Gender inequity in the medical profession: the women doctors in Spain (WOMEDS) study.

BACKGROUND: The long-standing underrepresentation of women in leadership positions in medicine is well-known, but poorly documented globally. There is some evidence of the gender gap in academia, medical society leadership, or specific problems in some specialties. However, there are no investigations analyzing all medical specialties together and reporting the glass ceiling from a 360º perspective that includes positions in academia, research, professional organizations, and clinical activity. Additionally, the majority of studies have a US perspective, and we wonder if the perspective of a European country might be different. The WOmen in MEDicine in Spain (WOMEDS) project ( https://womeds.es ) aims to describe and characterize, in a systematic and detailed way, the gender bias in the medical profession in Spain in order to monitor its evolution over time and contribute to prioritizing gender policies. METHODS: We retrieved data for the calendar years 2019-2021 from several sources and selected surveys. We built four groups of indicators to describe leadership positions in the medical profession: (i) leadership in healthcare according to specialty and region; (ii) leadership in scientific and professional bodies; (iii) academic career; and (iv) leadership in clinical research activity. As a summary measure, we reported the women ratios, calculated as the percentage of women in specific top positions divided by the percentage of women in the relevant population. RESULTS: We found gender inequity in leadership positions in all four settings. During the observed period, only 27.6% of the heads of departments in hospitals were women compared to 61.1% of women in medical staff. Ten of the 46 medical societies grouped in the Spanish Federation of Medical Societies (FACME) (21.7%) had a women president at some point during the study period, and only 4 annual congresses had ratios of women speakers higher than 1. Women were over-represented in the lower positions and underrepresented in the top academic ones. Only 26% and 27%, respectively, of the heads of departments and deans were women. The applications for public funding for research projects are led by women only in 45% of the cases, and the budget granted to women in public calls was 24.3% lower than that of men. CONCLUSION: In all the areas analyzed, the leadership positions are still mostly occupied by men despite the feminization of medicine in Spain. The severe gender inequity found calls for urgent interventions within a defined time horizon. Such measures must concern all levels, from national or regional regulation to changes in organizational culture or incentives in specific organizations.

RESUMEN EN ESPAÑOL: ANTECEDENTES: La prolongada infrarrepresentación de las mujeres en los puestos de liderazgo en medicina es bien conocida, pero está poco documentada de forma global. Hay evidencia sobre la brecha de género en la universidad, en el liderazgo en sociedades médicas o en determinadas especialidades. Sin embargo, no hay investigaciones que analicen el techo de cristal de cada una de las especialidades médicas desde una perspectiva 360º que incluya el liderazgo en la universidad, en la investigación con fondos públicos, en la representación en sociedades científicas y colegios profesionales y en la actividad clínica. Además, la mayoría de los estudios tienen una perspectiva estadounidense y nos preguntamos si la perspectiva de un país europeo podría ser diferente. El proyecto Mujeres en Medicina en España (WOMEDS) ( https://womeds.es ) tiene como objetivo describir y caracterizar de forma sistemática y detallada sesgo de género en la profesión médica en España, para monitorizar su evolución en el tiempo y contribuir a priorizar las políticas de género. MéTODOS: Construimos cuatro grupos de indicadores sobre liderazgo de mujeres médicos: (i) en la asistencia sanitaria; (ii) en las organizaciones científicas y profesionales; (iii) carrera académica, y; and (iv) l en la investigación basándonos en datos públicos y resultados de encuestas propias s referidas a los años 2019­2021. Como medida de análisis, calculamos los ratios de mujeres, definidos como el porcentaje de mujeres en puestos altos específicos dividido por el porcentaje de mujeres en la población relevante. RESULTADOS: Encontramos un sesgo de género en los cuatro ámbitos. Durante el periodo observado, solo el 27.6% de los jefes de servicio de los hospitales eran mujeres, frente al 61.1% de mujeres en la plantilla. Diez de las 46 sociedades médicas agrupadas en la Federación de Asociaciones Científico Médicas Españolas (FACME) (21.7%) tuvieron una mujer como presidente en algún momento del periodo de estudio y sólo 4 congresos anuales tenían ratios de mujeres ponentes superiores a 1. Las mujeres estaban sobrerepresentadas en los cargos inferiores e infrarrepresentadas en los cargos académicos superiores. Sólo el 26% y el 27%, respectivamente, de los jefes de departamento y decanos eran mujeres. La solicitud de proyectos de investigación con financiación pública fue liderada por mujeres en un 45% de los casos y la financiación media de los proyectos concedidos a las mujeres fue un 24.3% inferior a la de los hombres. CONCLUSIóN: En todos los ámbitos analizados, las posiciones de liderazgo siguen siendo mayoritariamente ocupada por varones a pesar de la feminización de la medicina. Para cambiar esto, será necesario tomar medidas, tanto regulatorias -a nivel nacional y nacional regional como promover cambios en la cultura organizativa o en los incentivos en organizaciones concretas.

Exploring the Relationship between Nurse Practitioner Full Practice Authority, Nurse Practitioner Workforce Diversity, and Disparate Primary Care Access.

In this study, we examine how full nurse practitioner (NP) practice authority affects racial and ethnic diversity of the NP workforce. Specifically, the purpose of our research is to understand the relationship between the racial and ethnic composition of the NP workforce, NP level of practice authority, and the communities they service. In this paper, we compare the ethnic and racial composition of the NP workforce to the composition of the state's population, and then observe if there are any noticeable differences in the patients served by NPs when we compare full practice authority (FPA) and non-FPA states. We also estimate how FPA affects the race and ethnicity of Medicare patients served by NPs.

Reflecting on the current scenario and forecasting the future demand for medical doctors in South Africa up to 2030: towards equal representation of women.

