Image by Amy Reed

Articles & Papers:

Public Speaker

Speaker Introductions at Internal Medicine Grand Rounds: Forms of Address Reveal Gender Bias

Files JA, Mayer AP, Ko MG et al

Journal of Womens Health. 2017; 26(5): 413-419

Gender bias has been identified as one of the drivers of gender disparity in academic medicine. Bias may be reinforced by gender subordinating language or differential use of formality in forms of address. Professional titles may influence the perceived expertise and authority of the referenced individual. The objective of this study is to examine how professional titles were used in the same and mixed-gender speaker introductions at Internal Medicine Grand Rounds (IMGR).


In the first-ever analysis of peer-review scores for postdoctoral fellowship applications, the system is revealed as being riddled with prejudice. The policy of secrecy in evaluation must be abandoned.

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Project Implicit

Harvard University website for testing your own implicit associations about race, gender, sexual orientation and other characteristics

Test your own implicit associations about race, gender, sexual orientation and other characteristics

Image by Giorgio Trovato

Gender disparities in income continue to exist, and many studies have quantified the gap between male and female workers. These studies paint an incomplete picture of gender income disparity because of their reliance on notoriously inaccurate or incomplete surveys. We quantified gender reimbursement disparity between female and male healthcare providers using objective, non-self-reported data and attempted to adjust the disparity against commonly held beliefs as to why it exists.

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Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science...

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When we use merit as shorthand for a package of admirable qualities that we innately recognise, we devalue ‘merit’. Many studies confirm that we are drawn to those who think, look and act like us. This is a problem for women working in male dominated environments where there are deeply held beliefs and norms about who is suitable for leadership.