PhysiciansOnPurpose [ POP ] Podcast #62
In the medical profession, women physicians are automatically assigned a position of inferior status compared to their male colleagues. Women physicians also run into challenges to their status from female nurses on the job site.
Status leveling burden is a set of behaviors all female physicians must perfect in order to up-level their status with regards to these two groups on the practice site.
1) Male physicians. Men are automatically granted higher status purely virtue of their gender. Women physicians must work to bring themselves up to the level of status and respect of their male colleagues. It takes finesse, practice and effort.
2) Female nurses. There is an additional set of behaviors women physicians must master in order to maintain status with Female Nurses on the practice site. Again, these specific communications and acts of kindness take finesse, practice and additional effort that male physicians need not expend at work.
This was a great discussion for women and men alike with the lead researcher from a new study, Dr. Teresa Cardador PhD. This is a set of behaviors that make it harder for female residents to make it through training and can drive female physicians right out of medicine in some cases. We have all seen them. Now we have a name to aid our discussions of how to respond.
NOTE:
NONE of this has anything to do with the "women are catty and just don't get along" tropes we hear all the time. This is a complicated power imbalance and an honest attempt to level the playing field.MEN, do not step in and try to address these behaviors when you see them, without talking to your female colleague first.
Resources Below:
- WATCH the Video or LISTEN to the Audio of the Podcast
- READ the Full Transcript
- Here is a Status Leveling Burden Bibliography
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TRANSCRIPT:
Physician’s On Purpose Podcast 62.
Teresa Cardador PhD - Status Leveling Gender Bias for Women Physicians
Hello, again, Dr. Dike Drummond here in beautiful Seattle, Washington, the home of THEHAPPYMD.COM. I'm here with the latest in our Physicians on Purpose Podcast, and wow, am I excited today, because today, we're going to name a workplace stress that is very, very difficult for women physicians to deal with and overcome.
Everybody will know when I describe it. But now it's got a name because of the research of my guest. Dr. Teresa Cardador, who's a PhD in organizational behavior, and Associate Professor at the School of Labor and Employment Relations at the University of Illinois in Champaign Urbana. And she wrote an article that I ran into, and the article is called, Unpacking the status leveling burden for women in male dominated occupations. And this was published in administrative Science Quarterly in 2022. And it's a mind blower, and Dr. Cardador, if you would just say hi, and tell tell me how this particular kind of research dropped onto your radar.
Teresa Cardador PhD 01:50
Okay, well, Hello, thanks for having me, I really appreciate the opportunity to be here. Interesting, it did sort of drop onto my radar, I was contacted, gosh, way back in maybe 2021, even maybe 2020 by a physician who is also a coauthor on the paper. She's a surgeon are Gonzalez. And she and my other coauthor, Patrick Hill, were both at Washington University at the time. And they had been noticing some or she had been noticing some interesting dynamics between women nurses and women's surgeons in her own work and profession. And she wanted to sort of explore this more systematically through a qualitative study. And Patrick, who was sort of the, you know, the person who knew both of us, contacted me and said, Hey, would you be interested in working on this particular study. And so that began a lot of brainstorming about what the focus of the study would be. And they it turned into the eventual paper that we're going to be talking about today.
Dike Drummond 02:53
We are going to be talking about stresses on female physicians, ti this case, the evidence comes from female surgeons, but we've all seen this behavior in the workplace. Because when I first read this paper, I said to myself, Oh, my gosh, she's named it. She's named it,
I took your paper into our community, the BurnoutProofMD Community, and the women on the line in our weekly coaching call just lit up with stories of the difficulty that women physicians have relating to other women who are on the care teams that are not physicians.
THE SETUP:
The setup goes like this,
- You're a woman in a male dominated profession. A female in a mixed group of male and female doctors.
- You're working with people on your team, who are women in a female dominated profession that's at a lower rank in the organization.
The classic example would be doctors working with nurses, right. In this case, you took it even further, even further into surgeons working with nurses.
And the question is, have you ever seen a female doctor have trouble relating to the nurses?
Have you ever seen the women just not get along on the workplace and had your female physician colleagues come to you in a quiet moment? You witness it, they come to you in a quiet moment is extremely distressing, that they don't get the respect.