BACKGROUND: Increasing feminization of medical professions is well-acknowledged. However, this does not always equate to equitable representation of women within medicine, regarding their socio-demographic indicators, regions, sectors and fields of practice. Thus, this paper quantifies the gap in supply of female medical doctors in relation to demand, towards reaching different gender equity scenarios. METHODS: A retrospective review of the Health Professions Council of South Africa's (HPCSA) database on registered medical doctors (medical practitioners and medical specialists) from 2002 until 2019 was utilized as an indicator of supply. Descriptive statistics were used to summarize data, and inferential statistics (considering a significance level of 0.05) were utilized to determine the association between the number of male and female doctors, disaggregated by demographic variables. We forecasted future gaps of South African male and female doctors up to 2030, based on maintaining the current male-to-female ratio and attaining an equitable ratio of 1:1. RESULTS: While the ratio of female doctors per 10 000 population has increased between 2000 and 2019, from 1.2 to 3.2, it remains substantially lower than the comparative rate for male doctors per 10 000 population which increased from 3.5 in 2000 to 4.7 in 2019. Men continue to dominate the medical profession in 2019, representing 59.4% (27,579) of medical doctors registered with the HPCSA with females representing 40.6% (18,841), resulting in a male-to-female ratio of 1:0.7. Female doctors from the Black population group have constantly grown in the medical workforce from 4.4% (2000), to 12.5% (2019). There would be a deficit of 2242 female doctors by 2030 to achieve a 1:1 ratio between male and female medical doctors. An independent-samples t-test revealed that there was a significant difference in the number of male and female doctors. The Kruskal-Wallis test indicated that there was a sustained significant difference in terms of the number of male and female doctors by population groups and geographical distribution. CONCLUSIONS: Based on the investigation, we propose that HRH planning incorporate forecasting methodologies towards reaching gender equity targets to inform planning for production of healthcare workers.

[Do We Need More Indigenous Nurses?]

Data collected over the past four decades show the life expectancy of indigenous Taiwanese to be 8 to 10 years lower than the general, predominantly Han Chinese, population. This suggests the persistence of inequities in the public health system in Taiwan. Several facets of this issue, including lack of consideration of the characteristics and lifestyle of ethnic populations in health policy planning and implementation work and the continued location-based focus of medical care resource distribution policies, are being actively discussed. However, investigations of factors related to the relatively poor health status of indigenous Taiwanese have not considered the traumatic and lingering effects of colonisation. This article briefly introduces the health status of indigenous Taiwanese and the indigenous nursing workforce and then presents a review of the literature on factors related to the under-representation of indigenous Taiwanese in nursing programs and the nursing workforce. Indigenous Taiwanese were found to be absent from public-health policymaking. Moreover, indigenous-related traditional knowledge and values are not being effectively transmitted to younger generations. A diverse nursing workforce should reflect and respond to not only indigenous peoples but also the general population in Taiwan.

A community-based strategy in medical education of the university of the philippines manila-school of health sciences - Lessons from innovations in human resources for health development in a developing country.

Background: After nearly four decades of testing an innovative model for training health workers for marginalized communities, the evidence base for the impact of University of the Philippines Manila-School of Health Sciences (UPM-SHS) medical program needs to address important gaps. Has it succeeded in contributing toward socially accountable medical education where medical schools will be evaluated in terms of their contribution to society's health outcomes? To answer this question, this study examined human resources for health (HRH) inequity in the Philippines and reviewed the medical school's performance in terms of addressing HRH distribution. Methods: The evaluation of the school's performance was done through two phases. Phase 1 involved generating HRH inequity metrics for the Philippines through secondary data. Phase 2 involved gathering primary data and generating performance metrics for UPM-SHS. Results: We found challenges that UPM-SHS needs to address based on the analysis of its student admissions from 1976 to 2011: targeting the right underserved communities, especially at the municipal level; addressing issues of high leakage and undercoverage rates in the program; ensuring mechanisms for return service are in place at the community level; and tracking and measuring program outputs and impact on community health outcomes. Discussion: Given this study on the performance of UPM-SHS to produce a broad range of health workforce to address the needs of marginalized communities in the Philippines and in similarly situated countries, there is a need to reassess its HRH development strategy. If it wants to build a critical mass of transformational health leaders to meet the needs of poor communities as part of its social accountability mandate, it needs to accelerate this development process.

Achieving universal health coverage in South Africa through a district health system approach: conflicting ideologies of health care provision.

BACKGROUND: Universal Health Coverage (UHC) has emerged as a major goal for health care delivery in the post-2015 development agenda. It is viewed as a solution to health care needs in low and middle countries with growing enthusiasm at both national and global levels. Throughout the world, however, the paths of countries to UHC have differed. South Africa is currently reforming its health system with UHC through developing a national health insurance (NHI) program. This will be practically achieved through a decentralized approach, the district health system, the main vehicle for delivering services since democracy. METHODS: We utilize a review of relevant documents, conducted between September 2014 and December 2015 of district health systems (DHS) and UHC and their ideological underpinnings, to explore the opportunities and challenges, of the district health system in achieving UHC in South Africa. RESULTS: Review of data from the NHI pilot districts suggests that as South Africa embarks on reforms toward UHC, there is a need for a minimal universal coverage and emphasis on district particularity and positive discrimination so as to bridge health inequities. The disparities across districts in relation to health profiles/demographics, health delivery performance, management of health institutions or district management capacity, income levels/socio-economic status and social determinants of health, compliance with quality standards and above all the burden of disease can only be minimised through positive discrimination by paying more attention to underserved and disadavantaged communities. CONCLUSIONS: We conclude that in South Africa the DHS is pivotal to health reform and UHC may be best achieved through minimal universal coverage with positive discrimination to ensure disparities across districts in relation to disease burden, human resources, financing and investment, administration and management capacity, service readiness and availability and the health access inequalities are consciously implicated. Yet ideological and practical issues make its achievement problematic.

Gender distribution of North American professional radiology society award recipients.

PURPOSE: Women remain underrepresented in radiology and there is a paucity of literature examining the recognition of their professional contributions to the discipline. The purpose of this study was to examine the gender distribution of award winners across all North American radiology societies. METHODS: The gender distribution of 1923 award recipients from 21 North American radiology societies between 1960 and 2021 was examined. Awards were divided into four categories: leadership, teaching, contribution to radiology, and promising new/young societal member. Primary outcome was the total proportion of awards received by gender. All data was compared to the gender distribution of working radiologists in North America. RESULTS: A total of 1923 award recipients were identified between 1960 and 2021. Seventy-nine percent of award recipients were men (n = 1527) and 21 % were women (n = 396). As of 1970, the proportion of women award recipients increased 0.55 % ± 0.07 % each year. The proportion of women receiving radiological awards after 2018 is equal to or surpassing the percentage of women radiologists. Women received 36.4 % of leadership, 33.6 % of promising new member, 30.1 % of teaching, and 14.4 % of lifetime contribution awards. CONCLUSIONS: In the last five years, the proportion of women receiving awards was equal to or greater than the proportion of women radiologists. Women received more leadership awards and fewer lifetime contributor awards compared to men.

Care or Complicity? Medical Personnel in Prisons.

Imprisonment may sometimes be a justified form of punishment. Yet the U.S. carceral system suffers from appalling problems of justice-in who is put into prisons, in how imprisoned people are treated, and in downstream personal and community health impacts. Medical personnel working in prisons and jails take on risky work for highly vulnerable and underserved patients. They are to be lauded for their professional commitments. Yet at the same time, prison care undercuts the ability of medical personnel to uphold their own professional standards and sometimes fails in even basic health protection. Doctors in prisons are stuck between their commitment to vulnerable patients and complicity in a system that requires their participation to uphold its constitutionality. Medical ethics is frayed in prisons, and the problem deserves our attention.

A Novel Electronic Record System for Documentation and Efficient Workflow for Community Health Workers: Development and Usability Study.

BACKGROUND: The COVID-19 pandemic added to the decades of evidence that public health institutions are routinely stretched beyond their capacity. Community health workers (CHWs) can be a crucial extension of public health resources to address health inequities, but systems to document CHW efforts are often fragmented and prone to unneeded redundancy, errors, and inefficiency. OBJECTIVE: We sought to develop a more efficient data collection system for recording the wide range of community-based efforts performed by CHWs. METHODS: The Communities Organizing to Promote Equity (COPE) project is an initiative to address health disparities across Kansas, in part, through the deployment of CHWs. Our team iteratively designed and refined the features of a novel data collection system for CHWs. Pilot tests with CHWs occurred over several months to ensure that the functionality supported their daily use. Following implementation of the database, procedures were set to sustain the collection of feedback from CHWs, community partners, and organizations with similar systems to continually modify the database to meet the needs of users. A continuous quality improvement process was conducted monthly to evaluate CHW performance; feedback was exchanged at team and individual levels regarding the continuous quality improvement results and opportunities for improvement. Further, a 15-item feedback survey was distributed to all 33 COPE CHWs and supervisors for assessing the feasibility of database features, accessibility, and overall satisfaction. RESULTS: At launch, the database had 60 active users in 20 counties. Documented client interactions begin with needs assessments (modified versions of the Arizona Self-sufficiency Matrix and PRAPARE [Protocol for Responding to and Assessing Patient Assets, Risks, and Experiences]) and continue with the longitudinal tracking of progress toward goals. A user-specific automated alerts-based dashboard displays clients needing follow-up and upcoming events. The database contains over 55,000 documented encounters across more than 5079 clients. Available resources from over 2500 community organizations have been documented. Survey data indicated that 84% (27/32) of the respondents considered the overall navigation of the database as very easy. The majority of the respondents indicated they were overall very satisfied (14/32, 44%) or satisfied (15/32, 48%) with the database. Open-ended responses indicated the database features, documentation of community organizations and visual confirmation of consent form and data storage on a Health Insurance Portability and Accountability Act-compliant record system, improved client engagement, enrollment processes, and identification of resources. CONCLUSIONS: Our database extends beyond conventional electronic medical records and provides flexibility for ever-changing needs. The COPE database provides real-world data on CHW accomplishments, thereby improving the uniformity of data collection to enhance monitoring and evaluation. This database can serve as a model for community-based documentation systems and be adapted for use in other community settings.

Health Professionals Working With First Nations, Inuit, and Métis Consensus Guideline.

OBJECTIVE: Our aim is to provide health care professionals in Canada with the knowledge and tools to provide culturally safe care to First Nations, Inuit, and Métis women and through them, to their families, in order to improve the health of First Nations, Inuit, and Métis. EVIDENCE: Published literature was retrieved through searches of PubMed, CINAHL, Sociological Abstracts, and The Cochrane Library in 2011 using appropriate controlled vocabulary (e.g., cultural competency, health services, indigenous, transcultural nursing) and key words (e.g, indigenous health services, transcultural health care, cultural safety). Targeted searches on subtopics (e.g, ceremonial rites and sexual coming of age) were also performed. The PubMed search was restricted to the years 2005 and later because of the large number of records retrieved on this topic. Searches were updated on a regular basis and incorporated in the guideline to May 2012. Grey (unpublished) literature was identified through searching the websites of selected related agencies (e.g, Campbell Collaboration, Social Care Online, Institute for Healthcare Improvement) VALUES: The quality of evidence in this document was rated using the criteria described in the Report of the Canadian Task force on Preventive Health Care (Table). SPONSORS: This consensus guideline was supported by the First Nations and Inuit Health Branch, Health Canada.

RETIRED: Health Professionals Working With First Nations, Inuit, and Métis Consensus Guideline.

This document has been archived because it contains outdated information. It should not be consulted for clinical use, but for historical research only. Please visit the journal website for the most recent guidelines.

Health professionals working with First Nations, Inuit, and Métis consensus guideline.

OBJECTIVE: Our aim is to provide health care professionals in Canada with the knowledge and tools to provide culturally safe care to First Nations, Inuit, and Métis women and through them, to their families, in order to improve the health of First Nations, Inuit, and Métis. EVIDENCE: Published literature was retrieved through searches of PubMed, CINAHL, Sociological Abstracts, and The Cochrane Library in 2011 using appropriate controlled vocabulary (e.g.,cultural competency, health services, indigenous, transcultural nursing) and key words (e.g., indigenous health services, transcultural health care, cultural safety). Targeted searches on subtopics (e.g., ceremonial rites and sexual coming of age) were also performed. The PubMed search was restricted to the years 2005 and later because of the large number of records retrieved on this topic. Searches were updated on a regular basis and incorporated in the guideline to May 2012. Grey (unpublished) literature was identified through searching the websites of selected related agencies (e.g., Campbell Collaboration, Social Care Online, Institute for Healthcare Improvement). VALUES: The quality of evidence in this document was rated using the criteria described in the Report of the Canadian Task force on Preventive Health Care (Table).

