In reply: We support the need for action to enable women to attain their career goals in medical leadership and agree with the observations of Learoyd and Holmes‐Walker. Research is providing emerging insights into the drivers of inequity, including challenges in capacity and perceived capability and credibility that continue to hinder women's career progression, even in largely female fields such as endocrinology.1,2
The full article is accessible to AMA members and paid subscribers. Login to read more or purchase a subscription now.
Please note: institutional and Research4Life access to the MJA is now provided through Wiley Online Library.
- 1. Teede HJ. Advancing women in medical leadership. Med J Aust 2019; 211: 392–394. https://www.mja.com.au/journal/2019/211/9/advancing-women-medical-leadership
- 2. Bohnet I. What works: gender equality by design. Cambridge, MA: Harvard University Press, 2018.
- 3. Madsen SR, Andrade MS. Unconscious gender bias: implications for women's leadership development. J Leadership Studies 2018; 12: 62–67.
- 4. Warning R, Buchanan FR. An exploration of unspoken bias: women who work for women. Gender Manage 2009; 24: 131–145.
- 5. Pritlove CJ, Juando‐Prats C, Ala‐leppilampi K, Parsons JA. The good, the bad, and the ugly of implicit bias. Lancet 2019; 393: 502–504.
- 6. Ovseiko PV, Chapple A, Edmunds LD, Ziebland S. Advancing gender equality through the Athena SWAN Charter for Women in Science: an exploratory study of women's and men's perceptions. Health Res Policy Syst 2017; 15: 12.
Mariam Mousa is funded by a Graduate Research Industry Partners scholarship from Monash University in partnership with Epworth Health. Helena Teede is a Fellow of the National Health and Medical Research Council of Australia.
No relevant disclosures.