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EP LAB DIGEST. 2026;26(3).

Interview by Jodie Elrod 

In this preview of the Women in EP Luncheon at Heart Rhythm 2026, Olga Reynbakh, MD, MS, shares insights on what makes this a meaningful and practical experience for attendees at every career stage. This discussion highlights the evolving challenges and opportunities in electrophysiology (EP), the importance of dedicated spaces for connection and mentorship, and how participation can foster leadership and long-term career growth. Dr Reynbakh also reflects on the ongoing barriers women face in EP—and the progress and possibilities that continue to drive the field forward. The Women in EP Luncheon takes place April 24 from Noon to 1:30 PM. 

What can attendees expect from this year’s Women in EP Luncheon?

The Women in EP Luncheon is an annual event at the Heart Rhythm meeting that offers a dedicated space and opportunity for women to connect, discuss, share experiences and ideas, and provide guidance to younger generations. This year, we will feature women from different career stages—early, mid, and later-career—to reflect on what they wish they had known earlier in their professional journeys. We will explore practical strategies they found helpful to address the gender disparities in leadership opportunities and compensation between male and female electrophysiologists. We will also discuss the ways to balance family and career. All of those represent a unique constellation of challenges for women in EP to grow in our profession and truly enjoy the path we've chosen.  

Why is it important to create dedicated spaces like this for women in EP, and how can participation in events like this shape career growth and leadership in the field?

Many EP programs across the country have, at most, one woman in the program. The dedicated events and platforms give us, most importantly, the chance to connect. We get an opportunity to find inspiration, connect with role models and mentors, explore ways to address the challenges women in EP face each day, and develop strategies for career advancement. The Heart Rhythm Society (HRS) and industry companies have made a meaningful effort to create such spaces for women to connect with the group of peers. 

From your perspective, what are the most pressing ongoing challenges for women in EP today—and what opportunities give you the most optimism moving forward?

Women are profoundly underrepresented in EP. In fact, EP has the lowest representation of women across all cardiology subspecialties, with only 6% to 9% of practicing electrophysiologists and 10% to 14% of EP fellows being women. There is clearly room for improvement, and this is a responsibility shared by all of us in EP. I view this effort as encompassing 3 key aspects: introduction, empowerment, and sponsorship.

The first is introduction, which is about visibility. “You can’t be what you can’t see” is a statement I believe holds true in our medical careers, regardless of specialty. Introduction creates opportunities for early-career women in EP—or those making career decisions—to envision what their future life and career path might look like and to connect with like-minded professionals. For example, my own decision when choosing an EP fellowship program was influenced by the presence of female EP faculty. Working with them gave me insight into aspects of an EP career I hadn’t previously considered, and I saw a level of support for women in EP that I hadn’t imagined was possible in our specialty. Significant efforts have been made in this area, including by HRS. This year, the HRS Board of Trustees includes more women than men—a powerful source of inspiration and recognition of important role models.

Empowerment means opening doors and creating opportunities for women to be part of the EP field, while providing practical tools for success in both academic and private practice careers. An example is GLOWE (Growth and Leadership Opportunity for Women in Electrophysiology), established by HRS. This program does exactly that—offering guidance and coaching in communication, leadership skills, and career planning, while also creating space for meaningful connection.

Lastly, sponsorship goes beyond mentorship—it involves intentional efforts to include women in society councils, guideline writing committees, and as principal investigators in clinical trials, while creating space for their opinions and voices to be heard. Through this, women are recognized as leaders in the field, and their presence becomes the norm.

I am optimistic, as this issue is gaining recognition. Multiple publications have highlighted the challenges women face in the field, and we are seeing increasing support from EP societies and industry. However, I believe the 3 aspects mentioned above currently function like a pyramid—with introduction as a broad base and sponsorship as a narrow, underdeveloped apex. While awareness and recognition are growing, sponsorship remains insufficient. There needs to be greater emphasis on active support; without it, the path forward may be visible but still feel unattainable or unsustainable. What’s needed is a cultural shift, stronger leadership support, reduced bias around motherhood and professional competence, and true sponsorship to empower women to help advance the EP field.