Objectif : Nous avons pour objectif de fournir aux professionnels de la santé du Canada les connaissances et les outils qui leur permettront d'offrir des soins sûrs sur le plan culturel aux Inuites, aux Métisses et aux femmes des Premières Nations, et par leur intermédiaire, à leur famille, en vue d'améliorer la santé au sein de ces peuples. Résultats : La littérature publiée a été récupérée par l'intermédiaire de recherches menées dans PubMed, CINAHL, Sociological Abstracts et The Cochrane Library en 2011, au moyen d'un vocabulaire contrôlé (p. ex. « Health Services ¼, « Indigenous ¼, « Transcultural Nursing ¼, « Cultural Competence ¼) et de mots clés (p. ex. « indigenous health services ¼, « transcultural health care ¼, « cultural safety ¼) appropriés. Des recherches ciblées sur des sous-sujets (p. ex. « ceremonial rites ¼ et « sexual coming of age ¼) ont également été menées. Les recherches menées dans PubMed ont été restreintes à l'année 2005 et aux années suivantes, en raison du nombre important de dossiers récupérés sur le sujet. Les recherches ont été mises à jour de façon régulière et intégrées à la directive clinique jusqu'en mai 2012. La littérature grise (non publiée) a été identifiée par l'intermédiaire de recherches menées dans les sites Web d'organismes connexes sélectionnés (p.ex. Campbell Collaboration, Social Care Online, Institute for Healthcare Improvement). Valeurs : La qualité des résultats est évaluée au moyen des critères décrits dans le rapport du Groupe d'étude canadien sur les soins de santé préventifs (Tableau). Commanditaires : La présente directive clinique de consensus a été soutenue par la Direction générale de la santé des Premières nations et des Inuits, Santé Canada. Déclarations sommaires 1. Sur le plan démographique, les peuples inuits, métis et des Premières Nations sont plus jeunes et plus mobiles que les peuples non autochtones. Cela nécessite donc, de la part des professionnels de la santé, la mise en œuvre d'efforts supplémentaires en vue d'établir un environnement de confiance et de sûreté culturelle au sein de leurs lieux de travail, et ce, car les occasions d'offrir des soins pourraient être brèves. (III) 2. Selon l'indice du développement humain de l'Organisation mondiale de la santé, le Canada se classe au 6e rang mondial; les Premières Nations, quant à elles, se classent au 68e rang. (II-3) 3. Des ententes officielles ont été conclues pendant des siècles entre les gouvernements européens et les Premières Nations. Elles ont, à l'origine, été conclues dans un esprit d'amitié et de coopération; toutefois, elles en sont plus tard venues à être centrées sur la propriété des terres et l'extraction des ressources. Puisque ces ententes ont été bafouées à répétition, les Premières Nations entretiennent une attitude de méfiance à l'endroit du gouvernement, de ses représentants, de ses politiques et de quiconque étant perçu comme exerçant une quelconque autorité. (III) 4. La Loi sur les Indiens et ses amendements subséquents ont été conçus pour assurer le contrôle de tous les aspects de la vie des Indiens inscrits et pour promouvoir l'assimilation. Il s'agissait également d'un outil dont s'est servi le gouvernement pour obtenir accès aux terres et aux ressources des Premières Nations. (III) 5. Les traumatismes intergénérationnels qui ont été infligés aux Inuits, aux Métis et aux Premières Nations, sont le produit du colonialisme. Les pensionnats, la relocalisation forcée, la stérilisation involontaire, l'adoption forcée, la conversion religieuse et l'émancipation sont quelques exemples des politiques du gouvernement à l'endroit des Inuits, des Métis et des Premières Nations qui ont généré un stress et un dysfonctionnement post-traumatiques intergénérationnels. Quoi qu'il en soit, ces peuples continuent d'être résilients. (III) 6. La plupart des Canadiens ne savent pas qu'une forte proportion du produit intérieur brut du Canada repose sur des ressources naturelles extraites de terres autochtones, tandis que les Inuits et les Premières Nations doivent dépendre de transferts monétaires insuffisants de la part du gouvernement fédéral. (III) 7. Certaines sociétés multinationales procèdent à l'extraction de ressources se trouvant dans des terres qui se situent souvent dans des communautés autochtones ou dans les environs de celles-ci, ou encore dans des terres étant visées par des revendications territoriales. Le fait que la gestion des terres et des ressources soit assurée par les provinces, dans certaines régions, et par les gouvernements fédéral et territoriaux, dans d'autres régions, complique la communication entre les sociétés multinationales et les communautés inuites, métisses et des Premières Nations, particulièrement dans les cas où des revendications territoriales sont en cours de négociation ou dans ceux où de telles négociations n'ont toujours pas été entreprises. Ces sociétés multinationales ne fournissent pas de revenus à ces communautés. La plupart des communautés autochtones sont pauvres, ne disposent pas d'une infrastructure de santé publique adéquate et n'ont pas les moyens économiques d'améliorer leur condition. (III) 8. De nos jours, des problèmes de nature juridictionnelle rendent difficile l'offre de soins de santé, la bonne gestion des terres et la promotion de la santé au sein des communautés. (III) 9. Bien que la consommation d'aliments traditionnels contribue à la préservation de l'identité culturelle, la présence croissante de contaminants environnementaux (tels que le plomb, l'arsenic, le mercure et les polluants organiques persistants [POP]) pourrait compromettre la sécurité de ces aliments. (II-3) 10. Compte tenu des changements démographiques (population en croissance rapide comptant une importante composante jeunesse) et de l'urbanisation croissante que connaissent les Inuits, les Métis et les Premières Nations au Canada, force est de constater que la plupart des cliniciens en viendront à compter des Inuites, des Métisses et des femmes des Premières Nations parmi leurs patientes. (II-3) 11. Traditionnellement, les hommes et les femmes des peuples inuits, métis et des Premières Nations tenaient des rôles égaux et complémentaires. Le colonialisme s'est généralement affairer à mépriser et à ignorer les Inuites et les femmes des Premières Nations, et à les réduire au statut d'objet. Par l'intermédiaire de lois spécifiques, les femmes des Premières Nations (en particulier) ont perdu leurs droits et leurs pouvoirs au sein de leurs communautés, y compris leur rôle en matière de promotion de la santé et de l'éducation traditionnelles. (III) 12. Au sein des communautés autochtones, le taux de chômage est beaucoup plus élevé que celui qui est constaté chez les Canadiens non autochtones. Il contribue de façon importante aux écarts socioéconomiques et aux lacunes en matière d'accès à des soins de santé équitables et de qualité. (II-3) 13. La terminologie de la mesure des issues de santé a souvent pour effet de perpétuer des stéréotypes négatifs envers les Inuits, les Métis et les Premières Nations, puisque les données générées sont souvent signalées sans tenir du contexte social, politique et économique des communautés visées. (III) 14. Les conflits juridictionnels entre les gouvernements fédéral, provinciaux, territoriaux et de bande rendent difficile l'offre de services de santé et de santé publique exhaustifs aux Premières Nations. (III) 15. L'harmonie des sociétés inuites, métisses et des Premières Nations a été troublée par le colonialisme européen à la fin du 18e siècle, lequel est à l'origine d'effets à grande échelle sur la santé sexuelle des femmes et des hommes des communautés inuites, métisses et des Premières Nations. (III) 16. La recherche a démontré que la mise en œuvre de stratégies visant la compétence culturelle menait à l'amélioration des issues de santé et à celle de la satisfaction de la patiente. (II-3) 17. Une forme insidieuse de racisme peut se manifester de façon non intentionnelle; ceux qui en font l'objet sont donc les mieux à même de définir ce qui constitue une telle manifestation de racisme et d'en identifier la présence. (III) Recommandations 1. Les professionnels de la santé devraient disposer d'une compréhension des termes qu'utilisent les Inuits, les Métis et les Premières Nations pour s'identifier. (III-A) 2. Les professionnels de la santé devraient disposer d'une compréhension des termes « sensibilisation culturelle ¼, « compétence culturelle ¼, « sûreté culturelle ¼ et « humilité culturelle ¼. Les professionnels de la santé devraient reconnaître que les Inuits, les Métis et les Premières Nations pourraient avoir des points de vue différents quant à ce qui constitue des soins sûrs sur le plan culturel; ils devraient donc chercher à en savoir plus sur les valeurs propres à la communauté desservie. (III-A) 3. Les professionnels de la santé devraient être conscients des limites des statistiques recueillies au sujet des Inuits, des Métis et des Premières Nations, et devraient éviter d'avoir recours à des