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XX In Health: State of Women In Healthcare 2013 by @xxinhealth
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XX In Health: State of Women In Healthcare 2013 by @xxinhealth

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This report, on the State of Women in Healthcare, examines the issues facing women in healthcare organizations. The report is based on a survey of entrepreneurs and leaders from across the industry. ...

This report, on the State of Women in Healthcare, examines the issues facing women in healthcare organizations. The report is based on a survey of entrepreneurs and leaders from across the industry. The findings span what women want from their companies and careers to the role of mentors and sponsors. The report was prepared by XX in Health, an initiative of Rock Health.

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XX In Health: State of Women In Healthcare 2013 by @xxinhealth XX In Health: State of Women In Healthcare 2013 by @xxinhealth Presentation Transcript

  • the state of WOMENIN HEALTHCARE 2013 A R E P O R T B Y
  • ABOUT this REPORT XX in Health supports thought leadership by conducting research and analysis of the landscape for women's leadership potential in healthcare. XX in Health is looking to gain a deeper understanding of the challenges and opportunities women encounter in the face of career and personal goals. This report sources data from XX in Health’s database and a survey administered to women across the healthcare sector, including entrepreneurs, investors, executives, and physicians. REPORT PRODUCED BY WITH HELP FROM ANA MANZUR-ALLAN @amanzurallan HALLE TECCO @halletecco XX in Health connects and empowers female visionaries to drive change in health care. As a premier network of women entrepreneurs and executives across the health care ecosystem, we host curated events, foster online engagement and support thought leadership. XX in Health is powered by Rock Health, a 501c(3) non-profit that supports entrepreneurship at the intersection of health and technology. Learn more at: xxinhealth.org ALEXANDRA MINNIS LINDA LI MALAY GANDHI TAWAN UDTAMADILOK
  • WHERE ARE WOMEN IN HEALTHCARE TODAY? Not far enough. A R E P O R T B Y
  • of women choose their children’s doctors 85% Source: Henry J. Kaiser Family Foundation, Kaiser Women’s Health Survey, 2008 WOMEN PLAY A CENTRAL ROLE IN HEALTHCARE: HEADS OF FAMILY
  • are responsible for taking their children to appointments 84% Source: Henry J. Kaiser Family Foundation, Kaiser Women’s Health Survey, 2008 WOMEN PLAY A CENTRAL ROLE IN HEALTHCARE: CAREGIVERS
  • of the industry’s labor force is composed of women 78% Source: Current Population Survey, Bureau of Labor Statistics, 2013 WOMEN PLAY A CENTRAL ROLE IN HEALTHCARE: PROFESSIONALS
  • of medical and health services managers are women 70% Source: Current Population Survey, Bureau of Labor Statistics, 2013 WOMEN PLAY A CENTRAL ROLE IN HEALTHCARE: ADMINISTRATORS
  • of hospital CEOs are women 19% Source: Truven Health Analytics (Formerly Thomson Reuters), Top 100 Hospitals Study YET REMAIN UNDERREPRESENTED AS LEADERS: NOT CEOS
  • of healthcare companies’ board of directors are women 14% Source: Catalyst, 2012 Catalyst Census: Fortune 500 Women Board Directors (2012) YET REMAIN UNDERREPRESENTED AS LEADERS: NOT ON THE BOARD
  • of CEOs of Fortune 500 healthcare companies are women 0% Source: Catalyst Research (2013) based on 2013 Fortune 500 companies YET REMAIN UNDERREPRESENTED AS LEADERS: NOT TITANS OF INDUSTRY
  • Source: Gender in Management: An International Journal (2012) A woman’s odds of being promoted to senior management in healthcare? 52% LOWER THAN A MAN’S even after controlling for age, experience, education, and training
  • Permanent leadership positions within academic medicine and science as of 2011? NONE in which the proportion of women was greater than that of men Source: AAMC, (2012) “Women in U.S. Academic Medicine and Science: Statistics and Benchmarking Report 2011-2012”
  • Conclusion from study of 7,000 leaders from high- performing companies? WOMEN ARE RATED AS BETTER LEADERS as rated by peers, bosses, direct reports, and other associates Source: Folkman J, Zenger J, (2011) “A Study in Leadership: Women Do it Better than Men”
  • honesty and integrity developing others self- development building relationships driving for results taking initiative Source: Folkman J, Zenger J, (2011) “A Study in Leadership: Women Do it Better than Men” WOMEN SIGNIFICANTLY OUTPERFORM IN A RANGE OF LEADERSHIP TRAITS
  • HOW CAN WE HELP WOMEN REACH THEIR POTENTIAL? We asked over one hundred women about their experiences working in healthcare. The results surprised us. A R E P O R T B Y
