Mentoring

Mentoring ist die Weitergabe informeller Wissensbestände von einer erfahrenen an eine weniger erfahrene Person, von einer Mentorin bzw. einem Mentor an eine oder einen Mentee. Mentoring kann auch auf Gruppen bezogen sein. Die Handlungsfelder umfassen Frauenförderung, Integration, Wissensmanagement, Personalentwicklung, organisationalen Wandel oder die Vorbereitung auf eine Berufstätigkeit. Seit den 1990er Jahren wurden vermehrt Mentoringprogramme für Frauen und Mädchen entwickelt, deren Ziel es ist, Bildungs- und Karriereverläufe entsprechend der individuellen Talente und Fähigkeiten zu verwirklichen

Geflüchtete Frauen sichtbar machen!

GEFLÜCHTETE FRAUEN SICHTBAR MACHEN! Geflüchtete Frauen sichtbar machen! / Mörath, Verena (Rights reserved) ( -

Unmet family planning needs among female refugees and asylum seekers in Germany – is free access to family planning services enough? Results of a cross-sectional study

Background: After the 1968 United Nations International Conference on Human Rights, access to family planning services became a human right. Such a service is of central importance to women's empowerment and is empirically needed to provide adequate healthcare. For registered refugees and asylum seekers in Germany complementary family planning services, including all forms of contraception, are free of charge. Yet, the success of these services remains unclear. The aim of this study is to describe the current reproductive health status of female refugees and to provide an initial overview of their existing unmet family planning and contraception needs. Methods: Over the course of 2 years, from December 2015 to December 2017, a set of 50 female-only discussion groups were conducted in community shelters for registered refugees in Berlin. A total of 410 women between the ages of 14 and 74 participated. A convenience sampling strategy was then applied and a total of 307 semi-structured questionnaires covering 41 items related to demographic data and women's health were distributed to volunteering female participants over the age of 17. The statistical analysis of the questionnaires was performed using SPSS (IBM, PASW, Version 24). P-values less than or equal to 0.05 were considered statistically significant. Results: Of the 307 participants, the majority were from Syria and Afghanistan (30% respectively). The mean age was 33 years (range: 18-63). On average, each woman had 2.5 births (range: 0-10). Twenty-four women (8%) were pregnant and fifty-four of the women (18%) were trying to become pregnant. The majority of women were classified as "requiring contraception" (n = 195; 63%) of which 183 gave further information on if and how they used family planning methods. The calculated unmet need for family planning in this group was 47%. Of the remaining 53% of the women who used contraception, many utilised "traditional" methods (34% withdrawal method; 8% calendar method) which have a pearl index of 4-18 and can therefore be classified as rather insufficient birth control methods. Intrauterine contraceptive devices were used by 30%. Conclusion: Our study revealed that despite the provision of complementary family planning services, there remains unmet family planning and education needs in the female refugee community in Berlin. This study indicates that there is a major access gap to these services. Further research needs to be carried out to evaluate the access gap and clearly identify and implement action plans to address possible causes such as language barriers, lack of childcare and traumatic experiences

a multi-centre cross-country comparison of women in management and leadership in academic health centres in the European Union

Background Women’s participation in medicine and the need for gender equality in healthcare are increasingly recognised, yet little attention is paid to leadership and management positions in large publicly funded academic health centres. This study illustrates such a need, taking the case of four large European centres: Charité – Universitätsmedizin Berlin (Germany), Karolinska Institutet (Sweden), Medizinische Universität Wien (Austria), and Oxford Academic Health Science Centre (United Kingdom). Case The percentage of female medical students and doctors in all four countries is now well within the 40–60% gender balance zone. Women are less well represented among specialists and remain significantly under-represented among senior doctors and full professors. All four centres have made progress in closing the gender leadership gap on boards and other top-level decision-making bodies, but a gender leadership gap remains relevant. The level of achieved gender balance varies significantly between the centres and largely mirrors country-specific welfare state models, with more equal gender relations in Sweden than in the other countries. Notably, there are also similar trends across countries and centres: gender inequality is stronger within academic enterprises than within hospital enterprises and stronger in middle management than at the top level. These novel findings reveal fissures in the ‘glass ceiling’ effects at top- level management, while the barriers for women shift to middle-level management and remain strong in academic positions. The uneven shifts in the leadership gap are highly relevant and have policy implications. Conclusion Setting gender balance objectives exclusively for top-level decision-making bodies may not effectively promote a wider goal of gender equality. Academic health centres should pay greater attention to gender equality as an issue of organisational performance and good leadership at all levels of management, with particular attention to academic enterprises and newly created management structures. Developing comprehensive gender-sensitive health workforce monitoring systems and comparing progress across academic health centres in Europe could help to identify the gender leadership gap and utilise health human resources more effectively

Mentoring

Mentoring ist die Weitergabe informeller Wissensbestände von einer erfahrenen an eine weniger erfahrene Person, von einer Mentorin bzw. einem Mentor an eine oder einen Mentee. Mentoring kann auch auf Gruppen bezogen sein. Die Handlungsfelder umfassen Frauenförderung, Integration, Wissensmanagement, Personalentwicklung, organisationalen Wandel oder die Vorbereitung auf eine Berufstätigkeit. Seit den 1990er Jahren wurden vermehrt Mentoringprogramme für Frauen und Mädchen entwickelt, deren Ziel es ist, Bildungs- und Karriereverläufe entsprechend der individuellen Talente und Fähigkeiten zu verwirklichen

Mentoring

Mentoring ist die Weitergabe informeller Wissensbestände von einer erfahrenen an eine weniger erfahrene Person, von einer Mentorin bzw. einem Mentor an eine oder einen Mentee. Mentoring kann auch auf Gruppen bezogen sein. Die Handlungsfelder umfassen Frauenförderung, Integration, Wissensmanagement, Personalentwicklung, organisationalen Wandel oder die Vorbereitung auf eine Berufstätigkeit. Seit den 1990er Jahren wurden vermehrt Mentoringprogramme für Frauen und Mädchen entwickelt, deren Ziel es ist, Bildungs- und Karriereverläufe entsprechend der individuellen Talente und Fähigkeiten zu verwirklichen

Prevalence of Sexual Harassment in Academic Medicine

Jenner S, Djermester P, Prügl J, Kurmeyer C, Oertelt-Prigione S. Prevalence of Sexual Harassment in Academic Medicine. JAMA Internal Medicine. 2019;179(1): 108.Sexual harassment is a form of gender discrimination that affects women and men in all areas of work. According to the International Labour Organization (ILO), sexual harassment can occur in 1 or more of 3 forms: verbal, nonverbal, or physical. Sexual harassment can lead to physical and psychological symptoms and diseases as well as work-related consequences. The prevalence of sexual harassment in medicine has been scantily investigated, and reports differ widely in the applied methodology