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[Womeninmedicine] FW: A lexicon for gender bias in academia and medicine

Weisz, Ora Anna weisz at pitt.edu
Thu Dec 13 23:30:59 EST 2018 

: https://www.bmj.com/content/363/bmj.k5218<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602110039&sdata=a9YM044pOG8hz%2FKRsrQZ55Z5M2JvnuGfNXuNItYPq80%3D&reserved=0>

Feature Christmas 2018
A lexicon for gender bias in academia and medicine
BMJ 2018; 363 doi: https://doi.org/10.1136/bmj.k5218<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fdoi.org%2F10.1136%2Fbmj.k5218&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602110039&sdata=ztHlZeR1Mxx3JDJ2G3QmiK0XiP05Zrx3UJjcUyLmXGs%3D&reserved=0> (Published 13 December 2018)Cite this as: BMJ 2018;363:k5218
·         Article<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602119954&sdata=AqUqRCV3SYRGdXc42BQVHIClGIFm1NvlFHDCT95eoZs%3D&reserved=0>
·         Related content<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%2Frelated&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602119954&sdata=zsxsu27H%2BJAIv9P7t1WWQIui3cdIYg0wlb2PJ7FoutQ%3D&reserved=0>
·         Metrics<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%2Farticle-info&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602130013&sdata=0wLx2NgrHzsK9ibadC6n1ZKy6oRm%2Fsqw51DPuZk07Z0%3D&reserved=0>
·         Responses<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%2Frapid-responses&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602130013&sdata=Foig89K03zLSJZe2Bmnj22cM0pGScnCmawZBHieicLA%3D&reserved=0>
1.       Esther K Choo, emergency doctor and associate professor1<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%23aff-1&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602139969&sdata=E%2F82qf7pYHtJEl724aOk%2B0pTsCbrrZ5b43YCndt2YhE%3D&reserved=0>,
2.       Robert F DeMayo, radiologist and assistant professor2<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%23aff-2&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602139969&sdata=LljlrRp2D8%2B2OqijPMVBIggQNuIRUQOLXEVxeuI9QA8%3D&reserved=0>,
3.       Glaucomflecken, ophthalmologist and writer
Author affiliations<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602149974&sdata=uVl81Wu1xw8tBYXK64LJ8D%2Fi5gg%2F0Bk%2Br0cUE6Pv5Ec%3D&reserved=0>
1.      Correspondence to: echomd at gmail.com<mailto:echomd at gmail.com>

Mansplaining is the tip of the iceberg

Many of the experiences of women in the workforce are so patterned and commonplace they have spawned an emerging vocabulary, which includes terms like mansplaining (explaining something in a condescending or patronising way, typically to a woman),1<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%23ref-1&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602149974&sdata=JEtxtwnHXxbgydBAuFxBLNUROgaCgJzR9lUkrgdWtHI%3D&reserved=0> bropropriation (when a man takes credit for a woman’s idea),2<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%23ref-2&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602159983&sdata=W4lmwqaonqtJppQg42%2B4hvhlxbmI97xQp%2F9etAaPchI%3D&reserved=0> manel (a panel of speakers populated entirely by men),3<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%23ref-3&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602159983&sdata=Id9swGkMo3Q9LuzV%2B8KwpyxTg8OUdEJ7VXC9fQuSo14%3D&reserved=0> and himpathy (the “inappropriate and disproportionate sympathy powerful men often enjoy in cases of sexual assault, intimate partner violence, homicide, and other misogynistic behavior”).4<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%23ref-4&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602169992&sdata=COOj%2FGGh2J5rVScRZYisQ1khPutp8oOgpDbHxMD6%2Bw4%3D&reserved=0> Here, we propose a number of additions to the vernacular, which are likely to remain relevant for the foreseeable future.5<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.bmj.com%2Fcontent%2F363%2Fbmj.k5218%23ref-5&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602169992&sdata=aCJA0QT1R9B9mhHdJYOwBr1M4dhEV566xV30yZgCQrc%3D&reserved=0>

·         Andropoly: Self perpetuating, male dominant leadership within an industry or organisation

·         Asheep: Opposite of “woke” when it comes to gender equity

·         Bro-mote-her: Man who advocates for the advancement of women

·         Clinical acuwomen: Emerging appreciation of how more gender balanced teams may have the potential to improve patient outcomes

·         Compounded misadvantage (or sexacerbating factors): Characteristics that, when added to sex and gender, amplify inequities—such as race, ethnicity, sexual orientation, religious beliefs, gender identity, or disability

·         Degree deleting emceeing: When an introducer neglects to use the title “Doctor” while presenting a female speaker at a conference or similar professional gathering

·         Errors of bromission: Failure to proactively endorse qualified female candidates for leadership roles and other professional opportunities

·         Feternity leave: When becoming a mother is conflated with choosing to forsake the practice of medicine (also known as What They Suspect When You’re Expecting)

·         He-ja-vu: When a white male leader is replaced by another white male leader followed by another white male leader, and so on

·         Hersuitism: False notion that women in agentic or leadership roles is somehow unnatural

·         Himpediment: Man who stands in the way of progress towards gender equity

·         Hystereotyping: Preconceived bias that women are accommodating and emotional (and thus lack the desire or temperament for leadership)

·         Jackhanded compliwoments: Gender stereotyped descriptions of women in evaluations or recommendations that can have a negative effect despite being ostensibly complimentary

·         Mantoring: A man who only mentors other men

·         Maper: An academic journal article with no female authors and an uncomfortable number of male authors

·         Misteria: Irrational fear that advancing women means catastrophic lack of opportunity for men

·         Mo-man-tum: How men’s career opportunities accelerate over time, while women’s taper off

·         Moustaching: The act of filling senior leadership roles with men, and only men

·         Ova-looked: When a woman is bypassed for an opportunity even though she is eminently qualified

·         Perpetual brodemption: Cycle in which confirmed sexual harassers are sheltered from public view, shuffled around, and ultimately advanced, while experiencing only token (if any) disciplinary consequences

·         Repriwomand: When a woman is penalised for violating gender stereotyped expectations of behaviour

·         Selective mute-hism: When men fail to speak out against their colleagues’ misogyny

·         Womenial tasks: Helpful but generally unrewarded administrative chores disproportionately performed by women

·         XX-tinction: When it comes time to populate a speaking panel, choose board members, or fill a leadership position and all the qualified women appear to have vanished off the earth

Footnotes

·         All authors are avid observers of gender dynamics in healthcare. EKC and Dr Glaucomflecken developed an infographic on gender biases in academia (https://twitter.com/choo_ek/status/1027042240139386882<https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ftwitter.com%2Fchoo_ek%2Fstatus%2F1027042240139386882&data=02%7C01%7C%7C5e52d14c4d9f4f62dce908d6617cf2b9%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C636803586602179993&sdata=bZh5o6vhZJu56GkDSWy6FG4hAWPwpwHoNSG%2FKcEFZmc%3D&reserved=0>) that was the impetus for this expanded glossary. Dr Glaucomflecken is a pseudonym.

·         Competing interests: We have read and understood BMJ policy on declaration of interests and declare the following: EKC is co-founder of Equity Quotient, which performs culture assessments of healthcare organisations; president of the non-profit Gender Equity Research Foundation; and senior advisor to FeminEM.org, which supports the careers of women in medicine. RFD and Dr Glaucomflecken have no conflicts of interest to declare.

·         Provenance and peer review: Commissioned; not externally peer reviewed

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