They don't get people to follow their orders.
They get criticized, they get written up more, all of that stuff happens.
And we were talking about this before we started recording Dr. Cardador, but it's like, the popular trope is that women just don't get along. You know, they're just catty. Right?
Well, here's the name for it. Status leveling burden.
So let's just go through the setup of what the study was, what the groups were and what you were looking for.
Teresa Cardador PhD 04:50
Okay, sure. So as you mentioned, this is a study of surgeons and so everything that we report in the paper is from the perspective of the surgeons. I mentioned when we were chatting before we went live that we also did some follow up research with nurses, and maybe we'll talk about that eventually. But this, this study was focused on surgeons.
We interviewed 45 surgeons, 29 of them were female and 16 were men. And the reason why we interviewed men as well is we wanted to see if men were observing the same things. And indeed, they were observing the same thing.
So it wasn't just the women physicians who were observing these behaviors. So we interviewed these 45 individuals. And what we found is, as you're talking about, we uncovered this phenomenon that hasn't been talked about yet, which is called the status leveling burden.
And we define it in the paper as the pressure put on women physicians, and it could be generalized more broadly to women working in male dominated occupations, with women in collaborating occupations, to be their equal.
So in this case, the pressure put on women physicians from nurses, to act in ways that signal that they're equal status.
And so we sort of identify a model that kind of explains how physicians perceive the dynamics between themselves and nurses, how those dynamics caused them to engage in a number of behaviors, that show that, that demonstrate that they're equal status, or try to bring their own status down so that the nurses feel that they're more comfortable status and
Dike Drummond 06:28
Bring their own status down to that of a nurse in order to get along.
We're gonna pick this apart. So this was chosen as a, as a laboratory model of perfect laboratory model of the incongruency in the status of the women who were surgeons and the women who were nurses, right.
So it's a case study, that it probably applies to other professions, but not nearly so well. And it's about things that women, physicians in the workplace have to do to lower their status in the eyes of the nurses to match.
And this exists on top of all of the pre existing things that female surgeons have to do to raise their status and authority to the level of the men on their side of the wall, exactly. In the doctor cohort, the women are working really hard to raise their status up to match the male physicians because of the inherent bias there. And when they switch over and start talking to nurses, they have to actively lower their status to become part of the sisterhood.
Teresa Cardador PhD 07:33
Yeah, right. You hit the nail right on the head there.
1) So a lot of what the women physicians are sort of expected to do to conform to the norms of their own male dominated occupation, you know, being authoritative, being direct raising their voice when it's required, showing you know that they're sort of in charge, and competent, and all those sorts of things.
2) Our study shows is that they're less able to use those sort of authoritative behaviors in relationship with nurses. And so that while the men can get away with or can more readily use those type of behaviors without penalty, the women physicians aren't able to do that. They also report that they feel like the nurses respect their authority a little bit less than they do their male counterpart.
So you know, it's like the typical stuff that I'm sure a lot of your colleagues have seen. Nurses calling the women doctors by their first name more, being trained to be a little bit more informal, them having introducing men differently than women maybe being a little slower to put in orders or maybe questioning things a little bit more, you know, those kinds of behaviors. So yeah, we definitely, in this particular study, we the physicians talk about how they think that the nurses treat the female physicians a little bit differently than they treat the male physicians, and they have different expectations for how the women physicians can behave in interactions with them.
Dike Drummond 09:02
And so you identified some behaviors that the doctors would do when they specifically were talking to the nurses. And we've all seen this, right? It's sort of like, it's sort of like, it's not Jekyll and Hyde, but it's sort of like you wear one hat when you're a woman physician amongst the physicians, and you have to change hats when you're giving orders to the nurses.
And as a male doctor, and again, if you're not watching me on YouTube, I'm a big old white guy. So I'm like the quintessential dominant male, in our society and in our hierarchies inside of healthcare workplaces. We see this this is obvious to the women physicians, it's obvious at the level of the physician. And so the question that we were talking about is also how might the institution respond? And again, also how my individual perhaps male physicians on the physician side respond as well.
Teresa Cardador PhD 10:07
Yeah, great question. So I think I would put them sort of in two categories, right?
