- Prof. Dr. Dédée Murrell. Gender equity in academic dermatology. EADV 2024. Wednesday, 25 Sep, 10:30 - 10:45 CEST
Prof. Murrell (UNSW, Sidney, Australia) opened her talk by focusing on the data regarding female representation in Dermatology, emphasizing a paradoxical reality. In the United States, women make up the majority of Dermatology trainees, accounting for more than 50% of Dermatology graduates, and about 56% of academic dermatologists are women. Yet, when it comes to top-tier positions, such as full professors or department chairs, the figures tell a different story. Only 17% of full-time female faculty members achieve the rank of full professor, compared to 33% of their male counterparts. In Dermatology, fewer than 25% of department chairs are women.
“While women now form the majority in Dermatology, this hasn’t translated into equitable representation in senior academic roles” Murrell noted. “This imbalance raises critical questions about the barriers that prevent women from reaching the upper echelons of academia.”
Prof. Murrell delved into several factors that contribute to this disparity. One of the most significant reasons is the lack of mentorship available for young female dermatologists. Studies conducted in the United States and Europe have shown that many female trainees lose interest in academic careers due to the absence of female role models and mentors to help them navigate the unique challenges they face.
An American study revealed that nearly 50% of female Dermatology trainees abandoned their academic ambitions due to a lack of guidance, despite their initial enthusiasm. “It’s harder for a young female dermatologist to find a mentor compared to their male colleagues” said Murrell, “and this directly impacts their career choices.”
Other important factors impacting include the perception of poor work-life balance, the burden of family responsibilities, and the lack of institutional flexibility. Murrell explained that many women either delay or scale back their academic aspirations to balance family and career demands, a challenge their male counterparts often don’t face. “Women are more likely to carry a heavier load of domestic and parenting responsibilities than men,” she remarked. “This limits the time available for publishing, pursuing a PhD, or applying for research grants - all essential for academic advancement.”
Another significant contributor to the gender gap is salary disparity. In the United States, where academic salaries are not governed by standardized laws, female dermatologists earn 28% less on average than their male peers, with differences amounting to as much as $80,000 annually. Murrell emphasized that this discrepancy isn’t due to fewer hours worked, but rather to a lack of negotiating power and the persistence of gender bias. "Women tend to ask for less during salary negotiations and are often perceived as less competent in financial management or team leadership," she explained.
In addition, unconscious bias continues to disadvantage women in leadership roles. Murrell referred to the "Matilda Effect," a term coined to describe the systemic under-recognition of women’s scientific contributions, often attributed instead to male colleagues. "Even in Dermatology, women continue to be undervalued for their scientific work," Murrell pointed out.
Despite these challenges, Prof. Murrell offered several strategies for addressing the gender gap. One key solution is to strengthen mentorship programs and create robust support networks for women in Dermatology. She praised the efforts of the Women’s Dermatologic Society (WDS), which has promoted female mentorship through scholarships and leadership programs.
Prof. Murrell also underscored the importance of developing “soft skills,” such as negotiation and leadership, for women aspiring to senior academic positions. She highlighted the PAGAP leadership course, designed by the American Academy of Dermatology, which teaches women how to negotiate for better salaries and confront gender bias in the workplace.
Another crucial factor is increasing flexibility within academic institutions, particularly in terms of childcare support. Murrell cited examples from Nordic countries (Iceland, Norway, Germany, Denmark), which offer comprehensive childcare policies, pointing out that such measures could significantly enhance women’s participation in academia.
Prof. Murrell concluded her talk with a message of optimism, noting that while challenges persist, the Dermatology community is making progress towards greater gender equity. "We’ve come a long way," she affirmed, "but there’s still much to be done to ensure women have the same career opportunities as men. We must continue to work together to dismantle these barriers."
Through her presentation, Prof. Murrell reaffirmed her commitment to gender equality in academic Dermatology, inspiring a new generation of female dermatologists to strive for success and lead the charge for change.