背景:女性在领导层中的代表性不足仍然是一个普遍存在的问题,促使对专业环境中的支持机制进行严格的审查。以前的研究已经确定了女性面临的挑战,从有限的知名度到职业发展的障碍。这项调查旨在调查人们对女性领导力项目有效性的看法,指导倡议,和一门专门的交流课程。特别是它专门针对解决职业妇女遇到的挑战。
方法:这种多中心,观察,国际在线调查是由ESICMNEXT和ESICM医疗保健多样性和包容性监测小组合作制定的。参加邀请通过电子邮件和社交网络分发给男女。数据收集时间为2023年4月1日至2023年10月1日。
结果:在354名受访者中,男性90人(25.42%),女性264人(74.58%)。其中,251完成了调查,揭示了女性在领导角色中面临的持续挑战,10%-50%的受访者持有这样的职位。女性的自信被认为是不同的,65%的人认识到骚扰等障碍。将近一半的受访者在会议中遇到中断。只有47.4%的人收到会议邀请,超过一半的人接受他们。在过去的三年里,只有12%的人在ESICM会议上发言,得到董事和同事的有限支持,表明女性专业人士面临各种障碍。鼓励家庭参与,减少费用,提供托儿服务,提供经济支持可以提高会议的参与度。尽管55%的人申请了ESICM职位,像围攻这样的障碍,骚扰,缺乏资金支持,托儿服务,并报告了语言障碍。只有14%的人可以享受带薪家庭假,而32%的人受益于补贴儿童保育。参加关于职业发展目标的有效沟通课程以及参与妇女的领导和指导计划可以提供宝贵的见解和成长机会。与人力资源和领导盟友合作对于克服障碍和促进女性职业发展至关重要。
结论:调查的全面见解强调了解决重症监护医学领域女性领导障碍的紧迫性。多方面和交叉的方法,考虑到性别歧视,结构性障碍,和有针对性的策略,是必不可少的。
BACKGROUND: The underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women\'s leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women.
METHODS: This multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023.
RESULTS: Out of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women\'s assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent\'s experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women\'s leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women\'s career growth.
CONCLUSIONS: The urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey\'s comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential.