As the world ushers women into the forefront of the health industry, statistics reveal a glaring underrepresentation of women in senior leadership positions. Despite constituting nearly 70% of the health workforce, women hold a mere 25% of leadership roles in the field. This discrepancy further plummets to a dismal 5% when examining leadership positions in global health from low- and middle-income countries. The call for inclusive leadership transcends mere gender parity; it champions the convergence of diverse perspectives, voices, and life experiences at the apex.
Numerous studies have underscored the positive correlation between female leadership and improved health outcomes. Women in leadership have exhibited proactive and coordinated responses to health crises, directly impacting lives. Their prioritization of investments in public health, particularly for women and children, has led to substantial reductions in neonatal mortality rates. Regrettably, deeply entrenched gender bias, harassment, and familial obligations often derail women’s trajectories towards leadership roles.
Mentorship programs tailored for mid-career female leaders serve as a pivotal rectifying force in this power imbalance. When executed effectively, mentorship programs have the potential to significantly propel women’s careers, particularly in male-dominated STEM fields. However, the development of high-quality mentorship programs necessitates time and deliberate efforts, devoid of hastily contrived initiatives aimed solely at fulfilling diversity quotas.
For Dr. Yasmin Ali Haque and Amie Batson, President of WomenLift Health, the influence of mentorship in their careers has been profound. A recent multi-country report from WomenLift Health highlights the pivotal role of mentors in advancing women’s career trajectories while sounding a clarion call on the adverse effects of inadequate mentorship or its absence altogether.
Drawing upon their experiences, the duo has delineated five crucial characteristics of successful mentorship programs:
1. Emphasis on valuing women’s distinctive strengths rather than moulding them to fit existing paradigms.
2. The establishment of clear goals and expectations for mentorships and sponsorship.
3. Advocacy for male leaders to actively partake in altering the status quo.
4. The coupling of mentorship programs with institutional initiatives to further women’s leadership.
5. The establishment and proactive nurturing of networks to bridge gender imbalances.
In a bid to address the prevailing gender disparity in senior health leadership, Dr. Yasmin Ali Haque and Amie Batson advocate for the deliberate investment in robust mentorship programs. By championing these measures, the health community can cultivate representative and effective leadership, thus contributing to a healthier world for all.
