Mansplaining is the tip of the iceberg
Many of the experiences of women in the workforce are so patterned and commonplace they have spawned an emerging vocabulary, which includes terms like mansplaining (explaining something in a condescending or patronising way, typically to a woman),1 bropropriation (when a man takes credit for a woman’s idea),2 manel (a panel of speakers populated entirely by men),3 and himpathy (the “inappropriate and disproportionate sympathy powerful men often enjoy in cases of sexual assault, intimate partner violence, homicide, and other misogynistic behavior”).4 Here, we propose a number of additions to the vernacular, which are likely to remain relevant for the foreseeable future.5
Andropoly: Self perpetuating, male dominant leadership within an industry or organisation
Asheep: Opposite of “woke” when it comes to gender equity
Bro-mote-her: Man who advocates for the advancement of women
Clinical acuwomen: Emerging appreciation of how more gender balanced teams may have the potential to improve patient outcomes
Compounded misadvantage (or sexacerbating factors): Characteristics that, when added to sex and gender, amplify inequities—such as race, ethnicity, sexual orientation, religious beliefs, gender identity, or disability
Degree deleting emceeing: When an introducer neglects to use the title “Doctor” while presenting a female speaker at a conference or similar professional gathering
Errors of bromission: Failure to proactively endorse qualified female candidates for leadership roles and other professional opportunities
Feternity leave: When becoming a mother is conflated with choosing to forsake the practice of medicine (also known as What They Suspect When You’re Expecting)
He-ja-vu: When a white male leader is replaced by another white male leader followed by another white male leader, and so on
Hersuitism: False notion that women in agentic or leadership roles is somehow unnatural
Himpediment: Man who stands in the way of progress towards gender equity
Hystereotyping: Preconceived bias that women are accommodating and emotional (and thus lack the desire or temperament for leadership)
Jackhanded compliwoments: Gender stereotyped descriptions of women in evaluations or recommendations that can have a negative effect despite being ostensibly complimentary
Mantoring: A man who only mentors other men
Maper: An academic journal article with no female authors and an uncomfortable number of male authors
Misteria: Irrational fear that advancing women means catastrophic lack of opportunity for men
Mo-man-tum: How men’s career opportunities accelerate over time, while women’s taper off
Moustaching: The act of filling senior leadership roles with men, and only men
Ova-looked: When a woman is bypassed for an opportunity even though she is eminently qualified
Perpetual brodemption: Cycle in which confirmed sexual harassers are sheltered from public view, shuffled around, and ultimately advanced, while experiencing only token (if any) disciplinary consequences
Repriwomand: When a woman is penalised for violating gender stereotyped expectations of behaviour
Selective mute-hism: When men fail to speak out against their colleagues’ misogyny
Womenial tasks: Helpful but generally unrewarded administrative chores disproportionately performed by women
XX-tinction: When it comes time to populate a speaking panel, choose board members, or fill a leadership position and all the qualified women appear to have vanished off the earth
All authors are avid observers of gender dynamics in healthcare. EKC and Dr Glaucomflecken developed an infographic on gender biases in academia (https://twitter.com/choo_ek/status/1027042240139386882) that was the impetus for this expanded glossary. Dr Glaucomflecken is a pseudonym.
Competing interests: We have read and understood BMJ policy on declaration of interests and declare the following: EKC is co-founder of Equity Quotient, which performs culture assessments of healthcare organisations; president of the non-profit Gender Equity Research Foundation; and senior advisor to FeminEM.org, which supports the careers of women in medicine. RFD and Dr Glaucomflecken have no conflicts of interest to declare.
Provenance and peer review: Commissioned; not externally peer reviewed

中文翻译：

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学术界和医学界性别偏见的词典

粗俗化是冰山的一角，
许多女性在工作中的经历是如此刻板且司空见惯，她们催生了新兴的词汇，其中包括类似粗俗化的术语（以屈尊或礼貌的方式向女性解释），1盗用（当男人为一个女人的想法所称赞时），2 manel（一组完全由男人组成的演讲者），3和同情（“在性侵犯，亲密伴侣暴力， 4）。在此，我们提出了一些对白话的补充，这些补充可能与可预见的
未来相关。5男性垄断：在行业或组织中自我延续，男性占主导地位的领导地位
Asheep：在性别平等方面“醒来”的对立兄弟：
她倡导提高女性地位的男人
临床女巫：对越来越多的性别平衡团队可能具有改善患者预后的潜力的新兴评价
复合不利（（或sexacerbating因素）：特点是，当加到性和性别，放大不平等，如种族，民族，性取向，宗教信仰，性别认同或残疾
等级删除emceeing：当介绍人忽略使用的标题是“医生”，而在会议或类似的专业聚会上向女性演讲者
致辞未能积极地认可合格的女性候选人担任领导职务和其他职业机会
产假：成为母亲后，她会选择放弃医学实践（又称她们在期望时会怀疑自己的行为）。He
-ja-vu：当白人男性领袖被另一位白人男性领袖继之以另一位白人男性领袖代替时，依此
类推：Hersuitism：错误的观点认为女性扮演代理人或领导角色是某种不自然的
归宿：阻碍性别平等进步的
男人：对妇女的适应和情感有先入为主的偏见（因此缺乏领导的欲望或气质）
Jackhanded compliwoments：性别刻板的评价或推荐的女性的描述，可以有一个负面的影响虽然是表面上是免费
Mantoring：一个人谁只导师其他人
Maper：一本学术期刊的文章，没有女性作家和男性作者的不舒服数
Misteria：非理性的恐惧是促进妇女意味着灾难性的缺乏男女机会
莫-MAN-TUM：男人的事业机会如何加快随着时间的推移，而女性的逐渐减少
Moustaching：填充的男人，只有男人高级领导职务的行为
虫卵打量：当一个女人即使资格很高也被绕过一个机会
永久brodemption：周期中，其中确认性骚扰是从公众视野遮挡，抛去，并最终先进，同时体验只有令牌（如果有的话）纪律处罚
Repriwomand：当一个女人被处罚违反性别刻板行为的预期
选择性静音hism ：当男性未能反对同事的厌
女症时，女性任务：有用但普遍不获回报的行政杂务，女性不成比例地完成
XX级：当需要填充一个演说小组，选择董事会成员或担任领导职务时合格的女人似乎已经消失了
所有作者都是医疗保健领域性别动态的热心观察者。EKC和Glaucomflecken博士开发了关于学术界性别偏见的信息图（https://twitter.com/choo_ek/status/1027042240139386882），这是此扩展词汇表的推动力。Glaucomflecken博士是化名。
利益竞争：我们已经阅读并理解了BMJ的利益声明政策，并声明以下内容：EKC是Equity Quotient的共同创始人，该组织对医疗机构进行文化评估；非营利性性别平等研究基金会主席；以及FeminEM.org的高级顾问，该网站支持女性从事医学工作。RFD和Glaucomflecken博士没有利益冲突可宣布。
出处和同行评审：委托；没有外部同行评审