Let’s take a moment to recognize and celebrate the incredible women in medicine! Your dedication, skill, and passion inspire us all, and we are grateful for the tremendous contributions you make every day.
While more women are entering the medical field, it’s crucial to acknowledge the persistent challenges our female colleagues face. These include workplace discrimination, pay disparities, and implicit bias based on gender norms. For example, female physicians are often expected to communicate “softly” and avoid confrontation, while more direct female doctors may be unfairly labeled as “judgmental,” “rude,” or “unfriendly.” Additionally, women in medicine are frequently mistaken for nurses, medical assistants, or other non-physician professionals, a mistake not as commonly made with their male counterparts.
As osteopathic family physicians (or those on that path), it’s also important for us to consider the intersectionality of identities. This includes BIPOC, trans, and QLGB+ women in medicine, who face even greater challenges. We see you, we support you, and your journeys matter just as much.
At ACOFP, we are making great strides toward these goals. Examples include the annual Outstanding Female Leader Award and the support of leaders like Dr. Park’s, the 2023-2024 ACOFP President, “From the President’s Desk: Honoring the Leadership of Women."
Together, let's continue pushing for progress, equality, and empowerment for women—not only in medicine but in every field. In Chesak et al. (2022), three key solutions were proposed: (1) creating supportive communities, (2) fostering personal and professional development, and (3) addressing systemic policy challenges.
Additional Food for Thought:
1. Amplify the voices of female colleagues. If someone interrupts or speaks over them, make an effort to redirect the conversation back to the point they were making.
2. Support female physicians who express concerns about retaliation. If a female physician shares feedback with you but is worried about potential backlash, consider bringing up the topic (with their permission) to address the concern.
3. Check in with students and residents who have families. If you have a colleague with a family, ask if they’re comfortable with discussing it within professional circles. Unfortunately, career progression can sometimes be hindered by perceived familial obligations.
4. Evaluate your program’s gender equity policies. Take time to reflect on how your work environment supports gender equity. If policies exist, consider how well they are being implemented. Are they just written guidelines, or is there active follow-through to ensure their effectiveness?
As for our student leadership, the National Student Executive Board (NSEB) is always looking for strong, trailblazing leaders. Whether through involvement with the NSEB or our upcoming committees next year, there are many opportunities to make an impact!
/jay-wang_photo.jpg?sfvrsn=36cc1fa5_1 "Jay Wang_Photo")
