It is impossible for me, a white male, to walk in the shoes of a woman or member of a minority group seeking to build a career in health care administration. Therefore, I called twelve prominent individuals, both women and minorities, and asked them for their advice. I chose people whom I knew something about and whose professional accomplishments are beyond question.
A great deal of career literature focuses on the difficulty women face "breaking the glass ceiling" and "staying off the mommy track." In spite of the difficulties women face as they balance the demands of family life with career responsibilities, the number of women working in health care administration is increasing.
Demographers estimate that women and minority males will comprise two thirds of the American labor force by the turn of the millennium. Women now represent over half of the students in M.H.A. programs nationwide, as well as in other professional programs like law, medicine, and accounting. In the future, health care will no longer be dominated by men. As experienced women achieve responsible positions, they will become mentors and role models for entry level administrators of either sex. In time, a candidate's gender will very likely be a non-issue.
A leader in the charge for change is the American College of Healthcare Executives. In 1991, the American College of Healthcare Executives published a study, co authored by researchers at the University of Iowa's graduate program in Hospital and Health Administration, called "Gender and Careers in Healthcare Management: Findings of a National Survey of Healthcare Executives." The study statistically assesses the current situation in health care administration, concluding that opportunities for women are increasing. The American College of Healthcare Executives has also helped to sponsor groups of women health care executives and women's health networks, providing funding for these ventures. In July 1992, the College adopted a new code of ethics, which explicitly discusses nondiscriminatory guidelines in Section II (c).
As I emphasize throughout this book, professionalism and a strong work ethic rarely fail to build a career in health care. As a job candidate, a woman may feel that she is dancing through a mine field, but if she is bright, highly skilled, and hard working, she can win over most hiring committees, and, in turn, most board members, colleagues, supervisors, and subordinates. It would be naive to say that there are no impediments to a woman pursuing a career in health care. There are ways, however, to minimize their effects.
When possible, participate in professional organizations. You will not only stay informed on the current issues, which may or may not pertain to you, but you will also learn how to conduct yourself as a professional and have opportunities for leadership roles. If you are active in a women's professional organization, you can also discuss any frustration you may feel when you encounter sexism in your work that you cannot ignore, but that would jeopardize your career path if you were to respond by taking legal action. More senior women can offer strategies in this setting as well.
In all the professions engineering, law, medicine, politics, academia, and the military ambitious and highly motivated women have felt the sting of being the outsider. I don't want to minimize the hostility some women face. However, I do believe a good defense is a strong offense. When all else fails, let the person know that you will not be intimidated. Initiate harassment proceedings only as a last resort, since unfortunately they can put the victim at risk of being labeled a troublemaker.
In addition, you have your work cut out for you if you are pursuing a high level position while raising children. I raised my kids when roles were more traditionally defined, and no one marveled at my ability to be a good father and a successful business executive. A double standard persists toward professional women who are parents. Avoid being pigeonholed as a working mom. You are a professional who happens to have kids. Talk about them if someone asks, but strive to maintain the line between your roles as administrator and parent.
Most people, women and men alike, have a photograph or a few personal mementoes on their desk, but you don't want to overdo it in a way that detracts from your professionalism.
Interviews with Women in Health Care Administration
I interviewed six women who have achieved top positions in health care administration. Their success stories are inspiring and useful. Because traditional social roles differ for women and men, I also asked these women about their own experiences concerning marriage and family. As more than one of these top executives notes, you must make informed, conscious decisions on both personal and professional issues.
I want to thank these respondents, who appear in alphabetical order, again for their contributions and candor. I have the greatest respect for their professionalism.
Susan Croushore, Vice President of Operations, Medical College of Pennsylvania Hospitals, Main Clinical Campus
Career path and personal outlook on women in the profession
Susan has a graduate degree in science and an M.B.A. She began her career in health care as a researcher and clinician and switched to administration five years ago. She sees opportunities for women in health care increasing at a greater rate than in such fields as accounting. The individuals in her organization are committed to professional advancement for women, and she encourages you to seek out similar organizations in which to work and succeed.
Stereo types
One negative stereotype that she encounters is that women are perceived as neither interested nor skilled in technical matters. At the American College of Healthcare Executives Conference on Information Systems, at least six or seven vendors expressed amazement that she, a woman, was even there. She replied that of course she was interested in knowing about computers and let it go at that. Another group of people likely to hold negative stereotypes toward her as a woman are some of the public officials whom she encounters. At meetings with her, they look for their male counterparts, and immediately assume that they can delegate the secretarial role to her. "Don't buy into their attitudes," says Susan. 'These people waste your time."
One positive stereotype she has felt is that she is a role model. After she received her promotion, she was gratified at the number of people, especially women and lab personnel, who look up to her professionally. She thinks you need to feel comfortable with both kinds of reactions if you are serious about advancing in your career.
Biggest hurdle
Her greatest challenge has been balancing her professional and personal responsibilities, which include children. In spite of the extra work, Susan does believe that she can manage her professional and personal life, but notes that she has a very supportive spouse, as did all the respondents who are parents.
Advice to "up and comers"
Find a mentor. This person, whose ethics must be similar to yours, can help in four areas: education, establishing contacts, serving as a role model, and identifying managerial style. She credits her two mentors with much of her professional success. Get support systems in place. She emphasizes quality of personal relationships over quantity. Have friends and family members you can really talk to. Establish a presence in professional organizations. Be reliable, selective, and visible. And always think like a winner.
Breaking through the glass ceiling
"Have confidence to carry out your professional goals. If at times, it seems like you have to work twice as hard, then just work that much harder. Complaining won't get you noticed, but hard work will," Susan asserts. Her solution to avoiding the glass ceiling was to work in an academic hospital that had traditionally recognized women in medicine, where she believed gender bias would be less likely.
