Gender-Specific Conferences and Symposia: A Putative Support Structure for Female Physicians

Abstract

Objective:

To determine the impact of gender-specific conferences or symposia as it relates to medical professional development.

Materials and Methods:

An online survey instrument was distributed nationally through social media and shared by respondents. The survey assessed participants' demographics, attendance at gender-specific conferences or symposia, motivations or barriers to attendance, and perceived benefits of attendance.

Results:

Of 792 respondents, 34% had attended a conference or symposia for women in medicine, whereas 66% had not. Attendees were significantly more likely to hold a leadership position (68% vs. 43%, p < 0.0001), an academic faculty position (74% vs. 56%, p < 0.0001), and have received a professional accolade within the past year (42% vs. 28%, p < 0.0001). Nonattendees were significantly more likely to be the primary caregiver for children or seniors (64% vs. 56%, p = 0.042). Respondents indicated that an interest in discussion topics, a sense of community, and growth of professional network were key motivators in attendance. The majority of respondents indicated that attendance improved their self-advocacy, self-image, and leadership skills. Of those who did not attend, 51% were unaware of such conferences or symposia. Those who were aware, but unable to attend, cited lack of time as the major barrier to participation.

Conclusions:

The results of this study provide preliminary data surrounding gender-specific conferences or symposia for women in medicine and highlight opportunities for increased engagement. While not causative, attendees share attributes of professional success and report personal and professional benefits. Lack of awareness and access to child/family care are likely major barriers to participation, which can be addressed through strategic initiatives.

Introduction

Despite reaching near parity in medical school graduates, women remain underrepresented in the physician workforce.^1,2 The gap extends further in academic medicine, where women represent only 22% of department chairs and deans.³ Rationale for the gender gap in the physician workforce differs by educational or career stage, but broadly gender bias (both conscious and unconscious), sexual and gender-based harassment, and salary inequities have all been postulated to contribute to the deterrence or attrition of women.^4

–9 Psychosocial factors, such as workplace culture, including lack of support structures for female physicians, may also be related to the retention and advancement of female physicians.¹⁰

Anecdotal evidence suggests that conferences or symposia, which aim to promote the retention and advancement of women in medicine, have increased in recent years to address inequities in the physician workforce. In this study, we define gender-specific conferences or symposia as half-day or longer events that provide educational content, workshops, panel discussions, or professional development, which acknowledge, either implicitly or explicitly, gender inequities in medicine. Recent gender-specific conferences or symposia have been hosted by academic medical centers^11

–17 and professional organizations or societies.^18,19 The length, location, and content of these events vary and as such, there is limited knowledge surrounding their utility and impact. To address this, we conducted a nationwide, multidisciplinary survey of female physicians to identify the motivations or barriers to attend a gender-specific symposium or conference and their associated professional benefits.

Materials and Methods

Survey, study participants, and recruitment

A social media- and e-mail-based, snowball sampling strategy was utilized to distribute an online survey (Qualtrics, www.qualtrics.com) to female-identifying physicians between October and November 2018 (Supplementary Data). A brief description of the survey and a link to participate was shared on the authors' personal Facebook and Twitter pages and among their social and professional networks through e-mail. Survey themes included demographics, professional background, attendance at gender-specific conferences or symposia, motivations or barriers to attendance, and perceived benefits. Participants had the option of leaving open-ended comments at the end of the survey regarding additional motivating or limiting factors regarding their attendance or nonattendance, respectively, at a gender-specific conference or symposia.

Data analyses

The Northwestern University Institutional Review Board deemed this study exempt from further review. Only data from participants who completed the entire survey, self-identified as female, and reported living within the United States were included in this study. Data analyses were primarily qualitative and descriptive statistics were used where appropriate. Chi-squared tests (GraphPad Prism, version 7.0) were used to compare categorical data. p-values <0.05 were considered significant.

Open-ended survey comments were analyzed using a thematic and semiquantitative approach. Comments were coded using deductive methods by the authors. All authors independently read the entire dataset and manually coded participant comments into one or more of the following categories for attendees and nonattendees, respectively: I. Content knowledge, networking, personal and/or professional development, recommendation, speaker or organizer, survey, or other; II. Advanced career, family care, financial constraints, gender bias or inclusivity concerns, lack of awareness, lack of support, lack of time, perceived low impact, schedule conflict, survey, or other. Then, as a group, the authors reviewed the independent coding results and discussed them until all codes were unanimously agreed upon. Comments pertaining only to the survey category (e.g., responses such as “no” or “none”) were removed from further analyses.

Data sharing plan

Data can be provided by request from the corresponding author.

Results

A total of 792 female-identifying physicians completed the survey, having learned about the survey primarily through e-mail (49%) and Facebook (35%). The majority were white (68%), between the ages of 35 and 44 years (47%), and employed primarily in a clinical care setting (77%). Only 272 (34%) respondents attended a gender-specific conference or symposium. Table 1 compares the demographics and professional attributes between attendees and nonattendees. Attendees were significantly more likely to hold a leadership position (68% vs. 43%, p < 0.0001), an academic faculty position (74% vs. 56%, p < 0.0001), and have received a professional accolade within the past year (42% vs. 28%, p < 0.0001). Nonattendees were significantly more likely to be the primary caregiver for children or seniors (64% vs. 56%, p = 0.042).

