Comparison of Hospital Mortality and Readmission Rates for Medicare Patients Treated by Male vs Female Physicians.
Tsugawa Y, Jena AB, Figueroa JF et al.
JAMA Internal Medicine
2017; 177(2):206- 213
Studies have found differences in practice patterns between male and female physicians, with female physicians more likely to adhere to clinical guidelines and evidence-based practice. However, whether patient outcomes differ between male and female physicians is largely unknown.
This study aims to determine whether mortality and readmission rates differ between patients treated by male or female physicians.
Engaging professionals in organisation governance: The case of doctors and their role in the leadership and management of health services
Dickinson H, Bismark M, Phelps G, Loh E, Morris J, Thomas L
Issues Paper Series,
University of Melbourne School of Government, 2015
Although it has long been recognised that doctors play a crucial role in the effectiveness and efficiency of health organisations, patient experience, and clinical outcomes, only over the last twenty years has the topic of medical engagement started to garner significant international attention as an enabler of organisational performance. Given the challenges of burgeoning costs and demand for health care within a context of an ageing population and increased prevalence of chronic illness and disability, the current approach to service delivery within the Australian health system is arguably unsustainable, and will therefore need to undergo significant changes in the years ahead.
The Paradox of Meritocracy in Organisations
Castilla EJ, Benard S.
The Administrative Science Quarterly. 2010; 55: 543-576
In this article, we develop and empirically test the theoretical argument that when an organisational culture promotes meritocracy (compared with when it does not), managers in that organisation may ironically show greater bias in favour of men over equally performing women in translating employee performance evaluations into rewards and other key career outcomes; we call this the "paradox of meritocracy." To assess this effect, we conducted three experiments with a total of 445 participants with managerial experience who were asked to make bonus, promotion, and termination recommendations for several employee profiles...
Board Diversity and Financial Performance in the Top 500 Australian Firms
Vafaei A, Ahmed K and Mather P
Recent regulatory changes in Australia require listed companies to implement policies for increasing board diversity and to report thereon. In this paper we examine the association between gender diversity on corporate boards and the financial performance of a large sample of the top 500 listed companies in Australia during the period 2005–2011, addressing many of the methodological weaknesses in prior studies. Our descriptive statistics show that the proportion of female directors on boards increased markedly between 2010, when ASX amended principles came into effect, and 2011. The results also show that board diversity is positively associated with financial performance after controlling for a number of firm-specific, ownership and governance characteristics and potential endogeneity with the two-stage least square tests. Thus, we inform the policy debate by providing empirical evidence supporting the business case for board diversity.
How Men Can Become Better Allies to Women
Johnson WB, Smith DG
Harvard Business Review, 2018
Women’s conferences and employee resource groups (ERGs) are increasingly inviting men to attend. By creating events aimed at men, they hope to include men in discussions around gender equity in the workplace, and make organizational diversity efforts more successful.
The evidence shows that when men are deliberately engaged in gender inclusion programs, 96% of organizations see progress — compared to only 30% of organizations where men are not engaged.
Organisational best practices towards gender equality in science and medicine
Coe IR, Wiley R and Bekker LG.
Lancet 2019; 393: 587-593
In August 2018, the president of the World Bank noted that “‘Human capital’—the potential of individuals—is going to be the most important long-term investment any country can make for its people's future prosperity and quality of life”. Nevertheless, leaders and practitioners in academic science and medicine continue to be unaware of and poorly educated about the nature, extent, and impact of barriers to full participation of women and minorities in science and medicine around the world. This lack of awareness and education results in failures to fully mobilise the human capital of half the population and limits global technological and medical advancements.