Was there actual gender bias? Did they perceive a problem? What were the actual barriers to seeking leadership positions? Could RANZCOG members offer solutions? Was there apetite for change?
The importance
The benefits of diversity to a successful and impactful organisation are well established, whether social, political, educational or business. While gender equity is only one piece of the larger issue of equity across gender identity, sexuality, religion or race, it is undoubtedly the most prominent. Although superficially it appears to effect half of any group, it quite obviouisly instead impacts the entire population, intersecting as advantage or disadvantage with each and every group marginalised by other factors.
Dr Connan’s own research findings revealed this dynamic, where although female and non-binary obstetricians & gynaecologists readily experienced gender bias, so now did males as they increasingly found themselves in the minority: 43% of male trainees also reported experiencing gender bias.
Broadly, gender equity is as important for men as it is for women – and this research confirms this. The poor representation of members in their leadership also effects the kind of men who would become leaders as it does for women and non-binary members. Similarly the barriers identified to seeking leadership (family, time, energy, finance…) are equally applicable to all groups.
Diversity and equity are important for everyone.
The great tragedy is that an organisation that positions itself as for “Delivery of excellence and equity in women’s health across Australia and Aotearoa New Zealand” is itself missing out on the benefits of countless potential leaders, still unknown, that would accelerate that core mission.
So why publish online?
It is not right for this work, contributed to by over 700 RANZCOG specialists & trainees, to exist as only a dusty thesis in a Melbourne University department library. Although the findings were repeatedly presented at College meetings, and although some effort was made by the organisation to address the revealed issues, subsequent change is slow and limited.
The power dynamics remain the same. The poor representation of the broader population by RANZCOG trainees persists. The poor representation of members by their leadership also persists.
Sadly, the research in its most digestible form, a peer-reviewed academic article, was never accepted for publication.
So instead, in order to correct that error of the academic publishing world, Dr Connan’s research and findings are all released here. Whether you only want a bite-sized summmary, the presentation slides to flip through, the unpublished ANZJOG article, or the entire 60+ page Master thesis – it’s all here in one place. In the interests of peer-review transparency (or for research masochists) you can even explore the back-and-forth with reviewers.
I hope this research opens your eyes to not just the challenges to improving leadership diversity in Australian & New Zealand medical specialties, as it has mine, but also to our opportunity.
Medical specialties and their colleges ultimately have one purpose: to serve and support the health of their communities. This is best achieved when they more accurately represent the diversity of those communities, and when that diversity is reflected at all levels of an organisation.
Continue to rock that boat Dr Connan.
– @djoll ❤️