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Un presentation women


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Women, Leadership, and Health

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Un presentation women

  1. 1. Women, Leadership, and Health UN Commission on the Status of Women March 3, 2006 By Norma J. Goodwin, M.D. Founder and President Health Power, Inc. ®
  2. 2. Leadership and Decision-making <ul><li>In all fields : </li></ul><ul><li>Both leadership and decision-making are connected, or cross-cutting. </li></ul><ul><li>Thus, hereafter, the term leadership will be used. </li></ul>
  3. 3. Informal Leadership <ul><li>Often, the person without the fancy (or formal) title, runs everything. </li></ul><ul><li>For some of them, such leadership is very gratifying. But, too often they are women who have either been denied, or overlooked for, upward mobility. Some of them represent intervention opportunities. </li></ul>
  4. 4. Key Overlooked Informal Leaders <ul><li>Since women must go from strength to strength in expanding leadership , we need to acknowledge, learn from the examples of, and more effectively involve some of the most effective women leaders worldwide : mothers and homemakers . </li></ul><ul><li>Some are actually miracle makers . </li></ul>
  5. 5. Women and Leadership in Health <ul><li>While it is not always apparent , the higher up one goes in leadership in the health field (and many others), the fewer women one finds. </li></ul><ul><li>Many statistics document this. </li></ul>
  6. 6. Key Statistical Example: American Medical Schools <ul><li>They train tomorrow’s physicians, whether sensitive to women’s health needs or not; </li></ul><ul><li>They are major health care providers –both directly and indirectly; </li></ul><ul><li>They are major employers, thus targets for leadership employment for women. </li></ul>
  7. 7. Medical Schools and Women in Leadership <ul><li>According to AAMC*, women are: </li></ul><ul><li>38% of Assistant Professors; 27% of Associate Professors; and only 15% of full Professors; </li></ul><ul><li>11% of Department Chairs; </li></ul><ul><li>45% of Assistant Deans; 29% of Associate and Senior Associate Deans; and just 10% of full Deans. </li></ul><ul><li>*Association of American Medical Colleges – 2004-2005 </li></ul>
  8. 8. Special “Glass Ceiling” Barriers to Leadership for Women <ul><li>Being women of color </li></ul><ul><li>Being economically disadvantaged </li></ul><ul><li>Having more limited formal education </li></ul><ul><li>Note: Because items 2 and 3 are more prevalent among </li></ul><ul><li>women of color, they merit special attention. </li></ul>
  9. 9. Targets of Leadership Opportunity for Women <ul><li>Hospitals; medical, dental and public health schools </li></ul><ul><li>Managed care organizations/HMO’s </li></ul><ul><li>Pharmaceutical, lab & equipment companies </li></ul><ul><li>Health centers and group practices </li></ul>
  10. 10. Targets of Leadership Opportunity for Women (Cont.) <ul><li>Policy analysts and policymakers </li></ul><ul><li> - Federal, state and local elected officials and their staffs (the latter are often more powerful than the former) </li></ul><ul><li>- Governmental,corporate/business, and non-profit organization administrators and managers </li></ul>
  11. 11. Targets of Leadership Opportunity for Women (Cont.) <ul><li>Health services researchers </li></ul><ul><li>- In order to have an active role in both the definition and monitoring of health disparities. </li></ul><ul><li>- In order to play an active role in defining, implementing and monitoring cultural competency criteria, curricula </li></ul><ul><li>and programs. </li></ul>
  12. 12. Key Strategy for Individual and Group Action: <ul><li>Become knowledgeable about health: </li></ul><ul><li>- Preventive, public & community health - Key personal health care issues </li></ul><ul><li>- Health policy and administration </li></ul><ul><li>- Health services research (to monitor, </li></ul><ul><li>thus impact on health disparities) </li></ul>
  13. 13. Key Strategy for Individual and Group Action: <ul><li>Identify/develop, and participate in peer support groups at all levels. </li></ul><ul><li>Male leaders do it, through formal and informal (quasi-social) meetings </li></ul><ul><li>(golf outings, university club meetings, etc.) </li></ul><ul><li>Women leaders and would-be leaders can also benefit from support groups. </li></ul>
  14. 14. Peer Support Strategies for Women/Developing Leaders <ul><li>Plan places and times to: </li></ul><ul><li>Take your shoes off (sometimes) </li></ul><ul><li>Relax with selected colleagues/friends </li></ul><ul><li>Talk “off the record” talk </li></ul><ul><li>Plan and strategize for personal, social and business upward mobility </li></ul>
  15. 15. Features of Effective Leadership Development Support Groups <ul><li>Have/develop a clear mission </li></ul><ul><li>Have/develop a clear plan – goals, discrete and measurable objectivities, action steps and an evaluation plan </li></ul><ul><li>Have/develop an active and ongoing advocacy component </li></ul><ul><li>Note: Sustained advocacy generates leaders </li></ul>
  16. 16. Key Advocacy Possibilities <ul><li>More w omen in health leadership </li></ul><ul><li>More women’s health services </li></ul><ul><li>Elimination of targeted racial, ethnic and </li></ul><ul><li>women’s health disparities </li></ul><ul><li>Health insurance coverage issues - in the work place, governmental and </li></ul><ul><li>managed health care/HMO settings, etc. </li></ul>
  17. 17. Key Advocacy Possibilities (Cont.) <ul><li>Governmental policies, such as: </li></ul><ul><li> - Medicare Part D prescription drug issue </li></ul><ul><li>- Health insurance coverage for obesity, depression and other conditions that </li></ul><ul><li>disproportionately affect women, </li></ul><ul><li>Coverage for uninsured children and teens </li></ul>
  18. 18. A Key Health Resource for Women and Women on the Move <ul><li>Health Power ’s Web Site at </li></ul><ul><li> </li></ul><ul><li>Provides information and promotion services that are: </li></ul><ul><li>Authoritative - User-friendly - Culturally Relevant </li></ul><ul><li>Key features include: </li></ul><ul><li>Women’s Health Channel Food and Fitness Channel Glossary: “What It Means” Racial and Ethnic Channels </li></ul>
  19. 19. Health Power’s Web Address <ul><li> </li></ul><ul><li>underscores our purpose: </li></ul><ul><li>“ Health Power for Minorities”. </li></ul><ul><li>We also actively support “Health Power for Women” . </li></ul><ul><li>For both groups, remember our motto: </li></ul><ul><li>Knowledge + Action = Power! </li></ul>