1
|
Chen ZB, Aikawa E, Alfaidi M, Ali K, Clift CL, Erbay E, Fredman G, Gomez D, Huang NF, Lu HS, Nguyen PK, Oliveira SD, Rodriguez-Miguelez P, SenthilKumar G, Zhang H. Institutional Support for the Career Advancement of Women Faculty in Science and Academic Medicine: Successes, Challenges, and Future Directions. Arterioscler Thromb Vasc Biol 2024; 44:1916-1924. [PMID: 38957985 PMCID: PMC11338710 DOI: 10.1161/atvbaha.124.320910] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/04/2024]
Abstract
Institutional support is crucial for the successful career advancement of all faculty but in particular those who are women. Evolving from the past, in which gender disparities were prevalent in many institutions, recent decades have witnessed significant progress in supporting the career advancement of women faculty in science and academic medicine. However, continued advancement is necessary as previously unrecognized needs and new opportunities for improvement emerge. To identify the needs, opportunities, and potential challenges encountered by women faculty, the Women's Leadership Committee of the Arteriosclerosis, Thrombosis, and Vascular Biology Council developed an initiative termed GROWTH (Generating Resources and Opportunities for Women in Technology and Health). The committee designed a survey questionnaire and interviewed 19 leaders with roles and responsibilities in faculty development from a total of 12 institutions across various regions of the United States. The results were compiled, analyzed, and discussed. Based on our interviews and analyses, we present the current status of these representative institutions in supporting faculty development, highlighting efforts specific to women faculty. Through the experiences, insights, and vision of these leaders, we identified success stories, challenges, and future priorities. Our article provides a primer and a snapshot of institutional efforts to support the advancement of women faculty. Importantly, this article can serve as a reference and resource for academic entities seeking ideas to gauge their commitment level to women faculty and to implement new initiatives. Additionally, this article can provide guidance and strategies for women faculty as they seek support and resources from their current or prospective institutions when pursuing new career opportunities.
Collapse
Affiliation(s)
| | - Zhen Bouman Chen
- Department of Diabetes Complications and Metabolism, Arthur Riggs Diabetes Metabolism Research Institute, Beckman Research Institute, City of Hope, CA, USA
| | - Elena Aikawa
- Division of Cardiovascular Medicine, Department of Medicine, Center for Interdisciplinary Cardiovascular Sciences, Brigham and Women’s Hospital, Harvard Medical School, Boston, MA, USA
- Division of Cardiovascular Medicine, Department of Medicine, Center for Excellence in Vascular Biology, Brigham and Women’s Hospital, Harvard Medical School, Boston, MA, USA
| | - Mabruka Alfaidi
- Department of Internal Medicine, Division of Cardiology, LSU Health Sciences Center, LA, USA
| | - Kamilah Ali
- Touro College of Osteopathic Medicine, Department of Basic Sciences, Touro University, NY, USA
| | - Cassandra L. Clift
- Division of Cardiovascular Medicine, Department of Medicine, Center for Interdisciplinary Cardiovascular Sciences, Brigham and Women’s Hospital, Harvard Medical School, Boston, MA, USA
| | - Ebru Erbay
- Smidt Heart Institute, Cedars-Sinai Medical Center, Los Angeles, CA, USA
- Department of Molecular Metabolism, Harvard T.H. Chan School of Public Health, Boston, MA, USA
| | - Gabrielle Fredman
- Department of Molecular and Cellular Physiology, Albany Medical College, Albany, New York, USA
| | - Delphine Gomez
- Department of Medicine, Division of Cardiology, University of Pittsburgh, PA, USA
| | - Ngan F. Huang
- Department of Cardiothoracic Surgery, Stanford University, Stanford, CA, USA
- Center for Tissue Regeneration, Repair and Restoration, Veterans Affairs Palo Alto Health Care System, Palo Alto, CA, USA
| | - Hong S. Lu
- Saha Cardiovascular Research Center, Saha Aortic Center, and Department of Physiology, University of Kentucky, Lexington, KY, USA
| | - Patricia K. Nguyen
- Division of Cardiovascular Medicine, Stanford Cardiovascular Institute, Stanford University, CA, USA
- Cardiology Section, Department of Veteran Affairs, Palo Alto, CA, USA
| | - Suellen Darc Oliveira
- College of Medicine, Department of Anesthesiology, Department of Physiology and Biophysics, University of Illinois Chicago, IL, USA
| | - Paula Rodriguez-Miguelez
- Department of Kinesiology and Health Science & Division of Pulmonary and Critical Care, Virginia Commonwealth University, VA, USA
| | - Gopika SenthilKumar
- Medical Scientist Training Program, Medical College of Wisconsin, Milwaukee, WI, USA
| | - Hanrui Zhang
- Cardiometabolic Genomics Program, Division of Cardiology, Department of Medicine, Columbia University Irving Medical Center, New York, NY, USA
| |
Collapse
|
2
|
Lee JK, Tackett S, Skarupski KA, Forbush K, Fivush B, Oliva-Hemker M, Levine RB. Inspiring and Preparing Our Future Leaders: Evaluating the Impact of the Early Career Women's Leadership Program. J Healthc Leadersh 2024; 16:287-302. [PMID: 39099833 PMCID: PMC11298210 DOI: 10.2147/jhl.s470538] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2024] [Accepted: 07/20/2024] [Indexed: 08/06/2024] Open
Abstract
Purpose The number of women in high-level leadership in academic medicine remains disproportionately low. Early career programs may help increase women's representation in leadership. We evaluated the Early Career Women's Leadership Program (ECWLP). We hypothesized that participants would rate themselves as having increased confidence in their leadership potential, improved leadership skills, and greater alignment between their goals for well-being and leading after the program. We also explored the participants' aspirations and confidence around pursuing high-level leadership before and after the program. Methods We surveyed women physicians and scientists before and after they participated in the 2023 ECWLP, consisting of 11 seminars over six months. We analyzed pre- and post-program data using Wilcoxon signed-rank tests. We analyzed answers to open-ended questions with a content analysis approach. Results 47/51 (92%) participants responded, and 74% answered pre- and post-program questionnaires. Several metrics increased after the program, including women's confidence in their ability to lead (p<0.001), negotiate (p<0.001), articulate their career vision (p<0.001), reframe obstacles (p<0.001), challenge their assumptions (p<0.001), and align their personal and professional values (p=0.002). Perceptions of conflict between aspiring to lead and having family responsibilities (p=0.003) and achieving physical well-being (p=0.002) decreased. Perceived barriers to advancement included not being part of influential networks, a lack of transparency in leadership, and a competitive and individualistic culture. In the qualitative analysis, women described balancing internal factors such as self-doubt with external factors like competing professional demands when considering leadership. Many believed that becoming a leader would be detrimental to their well-being. Beneficial ECWLP components included support for self-reflection, tactical planning to pursue leadership, and creating a safe environment. Conclusion The ECWLP improved women's confidence and strategic plans to pursue leadership in a way that supported their work-life integration. Early career leadership programs may encourage and prepare women for high-level leadership.
Collapse
Affiliation(s)
- Jennifer K Lee
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHU), Baltimore, MD, USA
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Pediatrics, JHU, Baltimore, MD, USA
| | - Sean Tackett
- Department of Medicine, JHU, Baltimore, MD, USA
- Biostatistics, Epidemiology, and Data Management Core, JHU, Baltimore, MD, USA
| | - Kimberly A Skarupski
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Medicine, JHU, Baltimore, MD, USA
- Bloomberg School of Public Health, JHU, Baltimore, MD, USA
| | - Kathy Forbush
- Human Resources, Office of Talent Management, JHU, Baltimore, MD, USA
| | - Barbara Fivush
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Pediatrics, JHU, Baltimore, MD, USA
| | - Maria Oliva-Hemker
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Pediatrics, JHU, Baltimore, MD, USA
| | - Rachel B Levine
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Medicine, JHU, Baltimore, MD, USA
| |
Collapse
|
3
|
Iyer MS, Bradford C, Gottlieb AS, Kling DB, Jagsi R, Mangurian C, Marks L, Meltzer CC, Overholser B, Silver JK, Way DP, Spector ND. Gender Differences in the Path to Medical School Deanship. JAMA Netw Open 2024; 7:e2420570. [PMID: 38967920 PMCID: PMC11227086 DOI: 10.1001/jamanetworkopen.2024.20570] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/01/2024] [Accepted: 04/16/2024] [Indexed: 07/06/2024] Open
Abstract
Importance Women account for only 28% of current US medical school deans. Studying the differences between women and men in their preparation to becoming deans might help to explain this discrepancy. Objective To identify differences in the leadership development experiences between women and men in their ascent to the medical school deanship. Design, Setting, and Participants In this qualitative study, volunteers from the roster of the Association of American Medical Colleges Council of Deans were solicited and interviewed from June 15 to November 9, 2023. Women deans were recruited first, then men who had been appointed to their deanships at a similar time to their women counterparts were recruited. Deans were interviewed on topics related to number of applications for deanships, prior leadership roles, leadership development, personal factors, and career trajectories. Interviews were coded, and themes were extracted through conventional content analysis. Main Outcome and Measures Career and leadership development experiences were elicited using a semistructured interview guide. Results We interviewed 17 women and 17 men deans, representing 25.8% (34 of 132) of the total population of US medical school deans. Most deans (23 [67.6%]) practiced a medicine-based specialty or subspecialty. No statistically significant differences were found between women and men with regard to years to attain deanship (mean [SD], 2.7 [3.4] vs 3.7 [3.7] years), years as a dean (mean [SD], 5.7 [5.2] vs 6.0 [5.0] years), highest salary during career (mean [SD], $525 769 [$199 936] vs $416 923 [$195 848]), or medical school rankings (mean [SD], 315.5 [394.5] vs 480.5 [448.9]). Their reports indicated substantive gender differences in their paths to becoming a dean. Compared with men, women deans reported having to work harder to advance, while receiving less support and opportunities for leadership positions by their own institutions. Subsequently, women sought leadership development from external programs. Women deans also experienced gender bias when working with search firms. Conclusions and Relevance This qualitative study of US medical school deans found that compared with men, women needed to be more proactive, had to participate in external leadership development programs, and had to confront biases during the search process. For rising women leaders, this lack of support had consequences, such as burnout and attrition, potentially affecting the makeup of future generations of medical school deans. Institutional initiatives centering on leadership development of women is needed to mitigate the gender biases and barriers faced by aspiring women leaders.
Collapse
Affiliation(s)
- Maya S. Iyer
- Department of Pediatrics, The Ohio State University College of Medicine, Columbus
- Division of Emergency Medicine, Nationwide Children’s Hospital, Columbus, Ohio
| | - Carol Bradford
- Department of Otolaryngology, The Ohio State University College of Medicine, Columbus
| | - Amy S. Gottlieb
- Department of Radiology, Keck School of Medicine, University of Southern California, Los Angeles
| | - David B. Kling
- Division of Emergency Medicine, Nationwide Children’s Hospital, Columbus, Ohio
| | - Reshma Jagsi
- Department of Radiation Oncology, Emory University School of Medicine, Atlanta, Georgia
| | - Christina Mangurian
- Department of Psychiatric and Behavioral Sciences, University of California, San Francisco School of Medicine, San Francisco
- Department of Epidemiology and Biostatistics, University of California, San Francisco School of Medicine, San Francisco
| | - Lilly Marks
- University of Colorado and Anschutz Medical Campus, Aurora, Colorado
| | - Carolyn C. Meltzer
- Department of Radiology, Keck School of Medicine, University of Southern California, Los Angeles
| | - Barbara Overholser
- Executive Leadership in Academic Medicine (ELAM) Program, Philadelphia, Pennsylvania
| | - Julie K. Silver
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, Massachusetts
| | - David P. Way
- Department of Pediatrics, The Ohio State University College of Medicine, Columbus
| | - Nancy D. Spector
- Executive Leadership in Academic Medicine (ELAM) Program, Philadelphia, Pennsylvania
- Department of Pediatrics, Drexel University College of Medicine, Philadelphia, Pennsylvania
| |
Collapse
|
4
|
Aldekhyyel RN, Alhumaid N, Alismail DS. Saudi Women's Views on Healthcare Leadership in the Era of Saudi 2030 Health Transformation. J Multidiscip Healthc 2024; 17:237-249. [PMID: 38250311 PMCID: PMC10799576 DOI: 10.2147/jmdh.s439146] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/07/2023] [Accepted: 12/04/2023] [Indexed: 01/23/2024] Open
Abstract
Introduction Saudi Vision 2030 emphasizes women's empowerment and their increased participation in the workforce, particularly in healthcare. This study explores perceptions of Saudi women healthcare practitioners in leadership roles across various healthcare settings. Methods A national cross-sectional online survey was conducted, guided by the Leadership Effectiveness Model. It assessed the perceptions of Saudi women health practitioners in leadership positions within the country's healthcare context. Survey questions were adapted from validated surveys. Women classified as "Consultants" by the Saudi Commission for Health Specialties were invited to participate. Descriptive statistics and content analysis were used for analysis. A total of 119 Saudi women consultants participated. Discussion Most were physicians (85%) in the Western region (46%) and reported being in leadership roles. Leadership positively impacted their career growth but negatively affected leisure activities. Career progression challenges included further studies (35%) and work-life balance (31%). Leadership commitment to supporting women was seen as crucial (63%). Analysis of responses to Vision 2030 yielded themes like "advancement", "opportunities", and "empowerment". Saudi Vision 2030, combined with evolving organizational cultures and policies, is creating opportunities for women to excel in leadership roles. Conclusion National strategies, combined with workplace norm changes and supportive policies, can foster greater representation of qualified women in elite healthcare leadership positions.