1) The first one would be sort of working within an existing system, how what things can you do to kind of lessen the burden for women.
2) And then the second one would be more kind of systemic changes, or maybe looking at things from a broader structural point of view that might be helpful.
So let's talk about the first one, working within the current situation to lessen the burden for women or the the negative outcome. The first thing and this, you know, seems pretty straightforward, but a lot of the women in our study just weren't prepared for these dynamics. The women physicians say that they weren't surprised and they weren't prepared for them.
They had, as a result of some of these pressures, had burned bridges with nurses sort of not understanding that they needed to kind of engage in these status leveling behaviors that we talked about in the paper.
And so the first recommendation that I would have is some mentoring around these issues, right, you know, either in medical school, or, you know, at some point during the training, certainly at the point of entry into a particular organization, just helping women prepare for these dynamics, what are they? Why do they happen? How do you sort of lessen potential for conflict in these interactions, and gain the kind of cooperation that you need. So just maybe that general awareness, I think would be would help a lot of women to avoid some of the pitfalls that are associated with the some of these dynamics.
Of course, the broader recommendation would be just sort of, you know, change the system. So these dynamics are not occurring. But you know, we're at the very minimum, I'd like to see something like that. And then similarly, or some organizational awareness around the fact that these dynamics exist for women, and that they do create an additional burden for them.
So as we talked about in the paper, engaging in these additional status leveling type behaviors with nurses requires additional time on the part of the women physicians, with some of the things that we talked about that they need to do are, you know, they often help nurses with some of their tasks.
So they'll clean up after a procedure or they might pull their own gloves, you know, before a surgery or things like that, they'll do some of the work that the nurses are expected to do. And so we call that task helping.
So they're engaging in that kind of work, they make themselves more highly accessible to nurses, you know, hanging out at the nurse's station more, you know, just being available for questions, spending more time interacting with nurses, those kinds of things, those things take a lot of time.
And some of the additional behaviors that they're required to engage in making more friendships with nurses being careful to be nice all the time to sort of interact with them in a very positive manner. Those things are also emotionally effortful. Not that everyone shouldn't be nice and friendly in the organization and those kinds of things. But when you have a busy schedule, a lot of demands, high pressure situations, having an extra expectation on you that you're that you always say things in a nice way that you're always positive and perhaps smiling when you say them, those things put additional emotional demands on women as they perform very highly demanding work. And now they also have to do some of these other things.
So another recommendation I have for organizations is to sort of remember that, you know, this is an additional burden that female physicians are facing. And so if you see, you know, more write ups coming in to women physicians versus their male counterparts, if you see women physicians taking a little bit of extra time on a case or something like that, compared to what men are doing, look a little deeper for what the causes of those are. And the status leveling burden might be one of those. So let me start with those two recommendations. I have others, but let me give you a chance to ask some follow up questions.
Dike Drummond 14:00
Like you said, female physicians are more likely to be written up by staff members.
There's all sorts of gossip in the coffee room about who did what and you'll see a doctor, a male doctor get away with being curt, and perhaps angry, and perhaps even profane in ways that women can't even dream about.
And then there's the whole the whole labeling, a doctor who's a male has to go pretty far to be labeled disruptive, but a woman physician doesn't have to go very far at all to get the “B word” on a forehand. And once that gets applied, it's almost impossible to wash it off.
And let's just emphasize this too, because what we focus on here is that heavy energy drain is about physician burnout. It is another additional energy drain for female physicians that happens naturally and automatically. Now we've got a way to understand it.
It's the fact that they have to bring their status down to get the nurses to recognize them.
And we're going to talk in just a second about you're research on the nurse perspective, what their perspective is here. And we can see there that things are at cross purposes. This is so useful. But wait and listen to the end of the podcast, because we're going to talk about what the nurses think about this. It's super, super useful.
And then in our community, when we started discussing this amongst a group of doctors in a safe space, our number one rule, by the way is Vegas Rule is, if you're going to fall apart, fall apart here. That's our rule. Right? So the question was, okay, guys, now that I know this word, it's not just the women don't get along, or they're Catty, it's like hang on a second, I can watch individual interactions, where the doctor is attempting to help them with their tasks be extra super social, super nice. She may talk to me in private differently than she talks to the nurses, that may be a role that you actually have to put on when we witnessed this. Or when we witness people not complying with the orders of the female physicians are slowly doing so or halfheartedly doing.
