Abstract: SA-PO1000
Challenges Shaping Women's Careers in Nephrology
Session Information
- Educational Research
October 24, 2026 | Location: Exhibit Hall A, Convention Center
Abstract Time: 10:00 AM - 12:00 PM
Category: Educational Research
- 1000 Educational Research
Authors
- Ebrahimi, Niloufar, Loma Linda University, Loma Linda, California, United States
- Arslan, Felemez, Istanbul Bakirkoy Dr Sadi Konuk Egitim ve Arastirma Hastanesi, Istanbul, Turkey
- Mangalgi, Shreepriya, University of Missouri System, Columbia, Missouri, United States
- Abdi Pour, Amir, Loma Linda University, Loma Linda, California, United States
Background
While the scholarly achievements of women in nephrology (WIN) have grown appreciably, significant gender disparities remain evident. WIN continue to face barriers, urging the need to identify these factors to promote equitable academic progress.
Methods
A survey of women nephrologists affiliated with academic institutions across the USA was conducted. Participants were recruited through the investigator's professional network and via social media platforms. The survey evaluated domains such as leadership roles, access to mentorship, burnout, perceived institutional support, and satisfaction with work-life balance.
Results
Of 50 participants, 52% were aged 40-49; 30% were assistant professors, 34% associate professors, 28% professors, and 68% held leadership roles. In the past 5 years, 32 applied for promotion, with 84.4% promoted. Sixty-six percent reported adequate mentorship; separately, 54% struggled to find career-aligned mentors. Gender was perceived to impact salary negotiations (54%) and leadership roles (52%). Burnout (64%) and microaggressions (78%) were prevalent; 46% felt undervalued compared to male peers. Over half (54%) lacked confidence negotiating salary or protected time, and 50% felt pressured to delay or forgo childbearing due to professional demands. Top career barriers included gender bias (60%), inadequate mentorship (58%), and family responsibilities (58%). Participants advocated for salary transparency (72%), better mentorship (56%), and work-life balance policies (46%). In exploratory FDR-adjusted analyses, childcare support was strongly linked to improved work-life balance (p<0.0001), and higher institutional support correlated with greater work-life balance satisfaction (p=0.0052) and perceived recognition equity (p=0.0002); all q<0.03.
Conclusion
These findings reveal ongoing gender barriers in academic nephrology and urge the need for institutional policies to promote equitable advancement for women, as these challenges may further hinder recruitment and retention within the nephrology workforce.
Acknowledgment
Findings should be interpreted with caution, given the small sample size, potential selection bias, and the use of a non-validated instrument, which limit precision and preclude definitive inference.