career opportunities and gender issues 17th eso-esmo ...€¦ · more men may like coding because...

Career opportunities and Gender Issues

Pr. Solange Peters, MD-PhD Cheffe de Service Oncologie Médicale

CHUV-Lausanne 17th ESO-ESMO Masterclass in Clinical Oncology

Elizabeth Blackwell, MD, the first woman to graduate from medical school in the United States (1849)

Merit Ptah (2700 BC), earliest cited women physician

Dorothea Erxleben (1715–1762), the first female MD in Germany

Lovisa Årberg (1801–1881), first woman doctor and surgeon in Sweden

Ann Preston, (1813–1872), first female dean of any medical school.

Madeleine Brès (1839–1925), the first French female MD

Women in medicine, wikipedia

Nadezhda Suslova (1843–1918), the first Russian female MD

Frances Hoggan (1843–1927), first British woman to receive a doctorate in medicine (1870)

Ernestina Paper , first Italian woman to receive an advanced degree (in medicine), 1877

Ogino Ginko (1851-1913), first licensed and practicing woman physician in Japan

Nancy Dickey, first woman president of the American Medical Association (1997-98)

Dolors Aleu i Riera (1857–1913), first female medical doctor from Spain, 1879

Aletta Jacobs (1854-1929), the first Dutch female MD

“WE WALK ON THE SHOULDERS OF GIANTS”

17th ESO-ESMO Masterclass in Clinical Oncology

http://en.wikipedia.org/wiki/Elizabeth_Blackwell_(doctor)

http://en.wikipedia.org/wiki/Merit_Ptah

http://en.wikipedia.org/wiki/Merit_Ptah

http://en.wikipedia.org/wiki/Dorothea_Erxleben

http://en.wikipedia.org/wiki/Dorothea_Erxleben

http://en.wikipedia.org/wiki/Lovisa_%C3%85rberg



http://en.wikipedia.org/wiki/Ann_Preston

http://en.wikipedia.org/wiki/Dean_(education)

http://en.wikipedia.org/wiki/Medical_school

http://en.wikipedia.org/wiki/Madeleine_Br%C3%A8s

http://en.wikipedia.org/wiki/Madeleine_Br%C3%A8s

http://en.wikipedia.org/wiki/Nadezhda_Suslova



http://en.wikipedia.org/wiki/Frances_Hoggan

http://en.wikipedia.org/wiki/Frances_Hoggan

http://en.wikipedia.org/w/index.php?title=Ernestina_Paper&action=edit&redlink=1

http://en.wikipedia.org/wiki/Ogino_Ginko



http://en.wikipedia.org/wiki/Nancy_Dickey

http://en.wikipedia.org/wiki/American_Medical_Association

http://en.wikipedia.org/w/index.php?title=Dolors_Aleu_i_Riera&action=edit&redlink=1







http://en.wikipedia.org/wiki/Aletta_Jacobs



• Polish scientist, Nobel prize in both Chemistry and Physics. 1st woman ever to win a Nobel Prize. • First female professor of the University of Paris. • Ground-breaking work in the field of Radioactivity (polonium & radium). • The Curries agreed to give away their secret freely; they did not wish to patent such a valuable element. The element was soon in high demand and it began industrial scale production. •For their discovery they were awarded the Nobel Prize for physics in 1903.

Marie Curie (born Marya Sklodovska)

Pettinger, Tejvan. “Biography of Marie Curie “, Oxford, UK 17th ESO-ESMO Masterclass in Clinical Oncology

http://www.biographyonline.net/contact.html



•Pierre died and Marie took care of their 2 children alone. •In 1911 she was awarded a 2nd Nobel prize in Chemistry (discovery of actinium). • In World War I in 1914, Marie Curie dedicated her time to the installation of X ray machines in hospitals. By the end of the first world war, over a million soldiers had been examined by her X ray units.

Marie Curie (born Marya Sklodovska)

• The success of Marie Curie also brought considerable hostility, criticism and suspicion from a male dominated science world. She suffered from the malicious rumours and accusations that flew around.

