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Women Executives in Telehealth American Telemedicine Association ATA2017

Posted on May 18, 2017 I Written By

Healthcare as a Human Right. Physician Suicide Loss Survivor. Janae writes about Artificial Intelligence, Virtual Reality, Data Analytics, Engagement and Investing in Healthcare. twitter: @coherencemed

Susan Dentzer, Charlotte Yeh, Janet McIntyre, and Janae Sharp at the American Telemed Women Executives in Telehealth Panel

One of the highlights of the American Telemedicine conference in Orlando Florida was excellent coverage of women in telemedicine and leadership.  They had a panel of women in leadership which focused on promoting women in telemedicine and had the best moderation of a panel I’ve seen at a conference.  Highlights of great advice for women in HealthIT were from that panel, and from speaking with women that were tasked with going to the conference as buyers in the telemedicine space.

Charlotte Yeh acted as moderator of the panel. She framed what the panel would cover and what they were not concerned with. She mentioned that we would not cover work life balance since that also applies to men and has been covered on many platforms.  Framing a conversation within the conference and healthcare setting made a huge impact.  Promoting women in telemedicine and HealthIT needs to have a specific framework.

Susan Dentzer, President and CEO of the Network for Excellence in Healthcare innovation suggested making an award for advancing women in leadership in Telehealth.  I’m a huge fan of medals for participation. Every day I get up and when I work out I suspect that I deserve a medal.  The medals for best contribution for advancing women next year should be an amazing ceremony at ATA.

Susan quoted Madeline Albright that “there’s a special place in hell for women who don’t support other women.” Think deliberately about creating something you want to be a part of. This year I’ve personally seen Max Stroud of Doyenne Connections simply create something she wanted to be a part of.

Julie Hall-Barrow invited leaders to find a young woman and become their mentor. Some of the women in leadership in healthcare are happy to promote other women but the promotion seems more strategic than like actual concern. Leaders should purposefully craft their ideal mentor relationship. ATA discussed creating a group dedicated to what women and companies in the telemedicine space would like to do with collaboration.

Paula Guy, when asked what she would tell a younger self, said “first of all I would tell myself not to get married so many times.” Her advice was hilarious and focused on not letting people tell you no. There is a power in knowing what you are capable of and surrounding yourself with other women who are also in that space. Paula’s advice was also to be part of a group that promotes mentors and other women working together.

Kristi Henderson spoke about not being afraid to push boundaries. Never settle until you get where you want to go. The advice and positive belief that women are capable of breaking through boundaries and leveraging their social connecting makes women poised for success despite being underrepresented.

Janet McIntyre, The Vice President of Professional services of the Colorado Hospital association, decided to approach Patrick Kennedy about coming to Colorado to help with the opioid epidemic there. He shared his family story and personal conviction about making a difference and Janet decided to invite him to help with her state.  Women need to be fearless in their ask and expect that people will want to help them succeed.

Rachel Dixon, director of Telehealth for AccessCare services, pointed out that women should have a safe space to discuss gender issues in their work. We can create a place to discuss which companies are working well with women in the telemedicine space and which ask about an older man partner or lack professionalism. I shared a story with her about a potential employer asking if he should consider my job only a work proposition.  Gender issues for a younger woman in leadership can be complex in navigating personal relationship. A soft intelligence network about how a company treats women is valuable for investors and employees.

I was impressed with the positive planning of women in healthcare leadership in telehealth. The thought leadership at this conference was one of the best organized in terms of giving organizations and individuals actionable plans for increasing female technology talent in leadership positions.

International Women’s Day – Women in HIT Wish List

Posted on March 8, 2017 I Written By

Healthcare as a Human Right. Physician Suicide Loss Survivor. Janae writes about Artificial Intelligence, Virtual Reality, Data Analytics, Engagement and Investing in Healthcare. twitter: @coherencemed

Inequality in healthcare IT can get discouraging. Simplistic articles and advice for organizations on support from other women isn’t helping decrease the wage gap. (According to the 2016 report from HIMSS.) This year while attending HIMSS I asked women what advice they had for other women in Health IT.  I wanted to write life changing advice about what women in healthcare can learn from knowing women in tech and from each other.  I wanted to convince my good friend that left Health IT to move to other parts of Tech to come back. Many activists encouraging documenting your experiences negative and positive within the healthcare IT system. Some of the things I could share I judged too damaging for my personal goals to write about. As I spoke with Sarah Lacy and Cindy Gallop they directly said- if no one shares their story nothing will change.