So. The question was, what should we do? What is expected of the man who recognized this and now that I recognize that this is like the end of the movie, The Matrix, I can see the numbers in the walls now it's like I could see it. I can see these every single time now that you've given a name to it.
And so what we said to the women on the call was there were there were a couple guys in six or eight women, because that's the way the balance always is in a coaching community. For physicians, it's always dominated by women, because women are more likely to ask for help.
The question was, do you want the men to jump in and help?
And all the women said, no, no, no, no, no.
- If you see that, let's get together offline in a private situation and talk about it.
- Thank you for seeing it and noticing it.
- But please don't jump in. Yeah.
- Because that will just knock this off kilter even further.
Teresa Cardador PhD 16:59
Without knowing the details of those conversations, I think most of the women that I have talked to wouldn't necessarily want someone to come in and sort of, you know, fix the situation or defend them from the point of view that you're talking about.
But I do think that men have a role to play in terms of being allies in the situation, right. And in terms of the I mean, I think there can be some calling out of the behavior when it occurs, but this sort of differential tolerance for male versus female behavior. And so I think you can kind of call out these gendered expectations when you see them.
I noticed that you're questioning Dr. X's orders, but not mine, you know, can you tell me? Why you're treating us differently?
Those kinds of things? Or,
I noticed that you have a strong reaction when Dr. So and So raises her voice, but not when the other person is a male doctors raising his voice? Can you talk a little bit more about that just sort of calling these things out? I think is important.
Dike Drummond 18:03
I'm gonna say, I would suspect that that would go better in the long run on the care team, if I reached out one-on-one in private?
Teresa Cardador PhD 18:14
Absolutely. Yes. Yes. You don't want to call this person out in the middle of a procedure or?
Teresa Cardador PhD 18:24
We interviewed surgeons which is more maybe perhaps an extreme case, in terms of the norms for being direct and authoritative in the surgical suite and that sort of thing. So, I think that you do see a pretty big differential between how the men behave and how the women are able to behave or not able to behave.
One clear recommendation for men is to take down their level of, you know, authoritativeness, and the yelling that happens, and the raising voices and things like that, so that there's a little bit of an equal playing field in terms of how the nurses are treated by men and women. I don't know that that's necessarily feasible to do.
Another recommendation for the male nurses to also demonstrate some of the status leveling types of behaviors with nurses that the women are expected performance to perform. I think that would level the playing field a little bit more. But I don't see that happening as much as possibly some of the other recommendations.
Dike Drummond 19:34
Remember that you studied mostly female surgeons, if you were to have interviewed more man, you'd see that their authoritative scale is sort of like a personality test. Right? There's some there's some that are very egalitarian and very bottom up and very servant oriented and some that are bullie. Surgical programs will just churn out bullies by the dozen, some of them.
Let me just tell you one other piece here because I recently was hired to build a coaching program for female surgical residents. And we have six female surgical rabbit residents. And they were telling me how the staff wouldn't help them. Even if we had one surgical resident that was less than five feet tall, and they wouldn't put a lift in when she took over the case, from a tall male surgeon. They had to do some adjustments underneath the table in order for her to reach the Bovie pedal, and all that kind of stuff and the staff would not do it for this surgery resident.
And these female residents would actually step forward to help the OR staff switch over rooms. So they would work like nurses and scrub techs switching over the rooms to get the cases on board. And I thought it was a communication problem when they first were telling me about this. And now I can see it's clearly status leveling, in an inferior class of females on the surgical side of the hallway. Now, you were telling me that you're starting to do research from the nurse’s perspective and noticing across an X shaped cross in channels that we've got to talk about that,
Teresa Cardador PhD 21:02
I would love to talk about that. So we are, as you suggested, doing follow-up research. Right now, I'm working with a PhD student, Michelle Checketts. And she and I have done a large number probably equal number of interviews with male and female nurses.