  • 0% 100% Women citing an ability to make a difference in their area of work as important Women satisfied with their ability to actually do so UNMET NEED 29% of women are not satisfied with their ability to make an impact at work WOMEN WANT TO MAKE A DIFFERENCE IN HEALTHCARE 71%
  • WOMEN ARE MOST DISSATISFIED WITH PAY AND ADVANCEMENT TOP FIVE THINGS WOMEN FIND MOST DISSATISFYING ABOUT THEIR PLACES OF WORK 1 2 3 4 5 Opportunities to advance career Financial rewards and benefits Active support from leadership on the advancement of women Navigating workplace structure and bureaucracy Balancing work and life
  • WORKPLACES LACK STRUCTURED SUPPORT FOR WOMEN 51% 18% 31% ACCESS TO WOMEN’S LEADERSHIP OFFERINGS AT COMPANIES No offering Don’t know Have access to some offering FRACTION OF WOMEN WITH ACCESS TO SPECIFIC LEADERSHIP OFFERINGS ALL NONE 1/3 2/3 • No programs were offered to more than 2/3 of women surveyed • Flexible work arrangements • Leadership development • Mentoring • Women’s networks/groups • Diversity-related recruiting • Coaching • Skills training • Identification of emerging early career professionals • Leadership-driven assessment • Retention-related programs LACK PROGRAMS OR AWARENESS OF PROGRAMS 49%
  • WHERE SUPPORT EXISTS, IT’S MET WITH SKEPTICISM I want to see companies measure the impact of the programs that they have and the level of participation.” “ They seem to be more about checking the box than providing impactful support.” None of the above are formalized programs, but all happen in pockets.” “ “
  • WOMEN SEEK OPPORTUNITIES TO NETWORK, DEVELOP AND BE MENTORED TOP THREE ACTIVITIES WOMEN WANT TO ENGAGE IN TO SUPPORT THEIR CAREERS Professional networking events Enhancing industry knowledge Mentoring 87% 74% 70% (% OF WOMEN)
  • THERE IS STILL A GAP IN PROVIDING DEVELOPMENT OPPORTUNITIES 0% 100% 53% Of the women who find education important, those who are satisfied with the available opportunities GAP 40% of women who find education important aren’t satisfied with the opportunities available at work 88% Women who believe education and professional development opportunities are needed at work
  • 10% 19%24% 32% 16% Informal education outside the workplace (e.g. Skillshare) MOST WOMEN PURSUE THESE OPPORTUNITIES ANYWHERE THEY CAN IN THE PAST SIX MONTHS, WHAT EDUCATION AND TRAINING HAVE YOU UNDERTAKEN TO SUPPORT YOUR CAREER? Working for / advising a startup part-time None Formal education Formal professional development and training PURSUE EDUCATIONAL OPPORTUNITIES 84% 24% 32%
  • MENTOR someone who informally offers advice, support and guidance to a mentee as needed and/or requested SPONSOR a more senior colleague who actively advocated for you in the workplace, connecting you to important players, assignments, and promotionsNO sponso WOMEN NEED MORE MENTORS AND SPONSORS, PERIOD 63% LACK A MENTOR 73% LACK A SPONSOR
  • I get a lot of support in my workplace, but my mentors and sponsors don't always know how to help me take that next step, especially as I have an unconventional career path. I feel like I could use some strategic coaching from women ahead of me on how to make my next move.” ON MENTORS... “
  • 9% 16% 23% 25% 27% 39% FOR WHAT REASON DID YOU LEAVE YOUR PREVIOUS JOB? CULTURE DRIVES WOMEN OUT OF COMPANIES CAREER CHANGE STARTED MY OWN COMPANY COMPANY CULTURE LACK OF MANAGERIAL SUPPORT SALARY FAMILY OBLIGATIONS controllable by the company (% OF WOMEN)
  • I'm honestly quite shocked and surprised at the level of candidness that some senior leaders have shared with me about their viewpoint on women's roles at the company and what one can and cannot do... It's very disappointing and I know many talented women who have left because of this culture.” ON CULTURE... “
  • WHERE DO WE GO FROM HERE? Here are some ideas. A R E P O R T B Y
  • PROMOTING MORE FEMALE LEADERSHIP IN HEALTHCARE WAYS YOU CAN HELP ADVANCE WHERE WOMEN ARE TODAY Create a company culture that nurtures and supports women Support reversals of traditional domestic roles Encourage mentor and sponsor opportunities Support initiatives for women Showcase women’s successes and provide them with rich opportunities for development. Offer paid parental leave for fathers, too. Offer and reward relationship building with peers at every level. Offer and encourage connections with other female leaders at women-focused organizations.
  • WORDS OF WISDOM Being confident and believing in your own self-worth is necessary to achieving your potential.” “ You are in charge of your career! Invest the time to invest in yourself.” Cold call someone you admire that has done something transformative in the industry and ask them to serve as a mentor.” “ “ SUE SIEGEL SHERYL SANDBERG DR. BRIDGET DUFFY
  • In the future there will be no female leaders. There will just be leaders.”“SHERYL SANDBERG
  • To learn more, please visit www.xxinhealth.org @xxinhealth hello@xxinhealth.org Report 2013