Women in Cardiology: A Global Comparison of Career Opportunities

HERZMEDIZIN: Looking back on your career, what factors, opportunities, or turning points have most strongly shaped your path in cardiology? 

Magnussen: A very inspiring ECG lecture during my fifth semester first sparked my interest in cardiology. I remember thinking: if someone can be so enthusiastic about his specialty, it must be an extraordinary field. To me, this is a strong reminder that excellent teaching can genuinely inspire and attract the next generation. Another decisive factor was having a mentor who invested lots of time and trust in my development. Mentorship requires commitment, and not everyone realizes that this investment often pays off later.

A further important turning point was that, despite two pregnancies, parental leave, and periods of reduced working hours, I was still given the opportunity to complete my interventional training in the cath lab — the same cath lab that I lead today. This experience strongly shaped my belief that family responsibilities and procedural excellence should never be regarded as mutually exclusive.

HERZMEDIZIN: How would you describe the current status of women in cardiology in your country regarding career progression, leadership positions, and academic opportunities? 

Magnussen: Career opportunities for women in cardiology are improving, but they are still not fully equal to those of men. Parental leave and time away from work for family care continue to affect career progression disproportionately. Although more men are now taking parental leave and assuming family responsibilities, the mismatch between the realities of clinical work and family life still affects women more strongly. In practice — and certainly subjectively for many women — family-related career interruptions can still feel like a major career disadvantage.

HERZMEDIZIN: What structural, institutional, or cultural barriers continue to limit the advancement of women in cardiology?

Magnussen: Reduced working hours can still be perceived as a limitation to career progression, particularly in highly competitive academic environments. In addition, despite formal commitments to equal opportunity, women are still often expected to carry a larger share of family and caregiving responsibilities. These structural and cultural expectations can limit visibility, academic productivity, and access to leadership roles.

HERZMEDIZIN: How well are women represented in procedural subspecialties such as interventional or structural cardiology, and what factors influence their participation in these fields? 

Magnussen: Women remain clearly underrepresented in interventional and structural cardiology. They are sometimes perceived as being less physically resilient or less suited to demanding procedural work, although there is no reason to assume any difference in technical or interventional capability. At the same time, some women may actively decide against these fields because the workload, on-call duties, radiation exposure, and physical demands can be difficult to reconcile with family responsibilities. The issue is therefore not a lack of ability, but rather a combination of structural barriers, working conditions, and persistent stereotypes.

HERZMEDIZIN: How supportive are cardiology institutions in your country regarding pregnancy, parenthood, work–life integration, and flexible career pathways?

Magnussen: Overall, support is improving. Our university hospital, for example, has an affiliated childcare facility, which makes daily organization considerably easier for families. Part-time work and flexible working models are also becoming increasingly accepted, partly because more men are now reducing their working hours for family responsibilities as well. This helps normalize flexible career pathways and makes them less likely to be viewed as a specifically female issue.

HERZMEDIZIN: What role have mentors, sponsors, professional societies, and Women in Cardiology initiatives played – or are still playing – in advancing women’s careers?  

Magnussen: Mentoring is extremely important. Women are often less strongly represented in professional networks than men and may be less inclined to actively advocate for themselves or make their achievements visible. Good mentoring can help identify strengths, encourage ambition, create opportunities, and make women more aware of their own capabilities. Sponsorship is equally important: it is not only about giving advice, but also about actively opening doors and recommending women for positions, committees, talks, and leadership roles. Women in Cardiology and professional societies can play a valuable role by strengthening networks, increasing visibility, and creating role models for younger colleagues.

HERZMEDIZIN: Looking ahead, what changes do you believe are most important to achieve greater gender equity in cardiology, and what advice would you give to the next generation of women entering the field? 

Magnussen: More flexible working models are essential, as is genuine access to academic and leadership opportunities independent of working hours or family responsibilities. Women are often extremely well organized and can achieve a comparable workload and level of productivity even while working reduced hours. My advice to the next generation would be: just do it. Do not be afraid of the challenge, and do not exclude yourself from opportunities before others have even had the chance to consider you.

Structures are gradually becoming more flexible, and a successful career combining research, clinical medicine and family life is possible. It may require persistence and good organization, but it should increasingly become a normal and accepted career path rather than an exception.

To the overview page Women in Cardiology

To the overview page international content