Collapse
Affiliation(s)
- Raniah N Aldekhyyel
- Medical Informatics and E-Learning Unit, Medical Education Department, College of Medicine, King Saud University, Riyadh, Saudi Arabia
| | - Nuha Alhumaid
- College of Public Health and Health Informatics, King Saud bin Abdulaziz University for Health Sciences, Riyadh, Saudi Arabia
| | - Dina S Alismail
- Learning and Innovation, The Healthcare Leadership Academy, Saudi Commission for Health Specialties, Riyadh, Saudi Arabia
| |
Collapse
|
5
|
Lee JK, Levine RB, Yousem DM, Faraday N, Skarupski KA, Ishii M, Daugherty Biddison EL, Oliva-Hemker M. Commitment to inclusion: The importance of collaboration in gender equity work. WOMEN'S HEALTH (LONDON, ENGLAND) 2024; 20:17455057241252574. [PMID: 38742705 PMCID: PMC11095174 DOI: 10.1177/17455057241252574] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/22/2023] [Revised: 03/12/2024] [Accepted: 04/16/2024] [Indexed: 05/16/2024]
Abstract
Despite decades of faculty professional development programs created to prepare women for leadership, gender inequities persist in salary, promotion, and leadership roles. Indeed, men still earn more than women, are more likely than women to hold the rank of professor, and hold the vast majority of positions of power in academic medicine. Institutions demonstrate commitment to their faculty's growth by investing resources, including creating faculty development programs. These programs are essential to help prepare women to lead and navigate the highly matrixed, complex systems of academic medicine. However, data still show that women persistently lag behind men in their career advancement and salary. Clearly, training women to adapt to existing structures and norms alone is not sufficient. To effectively generate organizational change, leaders with power and resources must commit to gender equity. This article describes several efforts by the Office of Faculty in the Johns Hopkins University School of Medicine to broaden inclusivity in collaborative work for gender equity. The authors are women and men leaders in the Office of Faculty, which is within the Johns Hopkins University School of Medicine dean's office and includes Women in Science and Medicine. Here, we discuss potential methods to advance gender equity using inclusivity based on our institutional experience and on the findings of other studies. Ongoing data collection to evaluate programmatic outcomes in the Johns Hopkins University School of Medicine will be reported in the future.
Collapse
Affiliation(s)
- Jennifer K Lee
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Pediatrics, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Rachel B Levine
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - David M Yousem
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Radiology, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Nauder Faraday
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Kimberly A Skarupski
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Masaru Ishii
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Otolaryngology, Head and Neck Surgery, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Neurosurgery, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - EL Daugherty Biddison
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Maria Oliva-Hemker
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Pediatrics, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| |
Collapse
|
6
|
Shiri R, El-Metwally A, Sallinen M, Pöyry M, Härmä M, Toppinen-Tanner S. The Role of Continuing Professional Training or Development in Maintaining Current Employment: A Systematic Review. Healthcare (Basel) 2023; 11:2900. [PMID: 37958044 PMCID: PMC10647344 DOI: 10.3390/healthcare11212900] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/25/2023] [Revised: 10/13/2023] [Accepted: 10/30/2023] [Indexed: 11/15/2023] Open
Abstract
The impact of continuing job education and professional development on early exit from the labor market is unclear. This systematic review examined how continuing job education or professional development influences the retention of current employment. We searched the PubMed and Embase databases from their start dates to January 2023. Two reviewers screened the full texts of relevant reports and assessed the methodological quality of the included studies using the adapted Effective Public Health Practice Project quality assessment. We qualitatively synthesized the results of the included studies. We screened 7338 publications and included 27 studies consisting of four cohort and 23 cross-sectional studies in the review. The participants of the selected studies were mostly from the health sector (24 studies). There were 19 studies on staying or leaving a current job, six on employee turnover intention, two on job change, one on return to work, one on early retirement, and one on employment. Continuing employee development or training opportunities were associated with increased intention to stay in a current job, decreased intention to leave a current job, decreased employee turnover intention, job change, or early retirement and with faster return to work. One of the two studies that examined the role of age showed that continuing employee development is a more important factor for retaining current employment among younger than older employees. A few studies found that job satisfaction and commitment fully mediated the relationship between employee development and employee intention to leave current employment. This study suggests that participating in professional training/development is related to a lower risk of leaving current employment.
Collapse
Affiliation(s)
- Rahman Shiri
- Finnish Institute of Occupational Health, 00032 Helsinki, Finland; (M.S.); (M.P.); (M.H.); (S.T.-T.)
| | - Ashraf El-Metwally
- College of Public Health and Health Informatics, King Saud Bin Abdulaziz University for Health Sciences, Riyadh 14611, Saudi Arabia;
- The Health Sciences Unit, Faculty of Social Sciences, Tampere University, 33720 Tampere, Finland
| | - Mikael Sallinen
- Finnish Institute of Occupational Health, 00032 Helsinki, Finland; (M.S.); (M.P.); (M.H.); (S.T.-T.)
| | - Marjaana Pöyry
- Finnish Institute of Occupational Health, 00032 Helsinki, Finland; (M.S.); (M.P.); (M.H.); (S.T.-T.)
| | - Mikko Härmä
- Finnish Institute of Occupational Health, 00032 Helsinki, Finland; (M.S.); (M.P.); (M.H.); (S.T.-T.)
| | - Salla Toppinen-Tanner
- Finnish Institute of Occupational Health, 00032 Helsinki, Finland; (M.S.); (M.P.); (M.H.); (S.T.-T.)
| |
Collapse
|
7
|
Choubey AP, Ortiz A, Parsikia A, Choubey AS, Jetjomlong T, Martinez A, Abreu C, Koizumi N, Ortiz J. Ethnic and Racial Diversity Among Surgeon and Non-Surgeon Deans of Allopathic Medical Schools. Am Surg 2023; 89:4662-4667. [PMID: 36113434 DOI: 10.1177/00031348221117036] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/06/2023]
Abstract
INTRODUCTION Previous publications have assessed the diversity among medical students, residents, faculty, and department leaders in surgery and medicine overall. We aim to evaluate the diversity among medical school deans in the United States. We quantify and compare the representation of women and underrepresented minority surgeon and non-surgeons. METHODS 151 allopathic medical schools were included. Data regarding demographics, education, training, and previous leadership position were collected from institutional websites, online resources, and July 2021 Association of American Medical Colleges Council of Deans. Demographics for surgeon and non-surgeon were compared using chi square and logistic regression with 5% significance interval. RESULTS 21.9% (n = 33) of all medical school deans were surgeons. 21.2% (n = 7) were women, which was not significantly different from non-surgeons (22%, P = .92). All the women surgeons were non-Hispanic white, similar to all deans (P = .83). 78.8% (n = 26) of all surgeon deans were non-Hispanic White compared to 84.7% (n = 100) overall (P = .28). There were 13 Black deans, four of whom were surgeons, and only one Hispanic dean, who was not a surgeon. Surgeons were more likely to be fellows of their professional society (P = .012). CONCLUSION The demographic diversity of surgeon and non-surgeon US medical school deans is not significantly different. The deficiencies in leadership diversity in medicine persists among medical school deans. There remains substantial room to improve the representation of women and underrepresented minorities as deans.
Collapse
Affiliation(s)
- Ankur P Choubey
- Department of Surgery, Rutgers Robert Wood Johnson University Hospital, New Brunswick, NJ, USA
| | - Alejandro Ortiz
- Department of Surgery, Albany Medical College, Albany, NY, USA
| | - Afshin Parsikia
- Department of Surgery, Einstein Healthcare Network, Philadelphia, PA, USA
| | - Apurva S Choubey
- University of Cincinnati College of Medicine, Cincinnati, OH, USA
| | | | - Abigail Martinez
- Department of Surgery, Einstein Healthcare Network, Philadelphia, PA, USA
| | - Carina Abreu
- Department of Surgery, Einstein Healthcare Network, Philadelphia, PA, USA
| | - Naoru Koizumi
- Schar School of Policy and Government, George Mason University, Fairfax, VA, USA
| | - Jorge Ortiz
- Department of Surgery, Einstein Healthcare Network, Philadelphia, PA, USA
| |
Collapse
|
8
|
Alexandrou M, Driva TS, Makri S, Nikolakea M, Routsi E, Spyrou N, Msaouel P, Esagian SM. Gender disparity trends in genitourinary oncology academic publishing over the past 3 decades: A bibliometric analysis. Urol Oncol 2023; 41:432.e21-432.e27. [PMID: 37573196 DOI: 10.1016/j.urolonc.2023.06.009] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/11/2023] [Revised: 04/28/2023] [Accepted: 06/18/2023] [Indexed: 08/14/2023]
Abstract
OBJECTIVES To examine gender disparities in genitourinary (GU) oncology academic publishing over the past three decades. MATERIALS AND METHODS We performed a bibliometric analysis of eight academic journals featuring GU oncology research articles: Journal of Clinical Oncology, Cancer, European Journal of Cancer, European Urology, Journal of Urology, BJU International, Prostate Cancer and Prostatic Diseases, and Urologic Oncology: Seminars and Original Investigations. After selecting four time points (1990, 2000, 2010, 2020), we recorded the gender of the first and senior authors and investigated their association with independent variables including publication year, research field, and geographic continent. Results were expressed as odds ratios (ORs) and 95% confidence intervals (CIs). RESULTS A total of 14,786 articles were included in our analyses. Females comprised 25.7% of first and 18.1% of senior authors. Compared to 1990, there was a trend of progressively higher female first author (OR 1.47 [95% CI 1.27-1.69] in 2000; 2.28 [95% CI 2.00-2.59] in 2010; 3.10 [95% CI 2.71-3.55] in 2020) and senior author positions (OR 1.23 [95% CI 1.05-1.45] in 2000; 1.67 [95% CI 1.45-1.93] in 2010; 2.55 [95% CI 2.20-2.96] in 2020). Compared to GU oncology, non-GU oncology articles were more likely to have female first (OR 2.61, 95% CI 2.38-2.86) or senior authors (OR 2.61, 95% CI 2.35-2.91). Articles from Asia (OR 0.45, 95% CI 0.38-0.51), Africa (OR 0.45, 95% CI 0.22-0.91), and international collaborations (OR 0.62, 95% CI 0.50-0.76) had a lower proportion of female first authors compared to North America. First authors were significantly more likely to be female when senior authors were also female (OR 2.45, 95% CI 2.23-2.69). CONCLUSIONS Despite the bridging trend demonstrated, GU oncology remains a male-predominant discipline. Female leadership and mentorship are pivotal in achieving gender parity in the academic medicine community.
Collapse
Affiliation(s)
- Michaella Alexandrou
- School of Medicine, National and Kapodistrian University of Athens, Athens, Greece; Oncology Working Group, Society of Junior Doctors, Athens, Greece
| | - Tatiana S Driva
- Oncology Working Group, Society of Junior Doctors, Athens, Greece; First Department of Pathology, School of Medicine, National and Kapodistrian University of Athens, Athens, Greece
| | - Stavriani Makri
- School of Medicine, National and Kapodistrian University of Athens, Athens, Greece; Oncology Working Group, Society of Junior Doctors, Athens, Greece
| | - Melina Nikolakea
- School of Medicine, National and Kapodistrian University of Athens, Athens, Greece; Oncology Working Group, Society of Junior Doctors, Athens, Greece
| | - Eleni Routsi
- School of Medicine, National and Kapodistrian University of Athens, Athens, Greece; Oncology Working Group, Society of Junior Doctors, Athens, Greece
| | - Nikolaos Spyrou
- Tisch Cancer Institute, Icahn School of Medicine at Mount Sinai, New York, NY
| | - Pavlos Msaouel
- Department of Genitourinary Medical Oncology, The University of Texas MD Anderson Cancer Center, Houston, TX
| | - Stepan M Esagian
- Oncology Working Group, Society of Junior Doctors, Athens, Greece; Department of Medicine, NYC Health + Hospitals / Jacobi, Albert Einstein College of Medicine, Bronx, NY.
| |
Collapse
|
9
|
Saini V, Abalos C, Dysert K, Altenbaugh M, DuMont T, Young M, Ghosh S. Navigating a Career in Medicine as a Woman. Crit Care Nurs Q 2023; 46:354-361. [PMID: 37684731 DOI: 10.1097/cnq.0000000000000472] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/10/2023]
Abstract
Despite the increasing number of women within medical professions, gender equality in career advancement and leadership positions still remains a challenge due to numerous barriers including unbalanced domestic responsibilities, discrimination, and rigidity in career structures. Here, we discuss ways to achieve work-life balance and family planning as well as some of the challenges women face in medicine and nursing careers and outline strategies for individuals and organizations to overcome them.
