Connections and considerations for global health programs: HOW DOES GENDER AFFECT KNOWLEDGE MANAGEMENT?

These challenges impact how people receive and use knowledge products. The nuances of gender and knowledge management are complex, with various barriers existing across multiple domains, including access to and control over assets and resources, cultural norms and beliefs, and gender roles, responsibilities, and time use. One of the primary barriers to knowledge management and global health for women compared to men is access to technology. Women have a lower likelihood of phone ownership, social media presence, and ability to access the Internet in many countries. This means women have fewer options on how they discover, share, and use evidence-based information, which is an inequity that has important implications for knowledge management. Among healthcare professionals, this inequity affects who, and what job roles, are more likely to have access to technology for research and learning. Another significant barrier is gender bias in technology and platforms. Even when women do have access to the Internet and web-based tools, platforms are prone to the same gender inequalities that exist in daily life and in the workplace. For example, the creators of digital platforms are often men, and their design and development may not be responsive to the needs of users of all genders. These biases may affect use and interactions on the platforms and result in gender differentials. Gender homophily, or the preference to interact with one's own gender, also creates barriers to accessing and using a diverse set of knowledge. This is especially problematic for women in male-dominated settings or partnerships, such as global health. Women often have less personal time at home than men due to caregiving and other household responsibilities that limit their ability to participate in trainings and meetings. Furthermore, participation challenges arise from gender norms and expectations. Women often have less access to information due to the hierarchical nature of some organizations, where knowledge stays among a small group of people and does not filter down well. Additionally, women's authorship of peer-reviewed literature is limited, with men dominating the space of peer-reviewed scientific publications. To address these challenges, it is essential to integrate gender equity into knowledge management. Recommendations include intentionally seeking out diverse perspectives from a variety of sources in knowledge management activities and events, promoting a culture of respect in online and in-person knowledge-sharing spaces, employing a variety of knowledge management approaches and communication channels, supporting women's authorship of peer-reviewed literature, and promoting and improving e-learning platforms. By acknowledging and addressing these challenges, knowledge management can become more inclusive and equitable, ultimately improving global health outcomes.