Background and Aims
A gender gap exists in leadership positions in gastroenterology. However, individual
motivations for seeking leadership positions within the gastroenterology community
among men and women have not been explored. The primary aim of this study was to determine
whether motivations for pursuing and attaining leadership positions in gastroenterology
differ by gender.
Methods
A 20-question survey was created by the authors and shared with gastroenterologists
electronically via a social media group (Facebook) and emails gathered through publicly
available society websites and professional and social contacts. Data gathered from
the survey included demographics, practice characteristics, presence of spouse or
domestic partner, past and present leadership positions, motivations for pursuit of
leadership positions, and reasons for lack of desire for a leadership position.
Results
The survey was sent to 981 gastroenterologists (679 women, 302 men). The overall response
rate was 21.4% (n = 210) (20.9% for women, 22.5% for men). Overall, 41% of respondents
(84 of 206) currently hold a leadership position, including more males than females
(52% vs 36%, respectively; P = .03). However, among those who completed their training in the past 5 years, more
women than men hold a current leadership role (25% vs 6%; P = .11). Other factors associated with currently holding a leadership position included
age and years since completion of training, practice type, full-time status, and having
a spouse who is not a physician. The positive factors of leadership cited most frequently
were (1) ability to effect change, (2) furthering the goals of the organization, and
(3) opportunity for career advancement. The negative factors cited most frequently
were increased workload and decreased time for personal life. These reported positive
and negative factors were similar for male and female respondents. Forty-nine respondents
did not desire a leadership position now or in the future. The most common reason
cited was lack of interest in the responsibilities, long hours, or stress that accompanies
a leadership position (22 of 42, 52%). The second most common reason was that respondents
were too busy at home or work to take on the extra responsibilities.
Conclusions
A gender gap in gastroenterology leadership exists but is closing. There is fairly
equal representation of men and women in leadership positions among those who completed
training in the last 5 years. Many gastroenterologists are motivated for a leadership
position and at the same time, many qualified individuals do not desire a leadership
position because of factors that affect work-life balance. Ongoing efforts to engage
motivated individuals into leadership positions and to revise the nature of leadership
positions may allow for a larger talent pool from which to recruit.
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Article info
Publication history
Published online: September 13, 2019
Accepted:
August 31,
2019
Received:
May 18,
2019
Footnotes
DISCLOSURE: All authors disclosed no financial relationships relevant to this publication.
Identification
Copyright
© 2020 by the American Society for Gastrointestinal Endoscopy
