Women, Leadership, and Health UN Commission on the Status of Women March 3, 2006 By Norma J' Goodwin - PowerPoint PPT Presentation


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Women, Leadership, and Health UN Commission on the Status of Women March 3, 2006 By Norma J' Goodwin


Pharmaceutical, lab & equipment companies. Health centers and group practices ... (golf outings, university club meetings, etc. ... – PowerPoint PPT presentation

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Title: Women, Leadership, and Health UN Commission on the Status of Women March 3, 2006 By Norma J' Goodwin

Women, Leadership, and HealthUN Commission on
the Status of WomenMarch 3, 2006 By Norma J.
Goodwin, M.D.Founder and PresidentHealth Power,
Leadership and Decision-making
  • In all fields
  • Both leadership and decision-making are
    connected, or cross-cutting.
  • Thus, hereafter, the term leadership will be

Informal Leadership
  • Often, the person without the fancy (or formal)
    title, runs everything.
  • 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.

Key Overlooked Informal Leaders
  • 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.
  • Some are actually miracle makers.

Women and Leadership in Health
  • 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.
  • Many statistics document this.

Key Statistical ExampleAmerican Medical Schools
  • They train tomorrows physicians, whether
    sensitive to womens health needs or not
  • They are major health care providers both
    directly and indirectly
  • They are major employers, thus targets for
    leadership employment for women.

Medical Schools and Women in Leadership
  • According to AAMC, women are
  • 38 of Assistant Professors 27 of Associate
    Professors and only 15 of full Professors
  • 11 of Department Chairs
  • 45 of Assistant Deans 29 of Associate and
    Senior Associate Deans and just 10 of full
  • Association of American Medical Colleges

Special Glass Ceiling Barriers toLeadership
for Women
  • Being women of color
  • Being economically disadvantaged
  • Having more limited formal education
  • Note Because items 2 and 3 are more prevalent
  • women of color, they merit special

Targets of Leadership Opportunity for Women
  • Hospitals medical, dental and public health
  • Managed care organizations/HMOs
  • Pharmaceutical, lab equipment companies
  • Health centers and group practices

Targets of Leadership Opportunity for Women
  • Policy analysts and policymakers
  • - Federal, state and local elected officials
    and their staffs (the
    latter are often more powerful than the former)
  • - Governmental,corporate/business, and
    non-profit organization administrators and

Targets of Leadership Opportunity for Women
  • Health services researchers
  • - In order to have an active role in both the
    definition and monitoring of health disparities.
  • - In order to play an active role in defining,
    implementing and monitoring cultural competency
    criteria, curricula
  • and programs.

Key Strategy for Individual and Group Action
  • Become knowledgeable about health
  • - Preventive, public community health - Key
    personal health care issues
  • - Health policy and administration
  • - Health services research (to monitor,
  • thus impact on health disparities)

Key Strategy for Individual and Group Action
  • Identify/develop, and participate in peer
    support groups at all levels.
  • Male leaders do it, through formal and informal
    (quasi-social) meetings
  • (golf outings, university club meetings, etc.)
  • Women leaders and would-be leaders can also
    benefit from support groups.

Peer Support Strategies for Women/Developing
  • Plan places and times to
  • Take your shoes off (sometimes)
  • Relax with selected colleagues/friends
  • Talk off the record talk
  • Plan and strategize for personal, social and
    business upward mobility

Features of Effective Leadership Development
Support Groups
  • Have/develop a clear mission
  • Have/develop a clear plan goals, discrete and
    measurable objectivities, action steps and an
    evaluation plan
  • Have/develop an active and ongoing advocacy
  • Note Sustained advocacy generates leaders

Key Advocacy Possibilities
  • More women in health leadership
  • More womens health services
  • Elimination of targeted racial, ethnic and
  • womens health disparities
  • Health insurance coverage issues - in the work
    place, governmental and
  • managed health care/HMO settings, etc.

Key Advocacy Possibilities (Cont.)
  • Governmental policies, such as
  • - Medicare Part D prescription drug issue
  • - Health insurance coverage for obesity,
    depression and other conditions that
  • disproportionately affect women,
  • Coverage for uninsured children and teens

A Key Health Resource for Women and Women on the
  • Health Powers Web Site at
  • www.healthpowerforminorities.org
  • Provides information and promotion services that
  • Authoritative - User-friendly - Culturally
  • Key features include
  • Womens Health Channel Food and
    Fitness Channel Glossary What It Means
    Racial and Ethnic Channels

Health Powers Web Address
  • WWW.healthpowerforminorities.org
  • underscores our purpose
  • Health Power for Minorities.
  • We also actively support Health Power for
  • For both groups, remember our motto
  • Knowledge Action Power!
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