Remember, everything that we have talked about earlier, the physicians feeling like the nurses don't respect the women's authority as much they don't tolerate, you know, X authoritativeness, that sort of stuff, they expect them to engage in the Status leveling behaviors, all of that kind of stuff that from the first study is from the perspective of surgeons.
So we wanted to get in the head of nurses and kind of, you know, ask a similar question, what how are you perceiving these dynamics?
How do you think about the way you interact with male physicians versus female physicians, etc. And so we're noticing some really interesting patterns here that are nice complement to the existing research.
And one of the things that we're concluding with this study, which we're still writing up, so it's not finished yet. But is it some of these dynamics are possibly due to these broader issues of gender status and equality in this broader system? Right. So I was explaining a little bit earlier that, you know, as you well know, medicine is very hierarchical. physicians tend to have higher status in the medical hierarchy, even though nursing is very high status, occupation, it is lower status, generally speaking in the organizational hierarchy. And so when you think about it, women nurses are sort of at the lowest level of the medical hierarchy, right.
So if you have male physicians, the male physicians, male nurses, and female nurses, because of both their gender and occupational status, women, nurses are often considered kind of lower status at the intersection of both of those gender and status hierarchies.
And so what the nurses are telling us is that they're often mistreated - especially the female nurses, less so the male nurses. What I mean by mistreated is
- they get yelled at more than you might think.
- They get demeaned quite a bit,
- they get ignored.
- They feel that their work is often devalued. So they make suggestions about how think something should be handled, and maybe it's discounted, or it's not taken seriously.
And so they have this perception that they that they're kind of being somewhat devalued in the system. And the male nurses see this too. They both kind of feel like men have certain advantages, despite nursing being a female dominated occupation, the male nurses have certain advantages. They seem to be respected more by the physicians. They kind of have a enjoy more of a buddy buddy type relationship with the male doctors.
And so for a lot of reasons, the women nurses kind of feel that they're at the bottom of the heap in some for lack of a better way of saying it. And so what our research is suggesting, as a follow up, is that from the point of view of the nurses, it's not that they're trying to bring the women physicians down, they're trying to bring themselves up, because so they have a status leveling up motive. They're trying to bring themselves up in a system where their own status needs are kind of precarious, right, or their own status needs are threatened.
And so that's kind of the story from their point of view is that they're, they look to women physicians, who they see as kind of sharing some of the challenges that they experience in highly gendered contexts as people who might have some solidarity with them, who they can relate to on a more relational level.
And so they look to these women physicians for relationships for support for connection. You know, a lot of them say that they want to be treated like human beings, by physicians.
What that suggests to me is that they, they kind of feel like a lot of times the physicians don't see them, they just sort of give them orders and don't really see them as people behind the work. And so I think they really look to the women physicians to fulfill some of those expectations more so than they look to the male physicians to do that. And when the women physicians don't supply them, if you will, with some of those status enhancement responses, they penalize them for that they have higher expectations. And so there's a bigger penalty when it doesn't occur.
And so the reason why we think this is really important is because as you mentioned earlier about the catty behavior, right? I hear this all the time, from men, women, a lot of them say, “Well, it's because you know, women just don't get along”. Or women are Catty, you know, how women are they, they just, you know, they're competitive with one another, you know, it's this, these sorts of dynamics.
And what we're showing with this sort of holistic picture from the physician and the nurse point of view, is that it really isn't that it's not that you know, these dispositional characteristics of women that they just don't get along with one another. It's part of this broader kind of social system, right, in which these gender and status dynamics are kind of playing out in a really dynamic and complex way that shaped the way women the expectations that we have of one another, and how we interact with one another subsequently. So it's just we're finding it to be really interesting set of cumulative findings with respect to that,
Dike Drummond 26:35
O.K., let me just put my big old white guy view on this, it seems to me like it could be explained something like this:
When a female nurse looks at a female doctor, they see it another woman, they see a sister, a sister who's made it. And they would hope that they could have some sort of empathetic Halo, or some sort of relationship as a sisterhood between them and that person.
I can tell you a doctor that has to go through the entire bowels of the health care education system, especially a surgeon, which who did four years of medical school, five years of surgical residency, a couple of fellowships. They are 12 – 14 14 years into the system. By that time, that person, no matter who they are expects to have rank - on a healthcare team - expects to have rank. So when a nurse looks up to a female surgeon, they see another woman and expect something, something to pull them up.
