by Margaret Dow, M.D. | May 6, 2021 Article Citation: Balmer DF, Courts KA, Dougherty B, Tuton LW, Abbuhl S, Hirshfield LE. Applying the Theory of Gendered Organizations to the Lived Experience of Women with Established Careers in Academic Medicine. Teach Learn Med 2020; 32(5):466-475. DOI: 10.1080/10401334.2020.1767106 What is this article about? The authors use the Theory of Gendered Organizations as a framework for investigating gender bias in academic medicine. Interview data from thirty women in mid-to advanced-level careers (associate or full professorship) were examined under the lens of interactions that were intentionally or unintentionally gendered. Initial questioning did not include gender bias, specifically, though the issue was brought forth by the interviewees as they discussed authenticity in their careers, thus a specific line of questioning was added. Their findings suggest that while overt measures have been taken to offset gender bias in formal processes within academic medicine, informal experiences include pervasive elements of bias that are deeply embedded in departmental culture. Why should you read the article? Gaps in gender inequity in academic medicine have been identified in attainment of leadership positions, academic advancement, and income. This article seeks to illustrate the difference between written policies and procedures supporting equity and women’s experiences in processes that lead to inequitable outcomes. Many of the examples of experiences may unfortunately not be surprising; however, thinking about the enculturated process disparities, how deeply entrenched these attitudes may be in academic medicine, and how this perpetuates gender disparity is a powerful argument for systems change beyond simple policy rewriting. The bright side of this study is the apparent dedication many of these physicians show in advocating for their junior female colleagues. Inferentially, while advocacy alone may be of limited utility, the translational effect of essentially upstander behavior in gender advocacy may be a promising element of culture change. How can you use this article? Data are clear that gender disparity persists in salaries, academic promotion, and experiences. The raw numbers may incite physicians to advocate for change, but this article digs a little deeper into the why’s. Their qualitative findings highlight a need for more than just “lip service” policies and urge greater attention to culture and process. Review Author: Margaret Dow, M.D.; Director, Ob/Gyn Clerkship; Mayo Clinic Alix School of Medicine, Rochester, MN. Organization: Association of Professors of Gynecology and ObstetricsThe Lived Experience of Women with Established Careers in Academic Medicine