généralisations au sujet des risques de mortalité et de morbidité, au moment de comparer les populations inuites, métisses et des Premières Nations les unes aux autres et aux populations non autochtones. (III-A) 4. Les professionnels de la santé qui souhaitent mener des recherches auprès des Inuits, des Métis et des Premières Nations doivent utiliser des cadres éthiques reconnus qui tiennent compte des principes PCAP (propriété, contrôle, accès et possession), de l'Énoncé de politique des trois conseils et des lignes directrices propres aux communautés visées. (II-2A) 5. Les professionnels de la santé devraient reconnaître les effets intergénérationnels des pensionnats comme étant l'une des causes fondamentales des inégalités sociales et en matière de santé qui affectent les Inuits, les Métis et les Premières Nations, ces effets ayant des implications importantes sur les expériences et les pratiquesentourant la grossesse et l'éducation des enfants. (II-3A) 6. Les professionnels de la santé devraient savoir que le discours sur les politiques de santé et les négociations quant aux revendications territoriales perpétue souvent des stéréotypes négatifs, sans adéquatement faire mention des effets du colonialisme. (III-L) 7. Les professionnels de la santé devraient connaître le Principe de Jordan (un principe qui place l'enfant au premier plan et qui exhorte l'agence gouvernementale auxquels les parents se sont d'abord adressés d'assumer les frais des services prodigués à l'enfant, pour ensuite entreprendre des démarches de remboursement, et ce, en vue d'assurer l'offre de soins adéquats en temps opportun) et être au courant des débats en cours (en ce qui concerne les responsabilités juridictionnelles) qui nuisent à l'offre de soins de santé de qualité, opportuns et sûrs sur le plan culturel aux Inuits et aux Premières Nations. (III-A) 8. Les professionnels de la santé qui offrent des soins aux Inuits et aux Premières Nations devraient connaître le programme de services de santé non assurés (SSNA), les critères d'admissibilité de ce dernier et la couverture qu'il offre, ainsi que les exceptions et les permissions spéciales qui sont requises dans certains cas. Les professionnels de la santé devraient reconnaître qu'ils ont un rôle crucial à jouer dans la défense des droits de leurs patientes inuites et des Premières Nations, en vue de les aider à obtenir accès à ces prestations. Les professionnels de la santé devraient savoir que leurs patientes métisses n'ont pas accès au programme SSNA et qu'elles pourraient faire face à des difficultés particulières au moment de chercher à obtenir des soins de santé. (III-A) 9. Tous les professionnels de la santé devraient reconnaître et respecter le rôle des sages-femmes autochtones et traditionnelles dans la promotion de la santé sexuelle et génésique des femmes, et devraient savoir que ce rôle ne se limite pas à la grossesse et à l'accouchement, mais bien qu'il se prolonge souvent au-delà de l'année de la naissance. (II-2A) 10. Dans le cadre des consultations régulières (y compris celles qui visent les soins prénataux), les professionnels de la santé devraient se renseigner au sujet de l'utilisation de pratiques médicales et de médicaments traditionnels par leurs patientes. (III-A) 11. Les professionnels de la santé devraient savoir que chaque communauté inuite, métisse et des Premières Nations compte ses propres traditions, valeurs et pratiques de communication; ils devraient donc participer aux activités de la communauté en question de façon à se familiariser avec ces traditions, valeurs et pratiques. (III-A) 12. Les professionnels de la santé devraient être au courant des lois du Code criminel canadien qui traitent des activités sexuelles chez les mineurs (y compris les enfants de moins de 12 ans et les enfants dont l'âge se situe entre 12 et 16 ans) et de la différence d'âge entre les partenaires. (III-A) 13. Compte tenu de la prévalence de l'exploitation et des sévices sexuels, les professionnels de la santé doivent, après avoir établi une relation de confiance avec la patiente, se pencher sur la présence possible de tels méfaits. Tous les examens gynécologiques et obstétricaux doivent être abordés avec sensibilité, de façon à permettre à la patiente de déterminer elle-même le moment où elle est prête à s'y soumettre. (III-A) 14. Les professionnels de la santé devraient être avisés de la prévalence accrue du VIH/sida chez les Inuits, les Métis et les Premières Nations, et devraient offrir des services de counseling et de dépistage du VIH aux femmes enceintes ou en âge de procréer. La mise en œuvre d'approches sûres sur le plan culturel envers le counseling, le dépistage, le diagnostic et le traitement en présence du VIH et d'autres maladies transmissibles par le sang devrait être soutenue et adoptée. (III-A) 15. Les professionnels de la santé devraient être avisés des taux élevés de cancer du col utérin que l'on constate chez les patientes inuites et des Premières Nations, ainsi que des piètres issues qu'elles connaissent à la suite du diagnostic d'un tel cancer. Les professionnels de la santé devraient s'efforcer de limiter les disparités entre leurs patientes autochtones et leurs patientes non autochtones, en faisant la promotion d'options de dépistage sûres sur le plan culturel. (I-A) 16. Les professionnels de la santé doivent s'assurer que les Inuites, les Métisses et les femmes des Premières Nations ont accès à des services pouvant répondre à tous leurs besoins de santé génésique, y compris l'interruption de grossesse, sans préjugés. Les professionnels de la santé devraient s'efforcer d'assurer la confidentialité, particulièrement dans les petites communautés et dans celles qui ne sont accessibles que par avion. (III-A) 17. Les professionnels de la santé devraient considérer la grossesse comme étant une occasion en or de s'engager envers les droits sexuels et génésiques, les valeurs et les croyances des Inuites, des Métisses et des femmes des Premières Nations, et de prendre position en leur faveur. (III-L) 18. Les fournisseurs de soins de santé devraient s'enquérir des souhaits de la patiente et de sa famille à l'égard de l'élimination ou de la préservation des tissus provenant de la conception, de la grossesse, de la fausse couche, de l'interruption de grossesse, de l'hystérectomie et d'autres interventions, les respecter et plaider en faveur de la mise en œuvre de politiques et de protocoles institutionnels permettant de les soutenir.(III-A) 19. Les professionnels de la santé devraient reconnaître que des troubles mentaux tels que les troubles de l'humeur, l'anxiété et l'assuétude à des substances psychotropes constituent d'importants problèmes de santé publique pour de nombreuses communautés inuites, métisses et des Premières Nations. (II-3B) L'utilisation de substances psychotropes qui mènent à l'assuétude constitue souvent un mécanisme d'adaptation à la douleur causée par les traumatismes intergénérationnels. Les professionnels de la santé devraient se familiariser avec des stratégies de réduction des dommages sûres sur le plan culturel pouvant être utilisées pour soutenir les Inuites, les Métisses et les femmes des Premières Nations (et leur famille) qui sont aux prises avec une telle assuétude. (II-2A) 20. Les professionnels de la santé devraient soutenir et promouvoir le retour de l'accouchement au sein des communautés rurales et éloignées pour ce qui est des femmes qui ne sont exposées qu'à de faibles risques de complications. La participation nécessaire de la communauté à la prise de décisions au sujet de la distribution et de l'affectation des ressources destinées aux soins de maternité devrait être reconnue et facilitée. (III-A) 21. Les professionnels de la santé devraient prendre conscience du fait que très peu de recherches, de ressources et de programmes visent particulièrement la santé des femmes d'âge mûr (y compris la ménopause) au sein des communautés inuites, métisses et des Premières Nations. Les professionnels de la santé devraient plaider en faveur de la tenue de plus amples recherches dans ce domaine. (III-A) 22. Les professionnels de la santé devraient chercher à en savoir plus au sujet des pratiques de communication adaptées à la culture et devraient adapter leurs communications aux situations et aux antécédents particuliers que présentent leurs patientes. (III-A) 23. Les professionnels de la santé pourraient exprimer à leurs patientes qu'ils souhaitent établir avec elles une relation respectueuse marquée par l'écoute, la reconnaissance des différences et la sollicitation de leurs commentaires. (III-L) 24. Les Inuites, les Métisses et les femmes des Premières Nations devraient recevoir des soins prodigués dans leur propre langue, dans la mesure du possible. Les programmes et les établissements de santé offrant des services à un nombre important de patientes inuites, métisses et des Premières Nations devraient compter des interprètes et des défenseurs de la santé inuits, métis et des Premières Nations parmi leurs employés. (III-A).

