About Dr. Elvia Rodríguez Villalobos
Dr. Elvia Rodríguez Villalobos, born in Saltillo, Coahuila, is a medical graduate from the University of Guanajuato and an ophthalmologist with a subspecialty in glaucoma from the University of Guadalajara. She was the first specialist with a subspecialty to arrive in Guanajuato over four decades ago. As a university teacher and researcher, she has studied the long-term ocular effects of diabetes mellitus and founded a diploma course on diabetes mellitus education and self-care. Dr. Rodríguez Villalobos has been recognized by her peers, serving as President of the State Ophthalmology Society, receiving recognition from the Guanajuato Government, and winning the “Dr. Salvador Zubirán” award.
A Passion for Arts and Literature
Beyond her professional accomplishments, Dr. Rodríguez Villalobos is an art and literature enthusiast, inspiring those around her. She continues to practice private specialty medicine and stays updated through continuous learning, including attending the “Glaucoma Today” international course in Guadalajara organized by the Western Glaucoma Association on November 7-8, 2025.
Women’s Increasing Presence in Healthcare
Upon arrival at the “Glaucoma Today” course, Dr. Rodríguez Villalobos expressed her positive impression of the growing female presence in healthcare. She noted that women not only constitute the majority in classrooms and hallways but also lead symposiums, coordinate academic tables, and drive medical updates nationally and internationally. Notable figures like Dr. Sara García Otero, Brenda Alegría, Maria Luisa Zavala, Yesenia Dorantes, Karla Dueñas, Ana María Ponce, Daniela Díaz, Carolina Prado, and Andrea Tornero stand out for their excellence, innovation, and leadership in specialized areas, contributing to research, teaching, publishing, and the National System of Researchers.
Connecting to Rosa Montero’s Book
Dr. Rodríguez Villalobos drew parallels between the course’s female-dominated atmosphere and Rosa Montero’s 2018 book “Nosotras, Historias de Mujeres y Algo Más,” which portrays extraordinary women who changed history. She perceived a similar energy in the Mexican healthcare sector, where new generations of female doctors no longer settle for mere statistics but seek influence and recognition in research, teaching, and hospital management. These women lead complex clinical decisions, direct international courses, and set the pace in biomedical research.
Statistics and Challenges
In Mexico, nearly two-thirds of the healthcare workforce are women, with 67% participation calculated by “Cómo Vamos?” in 2022. However, only 6.08% of women hold leadership positions compared to 12.08% of men, and wage gaps and unpaid care responsibilities persist. This paradox highlights a majority without decision-making power.
Global Trend
The pattern isn’t exclusive to Mexico. The World Health Organization estimates that 67% of the global health and social care workforce are women. Investing in this human capital is a powerful lever for decent employment and improved health outcomes.
Five Key Strategies for Advancement
To accelerate real progress, five strategies are crucial:
- Parity and measurable targets in leadership roles: Implement merit-based criteria with reduced biases (blind auditions, balanced shortlists, diverse evaluation panels) and transparency in decision-making processes. Organizations with female leadership tend to close gaps faster and improve work environments.
- Economic evidence supports increased female participation: High-quality childcare, flexible hours, and effective paternity leave reduce the “motherhood penalty,” crucial for sustaining demanding clinical careers. A national care system is essential infrastructure for healthcare.
- High-complexity specialties require support: Scholarships, mentorship, and networks are vital for female doctors in areas like surgery, oncology, emergency care, and ophthalmology. The “Glaucoma Today” 2025 course exemplifies the results when barriers are removed, leading to collaborations, surgeries, and symposiums led by women with clinical outcomes speaking for themselves. This model should be replicated across all conferences, residencies, and services.
4. Address informality and unpaid care responsibilities: Stable employment, protection against workplace violence, and predictable career paths in clinical, academic, and management areas with periodic evaluations and clear promotion opportunities are essential. The benefits extend beyond labor justice to improved retention, continuity of care, and hospital productivity.
5. Digital health leadership: Interoperable electronic health records, predictive analytics, telemedicine, and automated administrative tasks free up clinical time and open leadership opportunities where women already hold the majority. More female leaders in health digital projects will ensure real patient and team needs are incorporated into design, fostering digital transformation with female leadership.
Recommendations for Policy Changes
We will propose norms and public policies to the Secretary of Health and the General Health Council, focusing on three goals:
- Achieve parity in clinical and academic committees of federal and state public hospitals.
- Increase female representation in leadership roles for critical specialties like emergency care, surgery, oncology, and ophthalmology.
- Eliminate single-gender conferences and ensure at least 40% female speakers in panels or roundtables without tokenism, focusing on genuine diversity and rotating moderation.
We don’t start from scratch, as residents today are the majority in several locations, and scientific programs like glaucoma research demonstrate that excellence and equity reinforce each other.
As the author, a specialist in general surgery, public health certified, and doctorate in health and public administration, I am a legislator and advocate for Mexico’s public health. As a reelected PAN representative in the LXVI Legislature, I am committed to removing obstacles, measuring progress, and amplifying leadership.