• Marie Curie died in 1934 from cancer (consequence of radiation exposure)


Opportunities ?


Many illustrative exemples

• Overall, the proportion of female authors listed first in the byline was 0.50.

• However, among articles published in clinical journals, the proportion of female authors listed first was 0.37 (95% CI, 0.30 to 0.45; P < .001)

Aakhus, JAMA 2017 17th ESO-ESMO Masterclass in Clinical Oncology

Mentorship vs sponsorship


SPONSORSHIP

EARLY CAREER

Enlist mentors

MID-LEVEL Diversify mentors, attract sponsors,

cultivate peer advocates

SENIOR-LEVEL Be a mentor &

sponsor Bonus: Build a culture

of sponsorship


DICTIONARY

Women Are Over-Mentored (But Under-Sponsored)

Harvard Business Review 2014 17th ESO-ESMO Masterclass in Clinical Oncology

FACTS: CHUV 2016


• In Switzerland, more than 60% of students ending medical school are women. • However 20 % women never get any specialization title during the next 12 years after

diploma.

FACTS: CHUV 2016


60%

12%

60%

27%

A CLEAR PICTURE: CHUV 2016


ESMO WOMEN FOR ONCOLOGY

Supporting the career of women oncologists Solange Peters

Chair of the ESMO Women for Oncology Committee


ESMO W4O MISSION STATEMENT

14

“Raising awareness and promoting equal access to career-

development opportunities for women oncologists while providing a platform for

networking with other female oncologists and national groups”


WOMEN REPRESENTATION WITHIN ESMO MEMBERSHIP Women ESMO members are progressively increasing

20.222.1

23.624.9

26.1 26.827.9 28.5

31.2 31.8

34.1 34.335.2

36.1

38.6

41 41.5

2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Women ESMO Members representation by year(% over total no. of ESMO members)

As of 31.12.2016


HAVE WE REACHED GENDER BALANCE IN THE WORKPLACE?

Women still represent a minority in leadership positions 17th ESO-ESMO Masterclass in Clinical O

ncology

ESMO IN ACTION

Understanding gender balance in oncology

Exploratory survey on the gender-related challenges of medical oncology professionals (follow-up from 2013 survey)

Study on women speakers’ representation at national & international

oncology congresses, and within boards of oncology societies (follow-up from

2015 study)


On average, 28.6% of the invited speakers at international congresses analysed were women

WOMEN SPEAKERS AT INTERNATIONAL ONCOLOGY CONGRESSES

11,0%

29,8% 27,5% 32,4% 32,9%

37,9%

89,0%

75,7% 72,5% 67,6% 67,1%

62,1%

ESSO 2014 ESMO 2017 EACR 2014 AACR 2015 ECCO 2015 ASCO 2016

Women speakers’ representation at international oncology congresses

Women Speakers Men Speakers

2017 Study update


*ESMO 2017 data included

WOMEN SPEAKERS AT INTERNATIONAL ONCOLOGY CONGRESSES (2004-2017*)

The percentage of women speakers at all international congresses has been growing from 2004 to 2016

28,0

22,2 22,0

28,9

25,5 24,0

33,6

25,3

28,0

34,0 32,9 32,4

37,9

26,2

29,8

ASCO ECC-ESMO* AACR

Women speakers’ representation at international oncology congresses over years

2004 2009 2014 2015 2016 20172017 Study update


71,4%

28,6%

Presidents of national South-American oncology societies

n=7

WOMEN PRESIDENTS OF NATIONAL & INTERNATIONAL ONCOLOGY SOCIETIES (2016) Only 4 out of 37 international oncology societies analyzed had a female

president

89%

11%

Presidents of international oncology societies

n=9

95,2%

4,8%

Presidents of national European oncology societies

Men Presidents

Women Presidents

n=21

2016 Study update


WOMEN REPRESENTATION WITHIN INTERNATIONAL ONCOLOGY SOCIETIES BOARDS The percentage of women within societies boards largely varies, ranging from 46.7% to 7.14%

46,67%

40%

33,33%

30% 28,57%

25%

14,29% 12,50%

7,14%

AACR EACR ESSO ESTRO EORTC ASCO ESMO ECCO ASTRO

2016 Study update


MAIN OUTCOMES Understanding gender balance in oncology

Slow - if any - trend toward an increase in representation of women invited

speakers at oncology congresses - from 22 to 29 % in ESMO Congresses since

12 years

Representation of female oncologists within board of oncology societies

variable across countries and regions. At the international level, societies

boards systematically characterized by a minority of females – with 14% in

ESMO.