Expanding the functions of dental assistants in Bulgaria and perceptions about their role in the Bulgarian healhcare workforce.

AIM: The study queries a sample of dentists and dental assistants in Bulgaria about their understanding and perceptions of Expanded Function Dental Auxiliaries (EFDA). The study considers whether expanding the skillset of dental assistants to function in specific scenarios without personal supervision by the dentist may be a viable strategy to address various oral health inequities in the country. MATERIALS AND METHODS: An anonymous survey was conducted among 103 practicing dentists and 100 dental assistants throughout the country. The questionnaire consisted of 20 questions that probed respondents' understanding about the duties performed by EFDAs and their potential to increase productivity and efficiency of the dental workforce. Sociological (poll) and statistical (alternative analysis) methods were used in the survey. RESULTS: The majority of respondents were female. Most worked in the larger cities. One worked in a village. Most were ethnic Bulgarians and none were Roma, reflecting the racial imbalance in the national workforce. Two-thirds (67%) believed that dental assistants with appropriate training are capable of doing expanded dental procedures without personal supervision by a dentist. The majority (83.7%) believed that EFDAs could improve efficiency of a dental practice, while 58.1% indicated that with appropriate training, they could perform expanded duties as well as the dentist. However, only one third believed that EFDAs could increase practice output (38.9%); enhance the quality of the dentist's work (37.4%); or decrease patient anxiety (31.5%). Though most respondents (78.3%) believed that a patient would not be receptive to an EFDA placing a restoration without personal supervision by the dentist, two thirds of respondents (66.5%) would like to see dental assistants trained to perform expanded duties otherwise reserved for dentists. Most respondents felt that EFDAs could help to build a well-functioning dental team. CONCLUSIONS: Most respondents believed that EFDAs can benefit the efficiency of a practice, suggesting that Bulgarian dental professionals would respond favorably to enhancing the skillset of assistants with expanded functions. The study suggests they are skeptical about "general" versus "personal" supervision. EFDAs may potentially provide improved access by underserved communities, while building a more inclusive oral healthcare workforce reflective of the population.

