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For over 20 years, we have had the pipeline in place—training near equal numbers of women and men in neurology, yet gender disparity remains. The time has come for all genders to come to the table for action. Dr. Silver,1 in her article “Understanding and Addressing Gender Equity for Women in Neurology,” astutely recommends we “plan an intentional path forward” with systematic methods for institutional change and metrics to judge institutional performance. As Dr. Silver also highlights, the pay gap (women neurologists are paid 85 cents on the dollar2) is only one area of inequity. There are critical gaps in leadership, awards, publishing, recruitment offers and endowed chair positions, and promotion.1 The data suggest that inequity is not a pipeline issue nor is it related to pregnancy or part-time positions2; it is related to biases of systems. These are fixable. Progress will be more rapid with active advocacy from diverse neurologists and with a strong intolerance of gross inequities and harassment. We have to shoulder the burden as a community and work to advance each other in the process. NIH Director Francis Collin's recent decision to not sit on any scientific panel without female members is an excellent example of how to set the tone from a leadership position.3
Footnotes
Author disclosures are available upon request (journal{at}neurology.org).
- © 2020 American Academy of Neurology
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