WOMEN IN HEALTH IT

Almost every informatics manager you speak to will tell you about problems attracting, recruiting and retaining high quality informatics staff. We also know the problem is likely to get worse rather than better, as greater numbers and more highly skilled and specialist staff are needed in the future.

Progress has been made towards gender equality, but it is clear that much work remains to be done, and the situation is no different in health IT. In a new survey of more than 100 women in the industry in Europe, carried out by HIMSS, owner of Healthcare IT News, more than 80% of respondents said they felt that their contribution to the industry was not recognised, and over 60% that they had encountered gender discrimination in the workplace. This was manifested through lower chances of promotion and lower salaries, as well as fewer opportunities for training.  “You have to work twice as hard to demonstrate the same as a man in your position,” one respondent said.  “Also there are places, specially [sic] when talking to investors that feel like they have to teach you things rather than listen to you. They expect the man in the room to carry the conversation and to deal with him rather than the woman.” Sunjoy Mathieu, founder of Women in Digital Health in Switzerland, told Healthcare IT News the results were worrying. “There is a need for further support within organisations, and in my opinion that can only work if women who have ‘made it’ are mentoring and supporting other women, taking this responsibility and making change sustainable, on a societal level, not only fight for themselves as individuals," Mathieu said. Mentoring programmes were also seen as important by respondents of the survey. However, only 30% said they were currently mentoring someone else, and 17% that they had a mentor. Approximately 50% expressed a willingness to be a mentor or a mentee. Unveiling the results, Angela Velkova, HIMSS EMEA director of communities and strategic relations, said answers to questions about how women tackled gender discrimination in the workplace indicated that a majority of them were now coming forward and discussing the issues with colleagues and management, not letting it be swept under the rug.  Furthermore, around 80% of women said their organisations were promoting and supporting diversity by encouraging open dialogue and having a zero-tolerance policy for disrespectful behaviour. "The percentage of women feeling discriminated at the workplace based on their gender is concerning," Velkova added. "The survey results motivate us to work more through strategic initiatives at the local level - and the HIMSS regional communities can serve as a great platform for that." Last year’s survey saw 94% of women say they felt that their work went unnoticed, and Velkova said that the 11% decrease, compared to the 2019 results, indicated that this was now starting to be addressed. But there is still a long way to go. “We clearly need to urgently move to a situation where the gender discrimination we have at the moment is a thing of the past,” said Charles Alessi, chief clinical officer of HIMSS. "It is not acceptable that such large amounts of women feel that their contributions are not valued. We have to change it," the CCO cautioned. .jumbotron{ background-image: url("https://www.healthcareitnews.com//sites/hitn/files/u2556/HelsinkiJumbotron.jpg"); background-size: cover; color: white; } .jumbotron h2{ color: white; } Full coverage: HIMSS & Health 2.0 Europe 2019 Healthcare decision makers, patients, clinicians, nurses, life science professionals, innovators and many more are set to convene at the HIMSS & Health 2.0 European Conference 2019 in Helsinki on 11-13 June.

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Only 22% of the participants at the last HIMSS Swiss eHealth Summit were women. That has to change, says Sunjoy Mathieu, founder of Women in Digital Health.

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Cynthia Sikina, vice president of Financial Services with consulting firm Afia, works with healthcare providers to optimize financial operations, not by having a technology background, but in being able to accurately translate a client’s needs to the IT department. “I’ve had so many rewarding experiences with the data team, providing key subject matter context for understanding the client's needs,” Sikina said. “When you tweak content for the EHR, it’s so critically important to make sure you end up with what you intended.” The IT professionals take her ideas for client needs and turn them into solutions. “Everything that I do in helping our clients is all dependent on technology,” Sikina said. “I am not a technology person, but what I find is a lethal combination is pairing up somebody like me with some of our data engineers, who can actually create a dashboard or monitoring report; turn it into information to help clients manage their businesses.” When she joined Afia five years ago, the company was in the EHR implementation space. Sikina took on revenue cycle, creating the metrics for a healthcare provider to evaluate the successf of its financial operations. Now she’s helping organizations optimize their use of their EHR to support best practice. “It doesn’t matter how good your services are,” she said. “If you don’t bill and collect the right amount, you’re going to have an issue with financial performance. For me the next initiative is going to be on cost of service. It’s amazing the type of excitement it generates. It arms clients with the information they need to negotiate reimbursement rates, evaluate the profitbility of their programs and service offerings, and can influences program investment decisions.” ‘A HUGE LEAP’ Through her career, Sikina has seen a lot of changes: in the city of Detroit where she grew up, on the technology side, and in being a woman in the IT space. She majored in accounting, never intending to use her skills in healthcare. Getting there required a huge leap, she said. “I knew nothing, I knew nothing about healthcare,” Sikina said. “There was a steep learning curve.” BACKGROUND Sikina went to the University of Michigan where she received her undergraduate degree in business and accounting, and then her MBA. Of her choice of major, Sikina said she fell into it, more than anything. It turned out she was good at it while at the same time not liking strictly being an accountant. “At the time, getting into public accounting track was a popular career path,” she said. “I went in that direction, but I really didn’t care for it.” Out of college, she went to work for the defense company, Textron, doing accounting and cost analysis, making full use of her degree. In order to get promoted, she would have to relocate out of state, so she decided to look for another job in Michigan. “I looked for an industry that provided a fundamental service that would not go away, large enough to get promoted from within,” Sikina said. Healthcare fit all of those requirements. She landed at the University of Michigan Medical School, responsible for a $150 million billing operation and the financial reporting for the Department of Surgery. But even tougher than the financial challenge was gaining the respect of the physicians with whom she worked. “They’re tough. I was in my late 30s. I was young, I was female and I wasn’t a physician. And I was working for the Department of Surgery. That was three strikes against it,” she said. “In that day and age, it did make a difference. I had to work a lot harder to earn their respect.” Her job titles included finance director at the Department of Surgery and director of Finance for the dean’s office in the medical school. “When I left the Department of Surgery, they presented me with a chair, a physical chair, a wooden chair. It’s engraved with your name and years of tenure there. Those chairs were always given to faculty. It was quite an honor. It meant the world to me,” she said. “It was a clear indication I had earned their respect." Sikina has also worked for a physician’s group at Wayne State University and then switched sides to the hospital environment, where she gained the perspective of the difference between managing costs for both types of providers. She brought these experiences to her consulting work with Afia in Ann Arbor. WHIT Sikina said she has always felt strongly about pursuing higher education. That was ingrained from her father, who held an executive position at Chrysler. Sikina said she is optimistic about the future of women in healthcare leadership positions. While, woman still only make up around 35 percent of hospital executive positions, according to Rock Health, this number is higher than in other industries. “I’m pleased to report being female doesn’t matter anymore,” Sikina said. “I know there are income disparities, I know all of that is out there. There is probably less of it in healthcare and IT than you see in other industries. Females have been dominant leaders for a long time.” Her recommendation for women, and men, entering the field is: “I always do the right thing. If you follow that morale compass, you can’t go astray.”  

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