Women make up approximately 80% of the U.S. health workforce, yet they account for only 30% of top-level positions. We must encourage women to pursue leadership roles.
Deanna J. Wathington, M.D., M.P.H., FAAFP
Clinical Director at REACHUP, Inc. and Immediate Past President, APHA
Health. In this society we often discuss health and healthcare as two separate concepts. However, all healthcare is meant to maintain, repair, or restore…health. In fact, public health is “the fulfillment of society’s interest in assuring the conditions in which people can be healthy.”
Public health is the umbrella under which all health workers labor. Whether we are working to investigate an infectious disease outbreak, care for patients in an ambulatory or hospital setting, maintain/clean a waterway, engage in research to cure cancer, assess mental health status, or conduct small group nutrition education sessions, it is all in the service of ensuring and assuring the health of the public.
Disparity underscored by data
You may have seen the statistics or heard about the challenges for women in health careers. It has been a difficult year for those in health fields overall, particularly for those in public health. There has been an earthquake in the health infrastructure of our country in the past 12 months, however, with seismic shifts come opportunities. Opportunities to adapt and/or to transform unwanted conditions by attending to the possibilities you desire or can create.
In the United States, women account for roughly 80% of the health workforce. As noted by the World Health Organization (WHO), women comprise over 67% of the health and social care workforce globally. The WHO estimates that the value of the care provided by these women is over $3 trillion annually. However, when one surveys leadership and C-suite positions, women occupy only 25% of those roles globally. It is only minimally better in the United States, where women occupy approximately 30% of top-level positions. Women of color face even greater odds, occupying only 4% of those jobs.
These statistics are the outcome of acknowledged barriers to the progress and promotion of women in health leadership. These barriers include: significant gender pay disparity in all health disciplines; discrimination; lack of mentorship, role models and career guidance; sexual harassment; limited authority/lack of autonomy; inequality in work-life balance (with women carrying the responsibility for more obligations at home); excessive workload and professional isolation; and lack of support (including significant other, colleagues and organization).
Structuring future leadership
Research has shown that creating a sustained environment for growth of women leaders within health systems requires effective interventions and systemwide policy transformation and accountability. This movement requires organizational leadership committed to:
- Creating a shift in culture, including addressing implicit bias and harassment
- Implementing mentorship/leadership development plans and ensuring strong, sustained representation of women across leadership roles
- Providing focused support resources and tools
- Structuring work plans to enhance work-life balance and positively impact productivity
All of these efforts need to be built upon a foundational structure of monitoring, evaluation and real time adaptation to continue to improve circumstances, opportunities, and longevity of women in health leadership.
Regardless of the current environment, it is imperative that we encourage women working in health fields to continue to aspire to and pursue leadership roles, to partner and collaborate across the plethora of health disciplines, and to build the system and infrastructure that works for and supports the health of our nation, our communities, and our loved ones.
