TY - JOUR
T1 - Mind the Gap! Working Toward Gender Equity in Pediatric and Congenital Heart Disease
T2 - Present and Future
AU - Chowdhury, Devyani
AU - Bansal, Neha
AU - Ansong, Annette
AU - Smith, Carissa Baker
AU - Bauser-Heaton, Holly
AU - Choueiter, Nadine
AU - Co-Vu, Jennifer
AU - Elliott, Pietro
AU - Fuller, Stephanie
AU - Jain, Supriya S.
AU - Jone, Pei Ni
AU - Johnson, Jonathan N.
AU - Karamlou, Tara
AU - Kipps, Alaina K.
AU - Laraja, Kristin
AU - Lopez, Keila N.
AU - Rasheed, Muneera
AU - Ronai, Christina
AU - Sachdeva, Ritu
AU - Saidi, Arwa
AU - Snyder, Chris
AU - Sutton, Nicole
AU - Stiver, Corey
AU - Taggart, Nathaniel W.
AU - Shaffer, Kenneth
AU - Williams, Roberta
N1 - Publisher Copyright:
© 2024 The Authors. Published on behalf of the American Heart Association, Inc., by Wiley.
PY - 2024/5/7
Y1 - 2024/5/7
N2 - Evidence from medicine and other fields has shown that gender diversity results in better decision making and outcomes. The incoming workforce of congenital heart specialists (especially in pediatric cardiology) appears to be more gender balanced, but past studies have shown many inequities. Gender-associated differences in leadership positions, opportunities presented for academic advancement, and recognition for academic contributions to the field persist. In addition, compensation packages remain disparate if evaluated based on gender with equivalent experience and expertise. This review explores these inequities and has suggested individual and institutional changes that could be made to recruit and retain women, monitor the climate of the institution, and identify and eliminate bias in areas like salary and promotions.
AB - Evidence from medicine and other fields has shown that gender diversity results in better decision making and outcomes. The incoming workforce of congenital heart specialists (especially in pediatric cardiology) appears to be more gender balanced, but past studies have shown many inequities. Gender-associated differences in leadership positions, opportunities presented for academic advancement, and recognition for academic contributions to the field persist. In addition, compensation packages remain disparate if evaluated based on gender with equivalent experience and expertise. This review explores these inequities and has suggested individual and institutional changes that could be made to recruit and retain women, monitor the climate of the institution, and identify and eliminate bias in areas like salary and promotions.
KW - equity
KW - gender disparity
KW - pediatric cardiology
UR - http://www.scopus.com/inward/record.url?scp=85192421507&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=85192421507&partnerID=8YFLogxK
U2 - 10.1161/JAHA.123.032837
DO - 10.1161/JAHA.123.032837
M3 - Review article
C2 - 38639355
AN - SCOPUS:85192421507
SN - 2047-9980
VL - 13
JO - Journal of the American Heart Association
JF - Journal of the American Heart Association
IS - 9
M1 - e032837
ER -