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Does Stereotype Threat Affect Women in Academic Medicine?
Open accessAbstract
Multiple complex factors contribute to the slow pace of women's advancement into leadership positions in academic medicine. In this article, the authors propose that stereotype threat--under which individuals who are members of a group characterized by negative stereotypes in a particular domain perform below their actual abilities in that domain when group membership is emphasized--may play an important role in the underrepresentation of women in leadership positions in academic medicine. Research to objectively assess the impact of stereotype threat for women in academic medicine is feasible and necessary to confirm this hypothesis. Still, a number of conditions present in the academic medicine community today have been shown to trigger stereotype threat in other settings, and stereotype threat fits with existing research on gender in academic medicine. In the meantime, academic health centers should implement relatively simple measures supported by experimental evidence from other settings to reduce the risk of stereotype threat, including (1) introducing the concept of stereotype threat to the academic medicine community, (2) engaging all stakeholders, male and female, to promote identity safety by enacting and making faculty aware of policies to monitor potential instances of discrimination, and training faculty to provide performance feedback that is free of gender bias, (3) counteracting the effects of sex segregation at academic health centers by increasing exposure to successful female leaders, (4) reducing gender stereotype priming by avoiding stereotypically male criteria for promotion, grants, and awards, and (5) building leadership efficacy among female physicians and scientists.
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“These stereotype-based expectations of inferiority can be threatening to women and can contribute to the shortage of female leaders across diverse occupations (Block, Koch, Liberman, Merriweather, & Roberson, 2011) from the law (Vault/MCCA, 2013) to academic medicine (Burgess, Joseph, van Ryn, & Carnes, 2012).”
From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Burgess, Joseph, van Ryn, & Carnes, 2012
In the citing paper
“In a vivid example of this, after removing the emphasis on risk-taking from the selection criteria for the prestigious National Institutes of Health Director's Pioneer Award, there was a marked increase in the number of female scientists who applied for and won the award (Burgess et al., 2012;Carnes, Geller, Fine, Sheridan, & Handelsman, 2005).”
From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Burgess et al., 2012
In the citing paper
“A reduction in stereotype threat has been credited as one contributor to this increase (Burgess et al., 2012).”
From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Burgess et al., 2012
In the citing paper
“Programs for reducing stereotype threat typically focus on modifying the context and/or lessening individual reactions (Block et al., 2011;Burgess et al., 2012;Kray & Shirako, 2011;Roberson & Kulik, 2007).”
From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Burgess et al., 2012
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Metadata
- Authors
- Burgess, D. J., Joseph, A., van Ryn, M., & Carnes, M.
- Affiliations
- Minneapolis VA Health Care System (US)
- Corresponding author
- Burgess, Diana Jill
- Venue
- Academic Medicine
- Publisher
- Oxford University Press (OUP)
- Published
- 2012-04
- Volume
- 87
- Issue
- 4
- Pages
- 506-512
- ISSN
- 1040-2446 (ISSN-L)
- PMC
- PMC3315611
- OpenAlex
- W2002021389
- Cited by
- 225
- References
- 66
- Citations by year
- 2026: 8 · 2025: 9 · 2024: 14 · 2023: 13 · 2022: 11 · 2021: 18 · 2020: 69 · 2019: 14 · 2018: 12 · 2017: 13 · 2016: 17 · 2015: 13 · 2014: 6 · 2013: 5 · 2012: 3
- FWCI
- 21.05
- Type
- journal article
- Language
- en
- Open access
- green
- www.ncbi.nlm.nih.gov
- Locations
- Academic Medicine (publishedVersion)
- PubMed (publishedVersion)
- Europe PMC (PubMed Central) (acceptedVersion)
- PubMed Central (acceptedVersion)
- Funders
- National Heart, Lung, and Blood Institute (R01HL085631)
- National Institute of General Medical Sciences (DP4GM096822, R01GM088477)
- National Center for Chronic Disease Prevention and Health Promotion (DP4 GM096822)
- Topics
- Social Sciences › Gender Studies › Diversity and Career in Medicine
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Psychology › Applied Psychology › Career Development and Diversity
- Keywords
- stereotype threat, women in academic medicine, gender equity, underrepresentation of women, sex segregation, leadership effectiveness, academic medical centers, anti-discrimination policy
- MeSH terms
- Academic Medical Centers, Achievement, Faculty, Medical, Female, Humans, Leadership, Male, Physicians, Women, Prejudice, Stereotyping, Women's Rights
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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