Women’s issues in technology and the workplace make me livid. Here’s a list of some of them.

  1. Being casually hit on by married men in a professional setting. Or lack of professionalism. I’ve heard shocking stories from doctors and CEOs. Recent legal action has highlighted some systemic sexism in technology companies.
  2. Women who discredit each other in public and in private.
  3. At one meeting a woman mentioned “It must be hard to be in a room with so much estrogen.”
  4. Being afraid of mentioning anything for fear of losing credibility or hurting people I value.
  5. Feeling unsupported by men when I have greater fallout from relationships than they ever will. Do not forget that some of the fear is actually founded. Women who speak up do not always have support at work.
  6. Balancing positive and negative experiences can be exhausting. I am a mother like Sarah Lacy- I loved her comment that becoming a mother changed everything.  While I want to be a good example and provide for my three children I haven’t had the moment when I call out sexism and inequality in my personal experience.

Double standards scare me. In chatting with Sarah Lacy about being unafraid of sharing I was impressed by her candor about real personal losses.  Her comment that standing up for women has made her enemies reminded me that gender parity isn’t free.  It takes fearlessness. Through losing someone to suicide a year and a half ago I saw some fallout of people and realized that not everyone is for us. People disappeared that I never expected to leave my life and not everyone knew how to interact with me anymore. The advice I give to people from that experience is- When you don’t fit into the same mold you will lose people. Not everyone will want to work with you. Take people where they are. Always be where you are. Let go of some people so your professional life has room for true allies. For my friend that meant leaving Healthcare tech for another software industry. For me it meant a higher paying job after John’s death and only working with people I chose to connect with. It was a huge financial adjustment for personal reasons. I was also one of 4 women with a team of approximately 70 men at the time. In a very real way the women at that company had different expectations than the men. For one woman I spoke to at HIMSS it has meant losing her job at 55 and experiencing wage discrimination despite extensive experience. Have the courage to be where you are.

Systemically the culture of women in technology has to change. The loss of potential innovation and revenue and talent is a major cost to companies and the industry. There are educators teaching the economics of gender equality and trying to balance the equation. Thank you.

I have an amazing group of women in my life. I’ve had the honor to be part of Doyenne Connections this year. They are a group of women dedicated to grassroots support and mentoring. I was able to attend the Women in Tech Luncheon hosted by Disruptive Women in Healthcare.   I’m still pretty sure that Ceci Connolly and I are going to lunch next year.  I sat next to Dr. Wen Dombrowski at the luncheon and she reminded me to make my own opportunities.

Statistics about women in healthcare IT are discouraging. The wage gap is alive and well in healthcare especially at the executive level. Some of the theories about why this might be true seem apologist to me. HIMSS Vice President Loren Pettit was quoted in regards to the for profit gender pay divide shortly before HIMSS. “To be perfectly honest, we can’t explain that,” he said. “It’s just how the data came out.”


Expletive?  There is probably an informatics specialist out there that has a digital solution to this problem. Can we gamify equality for corporations? This year has seen some new initiatives encouraging women to be involved in technology, including Melinda Gates announcing she was planning to invest in programs.  The 2017 report about Gender Barriers from reported that “a lack of female mentors (48 percent), a  lack of female role models (42 percent) and limited networking opportunities (27 percent) are the top three” barriers to women advancing in technology.   I went to some great women’s networking events at HIMSS. Can we make women specific events free? Many women’s events at HIMSS have an additional registration and cost. Companies that asked about helping women – I’ll give you an idea about what you can do. Sponsor a women’s event.

As Cindy Gallop reminded me- “If nobody speaks up, nothing changes.”