Why do we observe a significant level of heterogeneity


The pay gap is a comparison between men’s and women’s typical earnings.

The earnings ratio and the pay gap are calculated using these formulas:

The Pay Gap

Earnings ratio = women’s median earnings

men’s median earnings

Pay gap = [men’s median earnings – women’s median earnings]

men’s median earnings

= 77%

= 23%

Source: U.S. Census Bureau, Current Population Survey 17th ESO-ESMO Masterclass in Clinical Oncology

Pay Gap by working environment?

• The wage difference that exists between the sexes is partly explained by structural effects related to both the profile of the person (age, training, year of service) and the field of activity exercised

• The other part of the wage gap between women and men remains unexplained


Perceptions


FEMALE ONCOLOGISTS REPRESENTATION AT WORK

In 59.6% of the teams the majority of team members are women

Proportion of male and female oncologists in a working team


FEMALE ONCOLOGISTS REPRESENTATION AT WORK

In 63.7% of the teams the person responsible in the team is a man

Responsible person in a work team


GENDER IMPACT ON CAREER For female oncologists, the impact of gender is of importance

What level of impact do you think your gender has had on your career

Impact of gender on the career (answer by gender)


BARRIERS IN REACHING GENDER PARITY IN ONCOLOGY Lack-of work-life balance has been identified as the main barriers in reaching gender parity by both male and females

Lack of work-life balance

Societal Pressure

Unconscious bias among managers

Lack of female professionals’ self- esteem


CLOSING THE GENDER GAP: ANY PROGRESS? Female respondents perceive that the progress made in closing the gender gap is lower compared to their male colleagues’ perception and that there are still no equal opportunities in the workplace

How much progress do you feel has been made in closing the gender gap in the workplace compared to

when you started working (answer by gender)

Do you feel man and women have equal opportunities on the workplace

(answer by gender)


CLOSING THE GENDER GAP: EQUALITY IN THE WORKPLACE 87.2% of male and 57.5% of female respondents believe that their organization actively practices “equal pay for equal work”

Do you feel your organization practices “equal pay for equal work”? (answer by gender)


WHAT ESMO SHOULD DO? Flexible education and mentorship programmes


GOOGLE’S IDEOLOGICAL ECHO CHAMBER How bias clouds our thinking about diversity and inclusion

go/pc-considered-harmful James Damore - damore@ July 2017

Personality differences Women, on average, have more: Openness directed towards feelings and aesthetics rather than ideas These two differences in part explain why women relatively prefer jobs in social or artistic areas. More men may like coding because it requires systemizing, Extraversion expressed as gregariousness rather than assertiveness. Also, higher agreeableness. This leads to women generally having a harder time negotiating salary, asking for raises, speaking up, and leading Neuroticism (higher anxiety, lower stress tolerance).


Aren’t women as proactive as men in talking to senior leaders?

• The results: No perceptible differences were observed in the behavior of men and women. They had the same number of contacts, spent the same amount of time with senior leaders, and allocated their time similarly. They also spend the same amount of time in online and face-to-face conversations. Yet women weren’t advancing and men were.

• « Gender inequality is due to bias, not differences in behavior »

• A large multinational firm, where women were underrepresented in upper management (20% at the two highest seniority levels at this organization)

Stephen Turban Harvard Buisness Review 2017


Harvard Buisness Review 2017

Broadly, our research suggests that stereotyping through language underpins the image of a man as a true entrepreneur while undermining the image of a woman as the same.