Table 1.

Respondent Demographics and Professional Characteristics

	N	(%)	Attendee	(%)	Nonattendee	(%)	p-value
Total	792	100.0	272	100	520	100
Age							0.1494
25–34 years old	142	17.9	42	15.4	100	19.2
35–44 years old	373	47.1	128	47.1	245	47.1
45–54 years old	146	18.4	51	18.8	95	18.3
55–64 years old	89	11.2	39	14.3	50	9.6
65–74 years old	31	3.9	11	4.0	20	3.8
75 years or older or Prefer not to answer	11	1.4	1	0.4	10	1.9
Ethnicity							0.7473
White (non-Hispanic)	552	69.7	187	68.8	365	70.2
Asian	150	18.9	50	18.4	100	19.2
Black or African American	29	3.7	12	4.4	17	3.3
Prefer to self-describe	19	2.4	7	2.6	12	2.3
Hispanic or Latina	17	2.1	6	2.2	11	2.1
Prefer not to say	13	1.6	7	2.6	6	1.2
Middle Eastern or North African	12	1.5	3	1.1	9	1.7
Degree							0.1644
MD	703	88.8	246	90.4	457	87.9
DO	45	5.7	9	3.3	36	6.9
MD, PhD	31	3.9	13	4.8	18	3.5
MBBS or other international medical degree	13	1.6	4	1.5	9	1.7
Trainee status							0.6518
Resident or Fellow	66	8.3	21	7.7	45	8.7
Primary work environment							<0.0001
Clinical care	607	76.6	188	69.1	419	80.6
Research	58	7.3	27	9.9	31	6.0
Administration	44	5.6	27	9.9	17	3.3
Education	31	3.9	16	5.9	15	2.9
Government, Nonprofit, Industry, or Other	52	6.6	14	5.1	38	7.3
Total	792	100.0	272	100	520	100
Leadership position							<0.0001
Yes	410	51.8	185	68.0	225	43.3
No or unsure	382	48.2	87	32.0	295	56.7
Academic faculty position							<0.0001
Yes	492	62.1	202	74.3	290	55.8
No	300	37.9	70	25.7	230	44.2
Received a promotion within the last year							0.1374
Yes	130	16.4	52	19.1	78	15.0
No	662	83.6	220	80.9	442	85.0
Received an award or other professional accolade within the last year							<0.0001
Yes	258	32.6	115	42.3	143	27.5
No	534	67.4	157	57.7	377	72.5
Received an increase in salary within the last year							0.0546
Yes	259	32.7	101	37.1	158	30.4
No	533	67.3	171	62.9	362	69.6
Relationship status		0.0					0.0551
Married	648	81.8	229	84.2	419	80.6
Single	81	10.2	30	11.0	51	9.8
Divorced, partnered, or Other	63	8.0	13	4.8	50	9.6
Primary caregiver for children or seniors							0.0424
Yes	484	61.1	153	56.3	331	63.7
No	308	38.9	119	43.8	189	36.3

Attendees indicated that an interest in discussion topics (98%), a sense of community (84%), and growth of professional network (79%) were key motivators in attendance (Fig. 1A). Respondents reported that attendance improved their self-advocacy (79%), self-perception (70%), and leadership skills (68%) (Fig. 1B). Of those who did not attend, 51% were unaware of such conferences or symposia. Out of the 256 respondents who were aware, but unable to attend, 211 (82%) cited lack of time as a major barrier. Location was another limiting factor, as the events were not held at respondents' place of employment (55%) or they were unable to travel to attend (43%).

FIG. 1.

Motivations, benefits, and barriers to attendance at gender-specific conferences and symposia. (A) Self-reported motivations to attend a gender-specific conference or symposium. (B) Self-reported professional improvements following attendance at gender-specific conference or symposium. (C) Self-reported barriers to attendance at a gender-specific conference or symposium.

Respondents were given the option to provide additional commentary surrounding their attendance (n = 60) or nonattendance (n = 184) at a gender-specific conference or symposium. Comments were categorized into one or more theme areas (Table 2). Attendee comments spanned several themes, including an interest in personal and/or professional development opportunities (“[To] gain tools for leadership,” and “Gain life skills, get ideas regarding what others were doing to strike a work-life balance,”), whereas others noted that they attended either as a speaker or organizer of the event. The majority of nonattendee comments related to a lack of time, often compounded by other factors such as work and family obligations. “[With a] busy schedule and relative value unit requirements, something has got to give, and I chose that it would be the conference,” shared one respondent. While another said, “I own and run my private practice and have a family with three children. I barely have time to breathe let alone take more time away from my family to attend a conference.”

Table 2.