When a female doctor looks at a nurse, they see a female nurse, they see a nurse and expect to have rank and be able to exert some of their and I use the word rank, rather than status. Because it is doctors give orders, the nurse can't do anything until we write the orders.
And then just me personally, yeah, if I've got a male nurse and a male doctor, we're going to be bros. Yeah, until it comes time that I have to pull rank. And then then it's a switch with just the eyeballs. It's like, I'm gonna give an order now and the bro is gone. We're and we have that kind of a different relationship. And I'm just going to fault the corpus callosum because this seems to be to be all about neuroanatomy and all that kind of stuff, if that makes sense.
Teresa Cardador PhD 28:23
No, totally. Yeah, it makes a lot of sense that that what you're talking about, about the sort of bro dynamic and to use the term, the ease between the male physicians and the male nurses is definitely something that all the nurses talking about. So they noticed that the male physicians tend to enjoy kind of a relationship with the physicians that the female and the male physicians, that is that the female nurses don't often enjoy that same dynamic. And again, it's, it's by virtue of probably shared gender, and the, you know, lots of different gender dynamics associated with that.
But with the the women nurses want to have that same right with the female physician, right? They want to have their girls club, if you will, like they perceive the boys having their own boys club. And so they're looking for that entry point where they're looking for the women physicians to, you know, treat them with the same level of respect. You know, what's really exciting about this research is there's so many potential future studies, you know, kind of looking at, you know, like this switching on a dime, it's really curious to me that the men can enjoy these close dynamics. And then when the physician, the male physician kind of switches on the dime to like being more authoritative. They tend to be more tolerant of that. The male tend to be more tolerant of that. And it could be, you know, I suspect because men in our society, you know, sort of gender normatively, gender stereotypes kind of, you know, it's like we expect men to be authoritative and to act with agency and we expect women to be warm and friendly. In the sort of thing, and so it's still sort of within character within gender norms to be able to behave that way.
So maybe that's part of the reason why they tolerate it with men and not women. But it'd be interesting, we, you know, there's so many layers of these dynamics that we really want to unpack to understand what's going on.
Dike Drummond 30:18
Yeah, and then I'll say also, if you look at what female doctors do offline, so when, when they're on their own and not in the hierarchy of the healthcare workplace. First of all, 70% of my clients ever since I started my coaching practice in 2010, are female. So they tend to recognize their their own stress and ask for help.
And secondly, the largest physician support groups in the world, our female physician support groups on Facebook, where you have, I think, it's 70,000 in the Doctor Mom group. So they clatch in in huge numbers. If you look at physician coaching as a profession, there are huge numbers of women going into physician coaching. And in those groups, they established communities inside their coaching training organizations. So if those same female physicians who feel these kinds of crosstalk pressures and mixed behavior, expectations and everything at work, when they get together, outside of work, they are very, very social.
And those communities of social interaction and support for male physicians don't exist at all. Not even a little bit. And you see that in the larger population to remember, I back in the I think it was in the 90s, there was the men's movement was was all the rage, right? There's, there's a new men's movement, and it was crushed within a matter of months. All of us dancing around fires and things like that. So all of these, I think, have wider gender implications. And I think this is fascinating research.
And when you feel as a female physician, that you have to modify your personality behavior to connect better with the nurses, because it's just too painful. If you don't, that's status leveling, and the extra work you have to do that burden is an additional stress that can cause burnout.
Teresa Cardador PhD 32:13
Yeah, and just, you know, I don't I hate to end on a negative note. But I mean, it does have these broader implications. I mean, a lot of the nurses or sorry, excuse me, a lot of the women that we talked to, you know, talked about, I had to leave an organization because they felt that the nurses just wouldn't cooperate with me or I had sort of inadvertently tanked the relationship with the nurses somehow. And it just made it really miserable for me. They actually cited this as a reason why they might consider leaving the profession, because it was the big stressor for them. So we didn't look at burnout. Specifically, I think we this is a another thing to measure in future studies and sort of establish that relationship empirically. But there's certainly a lot of evidence that and this is why we use the term burden, right? That is associated with a lot of physical demands on women and a lot of psychological demands that are that make their work more challenging in a context that is already extremely challenging.
