Abstract：
Women currently represent approximately 70% of the global healthcare workforce, 60.9% of the global dental workforce, 77.6% of the US healthcare workforce, and 36.7% of the US dental workforce. The American Dental Association states that the number of practicing women dentists in the United States has increased by 2.25 times since 2001, with a projected trajectory to level off by 2040. Despite having a major impact on the healthcare sector globally, women earn 24% less than men and only serve in 25% of senior leadership positions. In the US dental schools, only 14% of faculty serve in administrative roles, and as of April 2022, 28.6% of the US dental school deans were women, indicating gender underrepresentation in the highest roles of academic leadership. This corresponds to the data on gender parity still not being the norm in many societies and workplaces and can be attributed to public policies, stereotypical perceptions, and individual factors. Five key factors have been identified to be crucial for women\'s entry or advancement in global health leadership: a) public policy, b) community, c) institutional, d) interpersonal, and e) individual. Individual self-improvement and institutional practices may be used to overcome these barriers to women\'s leadership in healthcare and shift the power dynamics toward reinforcing gender equality. These transformative changes are measured through women\'s collective capacities and skills, relationship dynamics, community perceptions, and environmental practices. This article recognizes the present obstacles to women in healthcare leadership and proposes strategies to achieve gender equality both through individual and institutional practices.
摘要：
目前，女性约占全球医护人员的70％。占全球牙科劳动力的60.9%，77.6%的美国医疗劳动力和36.7%的美国牙科劳动力。美国牙科协会指出，自2001年以来，美国执业女性牙医的数量增加了2.25倍，预计到2040年将趋于平稳。尽管对全球医疗保健行业产生了重大影响，女性的收入比男性低24%，只在25%的高级领导职位上任职。在美国牙科学校，只有14%的教师担任行政职务，截至2022年4月，28.6%的美国牙科学校院长是女性，表明在学术领导的最高角色中性别代表性不足。这与许多社会和工作场所仍然不规范的性别均等数据相对应，可以归因于公共政策，刻板印象，和个人因素。已经确定了五个关键因素对于妇女进入或提高全球卫生领导地位至关重要：a）公共政策，b)社区,c)机构，D)人际关系，和e)个人。个人自我完善和制度实践可以用来克服这些障碍，妇女在医疗保健方面的领导地位，并将权力动力转向加强性别平等。这些变革性的变化是通过女性的集体能力和技能来衡量的，关系动态，社区认知，和环境实践。本文认识到目前妇女在医疗保健领导方面的障碍，并提出了通过个人和机构实践实现性别平等的策略。
