Women Dentists in Education, Specialization, and Leadership: A Global Survey

This study aimed to collect data of national dental associations (NDAs) on workforce composition, employment patterns, academic representation, specialization, and women’s participation in leadership roles. A validated online-questionnaire was distributed to 189 NDAs across 133 countries within the FDI World Dental Federation-section Women-Dentists-Worldwide. Responses were categorized into five geo-areas. χ² tests and multivariate multinomial logistic regression analyses were used to examine the independent correlations between sex distribution, specialization, pay disparities, and career progression. Forty-four NDAs from 37 countries participated (23.3%). In 80% of NDAs, women represented >50% of dental students; in 44.5% enrolment exceeded 60%. Female specialization rates varied by region (Europe 24.6%, Central/North America 19.1%, Asia 15.3%), while women remained underrepresented in surgical fields (1.5%-2.9%). Leadership representation was limited: 34.2% of NDAs reported 0% to 20% female professors and 24.4% reported 21% to 40%. Female deans were reported in 41.5% (0%-20%), 19.5% (21%-40%), and 12.2% (81%-100%) of NDAs. In scientific associations, 43.2% reported 0% to 20% female presidents, 11.4% reported 81% to 100%. Council representation clustered at 0-20% (22.7%) and 21-40% (31.8%); assemblies at 13.6% (0%-20%), 29.5% (21%-40%) and 22.7% (41%-60%). Regarding gender-based pay, 67.6% of NDAs reported no differences, 29.7% report no data, only one NDA reported a 35% pay gap in private sector. Despite high female student representation, women remain underrepresented in academic and professional leadership. Reported barriers included uneven family responsibilities and limited mentoring. These findings highlight the need for structural measures that support equitable career development and inclusive policies in dentistry. Although women increasingly study dentistry worldwide, they remain underrepresented in specializations and leadership positions, potentially affecting workforce composition, academic career, and organizational structures. Structural measures are essential to promote equitable career development and inclusive policies within the dental profession.