Here’s my wish list for Women’s Day this year.

  1. I want the gender gap in Health IT to get narrower this year.
  2. I would love to see support of female counterparts for gender differences without fanfare or expectations. Show up for women. Show up because it is what people do.
  3. I would love a health IT solution for gender parity in tech. If it already exists, please contact me so I can write about it.
  4. I wish we could all be as brave as female leaders that aren’t afraid of making enemies.  I wish I could be as brave as they are.
  5. I would love to see Melinda Gates as a mentor. My mentor.  Actually as my sponsor.

This Women’s Day I don’t have an inspirational article about moving proudly forward. I am tired. Some of the people I thought would be on my side as a woman are not. That’s not where they are. There are some safe places but it is exhausting. I’m not fearlessly calling out wrongdoing to raise awareness. I’m not sure what the complete solution is. We are all stumbling forward through darkness. We will make a way. We will make our opportunities.

Post Script- Can we never clap for men asking how they can help again?  I sort of expect men to show up. It’s a financial problem for Healthcare that women don’t stay here. The first time I saw the clapping was my first HIMSS when a man asked how men can help and everyone clapped and I didn’t know what was happening. This was clearly not like other feminist groups I know. I looked around and thought- maybe start by not making a women’s event about you. Also have you heard of a thing called Google – you can insert questions and will get some relevant data. You could type “what can I do to encourage women in tech” into the search bar. Spoiler alert – money is the answer. You can pay women the same amount you pay men. Your company will also be more profitable.


We Still Need More Female Leaders In Health Tech

Posted on July 12, 2016 I Written By

Anne Zieger is veteran healthcare consultant and analyst with 20 years of industry experience. Zieger formerly served as editor-in-chief of and her commentaries have appeared in dozens of international business publications, including Forbes, Business Week and Information Week. She has also contributed content to hundreds of healthcare and health IT organizations, including several Fortune 500 companies. Contact her at @ziegerhealth on Twitter or visit her site at Zieger Healthcare.

Despite the looming presence of Epic’s Judy Faulkner, women are still underrepresented in the boardrooms of health tech companies. This point was underscored a recent article in Healthegy News, which offered a bracing reminder of the need for better gender balance in the industry, especially at the top.

As the article points out, women are grossly underrepresented within digital health, arguably the least traditional niche within the business, running only 6% of these ventures. I don’t know what the stats are for health IT at large but I can’t imagine the ratio is any better (and it may be worse).

And as writer Kirti Patel notes, it’s probably not a coincidence that only 6% of venture capitalists are female. Patel cites stats suggesting that VC teams with women on them are twice as likely to invest in management teams that include women, and three times more likely to invest in companies with female CEOs.

Of course, Faulkner isn’t the only woman to hold a powerful position in the health IT world. Female influencers and leaders in U.S. healthcare industry range from Nancy Ham, CEO of Medicity to Carla Kriwet, CEO of Patient Care and Monitoring Solutions at Phillips to AHIMA CEO Lynne Thomas Gordon. Other standouts include Deborah DiSanzo, General Manager of IBM Watson Health and of course Karen DeSalvo, Acting Assistant Secretary for Health at ONC. But numbers-wise, women with top roles in health IT are still in the minority.

To be fair, the lack of women in the health IT boardroom reflects the larger technology industry. Research suggests that only 25% of professional computing physicians in the 2015 U.S. workforce were held by women, and that just 17% of Fortune 500 CIO positions were held by women that year. This dovetails with other trends, such as the fact that only 15% of 2014 computer science bachelor’s degree recipients at major research universities were women.

Still, even given these statistics, I’d argue that we all know incredible women in health IT who might be capable of far more, including top leadership roles, if they had the opportunity. And while I’m not suggesting that conscious discrimination is going on, gender bias pops up in ways that people don’t always recognize.

The problem is so pervasive, in part, because it extends beyond technical positions to healthcare as a whole. According to statistics from a couple of years ago, women made up 80% of the healthcare workforce, but just 40% of the leadership roles in the industry.

