Research

Open access  CC BY 4.0

Health workforce Medical education Research design
Volume 224 - Published ahead of Issue 10

Driving Implementation-Focused Change for Gender Equity in Medical Leadership: A Consensus-Based Priority-Setting Approach

Authors:  Belinda Garth, Jenny Proimos, Thuy Vy Nguyen, Sally Cross, Sarah Whitelaw, Helena J. Teede

Correspondence: belinda.garth@monash.edu

Med J Aust 2026 || doi: 10.5694/mja2.70314
Published online: 6 October 2026
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Abstract

Objectives 

To identify evidence-informed drivers of sustainable systems change and actionable organisational priorities for advancing gender equality in medical leadership, aligned with national and international policy mandates, through the perspectives of key medical interest-holders.

Study Type

Co-production implementation approach using mixed-methods, modified Delphi surveys and a Nominal Group Technique workshop. Reporting follows the REPRISE guideline for priority-setting of health research.

Setting, Participants

From September 2021 to August 2023; online interviews, member survey, pre-workshop survey and a hybrid workshop with the Australian Medical Association (AMA). Purposive sample of AMA members, including doctors in training, doctors and medical leaders across all Australian states and territories.

Main Outcome Measures

Consensus-based priorities to inform a co-produced implementation plan for gender equality in medical leadership.

Results

Seventeen medical leaders were interviewed and 542 members completed the survey. Both consistently prioritised: (i) women's representation in leadership; (ii) inclusive and transparent recruitment; (iii) mentoring and networking; (iv) flexibility and family-friendly policies; and (v) gender targets and quotas. Triangulated findings identified eight internal and three external opportunity areas. A priority-setting workshop with 22 leaders generated 10 consensus priorities: five internal organisational (gender equity education; transparent leadership selection including gender targets; monitoring and reporting; promoting respect and monitoring behaviour at meetings/events; and leadership development for emerging women leaders) and five external (committed leadership for gender equity in medicine; advocacy for data and reporting; flexible career pathways; recognition of mentoring; and strategies to address the gender pay gap).

Conclusion

Through a collaborative, evidence-informed process, we coproduced consensus-based priorities to advance gender equality in medical leadership with a leading national professional association that influences health policy. This structured approach is adaptable to other organisational contexts seeking to implement equity-focused interventions. The resulting priorities have directly informed an action plan and implementation strategy underway to promote gender equity within the association and across the broader medical profession.

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