Women constitute the majority of the healthcare workforce in Europe, with proportions ranging from 76.9% in Italy to 99.6% in Latvia among nurses. Similarly, women outnumber men as doctors in many European nations, accounting for 52.8% of all physicians and up to 70% in countries such as Lithuania, Latvia, Estonia, and Romania. Despite this numerical dominance, the proportion of women in senior leadership positions decreases significantly as one moves up the career ladder. This phenomenon, often referred to as the glass ceiling, suggests that while women are prevalent in entry-level and mid-career roles, they face invisible barriers that hinder their progression to top echelons of medical leadership and decision-making.

The survey, distributed in February 2025 to female participants of the PROGRAMMING COST Action, collected responses from women with a mean age of 41.6 years. The study utilized an anonymous online format to ensure psychological safety and unrestricted expression of opinions. The qualitative analysis of the open-ended responses revealed three main themes: gender disparities in promotion and career advancement, the impact of family responsibilities on training completion, and issues related to scientific and professional recognition. These themes underscore the systemic nature of the challenges women face, which extend beyond individual experiences to reflect broader institutional and cultural norms within the medical field.

Work-life balance emerged as the most frequently cited challenge, with over 80% of respondents identifying it as a major obstacle. Many women reported that their familial responsibilities, particularly childcare, significantly impacted their ability to pursue professional development opportunities. One respondent from Poland noted that her geriatrician training, which should have lasted five years, took ten years to complete due to the need to stay at home with each of her three children. This prolongation of training periods not only delays professional competence but also can affect career trajectories and earning potential, contributing to the gender pay gap observed in the medical sector.

Gender disparities in promotion were another prominent theme, with several respondents describing instances where male colleagues were prioritized for promotions and leadership roles. A participant from Serbia stated that men in her institution were consistently prioritized for promotions, while a respondent from Albania described a culture where men in committees would discuss and support each other for advancement, often excluding women who were perceived as less available due to family commitments. These accounts suggest that informal networks and gendered perceptions of availability play a significant role in career progression, creating an uneven playing field for women in geriatric medicine.

The issue of scientific and professional recognition also featured prominently in the survey responses. Some women reported feeling overlooked or undervalued in their professional capacities, with one respondent from Belgium describing how colleagues continued to refer to a male colleague as the head of the department for over ten years, despite her being the actual leader. Another participant from Türkiye mentioned that higher-quality studies were assigned to male geriatricians, while she was given tasks that others did not want. These experiences highlight the subtle yet pervasive biases that can affect women’s professional standing and recognition within their institutions.

In response to these challenges, the majority of respondents relied on personal resilience and self-advocacy to navigate their careers. Over 60% of the women surveyed indicated that they used internal coping resources, such as personal strength and determination, to overcome barriers. Participation in professional networks and the support of mentors were also cited as important strategies, with more than 50% of respondents mentioning the value of role models. However, only a small fraction of respondents, approximately 10%, reported that institutional policies had helped them overcome gender-related challenges, suggesting a lack of effective systemic support structures in place.

The study also explored the attributes that women bring to the field of geriatric medicine, with empathy and compassion being the most commonly cited qualities. This finding aligns with the perception that women are particularly well-suited for roles involving care and connection with patients. However, the study also noted that problem-solving and innovation were less frequently identified as attributes associated with women, reflecting persistent stereotypes that these qualities are more typical of men. The researchers emphasized that there is no evidence to support the notion that women are less capable in areas requiring critical or analytical thinking, and that such stereotypes can limit women’s opportunities in the field.

The implications of these findings are significant for policymakers and healthcare institutions seeking to promote gender equity in geriatric medicine. The study suggests that while individual coping strategies are important, they are insufficient to address the systemic barriers that women face. Institutional changes, such as flexible working arrangements, mentorship programs, and revised promotion criteria that account for factors beyond research output, are necessary to create a more inclusive and equitable environment. By addressing these structural issues, the medical community can better support the professional development of women in geriatric medicine and ensure that their contributions are fully recognized and valued.

As the population of older adults continues to grow, the need for a diverse and inclusive workforce in geriatric medicine becomes increasingly critical. The findings of this survey serve as a call to action for stakeholders at all levels to implement meaningful changes that promote gender equity. By fostering an environment where women can thrive professionally, the healthcare system can benefit from the full range of skills and perspectives that women bring to the field, ultimately improving the quality of care for older adults across Europe.

Subject of Research: Breaking Barriers: Advancing Gender Equity in Geriatric Medicine. Results of an International Survey

Article Title: Breaking Barriers: Advancing Gender Equity in Geriatric Medicine. Results of an International Survey

Article References: Rudzińska, A., Perera, I., Duque, S., Kotsani, M., Kupis, R., Gąsowski, J., Petrovic, M., Ekdahl, A., & Piotrowicz, K. (2026). Breaking Barriers: Advancing Gender Equity in Geriatric Medicine. Results of an International Survey. Journal of General Internal Medicine. https://doi.org/10.1007/s11606-026-10781-0

Image Credits: AI Generated

DOI: 10.1007/s11606-026-10781-0

Keywords: Breaking, Barriers, Advancing, Gender, Equity, Geriatric, Medicine, Results, International, Survey, scientific research