Using India as a case study, Jasmine Gideon and colleagues argue that considering how gender perspectives operate within health systems and society can help achieve more inclusive health leadership In 2019 a World Health Organization (WHO) report laid out vast gender inequalities affecting leadership roles across health systems. Women constitute 70% of the global health workforce but hold only 25% of senior roles.1 These global trends are reflected in India, where only 24% of women participate in the formal labour force,2 14.2% of medical doctors are female,3 and 28% of leadership roles across national health organisations are held by women.4 In India, male medical doctors dominate health leadership despite a scarcity of evidence demonstrating their suitability for guiding healthcare organisations.5 How can such imbalances be transformed? This is a central question of the BMJ collection on gender equality in the health workforce (www.bmj.com/collections/gender-equality-health-workforce).6789 We need feminist forms of leadership that challenge the deep structures of inequalities within the health sector and makes it more socially just.7810 Feminist leadership is vital for achieving workplace focused social justice for all people working in health sectors—a concept that encompasses addressing and redressing inequalities, including those of power, privilege, and pay.8 Gender imbalance in healthcare leadership is often seen as a linear career progression issue for women, who face a leaky or fractured pipeline. A central contention of the pipeline theory1112 is that women remain concentrated in low status positions because they lack sufficient qualifications to progress; with access to improved qualifications and education, or as greater numbers of women enter the workforce and age, they will gain parity with men, moving on to leadership positions.1112 However, this theory overemphasises individuals and obscures the need for …

中文翻译：

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印度的卫生系统：通过性别视角分析包容性卫生领导力的障碍


Jasmine Gideon 及其同事以印度为案例研究，认为考虑性别观点在卫生系统和社会中的运作方式有助于实现更具包容性的卫生领导力。2019 年世界卫生组织 (WHO) 的一份报告列出了影响卫生领域领导角色的巨大性别不平等系统。女性占全球卫生劳动力的 70%，但仅占高级职位的 25%。1 这些全球趋势在印度得到了反映，印度只有 24% 的女性参与正规劳动力队伍，2 14.2% 的医生是女性，3国家卫生组织中 28% 的领导职务由女性担任。4 在印度，尽管缺乏证据证明男性医生适合指导医疗保健组织，但男性医生在卫生领导层中占据主导地位。5 如何改变这种不平衡？这是 BMJ 关于卫生工作者中性别平等的一个核心问题 (www.bmj.com/collections/gender-equality-health-workforce)。6789 我们需要女权主义形式的领导力来挑战医疗机构内部不平等的深层结构。 7810 女权主义领导力对于为卫生部门所有工作人员实现以工作场所为重点的社会正义至关重要，这一概念涵盖解决和纠正不平等，包括权力、特权和薪酬方面的不平等。8 性别失衡对于女性来说，医疗保健领域的领导力通常被视为线性职业发展问题，她们面临着漏洞或断裂的管道。 管道理论1112的一个核心论点是，女性仍然集中在低地位的职位上，因为她们缺乏足够的资格来取得进步；随着资格和教育的提高，或者随着越来越多的女性进入劳动力市场和年龄增长，她们将获得与男性平等的地位，并晋升到领导职位。第1112章