‘A significant underrepresentation’: Rheumatology awards often fail to recognize women

Historically, women have received far fewer rheumatology awards than men, a trend that is changing — albeit slowly.

According to recent findings published in the Annals of the Rheumatic Diseases, 83.29% of awardees honored by the six major international award-granting rheumatology bodies between 1972 and 2023 were men, while only 16.7% were women.

The researchers, including Laura Andreoli, MD, PhD, an associate professor of rheumatology at the University of Brescia, and consultant physician at the Rheumatology and Clinical Immunology Unit of Spedali Civili, in Brescia, Italy, additionally observed regional variations. The highest proportion of female awardees was reported by EULAR, at 31.03%, with the African League of Associations for Rheumatology and the American College of Rheumatology just behind. However, the Pan-American League of Associations for Rheumatology bestowed awards to women just more than 20% of the time, and the Asia Pacific League of Associations for Rheumatology awarded women in fewer than 15% of cases.

That said, there have been improvements over time. Before 1990, only 11.62% of awardees were women. After 2021, that ratio increased to 36.17%.

Healio sat down with Andreoli to discuss the nature of this gender disparity in rheumatology awards, the importance of such recognition, and how to level the playing field.

Healio: Why did you decide to investigate gender and awards in the first place?

Andreoli: There has been a growing interest in addressing gender disparities in leadership positions within rheumatology. Awards can be a way to recognize and promote women in the field. Despite the important role that awards play in rheumatology, there is a significant under-representation of female rheumatology award winners.

The authors believe that professional awards can be a powerful tool for promoting equity and that increasing the number of women who receive rheumatology awards could help to address the gender gap in leadership positions.

Healio: What is the importance of such awards for the individual who receives them?

Andreoli: Professional awards serve important functions in recognizing exemplary individuals who uphold the values and objectives cherished by award-granting institutions. These awards are tied to intangible social and professional gains afforded by prestige and eminence. They offer the recipient recognition of their achievements and contributions to the field of rheumatology, along with increased prestige, visibility, credibility and reputation within the field.

They can also strengthen the perception of the recipient as a role-model for younger fellows. Awards may offer potential for increased motivation and productivity. Of course, they may lead directly to possible career advancement opportunities.

Healio: How about the advantages for the institution?

Andreoli: Awards can lead to recognition of the institution’s commitment to excellence and innovation in rheumatology. They can also help attract and retain high-caliber faculty and trainees by enhancing the institution's reputation and visibility within the field. Funding and research opportunities may also follow.

Healio: What is the current state of gender parity in rheumatology overall?

Andreoli: Our work suggests that gender parity in rheumatology awards is not currently achieved, with a significant underrepresentation of women. It is highly relevant to note that collaborative groups around gender equity are joined by all genders, testifying to the importance of this topic as a key point to foster the well-being of all individuals within rheumatology community, and to let the community itself thrive.

Healio: What is the importance of your findings and what they represent?

Andreoli: Our findings are important for a number of reasons. First, they highlight the ongoing issue of gender disparity in a field where women have substantially contributed. This is an important finding because it suggests that women are not being recognized for their achievements at the same rate as men.

Second, the findings show a need for improvement in recognizing the achievements of female rheumatologists. This could be done through a number of measures, such as increasing the number of women on award selection committees and ensuring that award criteria are gender neutral.

Finally, the findings indicate that there is progress being made in awarding women rheumatologists, but further action is necessary to achieve parity. This is a positive trend, but it is important to continue to work towards closing the gender gap.

Healio: What can organizations like ACR and EULAR do to improve gender parity in rheumatology overall?

Andreoli: One way is to diversify the award selection committees to consider gender, geography, ethnicity and age when composing award selection committees. This broadens the range of perspectives involved in selecting awardees and can help mitigate unconscious bias.

Evaluating young investigator awards to focus on academic achievement rather than biological age is another way to improve parity. This can level the playing field for those who have taken career breaks — often mothers of young children.

Another suggestion is to commemorate female pioneers by naming future rheumatology awards after prominent female rheumatologists. This acknowledges their contributions to the field and gives them the recognition they deserve.

Transparency and promotion of awards is also important. These organizations should advertise awards more widely and publicize the nomination and selection processes. This can help ensure a wider pool of qualified nominees, including women.

Healio: What can these organizations do to improve parity in terms of awards and recognitions?

Andreoli: In addition to the aforementioned steps about diversifying award selection committees, offering gender-neutral criteria and focusing on academic merit for early career awards, organizations like ACR and EULAR can also increase transparency and promotion of awards through various channels to reach a wider audience. They can also clearly outline the nomination and selection processes to ensure everyone with relevant achievements has a fair chance to be considered.

Wider promotion can attract a more diverse pool of qualified nominees, including women who might not have been aware of these recognitions. By implementing these strategies, rheumatology organizations can significantly improve gender parity in awards and recognitions. This not only ensures fairer recognition for all deserving rheumatologists, but also serves as a powerful tool for promoting women in leadership positions within the field.

Healio: Are we moving in the right direction in terms of awards and recognitions for women in rheumatology?

Andreoli: Yes. Although there is still a significant gap, the trend of increasing female awardees indicates progress towards better gender parity. However, we still believe that continued efforts are needed to ensure women receive the recognition they deserve for their achievements in the field.

Healio: What can the average practicing rheumatologist do to improve gender parity in the specialty?

Andreoli: Although our work focuses on awards and recognitions bestowed by rheumatology organizations, it offers valuable insights that can be applied by average practicing rheumatologists to improve gender parity within the specialty. We believe there are some actions an average rheumatologist can take. One is to provide mentorship and sponsorship opportunities to female rheumatologists, particularly those early in their careers. Mentorship offers guidance and support, while sponsorship actively advocates for career advancement.

Rheumatologists should also be aware of award and recognition opportunities within rheumatology, and actively nominate deserving female colleagues for these distinctions. They can highlight the achievements and contributions of women to ensure their work receives proper recognition.

Another approach is to encourage female colleagues to submit abstracts and participate in conferences as speakers. This increases their visibility within the rheumatology community and promotes their expertise.

Every clinician should be mindful of unconscious bias that might favor men when recommending colleagues for opportunities, leadership roles, or collaborations. Advocate for qualified female colleagues when such opportunities arise. It is also important to foster a work environment that is inclusive and supportive of women. This can involve flexible work arrangements, addressing work-life balance challenges faced by women rheumatologists, and promoting a culture of mutual respect and collaboration.

By taking these steps, average practicing rheumatologists can play a significant role in creating a more equitable environment for women in the field. Their actions can contribute to a ripple effect, promoting gender parity not just in awards and recognition, but also in leadership positions and overall career advancement for women in rheumatology.

Reference:

Roy D, et al. Ann Rheum Dis. 2024;doi:10.1136/ard-2024-225670.

For more information:

Laura Andreoli, MD, PhD, can be reached at Piazza del Mercato, 15, 25121 Brescia BS, Italy; email: laura.andreoli@unibs.it.