Challenges and Disparities Faced by Women Cardiologists and Cardiac Surgeons#

Despite increasing female participation in medicine, gender disparities persist in cardiology and cardiac surgery globally. In Greece, data on gender disparities in these specialties have been limited. To systematically investigate the professional experiences, perceived barriers, and career development challenges faced by women cardiologists and cardiac surgeons in Greece. A national, cross-sectional survey was distributed electronically to all female members of the Hellenic Society of Cardiology and the Hellenic Society of Thoracic and Cardiovascular Surgeons. The 47-item questionnaire captured demographic, academic, and professional data, including perceptions of gender-related bias, leadership representation, and work–life integration. Among 743 recipients, 243 women responded (response rate: 33%). Although 47% held an MSc, 39% a PhD, and over 55% a subspecialization, only 3.8% occupied academic positions. Most participants reported placing their careers secondary to maternal responsibilities (78%) and considered their gender a barrier to career progression (64.7%). Gender-based discrimination and workplace bullying were reported by 58.7%, and 49.6% indicated patient mistrust. Only 27.5% believed they had equal career advancement opportunities, and just 21.2% felt equally represented in research leadership. Representation in national scientific societies and academic leadership remains markedly low, consistent with European data showing only a few female heads of cardiology departments in Greece. Women cardiologists and cardiac surgeons in Greece face multifaceted and deeply entrenched structural barriers despite high levels of qualification. These findings call for urgent policy, institutional, and cultural reforms to advance gender equity in cardiovascular medicine and surgery. Graphical abstract. Visual summary of challenges faced by women cardiologists and cardiac surgeons in Greece. The top panels illustrate key barriers—gender discrimination, limited leadership access, and poor work–life balance—affecting areas such as research, visibility, and pay. The bottom panel presents strategies to promote equity, including anti-discrimination policies, leadership quotas, mentorship, childcare, and cultural change. This framework offers a roadmap for institutional and national action to foster inclusion in cardiovascular medicine and surgery.