Collapse
Affiliation(s)
- Vikram Saini
- Division of Pulmonary and Critical Care Medicine, Allegheny Health Network Medicine Institute, Pittsburgh, Pennsylvania (Drs Saini, Abalos, DuMont, Young, and Ghosh); Allergy & Immunology, Allegheny Health Network, Pittsburgh, Pennsylvania (Ms Dysert); and Division of Pulmonary and Critical Care and Sleep, Allergy & Immunology, Allegheny Health Network, Pittsburgh, Pennsylvania (Ms Altenbaugh)
| | | | | | | | | | | | | |
Collapse
|
10
|
Bona A, Ahmed R, Falvo L, Welch J, Heniff M, Cooper D, Sarmiento E, Hobgood C. Closing the gender gap in medicine: the impact of a simulation-based confidence and negotiation course for women in graduate medical education. BMC MEDICAL EDUCATION 2023; 23:243. [PMID: 37060057 PMCID: PMC10103407 DOI: 10.1186/s12909-023-04170-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/29/2022] [Accepted: 03/17/2023] [Indexed: 06/19/2023]
Abstract
BACKGROUND Currently, 75-80% of the medical workforce worldwide consists of women. Yet, women comprise 21% of full professors and less than 20% of department chairs and medical school deans. Identified causes of gender disparities are multifactorial including work-life responsibilities, gender discrimination, sexual harassment, bias, lack of confidence, gender differences in negotiation and leadership emergence, and lack of mentorship, networking, and/or sponsorship. A promising intervention for the advancement of women faculty is the implementation of Career Development Programs (CDPs). Women physician CDP participants were shown to be promoted in rank at the same rate as men by year five, and more likely to remain in academics after eight years compared to both men and women counterparts. The objective of this pilot study is to investigate the effectiveness of a novel, simulation-based, single-day CDP curriculum for upper-level women physician trainees to teach communication skills identified as contributing to medicine's gender advancement gap. METHODS This was a pilot, pre/post study performed in a simulation center implementing a curriculum developed to educate women physicians on 5 identified communication skills recognized to potentially reduce the gender gap. Pre- and post-intervention assessments included confidence surveys, cognitive questionnaires, and performance action checklists for five workplace scenarios. Assessment data were analyzed using scored medians and descriptive statistics, applying Wilcoxon test estimation to compare pre- versus post-curriculum intervention scores, with p < 0.05 considered statistically significant. RESULTS Eleven residents and fellows participated in the curriculum. Confidence, knowledge, and performance improved significantly after completion of the program. Pre-confidence: 28 (19.0-31.0); Post-confidence: 41 (35.0-47.0); p < 0.0001. Pre-knowledge: 9.0 (6.0-11.00); Post knowledge: 13.0 (11.0-15.0); p < 0.0001. Pre-performance: 35.0 (16.0-52.0); Post-performance: 46.0 (37-53.00); p < 0.0001. CONCLUSION Overall, this study demonstrated the successful creation of a novel, condensed CDP curriculum based on 5 identified communication skills needed for women physician trainees. The post-curriculum assessment demonstrated improved confidence, knowledge, and performance. Ideally, all women medical trainees would have access to convenient, accessible, and affordable courses teaching these crucial communication skills to prepare them for careers in medicine to strive to reduce the gender gap.
Collapse
Affiliation(s)
- Anna Bona
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA.
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA.
- Director of Emergency Medicine Simulation, Roudebush VA Medical Center, Indianapolis, IN, USA.
| | - Rami Ahmed
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA
| | - Lauren Falvo
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA
| | - Julie Welch
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
| | - Melanie Heniff
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
| | - Dylan Cooper
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA
| | - Elisa Sarmiento
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
| | - Cherri Hobgood
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
| |
Collapse
|
11
|
Bui T, Wilkey H, Patel PA, Patel PN, Ahmed H. A Descriptive Analysis of Pediatric Ophthalmology Fellowship Program Directors. J Pediatr Ophthalmol Strabismus 2022; 59:e69-e72. [PMID: 36441150 DOI: 10.3928/01913913-20220921-02] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
There is limited literature on the characteristics of pediatric ophthalmology leadership. The authors examined the demographics, academic backgrounds, and scholarly output of pediatric ophthalmology fellowship program directors. Despite a positive trend in gender equity in this position, efforts remain to resolve the "leaky pipeline" of women into ophthalmology leadership. [J Pediatr Ophthalmol Strabismus. 2022;59(6):e69-e72.].
Collapse
|
12
|
Bath EP, Brown K, Harris C, Guerrero A, Kozman D, Flippen CC, Garraway I, Watson K, Holly L, Godoy SM, Norris K, Wyatt G. For us by us: Instituting mentorship models that credit minoritized medical faculty expertise and lived experience. Front Med (Lausanne) 2022; 9:966193. [PMID: 36341236 PMCID: PMC9634999 DOI: 10.3389/fmed.2022.966193] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/20/2022] [Accepted: 09/27/2022] [Indexed: 11/04/2023] Open
Abstract
The woefully low proportion of scientists and clinicians underrepresented in medicine (UIM), including members of African-American/Black, Hispanic/Latinx, American Indian/Alaska Native or Native Hawaiian/Pacific Islander communities, is well characterized and documented. Diversity in medicine is not only just, but it improves quality and outcomes. Yet, diversity in academic medicine remains stagnant, despite national recognition and urgent calls to improve diversity, equity, and inclusion across health sciences. One strategy that has shown to improve diversity in many sectors is high quality mentoring. While many institutions have adopted mentoring programs, there remains a lack of mentorship that is equitable, individualized, and sets a clear timeline for academic milestones that will position UIM mentees at the optimal trajectory for promotion and retention. A barrier to assembling these programs is the small number of UIM among the senior faculty ranks who are able to serve in this role, given the disproportionate burden to serve on a multitude of academic committees, task forces, and workgroups to fulfill institutional mandates to diversify representation. These time-consuming services, documented in the literature as the "minority tax," are generally uncompensated and unaccounted for in terms of consideration for promotion, leadership positions, and other measures of career advancement. The Justice, Equity, Diversity, and Inclusion Academic Mentors (JAM) Council represents a novel, culturally responsive, and anti-racist approach to achieve a more equitable and inclusive institutional environment. This approach strategically leverages the intergenerational wisdom and experience of senior UIM faculty via time-protected effort with the overall goals of improving rates of promotion, retention, and career satisfaction of early career UIM colleagues. This community case study describes the rationale, resources needed, processes, and proposed workflow required to launch the JAM Council, as well as the major roles and responsibilities for JAM mentors and mentees, which may be considered by academic medical centers focused on improving diversity among the faculty ranks.
Collapse
Affiliation(s)
- Eraka P. Bath
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Psychiatry and Biobehavioral Sciences, Semel Institute for Neuroscience and Human Behavior, University of California, Los Angeles, Los Angeles, CA, United States
| | - Kathleen Brown
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Radiological Sciences, UCLA Health System, Los Angeles, CA, United States
| | - Christina Harris
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Division of General Internal Medicine, University of California, Los Angeles, Los Angeles, CA, United States
| | - Alma Guerrero
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Developmental-Behavioral Pediatrics, UCLA Mattel Children's Hospital, Los Angeles, CA, United States
| | - Daniel Kozman
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Medicine, UCLA Health System, Los Angeles, CA, United States
- Division of General Internal Medicine and Health Services Research, UCLA Health System, Los Angeles, CA, United States
| | - Charles C. Flippen
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Neurology, UCLA Health System, Los Angeles, CA, United States
| | - Isla Garraway
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Urology, UCLA Health System, Los Angeles, CA, United States
| | - Karol Watson
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Medicine, UCLA Health System, Los Angeles, CA, United States
| | - Langston Holly
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Neurology, UCLA Health System, Los Angeles, CA, United States
| | - Sarah M. Godoy
- School of Social Work, University of North Carolina at Chapel Hill, Chapel Hill, NC, United States
| | - Keith Norris
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Division of General Internal Medicine and Health Services Research, UCLA Health System, Los Angeles, CA, United States
| | - Gail Wyatt
- David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, CA, United States
- Department of Psychiatry and Biobehavioral Sciences, Semel Institute for Neuroscience and Human Behavior, University of California, Los Angeles, Los Angeles, CA, United States
| |
Collapse
|
13
|
Raine G, Evans C, Uphoff EP, Brown JVE, Crampton PES, Kehoe A, Stewart LA, Finn GM, Morgan JE. Strengthening the clinical academic pathway: a systematic review of interventions to support clinical academic careers for doctors and dentists. BMJ Open 2022; 12:e060281. [PMID: 36691216 PMCID: PMC9462120 DOI: 10.1136/bmjopen-2021-060281] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/17/2021] [Accepted: 07/21/2022] [Indexed: 01/26/2023] Open
Abstract
OBJECTIVE Evaluate existing evidence on interventions intended to increase recruitment, retention and career progression within clinical academic (CA) careers, including a focus on addressing inequalities. DESIGN Systematic review. DATA SOURCES Medline, Embase, Cochrane Controlled Register of Trials, PsycINFO and Education Resource Information Center searched October 2019. STUDY SELECTION Eligible studies included qualified doctors, dentists and/or those with a supervisory role. Outcomes were defined by studies and related to success rates of joining or continuing within a CA career. DATA EXTRACTION AND SYNTHESIS Abstract screening was supported by machine learning software. Full-text screening was performed in duplicate, and study quality was assessed. Narrative synthesis of quantitative data was performed. Qualitative data were thematically analysed. RESULTS 148 studies examined interventions; of which 28 were included in the quantitative synthesis, 17 in the qualitative synthesis and 2 in both. Studies lacked methodological rigour and/or were hindered by incomplete reporting. Most were from North America. No study included in the syntheses evaluated interventions aimed at CA dentists.Most quantitative evidence was from multifaceted training programmes. These may increase recruitment, but findings were less clear for retention and other outcomes. Qualitative studies reported benefits of supportive relationships, including peers and senior mentors. Protected time for research helped manage competing demands on CAs. Committed and experienced staff were seen as key facilitators of programme success. Respondents identified several other factors at a programme, organisational or national level which acted as facilitators or barriers to success. Few studies reported on the effects of interventions specific to women or minority groups. CONCLUSIONS Existing research is limited by rigour and reporting. Better evaluation of future interventions, particularly those intended to address inequalities, is required. Within the limits of the evidence, comprehensive multifaceted programmes of training, including protected time, relational and support aspects, appear most successful in promoting CA careers. SYSTEMATIC REVIEW REGISTRATION Open Science Framework: https://osf.io/mfy7a.
Collapse
Affiliation(s)
- Gary Raine
- Centre for Reviews and Dissemination, University of York, York, UK
| | - Connor Evans
- Centre for Reviews and Dissemination, University of York, York, UK
| | | | - Jennifer Valeska Elli Brown
- Centre for Reviews and Dissemination, University of York, York, UK
- Mental Health and Addiction Research Group, Department of Health Sciences, University of York, York, UK
| | - Paul E S Crampton
- Health Professions Education Unit, Hull York Medical School, York, UK
| | - Amelia Kehoe
- Health Professions Education Unit, Hull York Medical School, York, UK
| | | | | | - Jessica Elizabeth Morgan
- Centre for Reviews and Dissemination, University of York, York, UK
- Department of Paediatric Haematology & Oncology, Leeds Children's Hospital, Leeds, UK
| |
Collapse
|
14
|
Salem V, Hirani D, Lloyd C, Regan L, Peters CJ. Why are women still leaving academic medicine? A qualitative study within a London Medical School. BMJ Open 2022; 12:e057847. [PMID: 35672065 PMCID: PMC9174775 DOI: 10.1136/bmjopen-2021-057847] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/06/2021] [Accepted: 05/13/2022] [Indexed: 12/03/2022] Open
Abstract
OBJECTIVES To identify factors that influenced women who chose to leave academic medicine. DESIGN AND MAIN OUTCOME MEASURES Independent consultants led a focus group of women in medicine who had left academia after completion of their postgraduate research degree at Imperial College London Faculty of Medicine. Thematic analysis was performed on the transcribed conversations. PARTICIPANTS AND SETTING Nine women physicians who completed a postgraduate degree (MD or PhD) at a large London Medical School and Academic Health Sciences Centre, Imperial College London, but did not go on to pursue a career in academic medicine. RESULTS Influences to leave clinical academia were summarised under eight themes-career intentions, supervisor support, institutional human resources support, inclusivity, work-life balance, expectations, mentors and role models, and pregnancy and maternity leave. CONCLUSION The women in our focus group reported several factors contributing to their decision to leave clinical academia, which included lack of mentoring tailored to specific needs, low levels of acceptance for flexible working to help meet parental responsibilities and perceived explicit gender biases. We summarise the multiple targeted strategies that Imperial College London has implemented to promote retention of women in academic medicine, although more research needs to be done to ascertain the most effective interventions.
Collapse
Affiliation(s)
- Victoria Salem
- Department of Bioengineering, Imperial College London, London, UK
| | - Dhruti Hirani
- Department of Metabolism, Digestion and Reproduction, Imperial College London, London, UK
| | - Clare Lloyd
- National Heart & Lung Institute, Imperial College London, London, UK
| | - Lesley Regan
- Department of Surgery and Cancer, Imperial College London, London, UK
| | | |
Collapse
|
15
|
Pelfrey CM, Cola PA, Gerlick JA, Edgar BK, Khatri SB. Breaking Through Barriers: Factors That Influence Behavior Change Toward Leadership for Women in Academic Medicine. Front Psychol 2022; 13:854488. [PMID: 35645903 PMCID: PMC9136302 DOI: 10.3389/fpsyg.2022.854488] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/14/2022] [Accepted: 04/25/2022] [Indexed: 11/19/2022] Open
Abstract
Under-representation of women in leadership at Academic Medical Centers (AMCs) is a known challenge such that, in 2021, women made up only 28% of department chairs. AMCs are addressing the dearth of women leaders through targeted programming to create leadership pipelines of qualified women. The FLEX Leadership Development Program at the Case Western Reserve University (CWRU) School of Medicine prepares women faculty for increased leadership opportunities. FLEX includes the opportunity to leverage executive coaching to accomplish individual goals. The FLEX program has the explicit goal of increasing the number of women in visible leadership positions in academic medicine and health sciences. Semi-structured interviews were conducted with 25 graduates from seven FLEX cohorts (2012-2018). Participants reflected diversity in academic rank, terminal degree, racial/ethnic background, years of employment, and institutional affiliation. Interviews consisted of eight questions with additional probes to elicit lived experiences. Analysis consisted of two-stage open- and axial-coding of interview transcripts to understand: What factors facilitated behavior change following FLEX training? The analysis revealed five overarching themes: (1) Communication skills; (2) Self-Efficacy; (3) Networking; (4) Situational Awareness; and (5) Visioning. FLEX graduates reported achieving both personal and professional growth by drawing upon peer networks to proactively seek new leadership opportunities. These results suggest that the enduring benefits of the FLEX Program include improved communication skills, expanded situational awareness and relational capacity, greater self-efficacy and self-confidence, improved networking with an understanding of the value of networking. All these factors led FLEX graduates to have greater visibility and to engage with their colleagues more effectively. Similarly, FLEX graduates could better advocate for themselves and for others as well as paying it forward to mentor and train the next generation of faculty. Finally, participants learned to re-evaluate their goals and their career vision to be able to envision themselves in greater leadership roles. The five factors that strongly influenced behavior change provide valuable constructs for other programs to examine following leadership development training. Ongoing studies include examining successful leadership position attainment, personal goal attainment, and measuring changes in leadership self-efficacy.
Collapse
Affiliation(s)
- Clara M. Pelfrey
- Clinical and Translational Science Collaborative, School of Medicine, Case Western Reserve University, Cleveland, OH, United States
| | - Philip A. Cola
- Clinical and Translational Science Collaborative, School of Medicine, Case Western Reserve University, Cleveland, OH, United States
- Department of Design and Innovation, Weatherhead School of Management, Case Western Reserve University, Cleveland, OH, United States
| | - Joshua A. Gerlick
- Department of Design and Innovation, Weatherhead School of Management, Case Western Reserve University, Cleveland, OH, United States
| | - Billie K. Edgar
- Clinical and Translational Science Collaborative, School of Medicine, Case Western Reserve University, Cleveland, OH, United States
| | - Sumita B. Khatri
- Cleveland Clinic Lerner College of Medicine at Case Western Reserve University, Cleveland, OH, United States
| |
Collapse
|
16
|
Monga N, Davis KM, Valle ACD, Sieck L, DeBenedectis CM, Spalluto LB. Strategies to Improve Racial and Ethnic Diversity in Breast Imaging Training and Beyond. JOURNAL OF BREAST IMAGING 2022; 4:202-208. [PMID: 38417003 PMCID: PMC11283763 DOI: 10.1093/jbi/wbac001] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/01/2021] [Indexed: 03/01/2024]
Abstract
Diversity and inclusion in breast imaging can improve creativity and innovation, enrich the workplace environment, and enhance culturally appropriate care for an increasingly diverse patient population. Current estimates predict the racial and ethnic demographics of the United States population will change markedly by the year 2060, with increases in representation of the Black demographic projected to comprise 15% of the population (currently 13.3%) and the Hispanic/Latinx demographic projected to comprise 27.5% of the population (currently 17.8%). However, matriculation rates for those who are underrepresented in medicine (URM), defined as "racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population," have remained largely stagnant. Black students comprise only 7.1% of medical student matriculants, and Hispanic/Latinx students comprise only 6.2% of medical school matriculants compared to the general population. The matriculation rate of URM students into diagnostic radiology is even lower, with Black trainees comprising 3.1% of radiology residents and Hispanic/Latinx trainees comprising 4.8% of radiology residents. This lack of URM radiology resident representation leads to a lack of URM potential applicants to breast imaging fellowships due to the pipeline effect. Strategies to improve diversity and inclusion in breast imaging include recruiting a diverse breast imaging workforce, establishing robust mentorship and sponsorship programs, fostering an inclusive training and workplace environment, and retaining and promoting a diverse workforce.
Collapse
Affiliation(s)
- Natasha Monga
- Memorial Sloan Kettering Cancer Center, Department of Radiology, New York, NY, USA
| | - Katie M. Davis
- Vanderbilt University Medical Center, Department of Radiology and Radiological Sciences, Nashville, TN, USA
| | | | - Leah Sieck
- Indiana University School of Medicine, Department of Radiology, Indianapolis, IN, USA
| | | | - Lucy B. Spalluto
- Vanderbilt University Medical Center, Department of Radiology and Radiological Sciences, Nashville, TN, USA
- Vanderbilt-Ingram Cancer Center, Nashville, TN, USA
- Veterans Health Administration—Tennessee Valley Healthcare System Geriatric Research, Education, and Clinical Center (GRECC), Nashville, TN, USA
| |
Collapse
|
17
|
Ghosh-Choudhary S, Carleton N, Flynn JL, Kliment CR. Strategies for Achieving Gender Equity and Work-Life Integration in Physician-Scientist Training. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2022; 97:492-496. [PMID: 34292189 PMCID: PMC8770678 DOI: 10.1097/acm.0000000000004246] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/02/2023]
Abstract
Substantial gender inequities persist across academic medicine. These issues are not new: Recent evidence still points to a chilly climate for women in academic medicine, including those in physician-scientist training. The discussion for how to address gender equity and issues of work-life integration typically centers around faculty and rarely includes trainees. The authors delineate specific strategies to address gender inequity in physician-scientist training by identifying key stakeholders for implementation and proposing areas to integrate these strategies with current training timelines. Strategies discussed include multiple-role mentoring, allyship training for trainees and faculty, early implementation of professional development sessions, incorporation of childcare and family-friendly policies, and additional policies for funding bodies to prioritize gender equity practices. The goal of this article is to equip trainees and the academic community with proactive strategies to create a more equitable environment for future generations of trainees in academic medicine.
Collapse
Affiliation(s)
- Shohini Ghosh-Choudhary
- S. Ghosh-Choudhary is a fourth-year MD-PhD student, Medical Scientist Training Program, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| | - Neil Carleton
- N. Carleton is a fourth-year MD-PhD student, Medical Scientist Training Program, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| | - JoAnne L Flynn
- J.L. Flynn is professor of microbiology and molecular genetics, University of Pittsburgh, and assistant dean and codirector, Medical Scientist Training Program, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| | - Corrine R Kliment
- C.R. Kliment is assistant professor of medicine, Division of Pulmonary, Allergy, and Critical Care Medicine, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| |
Collapse
|
18
|
Kim JL, Allan JM, Fromme HB, Forster CS, Shaughnessy E, Ralston S. Gender Distribution of Scholarship and Measures of National Recognition in Hospital Medicine. Hosp Pediatr 2022; 12:117-124. [PMID: 35013745 DOI: 10.1542/hpeds.2021-006278] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/14/2023]
Abstract
OBJECTIVE Our specific aim was to assess the gender distribution of aspects of scholarly productivity and professional standing for pediatric hospital medicine over a 5-year period. We also evaluated for correlation between the makeup of editorial boards, conference planning committees, and chosen content. METHODS We reviewed scholarly publications, presentations, editorial boards, planning committees, awardees, and society leadership in pediatric hospital medicine from 2015 to 2019 and determined gender using published methods to assess for differences between observed proportions of women authors and presenters and the proportion of women in the field. RESULTS The field of pediatric hospital medicine at large is 69% women (95% confidence internal [CI] 68%-71%), and an estimated 57% of senior members are women (95% CI 54%-60%). We evaluated 570 original science manuscripts and found 67% (95% CI 63%-71%) women first authors and 49% (95% CI 44%-53%) women senior authors. We evaluated 1093 presentations at national conferences and found 69% (95% CI 65%-72%) women presenters of submitted content and 44% (95% CI 37%-51%) women presenters of invited content. Senior authorship and invited speaking engagements demonstrated disproportionately low representation of women when compared with senior members of the field (senior authorship, P = .002; invited presenters, P < .001). Strong positive correlation between gender composition of conference planning committees and selected content was also noted (r = 0.94). CONCLUSION Our study demonstrated representative gender distribution for some aspects of scholarly productivity in pediatric hospital medicine; however, a lack of gender parity exists in senior roles.
Collapse
Affiliation(s)
- Juliann L Kim
- Department of Pediatrics, Pediatric Hospital Medicine, Palo Alto Medical Foundation, Palo Alto, California
| | - Jessica M Allan
- Department of Pediatrics, Pediatric Hospital Medicine, Palo Alto Medical Foundation, Palo Alto, California
| | - H Barrett Fromme
- Department of Pediatrics, The University of Chicago Pritzker School of Medicine, Chicago, Illinois
| | - Catherine S Forster
- Department of Pediatrics, University of Pittsburgh, Pittsburgh, Pennsylvania
| | - Erin Shaughnessy
- Department of Pediatrics, University of Alabama at Birmingham, Birmingham, Alabama
| | - Shawn Ralston
- Department of Pediatrics, University of Washington School of Medicine, Seattle, Washington
| |
Collapse
|
19
|
Merfeld EC, Blitzer GC, Kuczmarska-Haas A, Pitt SC, Chino F, Le T, Allen-Rhoades WA, Cole S, Marshall AL, Carnes M, Jagsi R, Duma N. Women Oncologists' Perceptions and Factors Associated With Decisions to Pursue Academic vs Nonacademic Careers in Oncology. JAMA Netw Open 2021; 4:e2141344. [PMID: 34967880 PMCID: PMC8719237 DOI: 10.1001/jamanetworkopen.2021.41344] [Citation(s) in RCA: 20] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/14/2022] Open
Abstract
IMPORTANCE Women outnumber men in US medical school enrollment, but they represent less than 40% of academic oncology faculty. OBJECTIVE To identify the key factors associated with female oncologists' decision to pursue academic or nonacademic oncology practice and to characterize their perceptions about their current career. DESIGN, SETTING, AND PARTICIPANTS This cross-sectional survey study was distributed through email and social media to female physicians in academic and nonacademic oncology practice in the United States. The survey was open for 3 months, from August 1 to October 31, 2020. MAIN OUTCOMES AND MEASURES No single primary study outcome was established because of the cross-sectional nature of the survey. Data were collected anonymously and analyzed using t tests for continuous variables and χ2 tests for categorical variables. RESULTS Among the 667 female respondents, 422 (63.2%) identified as academic oncologists and 245 (36.8%) identified as nonacademic oncologists. Approximately 25% of respondents reported that their spouse or partner (156 [23.5%]) and/or family (176 [26.4%]) extremely or moderately affected their decision to pursue academic practice. Academic oncologists perceived the biggest sacrifice of pursuing academics to be time with loved ones (181 [42.9%]). Nonacademic oncologists perceived the biggest sacrifice of pursuing academics to be pressure for academic promotion (102 [41.6%]). Respondents had different perceptions of how their gender affected their ability to obtain a chosen job, with 116 academic oncologists (27.6%) and 101 nonacademic oncologists (41.2%) reporting a positive or somewhat positive impact (P = .001). More than half of the women surveyed (54.6% academic oncologists [230]; 50.6% nonacademic oncologists [123]; P = .61) believed they were less likely to be promoted compared with male colleagues. Academic and nonacademic oncologists reported rarely or never having a sense of belonging in their work environment (33 [7.9%] and 5 [2.0%]; P < .001). Most respondents reported that they would choose the same career path again (301 academic oncologists [71.3%]; 168 nonacademic oncologists [68.6%]); however, 92 academic oncologists (21.9%) reported they were likely to pursue a career outside of academic oncology in the next 5 years. CONCLUSIONS AND RELEVANCE This survey study found that a spouse or partner and/or family were factors in the career choice of both academic and nonacademic oncologists and that female gender was largely perceived to adversely affect job promotion. Given that more than 20% of female academic oncologists were considering leaving academia, gender inequality is at high risk of continuing if the culture is not addressed.
