|
| Career stage | Study ref | Risk of bias | Organisational strategies | Barriers | Facilitators |
|
| Early career nursing academia | [27] | Moderate | (i) Career assistance
(ii) Orientation programs
(iii) Mentorships
(iv) Leadership training; educational interventions such as small group work with the experienced leader/case scenario presentations | Systemic barriers
(i) Available nursing leadership training and mentoring programs are focusing on clinicians rather than academics
Individual barriers
(i) Not viewed as leaders in a new role
(ii) Not being assertive
(iii) Lack of confidence and autonomy
(iv) Poor understanding of teaching-learning practices, role, and expectations as academic | (i) Providing leadership opportunities |
|
| Senior-level nursing academia | [30] | Low | (i) Leadership development program | Not reported | Not reported |
|
| Mid-career clinical care | [26] | High | (i) Career planning opportunities aiming at mid-career nurses’ personal and professional development
(ii) Structured career coaching | Not reported | Not reported |
| Senior-level clinical care | [31]
[29] | Moderate
Low | (i) Mentorship
(ii) Providing networking opportunities
Leadership development programs
Mentorship and sponsorships | Systemic barriers
(i) Glass ceiling for higher leadership roles
(ii) Inability to implement change results in frustration
(iii) Unable to take issues forward
(iv) Lack of clear career pathway/no internal training
Not reported | (i) Management training
(ii) Formal mentoring training for mentors
(iii) Professional graduate degree/leadership training/executive coaching/fellowship training
(iv) Mentorship
(v) Sponsorship
(vi) Networking
(vii) Family support
(viii) Leadership experience
(ix) Career planning
(x) Taking risks |
|
Early career
Mid-career
Senior level in global health | [28] | Low | (i) Incentivising mentorships
(ii) Implementing targeted recruitment to improve women representation in leadership roles
(iii) Providing funding for travel
(iv) Family friendly policies to address work-life balance issues
(vi) Blinding recruitment and unconscious gender bias training to eliminate system/culture/gender bias for leadership roles
(v) Leadership training | Systemic barriers
(i) Lack of mentorship/sponsorships
(ii) Gender bias for women for leadership
(iii) Lack of women mentors
Individual barriers
(i) Lack of confidence/assertiveness
(ii) Work-life balance
Low and middle-income countries
Systemic barriers
(i) Lack of opportunities
(ii) Lack of funding for meetings and networking
(iii) Workload
(iv) Travel requirement
(v) Lack of leadership training
(vi) Intersection for women of colour for leadership
(vii) Normalisation of male leadership styles
Individual barriers
(i) Safety concerns | Not reported |
|
