Gender Balance
CICM recognises the local and global gender imbalance in intensive care medicine, particularly in senior academic and leadership positions, and commits to:
- Improving gender balance by:
- Promoting a culture of inclusivity
- Setting targets for female representation in:
- College-affiliated meetings
- Minimum 50% female speakers
- Aim for diversity in all sessions
- Early invitations for speakers
- Training
- Objective trainee selection criteria
- Tools that select for diversity
- Blinding initial applications
- Gender-balanced selection panel
- Avoid discriminatory interview questions
- Interview panels
All CICM-accredited employment panels should aim for 50% female representation.
- College-affiliated meetings
- Publicly auditing female representation across the breadth of college leadership
- Supporting flexible training:
- Part-time training and ICU positions
- Rosters supportive of pregnancy and breast-feeding
- Promoting respect and inclusivity
- Training trainees and fellows to call out inappropriate behaviour
- Include unconscious bias training within workshops addressing how to provide feedback