Collapse
Affiliation(s)
- Emily C. Merfeld
- Department of Human Oncology, University of Wisconsin Hospital and Clinics, Madison
| | - Grace C. Blitzer
- Department of Human Oncology, University of Wisconsin Hospital and Clinics, Madison
| | | | - Susan C. Pitt
- Department of Surgery, University of Wisconsin Hospital and Clinics, Madison
| | - Fumiko Chino
- Department of Radiation Oncology, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Trang Le
- Department of Biostatistics, University of Wisconsin-Madison, Madison
| | | | - Suzanne Cole
- Department of Hematology/Oncology, University of Texas Southwestern Medical Center, Dallas
| | | | - Molly Carnes
- Department of Medicine, University of Wisconsin School of Medicine and Public Health, Madison
| | - Reshma Jagsi
- Department of Radiation Oncology, University of Michigan, Ann Arbor
| | - Narjust Duma
- Department of Medical Oncology, University of Wisconsin Hospital and Clinics, Madison
- Department of Medical Oncology, Dana-Farber Cancer Institute, Boston, Massachusetts
| |
Collapse
|
20
|
Tung J, Nahid M, Rajan M, Logio L. The impact of a faculty development program, the Leadership in Academic Medicine Program (LAMP), on self-efficacy, academic promotion and institutional retention. BMC MEDICAL EDUCATION 2021; 21:468. [PMID: 34474670 PMCID: PMC8414755 DOI: 10.1186/s12909-021-02899-y] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 05/20/2021] [Accepted: 08/22/2021] [Indexed: 06/13/2023]
Abstract
BACKGROUND Academic medical centers invest considerably in faculty development efforts to support the career success and promotion of their faculty, and to minimize faculty attrition. This study evaluated the impact of a faculty development program called the Leadership in Academic Medicine Program (LAMP) on participants' (1) self-ratings of efficacy, (2) promotion in academic rank, and (3) institutional retention. METHOD Participants from the 2013-2020 LAMP cohorts were surveyed pre and post program to assess their level of agreement with statements that spanned domains of self-awareness, self-efficacy, satisfaction with work and work environment. Pre and post responses were compared using McNemar's tests. Changes in scores across gender were compared using Wilcoxon Rank Sum/Mann-Whitney tests. LAMP participants were matched to nonparticipant controls by gender, rank, department, and time of hire to compare promotions in academic rank and departures from the organization. Kaplan Meier curves and Cox proportional hazards models were used to examine differences. RESULTS There were significant improvements in almost all self-ratings on program surveys (p < 0.05). Greatest improvements were seen in "understand the promotions process" (36% vs. 94%), "comfortable negotiating" (35% vs. 74%), and "time management" (55% vs. 92%). There were no statistically significant differences in improvements by gender, however women faculty rated themselves lower on all pre-program items compared to men. There was significant difference found in time-to-next promotion (p = 0.003) between LAMP participants and controls. Kaplan-Meier analysis demonstrated that LAMP faculty achieved next promotion more often and faster than controls. Cox-proportional-hazards analyses found that LAMP faculty were 61% more likely to be promoted than controls (hazard ratio [HR] 1.61, 95% confidence interval [CI] 1.16-2.23, p-value = 0.004). There was significant difference found in time-to-departure (p < 0.0001) with LAMP faculty retained more often and for longer periods. LAMP faculty were 77% less likely to leave compared to controls (HR 0.23, 95% CI 0.16-0.34, p < 0.0001). CONCLUSIONS LAMP is an effective faculty development program as measured subjectively by participant self-ratings and objectively through comparative improvements in academic promotions and institutional retention.
Collapse
Affiliation(s)
- Judy Tung
- Division of General Internal Medicine, Department of Medicine, Weill Cornell Medicine, 505 East 70th Street HT408, New York, NY 10021 USA
| | - Musarrat Nahid
- Division of General Internal Medicine, Department of Medicine, Weill Cornell Medicine, 420 East 70th Street LH332, New York, NY 10021 USA
| | - Mangala Rajan
- Division of General Internal Medicine, Department of Medicine, Weill Cornell Medicine, 420 East 70th Street LH348, New York, NY 10021 USA
| | - Lia Logio
- Department of Medicine, Case Western Reserve University School of Medicine, 10900 Euclid Avenue, Cleveland, OH 44106 USA
| |
Collapse
|
21
|
Sethuraman KN, Lin M, Rounds K, Fang A, Lall MD, Parsons M, Linden JA, Gursahani K, Raukar N, Perman SM, Dobiesz VA. Here to chair: Gender differences in the path to leadership. Acad Emerg Med 2021; 28:993-1000. [PMID: 33511736 DOI: 10.1111/acem.14221] [Citation(s) in RCA: 14] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/15/2020] [Revised: 01/19/2021] [Accepted: 01/23/2021] [Indexed: 11/28/2022]
Abstract
OBJECTIVE Career paths leading to department chair positions are elusive. Women represent only 11% of academic emergency department (ED) chairs. It is unclear whether the pathway to chair is different for men and women; the characteristics, achievements, and qualifications among those who become ED chairs is unknown. METHODS This study is a cross-sectional analysis of curriculum vitae (CV) of current ED chairs in departments with Accreditation Council for Graduate Medical Education (ACGME)-accredited residency programs. Former women chairs were included due to paucity of current women chairs. Statistics were calculated using bivariate and multivariate analysis. RESULTS Of 163 eligible chairs, 88 CV (54%) were obtained, including six former women chairs. A majority (86.4%) self-identified as White/Caucasian, 21.5% were women, 46% were chief residents, 28.4% completed additional postgraduate degrees, and 21.8% were fellowship trained. At time of chair appointment, 58% were professor rank, 53.5% held ED operations roles, and 32% served as vice chair. Women were more likely to be in educational (53% vs. 22%) versus operational (26% vs. 61%, p = 0.02) roles. Women obtained more advanced degrees (47% vs. 25%, p = 0.02), were awarded more nonfederal grants (median = 7 vs. 3, p = 0.04), and achieved more national committee leadership (median = 4 vs. 1, p = 0.02). There were no gender differences in fellowship training, awards, leadership training programs, publications, federal grants, or national/international lectures after adjusting for years in practice. CONCLUSION While the majority of chairs held prior leadership roles in ED operations, only one in five women chairs did, suggesting gender differences in the path to chair attainment. These differences in paths may contribute to persistent gender disparities in ED chairs and may be influenced by career path choices, implicit bias, and structural barriers.
Collapse
Affiliation(s)
| | - Michelle Lin
- Departments of Emergency Medicine and Population Health Science & Policy Icahn School of Medicine at Mount Sinai New York New York USA
| | - Kirsten Rounds
- Formerly of Brown Emergency Medicine Providence Rhode Island USA
| | - Andrea Fang
- Department of Emergency Medicine Stanford University School of Medicine Palo Alto California USA
| | - Michelle D. Lall
- Department of Emergency Medicine Emory University School of Medicine Atlanta Georgia USA
| | - Melissa Parsons
- Department of Emergency Medicine University of Florida College of Medicine Jacksonville Florida USA
| | - Judith A. Linden
- Department of Emergency Medicine Boston Medical Center Boston Massachusetts USA
| | - Kamal Gursahani
- Division of Emergency Medicine Washington University School of Medicine St. Louis Missouri USA
| | - Neha Raukar
- Department of Emergency Medicine Mayo Clinic Rochester Minnesota USA
| | - Sarah M. Perman
- Department of Emergency Medicine University of Colorado Denver Colorado USA
| | - Valerie A. Dobiesz
- Department of Emergency Medicine Brigham and Women’s HospitalHarvard Medical School Boston Massachusetts USA
| |
Collapse
|
22
|
Mousa M, Boyle J, Skouteris H, Mullins AK, Currie G, Riach K, Teede HJ. Advancing women in healthcare leadership: A systematic review and meta-synthesis of multi-sector evidence on organisational interventions. EClinicalMedicine 2021; 39:101084. [PMID: 34430838 PMCID: PMC8365436 DOI: 10.1016/j.eclinm.2021.101084] [Citation(s) in RCA: 70] [Impact Index Per Article: 23.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/27/2021] [Revised: 07/16/2021] [Accepted: 07/22/2021] [Indexed: 12/28/2022] Open
Abstract
BACKGROUND Women are underrepresented in healthcare leadership, yet evidence on impactful organisational strategies, practices and policies that advance women's careers are limited. We aimed to explore these across sectors to gain insight into measurably advancing women in leadership in healthcare. METHODS A systematic review was performed across Medline via OVID; Medline in-process and other non-indexed citations via OVID; PsycINFO and SCOPUS from January 2000 to March 2021. Methods are outlined in a published protocol registered a priori on PROSPERO (CRD42020162115). Eligible studies reported on organisational interventions for advancing women in leadership with at least one measurable outcome. Studies were assessed independently by two reviewers. Identified interventions were organised into categories and meta-synthesis was completed following the 'ENhancing Transparency in REporting the synthesis of Qualitative research' (ENTREQ) statement. FINDINGS There were 91 eligible studies from 6 continents with 40 quantitative, 38 qualitative and 13 mixed methods studies. These spanned academia, health, government, sports, hospitality, finance and information technology sectors, with around half of studies in health and academia. Sample size, career stage and outcomes ranged broadly. Potentially effective interventions consistently reported that organisational leadership, commitment and accountability were key drivers of organisational change. Organisational intervention categories included i) organisational processes; ii) awareness and engagement; iii) mentoring and networking; iv) leadership development; and v) support tools. A descriptive meta-synthesis of detailed strategies, policies and practices within these categories was completed. INTERPRETATION This review provides an evidence base on organisational interventions for advancing women in leadership across diverse settings, with lessons for healthcare. It transcends the focus on the individual to target organisational change, capturing measurable change across intervention categories. This work directly informs a national initiative with international links, to enable women to achieve their career goals in healthcare and moves beyond the focus on barriers to solutions.
Collapse
Affiliation(s)
- Mariam Mousa
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Epworth Healthcare, Melbourne, VIC, Australia
| | - Jacqueline Boyle
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Epworth Healthcare, Melbourne, VIC, Australia
- Department of Gynaecology, Monash Medical Centre, Melbourne, VIC, Australia
| | - Helen Skouteris
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
| | - Alexandra K Mullins
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
| | - Graeme Currie
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Warwick Business School, Warwick University, United Kingdom
| | - Kathleen Riach
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Adam Smith Business School, University of Glasgow, United Kingdom
| | - Helena J Teede
- Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia
- Endocrine and Diabetes Units, Monash Medical Centre, Melbourne, VIC, Australia
- Corresponding author at: Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, VIC 3168, Australia.
| |
Collapse
|
23
|
Childs E, Remein CD, Bhasin RM, Harris AC, Day A, Sullivan LM, Coleman DL, Benjamin EJ. How to Launch and Continually Enhance an Effective Medical Campus Faculty Development Program: Steps for Implementation and Lessons Learned. J Healthc Leadersh 2021; 13:147-156. [PMID: 34262383 PMCID: PMC8275133 DOI: 10.2147/jhl.s308608] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/26/2021] [Accepted: 05/18/2021] [Indexed: 11/23/2022] Open
Abstract
Purpose Drawing on the decade of experience of Boston University Medical Campus' Faculty Development Office, this paper reports strategies used to launch and continually improve faculty development programming within an academic health sciences campus. Patients and Methods The authors explain the steps that Boston University Medical Campus took to institute their set of faculty development programs, including an overview of resources on how to periodically conduct needs assessments, engage key institutional stakeholders, design and evaluate an array of programming to meet the needs of a diverse faculty, and institute real-time program modifications. Results In a step-by-step guide, and by highlighting vital lessons learned, the authors describe a process by which biomedical educators can create and sustain a robust faculty development office within their own institutions. Conclusion This paper identifies steps to launch and improve faculty development program. Faculty development programs should be expanded to support faculty in academic medical centers.
Collapse
Affiliation(s)
- Ellen Childs
- Division of Health and Environment, Abt Associates, Rockville, MD, USA
| | - Christy D Remein
- Institute of Spirituality and Health, George Washington University, School of Medicine and Health Sciences, Washington, DC, USA
| | | | - Angelique C Harris
- Department of Medicine, Boston University School of Medicine, Boston, MA, USA
| | - Alyssa Day
- Department of Medicine, Boston University School of Medicine, Boston, MA, USA
| | - Lisa M Sullivan
- Department of Biostatistics, Boston University School of Public Health, Boston, MA, USA
| | - David L Coleman
- Department of Medicine, Boston University School of Medicine, Boston, MA, USA
| | - Emelia J Benjamin
- Department of Medicine, Boston University School of Medicine, Boston, MA, USA.,Department of Epidemiology, Boston University School of Public Health, Boston, MA, USA
| |
Collapse
|
24
|
Onumah C, Wikstrom S, Valencia V, Cioletti A. What Women Need: a Study of Institutional Factors and Women Faculty's Intent to Remain in Academic Medicine. J Gen Intern Med 2021; 36:2039-2047. [PMID: 33973153 PMCID: PMC8298726 DOI: 10.1007/s11606-021-06771-z] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/28/2020] [Accepted: 03/29/2021] [Indexed: 10/21/2022]
Abstract
BACKGROUND A longstanding gender gap exists in the retention of women in academic medicine. Several strategies have been suggested to promote the retention of women, but there are limited data on impacts of interventions. OBJECTIVE To identify what institutional factors, if any, impact women faculty's intent to remain in academic medicine, either at their institutions or elsewhere. DESIGN A survey was designed to evaluate institutional retention-linked factors, programs and interventions, their impact, and women's intent to remain at their institutions and within academic medicine. Survey data were analyzed using non-parametric statistics and regression analyses. PARTICIPANTS Women with faculty appointments within departments of medicine recruited from national organizations and specific social media groups. MAIN MEASURES Institutional factors that may be associated with women's decision to remain at their current institutions or within academic medicine. KEY RESULTS Of 410 surveys of women at institutions across the USA, fair and transparent family leave policies and opportunities for work-life integration showed strong associations with intent to remain at one's institution (leave policies: OR 2.22, 95% CI 1.20-4.18, p = 0.01; work-life: OR 4.82, 95% CI 2.50-9.64, p < 0.001) and within academic medicine (leave policies: OR 2.31, 95% CI 1.09-5.03, p = 0.03; work-life: OR 4.66, 95% CI 2.04-11.36, p < 0.001). Other institutional factors associated with intent to remain in academics include peer mentorship (OR 3.16, 95% CI 1.56-6.57, p < 0.01) and women role models (OR 2.21, 95% CI 1.04-4.68, p = 0.04). Institutions helping employees recognize bias, fair compensation and provision of resources, satisfaction with mentorship, peer mentorship, and women role models within the institutions were associated with intent to remain at an institution. CONCLUSIONS Our findings suggest that institutional factors such as support for work-life integration, fair and transparent policies, and meaningful mentorship opportunities appear impactful in the retention of women in academic medicine.
