MDS Global Survey on Work Environment, Career Advancement, and Work-Life Balance in Movement Disorders Professionals: Gender and Regional Patterns.
A 2022 global MDS survey found persistent gender- and region-based inequities in access to resources, compensation, leadership, and work-life supports among movement disorders professionals.
What the AI sees
A 2022 global MDS survey found persistent gender- and region-based inequities in access to resources, compensation, leadership, and work-life supports among movement disorders professionals.
Research significance
This work is valuable for informing equity, mentorship, and workforce policies that can indirectly influence research capacity, but it offers negligible direct insight or actionable targets for Parkinson's therapeutic discovery (no biological mechanisms, biomarkers, or interventions reported).
Source abstract
BACKGROUND: The International Parkinson and Movement Disorder Society (MDS) Women in Movement Disorders Special Interest Group conducted a global survey in 2022 to assess the professional landscape of its members. OBJECTIVE: To identify patterns in access to resources, compensation, leadership roles, and work-life support among MDS members. METHODS: A cross-sectional electronic survey was distributed to 8591 MDS members across all regions, followed by descriptive and logistic regression analyses to assess associations. RESULTS: Four hundred seventy-six responses were obtained (5.54% response rate; 49.2% men and 48.8% women), with representation from the MDS-Pan American (34.4%), MDS-Asia-Oceania (27.2%), MDS-European (25.9%), and MDS-African (12.6%) sections. Women had lower odds of accessing administrative support (OR = 0.64, 95% CI 0.45-0.91) and office space (OR = 0.68, 95% CI 0.50-0.93), especially in the MDS-PAS and MDS-ES. They were more often in the lowest income group (OR = 1.35, 95% CI 1.10-1.65) and consistently underrepresented among earners >$100,000 across regions. Women had 31% lower odds of holding leadership roles (OR = 0.69, 95% CI 0.50-0.93), with the largest gaps in MDS-PAS and MDS-AOS. Employer-supported childcare was limited overall (65.9% without access), and women more often adjusted work duties due to family demands (OR = 1.50, 95% CI 1.05-2.12). CONCLUSIONS: Gender and regional inequities continue to shape professional pathways across the global MDS membership, reinforcing the need for focused initiatives. The MDS Women in Movement Disorders Special Interest Group remains committed to expanding mentorship, leadership pathways, and supporting regionally tailored, equity initiatives.