Organizational Barriers Affecting Career Progression of Ugandan Female Doctors' in Public Medical Services: A Systematic Review

Abstract

This paper examines the organisational barriers that Female Doctors face in enhancing the possibilities of their career progression especially in the public medical services in Uganda. Existing research globally and locally reveals that female doctors' career progression is critical to reducing endemic gendered inequalities. This more so where there is limited research to inform relevant policy interventions in developing countries like Uganda. Studies on the institutional barriers that female doctors face (Kruger & Bezuidenhout, 2015; Monnet, 2015; Musisi & Nakanyike, 2019), that include twelve peer reviewed journal articles were subjected to an analysis that clearly illustrates the limited literature on Female Doctors' career progression especially in the public sector in Uganda. Organisational culture as reviewed literature shows, promotes a rigid career plan that is inclined to promote doctors who are male than females. This is coupled with patriarchy that makes female doctors feel subordinate to the males. Secondly, the organisational human resources management policies have relegated female doctors to remain in certain positions because for one to advance in their career, there is the informal meeting being held in the tea room or even in the theatre that females may not be aware of because of their limited numbers and potential for networking. These informal meetings and masculine dominated networks are what help males advance in their careers at the expense of women. Thirdly, the critical work-family balance where women are made to feel that they have to make a sacrifice by being domestic family carers. This exposes them to commitment imbalance in excelling at the work and family spaces. Altogether, the above mentioned aspects perhaps account for the higher turnover of doctors at most hospitals where female doctor retention and career progression need to be improved especially in critical public health services. Conclusively, explication of the factors that tend to marginalise female doctors career progression can point to potential areas of policy and administrative intervention to reduce persisting inequalities that historically and currently frustrate more balanced gendered and affirmative career empowerment