Collapse
Affiliation(s)
- Chavon Onumah
- Department of Medicine, The George Washington University School of Medicine and Health Sciences, Washington, DC, USA.
| | - Sara Wikstrom
- Department of Internal Medicine, University of Utah School of Medicine, Salt Lake City, USA
| | - Victoria Valencia
- Department of Medical Education, University of Texas at Austin Dell Medical School, Austin, USA
| | - Anne Cioletti
- Department of Medicine and Population Health, University of Texas at Austin Dell Medical School, Austin, USA
| |
Collapse
|
25
|
Ha GL, Lehrer EJ, Wang M, Holliday E, Jagsi R, Zaorsky NG. Sex Differences in Academic Productivity Across Academic Ranks and Specialties in Academic Medicine: A Systematic Review and Meta-analysis. JAMA Netw Open 2021; 4:e2112404. [PMID: 34185071 PMCID: PMC8243235 DOI: 10.1001/jamanetworkopen.2021.12404] [Citation(s) in RCA: 31] [Impact Index Per Article: 10.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/17/2022] Open
Abstract
IMPORTANCE Despite equal numbers of men and women entering medical school, women are underrepresented in the upper echelons of academic medicine and receive less compensation and research funding. Citation-related publication productivity metrics, such as the h-index, are increasingly used for hiring, salary, grants, retention, promotion, and tenure decisions. Exploring sex differences in these metrics across academic medicine provides deeper insight into why differences are observed in career outcomes. OBJECTIVE To systematically examine the available literature on sex differences in h-index of academic faculty physicians across all medical specialties and all levels of academic rank. DATA SOURCES Medical literature with the term h-index found in PubMed and published between January 1, 2009, and December 31, 2018, was used. STUDY SELECTION A PICOS (Population, Intervention, Comparison, and Outcomes), PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analyses), and MOOSE (Meta-analysis of Observational Studies in Epidemiology) selection protocol was used to find observational studies that published h-indexes for faculty physicians that were stratified by sex. Studies were excluded if they were review articles, retracted, or unavailable online. Ultimately, 14 of 786 studies (1.78%) met the inclusion criteria. DATA EXTRACTION AND SYNTHESIS Data from 9 studies across 16 specialties were examined using weighted random-effects meta-analyses. Five studies were excluded because of overlapping specialties with another study or because they were missing appropriate statistics for the meta-analysis. Four of these studies were included in qualitative synthesis to bring the total to 13 studies. MAIN OUTCOMES AND MEASURES The primary study outcome was the h-index. RESULTS The meta-analysis included 10 665 North American unique academic physicians across 9 different studies from the years 2009 to 2018. Of the 10 665 physicians, 2655 (24.89%) were women. Summary effect sizes for mean h-indexes of men and women and mean h-index difference between men and women were determined for all faculty physicians and at each academic rank. Overall, female faculty had lower h-indexes than male faculty (mean difference, -4.09; 95% CI, -5.44 to -2.73; P < .001). When adjusting for academic rank, female faculty still had lower h-indexes than male faculty at the ranks of assistant professor (mean difference, -1.3; 95% CI, -1.90 to -0.72; P < .001), associate professor (mean difference, -2.09; 95% CI, -3.40 to -0.78; P = .002), and professor (mean difference, -3.41; 95% CI, -6.24 to -0.58; P = .02). CONCLUSIONS AND RELEVANCE In this systematic review and meta-analysis, women had lower h-indexes than men across most specialties and at all academic ranks, but it is unclear why these differences exist. These findings suggest that future investigation should be conducted regarding the causes of lower h-indexes in women and that interventions should be developed to provide a more equitable environment for all physicians regardless of sex.
Collapse
Affiliation(s)
- Giang L. Ha
- Department of Radiation Oncology, Penn State Cancer Institute, Hershey, Pennsylvania
| | - Eric J. Lehrer
- Department of Radiation Oncology, Icahn School of Medicine at Mount Sinai, New York, New York
| | - Ming Wang
- Department of Public Health Sciences, Division of Biostatistics and Bioinformatics, Penn State Cancer Institute, Hershey, Pennsylvania
| | - Emma Holliday
- Department of Radiation Oncology, The University of Texas MD Anderson Cancer Center, Houston
| | - Reshma Jagsi
- Department of Radiation Oncology, University of Michigan, Ann Arbor
- Center for Bioethics and Social Sciences, University of Michigan, Ann Arbor
| | - Nicholas G. Zaorsky
- Department of Radiation Oncology, Penn State Cancer Institute, Hershey, Pennsylvania
| |
Collapse
|
26
|
Wang YC, Brondolo E, Monane R, Kiernan M, Davidson KW. Introducing the MAVEN Leadership Training Initiative to diversify the scientific workforce. eLife 2021; 10:e69063. [PMID: 34032569 PMCID: PMC8149121 DOI: 10.7554/elife.69063] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/06/2021] [Accepted: 05/14/2021] [Indexed: 11/13/2022] Open
Abstract
Addressing gender and racial-ethnic disparities at all career stages is a priority for the research community. In this article, we focus on efforts to encourage mid-career women, particularly women of color, to move into leadership positions in science and science policy. We highlight the need to strengthen leadership skills for the critical period immediately following promotion to associate/tenured professor - when formal career development efforts taper off while institutional demands escalate - and describe a program called MAVEN that has been designed to teach leadership skills to mid-career women scientists, particularly those from underrepresented groups.
Collapse
Affiliation(s)
- Y Claire Wang
- Department of Health Policy and Management,Mailman School of Public Health, Columbia UniversityNew YorkUnited States
| | - Elizabeth Brondolo
- College of Liberal Arts and Sciences, St. John’s UniversityJamaicaUnited States
| | - Rachel Monane
- Feinstein Institutes for Medical Research, Northwell HealthManhassetUnited States
| | - Michaela Kiernan
- Stanford Prevention Research Center, Department of Medicine, Stanford University School of MedicineStanfordUnited States
| | - Karina W Davidson
- Feinstein Institutes for Medical Research, Northwell HealthManhassetUnited States
- Donald and Barbara Zucker School of Medicine at Hofstra/Northwell, Northwell HealthHempsteadUnited States
| |
Collapse
|
27
|
A Report of Gender Bias and Sexual Harassment in Current Plastic Surgery Training: A National Survey. Plast Reconstr Surg 2021; 147:1454-1468. [PMID: 34019520 DOI: 10.1097/prs.0000000000007994] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
Abstract
BACKGROUND Gender bias and sexual misconduct continue to pervade medicine. The authors hypothesize that gender bias and sexual misconduct disproportionately and negatively affect female plastic surgery trainees. METHODS A national survey of plastic surgery trainees (2018 to 2019) was conducted using previously validated sexual harassment surveys adapted for relevance to plastic surgery. Respondents were queried about experiences with workplace gender bias and harassment; personal and professional impact; and reporting practices. Analyses included chi-square, logistic regression, and analysis of variance. Significance was accepted for values of p < 0.05. RESULTS There were 236 responses (115 female respondents; 20.1 percent response rate). Most respondents were Caucasian (Asian/Pacific Islander, n = 34) residents (n = 123). The feeling of hindrance to career advancement was greater for women, by 10-fold (p < 0.001), and increased with age (p = 0.046). Women felt uncomfortable challenging attitudes regarding gender inequality (p < 0.001), regardless of training levels (p = 0.670) or race (p = 0.300). Gender bias diminished female trainees' career goals/ambition (p < 0.001). Women were more likely to experience sexual harassment, in the form of jokes (p = 0.003) and comments about their body or sexuality (p = 0.014). Respondents reported the majority of perpetrators of harassment to be attending physicians (30 percent) and other trainees (37 percent). Most common reasons to not report incidents included "futility" (29 percent) and "fear" (20 percent). Women experienced at least three symptoms of depression/anxiety, significantly higher than men (p = 0.001). CONCLUSIONS Gender bias and sexual misconduct negatively affect female trainees' attitudes toward their career. Two-thirds of cases of sexual harassment originate from other physicians. Minority trainees are less prepared to address transgressions and more likely to experience sexual coercion. Trainees perceive a culture nonconducive to reporting. These findings can guide changes and discussions surrounding workplace culture in plastic surgery training.
Collapse
|
28
|
Harris CE, Clark SD, Chesak SS, Khalsa TK, Salinas M, Pearson AC, Williams AW, Moeschler SM, Bhagra A. GRIT: Women in Medicine Leadership Conference Participants' Perceptions of Gender Discrimination, Disparity, and Mitigation. Mayo Clin Proc Innov Qual Outcomes 2021; 5:548-559. [PMID: 34195547 PMCID: PMC8240154 DOI: 10.1016/j.mayocpiqo.2021.02.007] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
Objective To assess demographic characteristics and perceptions of female physicians in attendance at a medical conference for women with content focused on growth, resilience, inspiration, and tenacity to better understand major barriers women in medicine face and to find solutions to these barriers. Patients and Methods A Likert survey was administered to female physicians attending the conference (September 20 to 22, 2018). The survey consisted of demographic data and 4 dimensions that are conducive to women's success in academic medicine: equal access, work-life balance, freedom from gender biases, and supportive leadership. Results All of the 228 female physicians surveyed during the conference completed the surveys. There were 70 participants (31.5%) who were in practice for less than 10 years (early career), 111 (50%) who were in practice for 11 to 20 years (midcareer), and 41 (18.5%) who had more than 20 years of practice (late career). Whereas participants reported positive support from their supervisors (mean, 0.4 [SD 0.9]; P<.001), they did not report support in the dimensions of work-life balance (mean, -0.2 [SD 0.8]; P<.001) and freedom from gender bias (mean, -0.3 [SD 0.9]; P<.001). Conclusion Female physicians were less likely to feel support for work-life balance and did not report freedom from gender bias in comparison to other dimensions of support. Whereas there was no statistically significant difference between career stage, trends noting that late-career physicians felt less support in all dimensions were observed. Future research should explore a more diverse sample population of women physicians.
Collapse
Affiliation(s)
| | | | | | | | - Manisha Salinas
- Department of General Internal Medicine, Mayo Clinic, Jacksonville, FL
| | - Amy C.S. Pearson
- Department of Anesthesiology, University of Iowa, Iowa City, Iowa
| | - Amy W. Williams
- Department of Nephrology and Hypertension, Mayo Clinic, Rochester, MN
| | | | - Anjali Bhagra
- Department of General Internal Medicine, Mayo Clinic, Rochester, MN
- Correspondence: Address to Anjali Bhagra, MD, Department of General Internal Medicine, Mayo Clinic, 200 First St SW, Rochester, MN 55905.
| |
Collapse
|
29
|
Massaquoi MA, Reese TR, Barrett J, Nguyen D. Perceptions of Gender and Race Equality in Leadership and Advancement Among Military Family Physicians. Mil Med 2021; 186:762-766. [PMID: 33499502 DOI: 10.1093/milmed/usaa387] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2020] [Revised: 07/15/2020] [Accepted: 10/12/2020] [Indexed: 11/14/2022] Open
Abstract
INTRODUCTION There is increasing interest in assessing gender and race-based disparities in academic medicine and healthcare leadership in civilian medicine and the U.S. Military Health System. Approximately 15% of U.S. active duty service members are women, and racial minorities are 30% of the total active duty force. This study evaluates the following factors among uniformed services family physicians: gender and race representation in attaining early career leadership positions during training and 2 years postresidency; perceptions regarding leadership opportunities and career advancement. METHODS Registered attendees (n = 300) of the 2016 Uniformed Services Academy of Family Physicians Annual Meeting were given a voluntary and anonymous online questionnaire. The main outcomes measured were early leadership assignments and perceptions about command/leadership support, gender roles in leadership assignment, confidence to achieve leadership goals, and being passed over for leadership positions. RESULTS Sixty-eight percent of registered attendees completed the study questionnaire. Statistically significant results, adjusting for service, grade, race, and gender, were that non-Caucasian family physicians were less likely to be chief residents (odds ratio 0.23, 95% CI 0.01-1.00) and less likely to have leadership positions within 2 years postresidency (odds ratio 0.30, 95% CI 0.10-0.91). Female family physicians were more likely to agree that gender has a role in assigning leadership positions (odds ratio 2.33, 95% CI 1.01-5.39). There were no differences in perceptions of command support for leadership; confidence in achieving desired leadership level; or in being passed over for leadership positions. CONCLUSIONS This study provides important information about perceived gender and race equality among uniformed services family physicians. Key findings included that non-Caucasian military family physicians were less likely to attain junior leadership positions or be assigned to academic settings; and female respondents were more likely to agree that gender has a role in assignment of leadership positions. Evaluating composite personnel records of services' family physicians would provide invaluable information to complement this study.
