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Background <p>Women remain underrepresented in leadership positions in academic medicine, despite decades of formal equality policies. Historical institutional approaches can reveal persistent structural and cultural barriers. This study analyses archival material from the Medical Faculty of the University of Rostock to examine the development of institutional strategies supporting women in academic medicine.</p> Methods <p>Archival sources, including faculty reports, correspondence, equality plans, and committee records from 1950 to 2002, were qualitatively analysed to reconstruct debates, measures, and perceived barriers. More recent material was gathered from institutional websites.</p> Results <p>Early initiatives, including the 1962 Gender Equality Plan, combined support for women’s careers with scepticism about their scientific capabilities and family responsibilities. Subsequent plans introduced mentoring programmes, family-friendly policies, and gender-disaggregated monitoring. Despite these efforts, implementation varied across departments, and women remain underrepresented in senior positions.</p> Conclusions <p>Institutional commitment to women’s advancement has increased over time, yet women remain underrepresented in senior academic positions. These findings suggest that formal equality measures alone may not be sufficient to achieve sustainable gender equality in academic medicine.</p>

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Promotion of women at the faculty of medicine at the University of Rostock: an archival case study

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年7月22日

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  • Sabrina Bindrich,
  • Nico Wille

摘要

Background

Women remain underrepresented in leadership positions in academic medicine, despite decades of formal equality policies. Historical institutional approaches can reveal persistent structural and cultural barriers. This study analyses archival material from the Medical Faculty of the University of Rostock to examine the development of institutional strategies supporting women in academic medicine.

Methods

Archival sources, including faculty reports, correspondence, equality plans, and committee records from 1950 to 2002, were qualitatively analysed to reconstruct debates, measures, and perceived barriers. More recent material was gathered from institutional websites.

Results

Early initiatives, including the 1962 Gender Equality Plan, combined support for women’s careers with scepticism about their scientific capabilities and family responsibilities. Subsequent plans introduced mentoring programmes, family-friendly policies, and gender-disaggregated monitoring. Despite these efforts, implementation varied across departments, and women remain underrepresented in senior positions.

Conclusions

Institutional commitment to women’s advancement has increased over time, yet women remain underrepresented in senior academic positions. These findings suggest that formal equality measures alone may not be sufficient to achieve sustainable gender equality in academic medicine.