%20PNG.png)
Updated: Jun 3
Historically, men have dominated provider roles in healthcare. Biases and limitations discouraged women from entering these fields. Today, however, women are making significant strides. They are now predominant providers in specialties like pediatrics and OB/GYN. Over the last two decades, we've doubled our presence in numerous other areas (AAMC). According to the Association of American Medical Colleges (AAMC), women have driven the growth in the supply of providers over the past 18 years (AAMC). Despite this progress, the journey toward equity in healthcare careers remains fraught with challenges.
Ongoing Challenges for Women in Healthcare
From barriers to recognition to persistent pay gaps, women face ongoing challenges that hinder their professional growth. This blog post will explore these hurdles, share specific examples, and discuss how resilience plays a pivotal role in helping women navigate their careers in healthcare.
A Personal Story of a Woman in Medicine
In academic medical centers, physicians typically wear multiple hats. These roles include education, research, and leadership. A medical doctor (MD) may divide their time between these areas, with the balance shifting based on departmental needs. However, for physician assistants (PAs), a diverse career is less common. According to the NCCPA 2023 Statistical Profile, just 3.5% of PAs work in non-clinical roles (NCCPA). A non-clinical role means a PA does not provide direct patient care.
Once established as PA faculty, the focus often shifts to teaching, which can limit clinical practice time. Only two-thirds of PA program faculty actively practice clinically, and less than half have dedicated time to do so (PAEA). While MDs are encouraged to pursue diverse roles and have their time allocated accordingly, PAs lack the same support and protections.
Women in academic medical roles may face additional barriers. Research indicates that they are less likely to obtain advanced faculty positions, remain in academia, or receive promotions to leadership roles (Carr et al).
My own experience reflects these challenges. While at an academic medical center with a top-ranked medical school and a robust PA program, I was initially encouraged to undertake research and pursue educational opportunities. However, once I became full-time faculty, I quickly felt unsupported as a woman. Despite advances in my teaching abilities, I encountered obstacles where there should have been support.
Unexpectedly, my clinical responsibilities were reduced, justified by budget constraints. This situation left me feeling undervalued. As a recent participant in the renowned Harvard-Macy Institute, I found the loss of protections regarding my time and expertise to be deeply trivializing.
Would an MD experience this situation? Would a male colleague face similar challenges? While I can't say for sure, research suggests: probably not.
The Barriers to Recognition and Pay Equity
Gender bias poses a significant challenge in healthcare. Many women find that their contributions are often overlooked. Long-standing stereotypes typically portray women as support figures rather than leaders. A 2021 study found that only 13% of women in healthcare leadership roles feel their work is recognized, compared to 22% of men (Mose).
The gender pay gap highlights systemic inequalities. Female healthcare workers, on average, earn about 25% less than their male counterparts for similar roles. Specifically, female physicians earn an average of $180,000 annually, while male physicians average $240,000. This disparity persists even when accounting for factors like specialty and years of experience. In the PA field, which is predominantly female, female PAs earn approximately $113,882 per year compared to approximately $161,778 for male PAs. This means women earn roughly $0.70 for every $1.00 earned by a male PA, mirroring the trends we see in other professions (My PA Box).
The Promotion Gap: Limited Opportunities for Advancement
The promotion gap is another significant hurdle. Women make up nearly 60% of medical school graduates and 70% of PA school graduates, yet they hold just 30% of leadership positions. In education, while 70% of PA faculty are female, 27% identify as male, with men disproportionately occupying program director roles—39% of program directors are male versus 58% female (PAEA).
PAs often have limited advancement opportunities compared to physicians, who generally have clearer pathways to leadership roles. Only 5% of PAs hold top-tier leadership positions, leaving many feeling constrained in their influence over policies and practices.
Many women report needing to prove themselves repeatedly, feeling they must exert extra effort for the same recognition as male colleagues. This ongoing struggle can be draining, but it also fosters resilience. As women draw strength from shared experiences, they can navigate their careers with determination and insight.
Work-Life Balance: The Ongoing Challenge
Achieving work-life balance is particularly challenging for women in healthcare. They typically juggle demanding jobs alongside family responsibilities. A recent study revealed that 70% of women in healthcare experience stress from balancing professional and personal expectations. Poor working conditions and diminished autonomy disproportionately affect women, leading to increased risk of burnout (Karakcheyeva et al). The prevalence of burnout in healthcare is a deeply challenging concern.
Long hours and emotional labor complicate personal lives, making it difficult to meet family obligations. Many women feel inadequate due to the constant balancing act they endure.
Employers can promote longevity and success for their providers, especially women, by adopting policies that foster work-life balance. Creating flexible work schedules, offering mentorship programs, and improving parental leave options can significantly alleviate stress and enable women to manage both professional and personal responsibilities effectively.
Using Resilience for Good
Despite numerous barriers, women in healthcare show incredible resilience. This vital quality enables them to overcome obstacles, often channeling their experiences into strength and determination. Women frequently inspire one another through shared experiences, cultivating supportive networks for mutual growth.
Resilience is more than enduring challenges; it involves leveraging them for growth. Although the initial impact of setbacks can be frustrating, recognizing one's inner strength can aid recovery. Many women use their experiences to advocate for change, promoting equity and representation. This advocacy is essential for driving systematic improvements that lead to a more inclusive healthcare environment and better patient care.
As women build resilience, they become adept at finding innovative solutions to challenges and navigating complex workplace dynamics. This adaptability fosters personal and professional fulfillment once their skills are put into action.
The Future for Women in Healthcare
The journey for women in healthcare is filled with challenges, including barriers to recognition, pay disparities, and promotion gaps. Managing work-life balance adds to these difficulties. Yet, the resilience cultivated through these experiences serves as a catalyst for progress and change. If the data from the past 25 years is any indication, women will increasingly dominate certain sectors in healthcare and naturally find themselves in leadership roles, fostering systemic change.
Women in healthcare are dismantling barriers and laying the groundwork for future generations. Addressing systemic issues that contribute to inequity is crucial for creating a more inclusive environment where women can thrive. A commitment to equitable practices benefits not only individual successes but also the collective advancement of healthcare as a profession and patient care overall.
Want to talk about being a woman in medicine? Let's meet.