Collapse
Affiliation(s)
- Mariama A Massaquoi
- Carl R. Darnall Army Medical Center, 36065 Santa Fe Ave, Fort Hood, TX 76544, USA
| | - Tyler R Reese
- Madigan Army Medical Center, 9040A Jackson Ave, Joint Base Lewis-McChord, WA 98431, USA
| | - John Barrett
- Uniformed Services University of the Health Sciences, 4301 Jones Bridge Road, Bethesda, MD 20814, USA
| | - Dana Nguyen
- Uniformed Services University of the Health Sciences, 4301 Jones Bridge Road, Bethesda, MD 20814, USA
| |
Collapse
|
30
|
Lydon S, O'Dowd E, Walsh C, O'Dea A, Byrne D, Murphy AW, O'Connor P. Systematic review of interventions to improve gender equity in graduate medicine. Postgrad Med J 2021; 98:300-307. [PMID: 33637640 DOI: 10.1136/postgradmedj-2020-138864] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/20/2020] [Revised: 01/21/2021] [Accepted: 01/28/2021] [Indexed: 11/03/2022]
Abstract
Women are substantially underrepresented in senior and leadership positions in medicine and experience gendered challenges in their work settings. This systematic review aimed to synthesise research that has evaluated interventions for improving gender equity in medicine. English language electronic searches were conducted across MEDLINE, CINAHL, Academic Search Complete, PsycINFO and Web of Science. Reference list screening was also undertaken. Peer-reviewed studies published between 2000 and March 2020 that evaluated interventions to improve gender equity, or the experiences of women, in academic or clinical medicine were reviewed. Dual reviewer data extraction on setting, participants, type of intervention, measurement and outcomes was completed. Methodological rigour and strength of findings were evaluated. In total, 34 studies were included. Interventions were typically focused on equipping the woman (82.4%), that is, delivering professional development activities for women. Fewer focused on changing cultures (20.6%), ensuring equal opportunities (23.5%) or increasing the visibility or valuing of women (23.5%). Outcomes were largely positive (87.3%) but measurement typically relied on subjective, self-report data (69.1%). Few interventions were implemented in clinical settings (17.6%). Weak methodological rigour and a low strength of findings was observed. There has been a focus to-date on interventions which Equip the Woman Interventions addressing systems and culture change require further research consideration. However, institutions cannot wait on high quality research evidence to emerge to take action on gender equity. Data collated suggest a number of recommendations pertaining to research on, and the implementation of, interventions to improve gender equity in academic and clinical settings.
Collapse
Affiliation(s)
- Sinéad Lydon
- School of Medicine, National University of Ireland, Galway, Ireland .,Irish Centre for Applied Patient Safety and Simulation, National University of Ireland, Galway, Ireland
| | - Emily O'Dowd
- Department of General Practice, National University of Ireland, Galway, Ireland
| | - Chloe Walsh
- Department of General Practice, National University of Ireland, Galway, Ireland
| | - Angela O'Dea
- Department of Surgical Affairs, Royal College of Surgeons in Ireland, Dublin, Ireland
| | - Dara Byrne
- School of Medicine, National University of Ireland, Galway, Ireland.,Irish Centre for Applied Patient Safety and Simulation, National University of Ireland, Galway, Ireland
| | - Andrew W Murphy
- Department of General Practice, National University of Ireland, Galway, Ireland
| | - Paul O'Connor
- School of Medicine, National University of Ireland, Galway, Ireland.,Department of General Practice, National University of Ireland, Galway, Ireland
| |
Collapse
|
31
|
Parsons M, Krzyzaniak S, Mannix A, Rocca N, Chan TM, Gottlieb M. Peek at the glass ceiling: gender distribution of leadership among emergency medicine residency programs. Emerg Med J 2020; 38:381-386. [PMID: 33288521 DOI: 10.1136/emermed-2019-208951] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/03/2019] [Revised: 10/02/2020] [Accepted: 10/07/2020] [Indexed: 12/26/2022]
Abstract
BACKGROUND A gender gap in faculty rank at academic institutions exists; however, data among graduate medical education (GME) programmes are limited. There is a need to assess gender disparities in GME leadership, as a lack of female leadership may affect recruitment, role modelling and mentorship of female trainees. This cross-sectional study aimed to describe the current state of gender in programme leadership (department chair, programme director (PD), associate/assistant PD (APD) and clerkship director (CD)) at accredited Emergency Medicine (EM) programmes in the USA to determine whether a gender gap exists. METHODS A survey was distributed to EM residency programmes in the USA assessing demographics and gender distribution among programme leadership. If no response was received, information was collected via the programme's website. Data were organised by position, region and length of the programme. We obtained data on the number of female EM physicians in practice and in training/fellowship in 2017 from the Association of American Medical Colleges. Data analysis was completed using descriptive statistics and χ2 analysis. RESULTS Of the 226 programmes contacted, 148 responded to the survey (66.3%). Among US EM residency programmes, 11.2% of chairs, 34.6% of PDs, 40.5% of APDs and 46.5% of CDs are women. The percentage of female chairs is significantly lower than the percentage of women in practice or in training in EM. The percentage of female PDs did not differ from the percentage of women in practice or in training in EM. The percentage of female APDs and CDs was significantly higher than the percentage of women in practice but did not differ from the percentage in training. There was wide variability across regions. Four-year programmes had more women in PD and APD positions compared with 3-year programmes (p=0.01). CONCLUSIONS While the representation of women in educational roles is encouraging, the number of women holding the rank of chairperson remains disproportionately low. Further studies are needed to evaluate reasons for this and strategies to increase gender equality in leadership roles.
Collapse
Affiliation(s)
- Melissa Parsons
- Department of Emergency Medicine, University of Florida College of Medicine, Jacksonville, Florida, USA
| | - Sara Krzyzaniak
- Department of Emergency Medicine, Stanford University, Stanford, California, USA
| | - Alexandra Mannix
- Department of Emergency Medicine, University of Florida College of Medicine, Jacksonville, Florida, USA
| | - Nicole Rocca
- Department of Emergency Medicine, Queen's University, Kingston, Ontario, Canada
| | - Teresa M Chan
- Division of Emergency Medicine, Department of Medicine, McMaster University Faculty of Health Sciences, Hamilton, Ontario, Canada
| | - Michael Gottlieb
- Department of Emergency Medicine, Rush University Medical Center, Chicago, Illinois, USA
| |
Collapse
|
32
|
Rodríguez JE, Wusu MH, Anim T, Allen KC, Washington JC. Abolish the Minority Woman Tax! J Womens Health (Larchmt) 2020; 30:914-915. [PMID: 33216695 PMCID: PMC8290310 DOI: 10.1089/jwh.2020.8884] [Citation(s) in RCA: 18] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Affiliation(s)
- José E Rodríguez
- Office of Health Equity, Diversity and Inclusion, University of Utah Health, Salt Lake City, Utah, USA
| | - Maria Harsha Wusu
- Family Medicine, Morehouse School of Medicine, Atlanta, Georgia, USA
| | - Tanya Anim
- Family Medicine Residency Program at Lee Health, College of Medicine, Florida State University, Ft. Myers, Florida, USA
| | - Kari-Claudia Allen
- Palmetto Health-USC Family Medicine Residency Program, University of South Carolina School of Medicine, Columbia, South Carolina, USA
| | | |
Collapse
|
33
|
Ford AY, Dannels S, Morahan P, Magrane D. Leadership Programs for Academic Women: Building Self-Efficacy and Organizational Leadership Capacity. J Womens Health (Larchmt) 2020; 30:672-680. [PMID: 33064580 DOI: 10.1089/jwh.2020.8758] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Background: Although numerous programs have evolved to develop leadership skills in women, few have conducted rigorous longitudinal evaluation of program outcomes. The purpose of this evaluation study is to measure the continuing impact of the Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM®) program in its third decade of operation and to compare outcomes for graduates across the two programs (ELAM and Executive Leadership in Academic Technology, Engineering and Science [ELATES at Drexel®]), using a revised Leadership Learning and Career Development (LLCD) Survey. Methods: The LLCD survey was administered to program graduates between 2013 and 2016 upon entry, immediately after graduation, and 2 years after program completion. Two-way mixed effects analysis of variances were used to analyze differences between programs and changes over time. Descriptive statistics and narrative responses were analyzed for trends and themes. Results: Of 287 graduates, 69% responded to all three survey administrations. Respondents rated competencies in strategic finance, organizational dynamics, communities of leadership practice, and personal and professional leadership development as highly important at all points of measurement. Ratings of ability to conduct the selected competencies (i.e., self-efficacy), increased during the program and were maintained over the 2 years that followed. Applications and offers for leadership positions increased over the course of the program and the subsequent 2 years. Respondents showed a strong preference for serving the institution that both sponsored their participation in the leadership program development and supported their continuing contributions to the institution. Personal development goals became more elaborated, institutionally focused, and strategic. Conclusions: The findings support the effectiveness of two national leadership programs in supporting growth and maintenance of graduates' self-efficacy as they advanced in institutional leadership roles. The findings also provide practical direction for leadership professional development curricula and institutional support that can help to decrease the gender gap in academic leadership.
Collapse
Affiliation(s)
- Angela Y Ford
- School of Education, Liberty University, Lynchburg, Virginia, USA
| | - Sharon Dannels
- Graduate School of Education & Human Development, The George Washington University, Washington, District of Columbia, USA
| | - Page Morahan
- Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM) Program for Women, Foundation for Advancement of International Medical Education and Research (FAIMER) Institute, Drexel University College of Medicine, Philadelphia, Pennsylvania, USA
| | - Diane Magrane
- Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM) Program for Women, Drexel University College of Medicine, Philadelphia, Pennsylvania, USA
| |
Collapse
|
34
|
Wozniak TM, Miller E, Williams KJ, Pickering A. Championing women working in health across regional and rural Australia - a new dual-mentorship model. BMC MEDICAL EDUCATION 2020; 20:299. [PMID: 32917210 PMCID: PMC7483507 DOI: 10.1186/s12909-020-02219-w] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/25/2020] [Accepted: 09/02/2020] [Indexed: 05/07/2023]
Abstract
BACKGROUND Mentoring is a critical component of career development and job satisfaction leading to a healthier workforce and more productive outputs. However, there are limited data on mentorship models in regional areas and in particular for women aspiring to leadership positions. Mentorship programs that leverage off experienced mentors from diverse disciplines have the potential to foster the transfer of knowledge and to positively influence job satisfaction and build capacity within the context of workforce shortage. METHODS This study describes a dual-mentorship model of professional development for women working in health in regional and rural Australia. We present the framework and describe the evaluation findings from a 12-month pilot program. RESULTS Both academic and corporate mentors provided diverse perspectives to the mentees during the 12-month period. On average, corporate mentors met with mentees more often, and focused these discussions on strategy and leadership skills whilst academic mentors provided more technical advice regarding academic growth. Mentees reported an improvement in workplace interconnectedness and confidence at the completion of the program. CONCLUSION We developed a framework for establishing a professional mentorship program that matches women working in regional health with mentors from diverse sectors including business, government, philanthropy and health, to provide a holistic approach to improving career satisfaction, institutional productivity and supporting a diverse workforce in regional or resource-poor settings.
Collapse
Affiliation(s)
- Teresa M Wozniak
- Menzies School of Health Research, Charles Darwin University, Darwin, Northern Territory, Australia.
| | - Esther Miller
- Menzies School of Health Research, Charles Darwin University, Darwin, Northern Territory, Australia
| | - Kevin J Williams
- Menzies School of Health Research, Charles Darwin University, Darwin, Northern Territory, Australia
| | - Amelia Pickering
- Menzies School of Health Research, Charles Darwin University, Darwin, Northern Territory, Australia
| |
Collapse
|
35
|
Perry RE, Parikh JR. Mentorship of junior radiologists in nonacademic radiology. Clin Imaging 2020; 64:7-10. [DOI: 10.1016/j.clinimag.2020.02.005] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/15/2019] [Revised: 01/10/2020] [Accepted: 02/19/2020] [Indexed: 11/26/2022]
|
36
|
Oakley M, Zhang MB, O'Donnell J, Potter B, Apollonio S, Stewart JCB, Haden NK, Valachovic RW, Rodriguez TE. Leadership development for early-career educators: Association report on the ADEA summer program for emerging academic leaders. J Dent Educ 2020; 84:1314-1320. [PMID: 33460138 DOI: 10.1002/jdd.12311] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/16/2020] [Accepted: 07/08/2020] [Indexed: 11/10/2022]
Abstract
There is a continuous challenge in academic health education to retain early career faculty members and staff. Attrition rates in the field can be as high as 42% in the first five years of an individual's career and are principally due to a sense that academic careers do not progress at a satisfactory rate. In response to this ongoing issue, the American Dental Education Association launched the Summer Program for Emerging Academic Leaders (ADEA EL) in 2012. The program has supported 301 participants from over 74 academic programs and private practice institutions. This current study describes data collected from program participants in an effort to conduct a thorough review of the program. In all, pre- and post-program data were assessed from faculty members and staff who have participated in the program over its eight-year history. The outcomes of this mixed-methods study describe an assessment of the curriculum (including changes that have occurred over the tenure of the program), the fit of the intended learning outcomes, reasons why a program such as the ADEA EL is needed, and what can be done to provide additional leadership resources and support for faculty members in dental education. This study represents the first time a longitudinal report of a professional development program designed exclusively for early-career faculty and staff has been described in the literature. Its outcomes are intended to be supportive of institutions and other programs focused on support and retention of early faculty and staff.