A Novel Disability Advocacy and Awareness Program for Training Future Healthcare Professionals on Care for Patients with Disabilities.

In a poll of 714 US physicians, it was revealed that only 40.7% felt very confident in their ability to provide the same quality of care, overall, to patients with disabilities (PWDs) compared with patients without disabilities. It was also found that only 56.5% strongly agreed that they welcomed PWDs into their practice as healthcare providers. This suggests a systemic issue of inequity in medicine, which affects both physicians and patients. If this problem is not corrected, our healthcare system will continue to lack in providing adequate care to PWDs. A key component of this issue is that the lack of confident care for PWDs appears to be a result of insufficient exposure to PWDs during the formative years in medical schools. Although medical students are taught extensive clinical skills and bedside manners, there appears to be little mention of how to make adaptations to basic patient encounters to accommodate PWDs. Further, the lack of representation of PWDs in the medical community results in minimal experience among trainees and the perpetuation of unjust biases in the healthcare system. Changes to the medical field must start with shaping future physicians and filling the void in medical education. As a solution, we at Florida State University (FSU) College of Medicine (COM) propose a program called the Disability Advocacy and Awareness Program (DAAP). Two interactive sessions were designed, and students were offered an immersive experience in which they were not only provided with information through well-crafted presentations but also encouraged to engage in direct interactions with PWDs and a myriad of assistive devices. We believe a great deal of the program's success stemmed from the two-phase interactive model that allowed students to undergo a truly immersive experience that a textbook cannot endow. Although we cannot expect every provider to be an expert on all disabilities, all physicians should have an understanding of how a disability may impact a patient's life and medical care. Improved knowledge and awareness surrounding disability and the barriers faced by the PWD population will provide insights that will allow for the most equitable, patient-centered care for the disabled community.

Increasing and sustaining diabetic retinopathy screening in Fiji by leveraging community health workers (CHWs) services: A qualitative study.

Introduction: Inequities in access to diabetic retinopathy (DR) services particularly in rural and remote Fiji is concerning. This is because DR when left undiagnosed and untreated for long, can lead to vision loss and permanent blindness. Appropriate channels must be explored to strengthen services and ensure equitable access to healthcare for everyone. This study describes the development and implementation of DR awareness training for community health workers (CHWs) and their subsequent engagement to raise awareness and scale-up DR screening for communities throughout Fiji. Materials and method: As part of a programme to reduce the incidence of avoidable blindness due to diabetes amongst people living in the Pacific, DR training for primary level nurses was developed and implemented. As these primary level nurses were already inundated by clinical duties and competing health priorities, a shifting of the task was proposed to engage the CHWs who would instead educate communities on diabetes and DR and make referrals for DR screening. A one-day DR awareness training was developed and implemented by the Pacific Eye Institute with funding from the Fred Hollows Foundation New Zealand. Results: At the end of the DR programme in 2019, the team had achieved their target and trained a total of 823 CHWs giving an 81.32% coverage of the total 1012 registered CHW in the MHMS register. Anecdotal evidence showed a spike in DR referrals and screenings recorded at health facilities. Three key themes emerged related to the involvement of CHWs which include engagement of CHWs, benefits of the engagement, and health system-related challenges. Conclusion: The use of CHWs who are already integrated into the health system was considered a sustainable intervention to strengthen diabetes and DR services at the primary level of care, particularly if it involves community awareness, health education, and health services facilitation The future of the CHWs will depend on their being integrated more systematically into local health services with strengthened management and supervision.

Experiences of Gender Inequity Among Women Physicians Across Career Stages: Findings from Participant Focus Groups.

Background and Purpose: Gender inequity in academic medicine persists despite efforts to the contrary. Even with increasing representation of women physicians in academic medicine, leadership positions and promotion to tenure are still not representative. This study describes the experiences of women physicians at various stages of their careers, uncovering current challenges and potential areas for improvement toward gender equity. Methods: Three focus groups were conducted (n = 28) as part of a national professional development conference: Growth, Resilience, Inspiration, and Tenacity (GRIT) for Women in Medicine: GRIT. We thematically analyzed participant responses to assess perspectives on the impact of experiences, barriers to professional growth, opportunities for improvement, and definitions of success. Results: The major issues the participants faced included subthemes of (1) systemic barriers to success, (2) implicit biases, (3) self-advocacy, and (4) burnout and stress. Solutions for issues that were discussed included (1) fostering supportive communities, (2) encouraging personal and professional development, and (3) the need for system-wide policy changes. We found that most women needed or benefited from the fostering of communities and desired opportunities for developing professional skills. Participants felt institutional transparency for grievances determined the level of support and confidence in reporting instances of mistreatment. Participants tended to define success according to (1) personal success and (2) leaving a legacy. Conclusions/Implications: Despite policy advancements and a social evolution away from discrimination against women, women in medicine continue to experience inequities across career stages. Potential solutions include fostering supportive communities, encouraging personal and professional development, and system-wide policy changes.

Inequity in physician visits: the case of the unregulated fee market in Australia.

