KADIN HEKİMLER: YAPISAL TOPLUMSAL CİNSİYET EŞİTSİZLİKLERİ VE CAM TAVAN

Abstract

Kadınların tıp alanındaki temsili dünya genelinde önemli ölçüde artmış olsa da bu sayısal büyüme, liderlik, akademik yükselme ve ekonomik eşitlik alanlarında orantılı temsil ile sonuçlanmamıştır. Bu derleme, kadınların kurumsal tıptan tarihsel dışlanmasını ve meslek içerisindeki yapısal toplumsal cinsiyet eşitsizliklerinin sürekliliğini incelemektedir. 2000–2025 yılları arasında yayımlanan çalışmalar; PubMed, Scopus, Web of Science ve Google Scholar veri tabanları ile Amerikan Tıp Kolejleri Birliği (AAMC), Dünya Sağlık Örgütü (WHO), Ekonomik İşbirliği ve Kalkınma Örgütü (OECD), Eurostat ve Türkiye İstatistik Kurumu (TÜİK) raporları aracılığıyla belirlenmiştir. Liderlik eşitsizlikleri, uzmanlık alanı ayrışması, iş-yaşam çatışması, mentorluk eşitsizlikleri, ücret farklılıkları ve işyerinde zorlayıcı deneyimler temaları doğrultusunda tematik sentez uygulanmıştır. Bulgular, tıbbın hâlen liderlik ve üretkenlik tanımlarının çoğunlukla maskülen normlar üzerinden şekillendiği toplumsal cinsiyet temelli örgütsel yapılar içerisinde işlediğini göstermektedir. Kadın hekimler; “cam tavan”, mentorluk ve sponsorluk mekanizmalarına sınırlı erişim, uzmanlık alanı seçiminde ayrımcılık ve ücretsiz bakım sorumluluklarının eşitsiz yükü gibi engellerle karşılaşmaktadır. Ekonomik eşitsizlikler yalnızca maaş farklılıklarıyla sınırlı olmayıp annelik cezası, azalmış akademik görünürlük ve ücretsiz kurumsal iş yüküne orantısız katılımı da kapsamaktadır. Kadınlar ayrıca işyeri tacizi, mobbing, tükenmişlik ve akademik kariyerden ayrılma açısından daha yüksek risk altındadır. Bu derleme, tıpta toplumsal cinsiyet eşitsizliğinin bireysel önyargıların ötesinde, kurumsal kültürler ve mesleki hiyerarşiler içerisine yerleşmiş yapısal mekanizmalardan kaynaklandığını ortaya koymaktadır. Bu eşitsizliklerin giderilebilmesi için şeffaf yükseltme sistemleri, toplumsal cinsiyete duyarlı kurumsal politikalar, mentorluk ve liderlik programları, esnek çalışma düzenlemeleri ve sürdürülebilir kurumsal dönüşüm gereklidir. Daha adil çalışma ortamlarının oluşturulması, sağlık sistemlerinin uzun vadeli sürdürülebilirliği, kapsayıcılığı ve etkinliği açısından da kritik öneme sahiptir.

Keywords

• cam tavan
• cinsiyet eşitsizliği
• sağlık iş gücü
• uzmanlık ayrışması
• ücret eşitsizliği
• kadın hekimler

Supporting Institution

Beyan edilecek herhangi bir finansman kaynağı yoktur.

Ethical Statement

Mevcut değil

Thanks

yok

WOMEN IN MEDICINE: STRUCTURAL GENDER INEQUALITIES AND THE GLASS CEILING

Abstract

Women’s participation in medicine has increased substantially worldwide; however, this growth has not resulted in proportional representation in leadership, academic advancement, or economic equity. This narrative review examines the historical exclusion of women from institutional medicine and the persistence of structural gender inequalities in the profession. Literature published between 2000 and 2025 was identified through PubMed, Scopus, Web of Science, Google Scholar, and reports from the AAMC, WHO, OECD, Eurostat, and TÜİK. A thematic synthesis was conducted focusing on leadership disparities, specialty segregation, work–life conflict, mentorship inequalities, wage gaps, and workplace harassment. Findings indicate that medicine continues to function within gendered organizational structures in which leadership and productivity are frequently defined through masculine norms. Women physicians experience persistent barriers including the “glass ceiling,” limited access to mentorship and sponsorship, discrimination in specialty selection, and the unequal burden of unpaid caregiving responsibilities. Economic disparities extend beyond salary inequities to include motherhood penalties, reduced academic visibility, and disproportionate participation in unpaid institutional labor. Women also remain more vulnerable to workplace harassment, mobbing, burnout, and attrition from academic careers. The review demonstrates that gender inequality in medicine is structurally embedded within institutional cultures and professional hierarchies rather than resulting solely from individual prejudice. Addressing these inequities requires transparent promotion systems, gender-sensitive institutional policies, mentorship and leadership programs, flexible work arrangements, and sustained organizational reform to ensure equitable and sustainable healthcare systems.

Keywords

• glass ceiling
• gender discrimination
• health workforce
• Specialty segregation
• wage gap
• women physicians

Supporting Institution

There are no funding sources to declare.

Ethical Statement

Not available

Thanks

none

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