Summary of Respondent Comments

Attendees	N	Nonattendees	N
Total	60		184
Comment themes		Comment themes
Personal and/or professional development	17	Lack of time	65
Speaker or organizer	17	Other	30
Networking	13	Family care	23
Other	11	Advanced career	22
Content knowledge	6	Perceived low impact	22
Recommendation	6	Financial constraints	20
		Gender bias or inclusivity concerns	12
		Lack of support	12
		Lack of awareness	11
		Schedule conflict	7

Several respondents raised concerns surrounding a lack of intersectionality at gender-specific conferences and symposia. One respondent shared that, “There are so few underrepresented minority women in medicine that I feel it is important for the larger physician women groups to openly discuss and acknowledge their unique struggles, in addition to the struggles of all physician women. This glaring blind spot needs to be addressed before I would feel comfortable attending a conference or symposium regarding this topic.” Other respondents indicated that gender-specific conferences and symposia may propagate gender bias in medicine citing, “gender-specific conferences makes the gender gap more marked.”

Discussion

This study provides preliminary data surrounding conferences and symposia for women in medicine and provides initial insight into the value of such events as they pertain to the advancement and retention of women in medicine. While in the minority, physicians who attended a conference or symposia for women in medicine share attributes of professional success and report personal and professional benefits. In terms of shared attributes of success, it may be that attendees, as indicated in the open-ended comments, were invited or encouraged to attend because of their leadership roles or professional contributions to the field of medicine. They may have also served on an organizing committee, thus ensuring their attendance. We did not ask respondents about their official role in an organizing or speaking capacity, and acknowledge this limitation. Alternatively, it could be suggested that “successful,” women in medicine take advantage of or see value in this type of programming. In addition, attendees with more professional success may have better leverage or less fear of repercussion in seeking time off to attend a gender-specific conference.

In more concrete outcomes, women who attended a gender-specific conference or symposium reported personal and professional benefits, such as improved self-image, self-advocacy, and leadership skills. These benefits may impact future career development and advancement, as self-awareness and efficacy are key to fostering women leaders.²⁰ Although correlative, these data are highly encouraging and warrants further study to explore how these types of support programs or events can influence the retention and advancement of women in medicine, as well as how that retention benefits patients and employers.

Important insights are also gained from those physicians unable or unwilling to attend. Lack of time and its derivatives were cited as the major barriers to participation both in the open-ended comments and respondent demographics, as nonattendees were significantly more likely to serve as a primary caregiver for family. It would be remiss to think that these issues are unrelated, as female physicians spend more time on childcare and other domestic responsibilities compared with male colleagues,²¹ placing women at an inherent disadvantage when it comes to participating in professional development endeavors, even those specifically designed to support their retention and advancement. Conference and symposium organizers should consider ways to improve accessibility through location and scheduling, including the option for virtual or remote viewing and participation, on-site childcare, and family-centered conference hours. As a result of workplace microinequities or existing maternal/caregiver discrimination, both commonplace in health care,^22
–24 women physicians in primary caregiver roles may fear further discrimination if they seek out opportunities to attend a gender-specific conference. Institutions and departments would benefit from providing protected time for professional development opportunities and child/family-care services or grants.

We also find it necessary to highlight and echo the sentiments of the respondents who acknowledged the need for intersectionality at gender-specific conferences or symposia. While it is easy to view the underrepresentation of women in medicine as a univariate issue of gender, it is much more complex and should include the unique experiences and perspectives of ethnic, racial, and sexual minority women. Additional suggestions to ensure that conferences or symposia are inclusive and accessible are provided by Pendergrass et al.²⁵

While this is the first study to assess gender-specific conferences or symposia in medicine, it is not without limitations. First, the survey was distributed through the authors' social media accounts and within their professional networks, which is likely to incorporate near peers around the same age and career stage, introducing selection bias and skewing the demographics toward early-to-mid career physicians in their 30s and 40s. Thus, the results of this study may not accurately reflect the experiences of residents or fellows, nor physicians advanced in their careers. Likewise, the majority of physicians who participated in the survey were white, and the motivations or barriers to attendance at a gender-specific conference or symposia may be different for women of color. Lastly, this study did not evaluate respondents' attendance at other professional conferences or symposia, nor assess their participation in other professional development-related activities, so no comparison to gender-related events could be made. Developing a validated tool to measure the impact of gender-specific conference or symposium attendance would help direct further study.

In the future, it would be beneficial to explore the direct personal and professional impact that gender-specific conferences or symposia have on female physicians over time. Indeed, there is additional value in assessing the institutional impact and/or benefits derived from hosting a gender-specific conference or symposium from multiple perspectives, spanning physician professional development to workplace diversity and inclusion efforts. Finally, it would be worthwhile to evaluate and employ various strategies to overcome barriers to nonattendance.

In summary, gender-specific conferences or symposia are a putative tool to promote the retention and advancement of female physicians but warrant further study as they become more widespread throughout the United States. This exploratory analysis provides insights to both improve access and strengthen conference and symposium design.

Footnotes

Acknowledgment

The authors thank all of the individuals who participated in this study.

Author Disclosure Statement

No competing financial interest exists.

Funding Information

This work was supported by the Women's Health Research Institute at Northwestern University.

Supplementary Material

Supplementary Data

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Supplementary Material

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