The Lancet women’s commission emphasizes that action must be taken in health care itself. In terms of healthcare delivery and the division of labor amongst the healthcare profession, health institutions exacerbate gender inequities. Women are more likely than males to assume care positions, such as nurses, midwives, and community health workers. Once again, the COVID-19 crisis has shown the critical role these women play in inpatient care.
When it comes to “cure” occupations like doctors and specialists, males are overrepresented while women are underrepresented in higher-paying and leadership posts. Most health care workers are female, yet they occupy positions with limited authority to alter systems, organizations, or their careers, which may cause stress, job discontent, and exhaustion.
Empowering Tips for Women Working in Healthcare
Consequently, women who work in the healthcare industry must learn to empower others to maintain their morale and confidence in the profession. As a female healthcare professional, here are some tips for empowering the female colleagues around you.
Be kind and willing to assist others.
Things are pretty rough in the healthcare industry, so the healthcare staff needs to consider colleagues. Is someone looking to upgrade their skills? You can recommend them to attend specialized online training at places like Radcomm, or you can also refer them to another colleague that might be interested in taking them as an intern.
In many cases, this arises from women’s irrational fear that there aren’t enough good jobs out there for everyone, so they feel compelled to compete with one another for the few that do exist. Indeed, some males are affected by this idea, but it is more common among women.
It’s hardly surprising that just 24% of the world’s senior positions were held by women last year. To fight this, it’s not a good idea to attack each other. Redressing this disparity and providing a “leadership pipeline” for women aiming to higher levels of authority may be accomplished by offering mentoring or assistance to other women.
Make sure they are introduced to the correct individuals
What’s the classic adage regarding the value of strong personal bonds? It’s a common belief that you are the sum of your five closest friends and family members. This is true, I believe, for professional connections as well—the more linked professionals are to others who can support and guide them, the better they become.
Make introductions to individuals who can give them the skills and resources they need to improve their careers to educate and empower their female colleagues in the workplace. These people will motivate them to keep going even if they are undervalued, undermined, or ignored.
Instill a sense of self-worth by praising their talents and accomplishments.
As a freelancer, I know how typical it is to only hear from a boss or peer when work is due or criticism is being hurled. Tell your female colleagues and coworkers when they deserve a pat on the back instead of simply telling them what to do. Explain to them how pleased you are with their accomplishments and how highly you regard them. Despite the widely held assumption that one should no longer need adoration as an adult, I’d bet that this has never been the case.
One of the most common reasons people quit their jobs is a lack of recognition, and rewarding talents may help alleviate imposter syndrome while also boosting employee retention. Make sure your female employees are recognized for their achievements and spread the news about their accomplishments to everyone you know, according to Gallup’s 2017 State of American Workplace research.
Accept and appreciate your uniqueness.
The last piece of advice I can provide is to embrace the fact that not all women are the same. Yes, I realize that this is self-evident. We’ve all read enough about gender prejudice to know, however, that specific attributes are expected of females in our society. Don’t expect your female team members to conform to a preconceived notion of femininity, and don’t hold them back when they do.