Empowering Women in Healthcare: Unveiling Their Experiences and Strategies for Organizational Support
Authors: Sriharan Abi , Sekercioglu Nigar , Berta Whitney , Boet Sylvain , Laporte Audrey , Strudwick Gillian , Senkaiahliyan Senthujan , Ratnapalan Savithiri 
Published: October 2023

Importance

Health care systems worldwide are grappling with rising burnout among health care workers, leading to increased rates of early retirement and job transitions. This crisis is detrimentally affecting the quality of patient care, contributing to long wait times, decreased patient satisfaction, and a heightened frequency of patient safety incidents and medical errors. Notably, women constitute 70% of the health care workforce.

Objective

The primary objective of this study is to uncover the factors influencing the turnover intentions and sustained commitment of HCWs who self-identify as women.

Design, Setting, and Participants

We used grounded theory in this qualitative study. From January 2023 to May 2023, we conducted individual semi-structured interviews with 27 frontline HCWs working in Canada and representing diverse backgrounds. The data underwent thematic analysis, which involved identifying and comprehending recurring patterns across the information to elucidate emerging themes.

Results

In the analysis we uncovered three factors influencing women’s intent to exit the frontline workforce: organizational, professional, and personal. Organizational factors related to work related policies, compensation, positive work culture, and effective leadership behaviors emerged as essential elements for retaining women in health care organizations.

Conclusions and Relevance

The outcomes of this study shed light that women’s intention to leave frontline clinical roles is shaped by three interacting factors: personal, professional, and organizational. Although the personal factors are beyond the scope of organizations in retaining women in the frontline clinical care, organizations can shape organizational strategies, organizational culture and leadership approaches to ensure they are women friendly and transform the organizational environment by creating a thriving culture for women to perform their professional role in the organizations within the constraints of their personal circumstances, such as care giving responsibilities at home.

Key Points

Question

Why do women in health care depart from frontline clinical practice, and what proactive measures can organizations implement to ensure their continued presence and contribution to patient care at the forefront?

Findings

In this qualitative study, involving interviews with a diverse group of health care professionals who self-identify as women, participants pinpointed three interconnected factors influencing their choices to exit clinical practice: personal circumstances, professional roles, and the organizational context. They emphasized that fostering an organizational culture that supports women, offers equitable rewards, and provides robust and supportive leadership is imperative for retaining them in frontline positions.

Meaning

Although personal circumstances and the inherent nature of professional roles may be beyond the direct control of organizations, they can actively shape the organizational context to create a more women-friendly environment. This reshaping entails fostering a supportive organizational culture for women, implementing fair and equitable reward systems, and providing comprehensive training for managers and leaders in talent management strategies. These concerted efforts can significantly contribute to retaining women within frontline work environments.