Choices (and risks)


WHY DO WOMEN CHOOSE OR REJECT

CAREERS IN ACADEMIC MEDICINE? A narrative review of empirical evidence

Edmunds et al, Lancet 2016

« Unless exposed to hands-on research experience and positive role models in their medical education and training, women are unlikely to consider seriously a research career. Furthermore, even women who commence such a career might subsequently abandon it, unless positively supported »


Aren’t women as proactive as men in talking to senior leaders?

• Womens’ high status careers may affect marital stability • A total of 209 women in executive leadership roles completed a 9-item scale survey

about their status relative to their husbands. Data was also collected from 53 of their husbands.

• Women who felt they were in a higher status position compared to their husbands were more likely to have feelings of resentfulness or embarrassment, which negatively impacted their marital satisfaction

• It is challenging for women to achieve both a successful career and a family, and open

Byrne, Organization Science & Harvard Buisness Review 2017 17th ESO-ESMO Masterclass in Clinical O

ncology

Training Programs and Reporting Systems Won’t End Sexual Harassment

• Harassment happens in workplaces where men dominate in management • Male-dominated management teams have been found to tolerate or even expect

sexualized treatment of workers, which can lead to a culture of complicity

• Female firefighters, police officers, construction workers, and miners are frequently harassed because they’re outnumbered. So are women in the tech industry, advertising, journalism, and academia.

• As long as men dominate in management, they will have make to take a strong public stand against workplace harassment.

Harvard Buisness Review 2017 17th ESO-ESMO Masterclass in Clinical Oncology

http://www.unc.edu/~kleinman/handouts/Boundary Lines.pdf

https://www.wsj.com/articles/more-than-50-of-women-in-advertising-experience-sexual-harassment-study-finds-1470938770

http://www.slate.com/blogs/xx_factor/2013/12/03/sexual_harassment_in_journalism_a_new_study_shows_that_the_majority_of_female.html

http://mashable.com/2017/10/11/sexual-harassment-assault-by-industry-harvey-weinstein/

STRATEGIC OBJECTIVES

To provide resources and establish collaborations

that support access to training and career

development opportunities for female oncologists

1. OBSERVATORY

3. RESOURCE CENTER

2. EDUCATIONAL

PLATFORM

ESMO

W4O

To monitor and sensitise the oncology

community to gender imbalance in

oncology leadership positions

To educate and train female oncologists to

support the creation of leadership

opportunities for women in oncology


PLAN OF ACTIVITIES Timeline

3. RESOURCE CENTER [LONG-TERM]

2. EDUCATIONAL PLATFORM [MID-TERM]

1. OBSERVATORY [SHORT-TERM]

ESMO Women for

Oncology Session at

ESMO Congress

Presentations on situation

of women oncologists at

various oncology meetings

Library of PowerPoint

presentations and

essential literature

Round-table discussions /

Meet the expert /

Mentorship sessions

Support National Women

in Oncology groups and

events

W4O module at Leaders

Generation Programme

Mentoring/Sponsoring

programme

“Travelling” Fellowships

Family friendly

Congresses

Advocating for equal

opportunity policies in the

medical oncology field

To establish collaborations

with international societies

(medical and non-medical)

Establishing a W4O

Advisory Group

Studies and yearly data

collections

Articles on gender gaps

and discrimination issues

ESMO position paper on

equal opportunities

Equal Opportunity policy

across all ESMO activities


WOMEN ARE DIFFERENT FROM MEN (Shepherd & Peters, ECC 2015)

• Women have babies – that fact never will change

• For the most part, men do not do the things that make a house a home and a group of people of different gender and age a family

• Men do not do birthday parties, Christmas etc.

• Men do not make costumes

• Men do not buy the children’s underwear or trim their nails

• For the most part, I doubt that men ever will carry a 50% load of child care & household responsibilities

Perhaps I am wrong, but…


You can have anything but not everything

FINAL THOUGHTS: Message to women colleagues

• The realities of being a professional working woman, wife (+/-) and mother (+/-) mean that women will have to make choices

• Women will need to focus and be more efficient and disciplined

than male colleagues

• There are many ways women can be leaders and “women of influence”


THANKS FOR YOUR KIND ATTENTION


career opportunities and gender issues 17th eso-esmo ...€¦ · more men may like coding because...

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