Dike Drummond 33:17
And in the larger demographics. And I'm just going to make a couple of points and then we'll wrap up. The majority of applicants to medical schools are female now. And Nisha Mehta MD, a physician and friend who operates the two biggest groups on Facebook for female physicians and side gigs and things like that. She has a statistic that says 40% of female physicians will go part time or leave the profession within 10 years of graduating from their residency program.
This is another new name for another old stress. And I am so grateful that you did this and so are all on behalf of all the women in our support group. Thank you. Thank you. Thank you. Thank you.
Status leveling burden. Dr. Teresa Cadador PhD. Thank you so much for being with us today. Thank you. It was my pleasure. Right on everybody. eat, breathe and have a great rest of your day. I'll see you on the next podcast.
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Status Leveling Burden BIBLIOGRAPHY:
1) Cardador, M. T., Hill, P. L., & Salles, A. (2022). Unpacking the status-leveling burden for women in male-dominated occupations. Administrative Science Quarterly, 67(2), 317-351.
This article provides a comprehensive overview of the status-leveling burden, a form of gender bias that can occur in male-dominated workplaces. The authors define the status-leveling burden as "the pressure put on women in male-dominated occupations from women in occupations lower in the institutional hierarchy to be their equal." They argue that the status-leveling burden can have a significant impact on women's careers, leading to feelings of isolation, stress, and burnout.
2) Dossett, L. A., Vitous, C. A., Lindquist, K., Jagsi, R., & Telem, D. A. (2020). Women surgeons' experiences of interprofessional workplace conflict. JAMA Network Open, 3(3), e2019843.
This study examines the experiences of women surgeons in the workplace. The authors found that women surgeons are more likely to experience interprofessional workplace conflict than their male counterparts. This conflict can take many forms, including being interrupted or talked over in meetings, having their ideas dismissed or ignored, and being treated with less respect than male colleagues.
3) Salles, A., Wright, R. C., Milam, L., Panni, R. Z., Liebert, C. A., Lau, J. N., Lin, D. T., & Mueller, C. M. (2019). Social belonging as a predictor of well-being and surgical resident attrition. Journal of Surgical Education, 76(3), 370-377.
This study examines the relationship between social belonging and well-being among surgical residents. The authors found that surgical residents who feel a sense of social belonging are more likely to report high levels of well-being and less likely to experience burnout. They also found that social belonging can help to protect surgical residents from the negative effects of status leveling burden.
4) Gupta, A., & Mishra, A. K. (2022). Status leveling burden: A concept analysis. Journal of Advanced Nursing, 78(11), 3245-3256.
This article provides a concept analysis of status leveling burden. The authors define status leveling burden as "the pressure that is put on women in male-dominated occupations to prove their competence and to constantly justify their position." They argue that status leveling burden can have a significant impact on women's careers, leading to feelings of isolation, stress, and burnout.
5) Jagsi, R., Doshi, J. A., & Shah, A. V. (2016). Gender bias in medicine: Causes, consequences, and solutions. JAMA, 315(19), 2189-2192.
This article discusses the causes, consequences, and solutions to gender bias in medicine. The authors argue that gender bias is a major problem in medicine, and that it can have a significant impact on the careers of women physicians. They propose a number of solutions to address gender bias in medicine, including:
* Raising awareness of the issue
* Providing training on unconscious bias
* Creating more supportive work environments
* Holding organizations accountable for their discriminatory practices
6) Shaw, A., & Doshi, J. A. (2018). The status-leveling burden: A new perspective on gender bias in medicine. JAMA Internal Medicine, 178(1), 11-12.
This article introduces the concept of status leveling burden as a new perspective on gender bias in medicine. The authors argue that status leveling burden can explain why women physicians are more likely to experience burnout than their male counterparts. They propose that organizations can address status leveling burden by creating more supportive work environments and by holding leaders accountable for creating a culture of inclusion.
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PLEASE LEAVE A COMMENT:
- What status leveling behaviors have you witnessed?
- What status leveling behaviors do you currently find most useful?
- What role do you believe best for male physician to play in a worksite with obvious status leveling burden?