Journal of the American Heart Association: Cardiovascular and Cerebrovascular Disease (May 2024)
Mind the Gap! Working Toward Gender Equity in Pediatric and Congenital Heart Disease: Present and Future
- Devyani Chowdhury,
- Neha Bansal,
- Annette Ansong,
- Carissa Baker Smith,
- Holly Bauser‐Heaton,
- Nadine Choueiter,
- Jennifer Co‐Vu,
- Pietro Elliott,
- Stephanie Fuller,
- Supriya S. Jain,
- Pei‐Ni Jone,
- Jonathan N. Johnson,
- Tara Karamlou,
- Alaina K. Kipps,
- Kristin Laraja,
- Keila N. Lopez,
- Muneera Rasheed,
- Christina Ronai,
- Ritu Sachdeva,
- Arwa Saidi,
- Chris Snyder,
- Nicole Sutton,
- Corey Stiver,
- Nathaniel W. Taggart,
- Kenneth Shaffer,
- Roberta Williams
Affiliations
- Devyani Chowdhury
- Cardiology Care for Children Lancaster PA USA
- Neha Bansal
- Division of Pediatric Cardiology Mount Sinai Kravis Children’s Hospital New York NY USA
- Annette Ansong
- Division of Pediatric Cardiology Children’s National Hospital Washington DC USA
- Carissa Baker Smith
- Nemours Cardiac Center, Nemours Children’s Hospital Wilmington DE USA
- Holly Bauser‐Heaton
- Division of Pediatric Cardiology Children’s Healthcare of Atlanta Atlanta GA USA
- Nadine Choueiter
- Division of Pediatric Cardiology Mount Sinai Kravis Children’s Hospital New York NY USA
- Jennifer Co‐Vu
- University of Florida Congenital Heart Center Gainesville FL USA
- Pietro Elliott
- Cardiology Care for Children Lancaster PA USA
- Stephanie Fuller
- Division of Cardiothoracic Surgery Children’s Hospital of Philadelphia Philadelphia PA USA
- Supriya S. Jain
- New York Medical College‐Maria Fareri Children’s Hospital at Westchester Medical Center Valhalla NY USA
- Pei‐Ni Jone
- Department of Pediatrics (Cardiology) Northwestern University Feinberg School of Medicine Chicago IL USA
- Jonathan N. Johnson
- Department of Pediatrics, Division of Pediatric Cardiology Mayo Clinic Rochester MN USA
- Tara Karamlou
- Department of Thoracic and Cardiovascular Surgery Cleveland Clinic Children’s Cleveland OH USA
- Alaina K. Kipps
- Division of Pediatric Cardiology Stanford School of Medicine Stanford CA USA
- Kristin Laraja
- Division of Pediatric Cardiology, Department of Pediatrics University of Massachusetts Medical School Worcester MA USA
- Keila N. Lopez
- Department of Pediatric Cardiology Baylor College of Medicine, Texas Children’s Hospital Houston TX USA
- Muneera Rasheed
- Department of Global Public Health and Primary Care University of Bergen Bergen Norway
- Christina Ronai
- Department of Cardiology, Boston Children’s Hospital, Harvard Medical School Boston MA USA
- Ritu Sachdeva
- Division of Pediatric Cardiology Children’s Healthcare of Atlanta Atlanta GA USA
- Arwa Saidi
- University of Florida Gainesville FL USA
- Chris Snyder
- Division of Pediatric Cardiology UH Cleveland Medical Center Cleveland OH USA
- Nicole Sutton
- Children’s Hospital at Montefiore, Albert Einstein College of Medicine Bronx NY USA
- Corey Stiver
- The Heart Center, Nationwide Children’s Hospital Columbus OH USA
- Nathaniel W. Taggart
- Department of Pediatrics, Division of Pediatric Cardiology Mayo Clinic Rochester MN USA
- Kenneth Shaffer
- Dell Children’s Medical Center University of Texas at Austin Dell Medical School Austin TX USA
- Roberta Williams
- Division of Pediatric Cardiology, Keck School of Medicine of USC Children’s Hospital Los Angeles Los Angeles CA USA
- DOI
- https://doi.org/10.1161/JAHA.123.032837
- Journal volume & issue
-
Vol. 13,
no. 9
Abstract
Evidence from medicine and other fields has shown that gender diversity results in better decision making and outcomes. The incoming workforce of congenital heart specialists (especially in pediatric cardiology) appears to be more gender balanced, but past studies have shown many inequities. Gender‐associated differences in leadership positions, opportunities presented for academic advancement, and recognition for academic contributions to the field persist. In addition, compensation packages remain disparate if evaluated based on gender with equivalent experience and expertise. This review explores these inequities and has suggested individual and institutional changes that could be made to recruit and retain women, monitor the climate of the institution, and identify and eliminate bias in areas like salary and promotions.
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