Equity is one of the key goals of universal healthcare coverage (UHC). Achieving this goal does not just depend on the presence of UHC, but also on its design and organisation. In Australia, out-of-hospital medical services are provided by private physicians in a market where fees are unregulated. This makes an interesting case to study equity. Using data from the Australian National Health Survey of 2014-15, we distinguish between the probability of any visit and the number of visits conditional on having any visit to analyse income-related inequity in general practitioner (GP) and specialist visits. We apply the horizontal inequity approach to measure the extent of inequity, and the decomposition method to explain the factors accounting for inequity. Our results show a small pro-rich inequity in the probability of any GP visit, but the distribution of conditional GP visits was concentrated among the poor. Inequity in the probability of any specialist visit was pro-rich. However, there was almost no inequity in conditional specialist visits. We find holding a concession card explained pro-poor inequity while income, education, and private health insurance contributed to pro-rich inequity in specialist visits. Although Australia has a universal health insurance system, there is unequal use (adjusted for health need) of physician services by socioeconomic status. This has implications for insurance design in other countries.

Desigualdades socioeconômicas na América Latina e Caribe: o futuro pós-pandemia para a formação profissional na saúde / Socioeconomic inequality in Latin America and the Caribbean: the post-pandemic future for the training of health professionals

Resumo A desigualdade é um problema global e estrutural que aflige com maior intensidade as populações dos países mais empobrecidos. A pandemia da covid-19 agravou esse problema histórico na América Latina e Caribe e aprofundou as incertezas relacionadas às necessidades humanas básicas. O estudo apresenta um painel sobre o tema produzido pelos relatórios oficiais de agências internacionais (Opas, OMS, Cepal) entre 2019 e 2022, e discute alguns caminhos para a formação profissional em saúde no Brasil, bem como as mudanças nas práticas em saúde que podem impulsionar a proteção social das populações vulneráveis, com base nas propostas de Paulo Freire e Edgar Morin, que colocam em evidência as problemáticas sociossanitárias atuais.

Abstract Inequality is a global, structural problem that is particularly marked in the world's poorest countries. The covid-19 pandemic exacerbated this historic problem in Latin America and the Caribbean and deepened uncertainties in relation to basic human needs. This study presents an overview of the subject on the basis of official reports from international agencies (PAHO, WHO, ECLAC) between 2019 and 2022 and discusses some paths for the training of health professionals in Brazil. It also investigates how health practices could be changed to ensure greater social protection for vulnerable populations, based on the proposals of Paulo Freire and Edgar Morin, which highlight current social and health problems.

Liderança feminina: relato do primeiro encontro de mulheres Médicas de Família e Comunidade do Brasil / Women leadership: report of the first meeting of Female Family Physicians in Brazil

RESUMO Este relato situa-se no campo do protagonismo das mulheres Médicas de Família e Comunidade (mMFC) e em sua articulação nacional por meio do Grupo de Trabalho Mulheres na Medicina de Família e Comunidade (GT-MMF), fundado em 2016 no bojo da Sociedade de Medicina de Família e Comunidade (SBMFC), entidade científica que representa a especialidade no País. Descreve a organização do I Encontro do GT-MMFC, em 2019, intitulado 'Liderança feminina em saúde' e discute seus desdobramentos, com foco na equidade de gênero nos domínios: profissional, acadêmico, de gestão, de ensino e pesquisa; assim como na própria instituição, a SBMFC. O artigo se debruça, ainda, sobre questões relacionadas com as causas de mulheres no âmbito da especialidade e da medicina. O evento foi aberto a estudantes e profissionais de outras áreas e ofertou discussões contemporâneas, como: protagonismo feminino; autocuidado; interseccionalidades; maternidade e trabalho; inserção da mulher e diferenças de gênero na política. O Encontro reuniu mulheres de quatro regiões do Brasil, aprofundou as relações e o apoio interpares e permitiu a ampliação das pautas para o fortalecimento da consciência de gênero e sua influência no cotidiano das mMFC, na sua prática acadêmica, científica, assistencial e de gestão.

ABSTRACT This report is situated in the scope of Female Family Physicians' protagonism and their national organization through the Women's Working Group on Family and Community Medicine, which was founded in 2016 under the Brazilian Society of Family and Community Medicine, a scientific entity that represents this medical specialty in the country. It describes the organization of the first Meeting of this Working Group, in 2019, named 'Female Leadership in Health' and discusses its unfoldings, focusing on gender equity in spheres such as: professional, academic, management, educational, and research, as well as permeating the institution itself. This article also focuses on women's issues surrounding both the specialty and medicine in general. The event welcomed students and professionals from other fields and offered contemporary debates, for example: female protagonism, self-care, intersectionality, maternity and work, participation of women in politics, and gender inequities. The Meeting gathered women from four regions of Brazil, deepened peer bonds and support, and enabled the expansion of the agenda of gender consciousness and its influence in women family physicians' daily life in their experience in management, university, science, and assistance.

Carta al presidente del Colegio Médico / Letter to the president of the College of Medicine

Este texto reproduce la carta escrita por Giulio Alfredo Maccacaro (1924-1977) al presidente del Colegio Médico de Milán, publicada en 1972 en el libro La medicine del capitale de Jean-Claude Polack. Luego de más de 40 años, esta reedición en la sección Memoria e Historia tiene por objetivo recuperar la figura de Giulio Maccacaro, no como trayectoria individual, sino inscripto en un movimiento colectivo -junto a Giovanni Berlinguer, Franco Basaglia y tantos otros- que replanteó el papel de la medicina y logró conjugar la práctica científica con un fuerte compromiso social.(AU)

This text reprints the letter written by Giulio Alfredo Maccacaro (1924-1977) to the president of the College of Medicine in Milan, published in Jean-Claude Polacks La medicine del capitale [The medicine of capital]. This reedition more than 40 years later, in the section Memory and History, seeks to recover the figure of Giulio Maccacaro not in his individual path but rather as a person inscribed in a collective movement - along with Giovanni Berlinguer, Franco Basaglia and many others - that rethought the role of medicine and combined scientific practice with a strong social commitment.(AU)