Authors: Meghan Etsey MS3, Bethany Fenton MS2, Teresa Lazar, MD, MSEd on behalf of the AMWA Gender Equity Task Force
Gender inequality remains a persistent challenge in the medical field, where women continue to face barriers such as unequal pay, limited leadership opportunities, and implicit bias. While progress has been made, structural changes alone are not enough—mentorship plays a crucial role in closing the gender gap within medicine. By providing guidance, support, and opportunities, mentorship programs empower women in medicine to navigate challenges and advance in their careers. This article explores how mentorship can help reduce gender disparities and foster a more inclusive medical community.
Mentorship offers young female physicians and medical students the opportunity to see what is possible for them. When women have mentors,who have successfully navigated the challenges of a male-dominated profession, they gain valuable insights and confidence to pursue their goals. It is also important to recognize that mentorship must be inclusive and responsive to intersectional experiences—addressing how race, ethnicity, or sexual orientation can further compound challenges faced by women in medicine. Research shows that women with mentors are more likely to advance in their careers, achieve leadership positions, and advocate for themselves in professional settings (Hill et. al., 2022). As Michelle Obama once said, “Success isn’t about how much money you make; it’s about the difference you make in people’s lives.” A strong mentorship network ensures that women in medicine are equipped to make meaningful contributions while overcoming systemic barriers.
Studies suggest a key factor limiting women in medicine is the “confidence gap”—women often underestimate their abilities and hesitate to apply for leadership roles, advocate for negotiations, and determine their career choices (Heath et. al., 2022). Mentorship programs address this issue by offering encouragement, constructive feedback, and opportunities to develop leadership skills. Mentors help women recognize their value and advocate for their own advancement by fostering a supportive environment. Additionally, sponsors— who actively recommend individuals for opportunities—play a critical role in accelerating career growth.
One of the most significant barriers for women in medicine is balancing professional responsibilities with family life. Many women struggle with the perception that they must choose between career success and personal fulfillment. A study from 2023 showed that over 50% of women feel that there was an effect of family responsibilities on their career choice (Alahmadi, et al. 2023). Mentors who have successfully navigated these challenges provide essential guidance on work-life integration, time management, and setting professional boundaries. Institutions that incorporate mentorship into their gender equity strategies can help reshape workplace policies to better support women physicians, making medicine a more sustainable career path (Shen et al. 2022).
Mentorship programs not only benefit individual women but also contribute to systemic change within the medical field (Loethen & Anandamurugan 2021). When institutions prioritize mentorship, they create a culture that values diversity, inclusion, and equitable advancement. Formal mentorship structures, particularly those that involve male allies, can challenge biases and create new opportunities for women. Additionally, mentorship helps shift workplace cultures toward greater collaboration and support, fostering an environment where gender equity becomes the norm rather than the exception.
Mentorship is not just a supportive tool—it is a structural intervention. When embedded within institutional policies, mentorship programs shift cultures of exclusion into environments of intentional inclusion. For mentorship to be truly transformative, institutions must invest in formal programs, compensate mentorship time, and actively recruit male allies and diverse mentors who reflect the realities of an intersectional workforce. Through intentional mentorship and systemic reform, we move medicine closer to a future where gender equity is the standard—not the exception.
References
- Alahmadi, B. S., Alahmadi, L. S., & Eltoum, F. M. (2023, May 9). Obstacles and satisfaction to balance between family life and medical career among Saudi women doctors. Cureus, 15(5), e38759. https://doi.org/10.7759/cureus.38759
- Heath, J. K., Alvarado, M. E., Clancy, C. B., Barton, T. D., Kogan, J. R., & Dine, C. J. (2022). The context of “confidence”: Analyzing the term confidence in resident evaluations. Journal of General Internal Medicine, 37(9), 2187–2193. https://doi.org/10.1007/s11606-022-07535-z
- Hill, S. E. M., Ward, W. L., Seay, A., & Buzenski, J. (2022). The nature and evolution of the mentoring relationship in academic health centers. Journal of Clinical Psychology in Medical Settings, 29(3), 557–569. https://doi.org/10.1007/s10880-022-09893-6
- Loethen, J., & Ananthamurugan, M. (2021). Women in medicine: The quest for mentorship. Missouri Medicine, 118(3), 182–184. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8211003/
- Shen, M. R., Tzioumis, E., Andersen, E., Wouk, K., McCall, R., Li, W., Girdler, S., & Malloy, E. (2022). Impact of mentoring on academic career success for women in medicine: A systematic review. Academic Medicine, 97(3), 444–458. https://doi.org/10.1097/ACM.0000000000004563
About the Authors
Meghan Etsey is a third year medical student from St. George’s University. She has a Bachelors of Arts in Biology and a Bachelors of Arts in Nutrition and Dietetics from Bluffton University in Bluffton, Ohio. She served as the President of the St. George’s University’s Women in Medicine chapter in St. George, Grenada where she expanded relationships with the community and worked towards educating women and helping the youth. She is also a member of the Gender Equity Task Force and Sex and Gender Health Collaborative Committees within the American Medical Women’s Association. When she is not pursuing medicine, you can find her with her friends and family on different road trips and adventures exploring the world.
Bethany Fenton is a third year medical student from St. George’s University. She holds a Master of Science in Nutritional Sciences from the University of Kentucky and received a Bachelor of Science in Dietetics from Eastern Kentucky University. She worked as a critical care dietitian for ten years prior to pursuing medical school. She is also a member of the Gender Equity Task Force and Sex and Nutrition and Medicine Working Group Committees within the American Medical Women’s Association. When she’s not studying, you can find her spending time with her husband and cats, using her Holga camera for experimental photography, lifting weights at the gym, playing board games, and reading science fiction novels.
Teresa Lazar, MD MSEd is the clerkship director of the Advanced Clinical Experience in Obstetrics and Gynecology and Assistant Professor at the Donald and Barbara Zucker School of Medicine at Hofstra Northwell (ZSOM). She obtained her medical degree and completed her residency in obstetrics and gynecology from the State University of New York Health Science Center in Brooklyn and graduated with a Master of Science in Education degree in health professions from Hofstra University. Dr. Lazar was recognized with the APGO Excellence in Teaching Award and is a member of the Academy of Medical Educators and Alpha Omega Alpha Honor Medical Society at the ZSOM. Currently, a member of the American Medical Women’s Association Gender Equity Task Force and the Education Committee. Dr. Lazar is board certified by the American Board of Obstetrics and Gynecology, areas of clinical interest include general obstetrical care, gynecologic care and pelvic ultrasounds. Additionally, she is passionate about medical education, faculty development, communication, and leadership. She is fluent in both English and Spanish.