Breaking the Silence: Women’s Quest for Leadership in Global Health Post-COVID-19

This article was exclusively written for The European Sting by Ms. Sadia Khalid, a dedicated professional with an extensive academic background, holding an MBBS and an MD degree from Tallinn, Estonia. She is affiliated with the International Federation of Medical Students Associations (IFMSA), cordial partner of The Sting. The opinions expressed in this piece belong strictly to the writer and do not necessarily reflect IFMSA’s view on the topic, nor The European Sting’s one.

Amidst the tumult of the COVID-19 pandemic, an alarming trend has emerged: women have lost ground in health leadership, exacerbating pre-existing gender inequalities within the sector. The pandemic has magnified the dual burdens faced by women health workers, who grapple with high patient volumes, long hours, and heightened risks at work, while also shouldering additional unpaid care work at home and in their communities.

Tragically, many health workers, including women, have lost their lives to the virus, while others continue to grapple with the long-term effects of ‘long-COVID’. Understandably, this confluence of challenges has prompted a phenomenon dubbed the ‘Great Resignation’, with women leaving the health sector at all levels. This mass exodus not only threatens to deepen the global health worker shortage crisis but also diminishes women’s representation in leadership roles.

Lessons gleaned from previous outbreaks underscore the dire consequences of excluding women and their perspectives from decision-making during crises. Lockdown policies, for instance, often failed to consider safe maternity and sexual and reproductive health services as essential care, leading to reduced access for many women. The pandemic has laid bare the urgent need for gender-equitable and diverse leadership in health.

However, the pandemic has also exposed the fragility of women’s position in global health leadership. Shockingly, during the WHO’s Executive Board meeting in January 2022, only 6% of Executive Board members were women, marking a significant decline from previous years. Furthermore, a study by Women in Global Health found that 85% of national COVID-19 task forces had a majority male membership, further highlighting women’s exclusion from decision-making processes during the pandemic.

Applying an intersectional lens reveals that certain groups of women are particularly marginalized in health leadership. Privileges and disadvantages intersect along the lines of geography, race, ethnicity, sexual orientation, socio-economic status, caste, and class, shaping diverse experiences and opportunities for women. Despite similar challenges, additional barriers hinder progress for specific groups. For example, women of colour in the US hold only 5% of executive-level ‘C-suite’ roles, highlighting disparities in leadership representation.

In low-income countries, factors such as low levels of education and literacy impede women’s entry into the health workforce and hinder their progression to leadership roles. Similarly, women community health workers, despite their critical roles in delivering primary healthcare, are often excluded from formal leadership opportunities.

Despite contextual differences, common challenges persist for women accessing leadership in health across diverse cultures and contexts. Gender norms and stereotypes limit women’s participation in the workforce, with patriarchal cultures often assigning leadership roles as men’s domain. In countries like India, Kenya, and Nigeria, patriarchal norms within families and communities’ hinder women’s workforce participation, perpetuating gender disparities.

Addressing the XX Paradox necessitates comprehensive action at all levels to challenge entrenched gender norms and biases. Initiatives must focus on rectifying disparities in recruitment and promotion practices, implementing mentorship programs, and fostering supportive work environments. Governments, NGOs, and international organizations must prioritize gender mainstreaming in policy formulation and resource allocation to dismantle structural barriers and foster an enabling environment for women’s leadership.

In conclusion, tackling the XX Paradox requires concerted efforts to empower women and promote gender equity in global health leadership. By dismantling systemic barriers and fostering inclusive environments, we can pave the way for a future where women occupy their rightful place in shaping the trajectory of global health, ensuring fair representation and effective decision-making for all.

About the author

Sadia Khalid is a dedicated professional with an extensive academic background, holding an MBBS and an MD degree. She is an Early-stage Researcher (ESR), accomplished Medical Writer, and Research Engineer based at Tallinn University of Technology (TalTech) in Estonia.
Sadia’s research interests span a wide spectrum within the realm of medical sciences, including Molecular Medicine, Cell Biology, Infectious Diseases, Bacteriology, Hepatology, and Gastroenterology. Her work is underpinned by a strong belief in the mission of promoting public health, safety, and awareness.