Health IT faces too many challenges to pass over anyone who might have good solutions to offer. Health IT organizations should do everything they can to be sure that unseen gender bias in preventing them from moving the industry forward.

Why You’re Never Going to Leave a Healthcare IT Job at 5:30

Posted on April 19, 2012 I Written By

As Social Marketing Director at Billian, Jennifer Dennard is responsible for the continuing development and implementation of the company's social media strategies for Billian's HealthDATA and Porter Research. She is a regular contributor to a number of healthcare blogs and currently manages social marketing channels for the Health IT Leadership Summit and Technology Association of Georgia’s Health Society. You can find her on Twitter @JennDennard.

Anybody catch the recent or CNN articles on the feedback Facebook COO Sheryl Sandberg has received because she makes it a point to leave work at 5:30 pm every day? (You can read them here and here.) In a nutshell, Sandberg has always left the office around that time – a practice she started when she first had kids, but has only felt comfortable talking about it now that she is in upper management and (presumably) somewhat immune to corporate push back. ( Don’t confuse leaving work with not working, by the way. Sandberg, like many others, checks email at all hours.)

Mashable CEO Pete Cashmore, who authored the story, summarizes the mini-controversy that has evolved in the tech world as a result of Sandberg’s coming clean: “In a competitive industry where your work is never truly complete, has it become socially awkward to leave work at a time that used to be the standard? And are those working eight-hour days that end at 5 p.m. being quietly judged by their co-workers? Whatever happened to “work-life balance”?

Good questions, to be sure. So good, in fact, that I felt compelled to pose a similar query to a panel of current and former healthcare CIOs – all guys, by the way – at the recent Women in Technology International (WITI) / GAHIMSS event, “Women in Healthcare IT Talk.”

Piedmont Healthcare CIO Mark Pasquale was refreshingly candid in his response: “I don’t have a work-life balance.” His point being that, as a CIO overseeing a near-future EPIC ERP system go-live, his work day never really ends, especially given how connected he is via multiple mobile devices. He also pointed out that, as 85% of Piedmont’s install team is internal, Piedmont spent copious amounts of time preparing that staff for the time commitment required to travel to Epic headquarters in Madison, Wisc., for training. Pasquale kept an open door, and said many staff members came by multiple times to hash out whether committing to such an intense project was the right move for them.

From left to right: Christopher Kunney, The BAE Company; Sonny Munter, Georgia Dept. of Community Health; Mark Pasquale, Piedmont Healthcare; Praveen Chopra, Children's Healthcare of Atlanta

Fellow panelist Christopher Kunney, HIT Strategist at the BAE Company and former CIO of Piedmont, made the point that you have to be aware of what you’re signing up for when you enter healthcare’s executive ranks. Long days aren’t unusual; they are the norm. Children’s Healthcare of Atlanta CIO Praveen Chopra concurred, adding that his wife makes him limit use of his Blackberry on vacation to just one hour a day. Sonny Munter, CIO of Georgia’s Dept. of Community Health, joked that he leaves his job everyday at 4pm – but gets going around 6 in the morning. Munter added that he makes it a point to surround himself with good staff members, which also helps in balancing his work and family obligations.

From left to right: Lisa McVey, McKesson; Gretchen Tegethoff, Athens Regional Medical Center; Patty Lavely, CIO Consulting LLC; Deborah Cancilla, Grady Health System

A second panel of healthcare executives – all female – pretty much agreed with their male counterparts. Patty Lavely, founder of CIO Consulting LLC and former CIO of three different health systems, did echo Facebook’s Sandberg just a bit in her comment on the subject: “There comes a time when you have to say, ‘This [work] will be here for me tomorrow. I need to go home and have dinner with my family tonight.”

All of the panelists mentioned the need to prioritize workplace projects and challenges in a way that is suitable to the particular balance they need in their lives. They have triaged, so to speak, their commitments, priorities, deadlines, etc. to fit their schedules.

So, can healthcare IT folks – providers or vendors, executives or otherwise – ever be off the clock, never mind leave the office between 5 and 6? Share your stories and advice in the comments below.