Collapse
Affiliation(s)
- Marnie Oakley
- Clinical and Faculty Affairs, School of Dental Medicine, The University of Pittsburgh, Pittsburgh, Pennsylvania, USA
| | | | - Jean O'Donnell
- Academic Affairs, School of Dental Medicine, The University of Pittsburgh, Pittsburgh, Pennsylvania, USA
| | - Brad Potter
- Maxillofacial Radiology, School of Dental Medicine, The University of Colorado, Boulder, Colorado, USA
| | - Susan Apollonio
- Educational Leadership and Faculty Development Programming, The American Dental Education Association (ADEA), Washington, District of Columbia, USA
| | - Jeffery C B Stewart
- Interprofessional and Global Collaboration, ADEA, Washington, District of Columbia, USA
| | | | | | | |
Collapse
|
37
|
Farrugia G, Zorn CK, Williams AW, Ledger KK. A Qualitative Analysis of Career Advice Given to Women Leaders in an Academic Medical Center. JAMA Netw Open 2020; 3:e2011292. [PMID: 32697324 PMCID: PMC7376389 DOI: 10.1001/jamanetworkopen.2020.11292] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/11/2022] Open
Abstract
IMPORTANCE Women in academic medicine continue to face systemic obstacles on their paths to leadership. In addition to improving recruitment and advancement opportunities, academic medical centers must facilitate a cultural shift that ensures sustained leadership pathways for women. OBJECTIVE To better understand, from the perspective of women leaders, the workplace and cultural changes that need to take place in academic medicine to increase inclusivity and gender equity. DESIGN, SETTING, AND PARTICIPANTS This qualitative study of 40 women physicians and administrators with senior leadership roles at Mayo Clinic, a nonprofit academic medical center and research institution with campuses in Arizona, Florida, and Minnesota, examined participants' responses to a question regarding their paths to leadership. Replies were submitted between November and December 2018. MAIN OUTCOMES AND MEASURES Women were asked to describe career advice (positive or negative) they had received that was the hardest to accept but, in retrospect, turned out to be valuable. RESULTS Of 40 participants, 25 (63%) were physicians and 15 (37%) were administrators at Mayo Clinic; 27 (68%) had achieved the role of chair or the administrative equivalent. Career experience ranged from 6 to 40 years. Of the 40 women leaders queried, 38 (95%) provided written responses, which were separated into the 4 following categories: leadership styles are perceived as having gendered qualities, attaining leadership skills involves a strategic learning process, collisions between personal life and the workplace should not deter individuals from pursuing leadership roles, and leadership pathways for women involved hurdles. These categories represented a roadmap illuminating perceptions about the academic medical workplace. CONCLUSIONS AND RELEVANCE These findings link generalizable principles to help to drive new strategies for gender parity. Shifting the culture of academic medicine begins with fully understanding impediments to women's advancement. The advice women leaders recounted offered a roadmap as well as a glimpse of the extra effort required for women to succeed amid some of the system's limitations and obstacles. A more complete understanding of gender biases may help to shape future programs to expand inclusivity and establish sustained leadership paths for women.
Collapse
|
38
|
Abstract
BACKGROUND The year 2017 marked the first year women comprised a majority of U.S. medical school matriculants. While more women are pursuing surgical training, within plastic surgery, there is a steady attrition of women advancing in leadership roles. The authors report the current status of women in academic plastic surgery, from trainees to chairwomen and national leadership positions. METHODS The Electronic Residency Applications Service, San Francisco Match, National Resident Matching Program, Association of American Medical Colleges, American Council of Academic Plastic Surgeons, Plastic Surgery Education Network, and professional websites for journals and national societies were accessed for demographic information from 2007 to 2017. RESULTS The number of female integrated pathway applicants remained stable (30 percent), with an increased proportion of female residents from 30 percent to 40 percent. There was an increase in female faculty members from 14.6 percent to 22.0 percent, an increase of less than 1 percent per year. Twelve percent of program directors and 8.7 percent of department heads were women. Nationally, major professional societies and administrative boards demonstrated a proportion of female members ranging from 19 percent to 55 percent (average, 27.7 percent). The proportion of female committee leaders ranged from 0 percent to 50 percent (average, 21.5 percent). Only six societies have had female presidents. No major journal had had a female editor-in-chief. The proportion of female editorial board members ranged from 1 percent to 33 percent (average, 16.1 percent). CONCLUSIONS The authors' study shows a leak in the pipeline at all levels, from trainees to faculty to leadership on the national stage. This report serves as a starting point for investigating reasons for the underrepresentation of talented women in plastic surgery leadership.
Collapse
|
39
|
Affiliation(s)
- Karen M Freund
- The Institute for Clinical Research and Health Policy Studies, and the Division of Internal Medicine and Primary Care, Department of Medicine, Tufts Medical Center, 800 Washington St, Boston, MA, 02111, USA.
| |
Collapse
|
40
|
Chang S, Guindani M, Morahan P, Magrane D, Newbill S, Helitzer D. Increasing Promotion of Women Faculty in Academic Medicine: Impact of National Career Development Programs. J Womens Health (Larchmt) 2020; 29:837-846. [PMID: 32466701 PMCID: PMC7307676 DOI: 10.1089/jwh.2019.8044] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Background: Three national career development programs (CDPs)-Early and Mid-Career Programs sponsored by the Association of American Medical Colleges and the Hedwig van Ameringen Executive Leadership in Academic Medicine sponsored by Drexel University-seek to expand gender diversity in faculty and institutional leadership of academic medical centers. Over 20 years of success and continued need are evident in the sustained interest and investment of individuals and institutions. However, their impact on promotion in academic rank remains unknown. The purpose of the study is to compare promotion rates of women CDP participants and other faculty of similar institutional environment and initial career stage. Methods: The study examined retrospective cohorts of 2,719 CDP participants, 12,865 nonparticipant women, and 26,810 men, from the same institutions, with the same degrees, and first years of appointment in rank. Rates of promotion to Associate and Full Professor ranks in respective cohorts of Assistant and of Associate Professors were compared using Kaplan-Meier survival curves and log-rank tests, and logistic regression adjusting for other predictors of academic success. Results: In adjusted analyses, participants were more likely than men and non-participant women to be promoted to Associate Professor and as likely as men and more likely than non-participant women to be promoted to Full Professor within 10 years. Within 5 years, CDP participants were more likely than nonparticipant women to be promoted to Associate Professor and as likely as to be promoted to Full Professor; in the same interval, participants were promoted to both higher ranks at the same rates as men. For both intervals, nonparticipant women were significantly less likely than men to be promoted to either rank. Conclusions: The higher rates of promotion for women participating in national CDPs support the effectiveness of these programs in building capacity for academic medicine.
Collapse
Affiliation(s)
- Shine Chang
- Division of Cancer Prevention and Population Sciences, Department of Epidemiology, Cancer Prevention Research Training Program, The University of Texas MD Anderson Cancer Center, Houston, Texas, USA
| | - Michele Guindani
- Department of Statistics, University of California, Irvine, Irvine, California, USA
| | - Page Morahan
- Academic Medicine (ELAM) Program for Women, Philadelphia, Pennsylvania, USA
- Foundation for Advancement of International Medical Education and Research (FAIMER) Institutes, Philadelphia, Pennsylvania, USA
- Microbiology and immunology at Drexel, Drexel University College of Medicine, Philadelphia, Pennsylvania, USA
| | - Diane Magrane
- Academic Medicine Program, Obstetrics and Gynecology, Drexel University College of Medicine, Philadelphia, Pennsylvania, USA
| | - Sharon Newbill
- Folkstone: Evaluation Anthropology, Pensacola, Florida, USA
| | - Deborah Helitzer
- College of Health Solutions, Arizona State University, Phoenix, Arizona, USA
| |
Collapse
|
41
|
Granat LM, Weinstein A, Seltzer E, Goldstein L, Mihlbachler M, Chan T, Saggio G. Developing Future Academic Physicians: the Academic Medicine Scholars Program. MEDICAL SCIENCE EDUCATOR 2020; 30:705-711. [PMID: 34457728 PMCID: PMC8368134 DOI: 10.1007/s40670-020-00935-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/13/2023]
Abstract
Retention among academic medicine faculty is problematic, and there has been a decline in the number of physicians pursuing careers in academia. The education of future physicians relies upon physicians who pursue careers in academic medicine. Therefore, efforts must be taken to increase the percentage of physicians who conduct research and/or teach medical trainees. Recognizing this need, the New York Institute of Technology College of Osteopathic Medicine (NYITCOM) established the Academic Medicine Scholars Program ("Scholars Program"), which was designed to prepare outstanding osteopathic medical students for a career in academic medicine. Here we aim to determine the extent to which participants in NYITCOM's Scholars Program go on to pursue research and teaching endeavors during their residency and/or fellowship programs. An anonymous survey was administered to participants in the Scholars Program from 2012 through 2018 and asked about the participants' research and teaching experiences at the following time points: during the Scholars Program, residency, and fellowship, if applicable. Participation in the program led to a significant increase in survey respondents' teaching and research skills and an increased participation in scholarly activity as compared with the national average. The results also demonstrated that the program assisted alumni in securing positions in competitive residency and fellowship programs. As residents and fellows, alumni continued to pursue scholarly endeavors, primarily by publishing abstracts and posters, attending both regional and national conferences, and delivering lectures. We are hopeful that other medical schools will take part in producing capable academic medicine physicians by incorporating a similar program into their curriculum.
Collapse
Affiliation(s)
- Lauren M. Granat
- Department of Clinical Specialties, College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, NY 11568 USA
| | - Anna Weinstein
- Department of Clinical Specialties, College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, NY 11568 USA
| | - Emily Seltzer
- Department of Clinical Specialties, College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, NY 11568 USA
| | - Leslie Goldstein
- Department of Clinical Specialties, College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, NY 11568 USA
| | - Matthew Mihlbachler
- Department of Anatomy, College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, NY 11568 USA
| | - Thomas Chan
- Department of Clinical Specialties, College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, NY 11568 USA
| | - Gregory Saggio
- Department of Clinical Specialties, College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, NY 11568 USA
| |
Collapse
|
42
|
Chaudron LH, Anson E, Bryson Tolbert JM, Inoue S, Cerulli C. Meeting the Needs of Mid-Career Women in Academic Medicine: One Model Career Development Program. J Womens Health (Larchmt) 2020; 30:45-51. [PMID: 32228347 DOI: 10.1089/jwh.2019.8062] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Background: A gender gap in leadership exists in academic medicine. Medical school faculty rosters indicate an overrepresentation of women in entry-level positions. As positions increase in seniority and leadership responsibilities, there is an underrepresentation of women. The reasons for this discrepancy are not fully understood, but the mid-career transition is one career point that some scholars hypothesize is part of the leaky pipeline. The University of Rochester Medical Center developed a career development program (CDP) to focus on this pivotal career developmental time period. We assessed the impact of the CDP on self-assessed knowledge, competence, self-identified goals, and promotions. Materials and Methods: Four cohorts of mid-career women completed preself-assessment and postself-assessment and ranked their current knowledge and competence on 11 topics grouped into 3 career development domains. They identified three personal goals and ranked their success in achieving them at the end of the program. Facilitators followed participants annually for promotions and accomplishments. Results: Fifty-one participants reported statistically significant improvements in knowledge and competency in all domains-promotional, organizational infrastructure, and communication. They identified 148 individual goals that we grouped into 4 categories: career development (32%), leadership (26%), networking (22%), and negotiation (20%), and the majority achieved their individual goals. Upon the last review, 23.5% of women were promoted or received tenure. Conclusions: A CDP targeting the needs of mid-career women faculty in academic medicine improved knowledge and competency in multiple domains. Longitudinal data and comparison to nonparticipants are needed to fully understand its impact.
Collapse
Affiliation(s)
- Linda H Chaudron
- Department of Psychiatry, University of Rochester School of Medicine and Dentistry, Rochester, New York, USA
| | - Elizabeth Anson
- University of Rochester School of Nursing, Rochester, New York, USA
| | - Jane M Bryson Tolbert
- University of Rochester School of Medicine and Dentistry, Office of Faculty Affairs, Rochester, New York, USA
| | - Sachi Inoue
- University of Rochester Susan B. Anthony Center, Rochester, New York, USA
| | - Catherine Cerulli
- Department of Psychiatry, University of Rochester School of Medicine and Dentistry, Rochester, New York, USA.,University of Rochester Susan B. Anthony Center, Rochester, New York, USA
| |
Collapse
|
43
|
Marshall AL, Durani U, Mikhael J. Women in academic medicine leadership: correlation between sex of medical school deans and affiliated academic hospital system CEOs. BMJ LEADER 2020. [DOI: 10.1136/leader-2019-000151] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
Abstract
BackgroundWomen are currently under-represented in ‘C-suite’ leadership positions at academic medical centres, including medical school deans, department chairs and hospital chief executive officers (CEOs). There are many potential reasons for the low percentage of women in academic medical leadership, including lack of mentorship and sponsorship, increased non-work responsibilities compared with men, implicit bias, and others.MethodsWe collected data from 136 fully accredited US allopathic medical schools regarding sex of the medical school dean and sex of the CEO of the largest academic medical centre/teaching hospital affiliate. Schools where students rotate at non-academic centres were excluded from the final analysis, leaving 124 schools where we investigated the relationship between sex of US medical school dean and affiliated academic medical centre CEO.Results16.9% of current medical school deans and 17.7% of affiliated academic medical centre CEOs were female. Systems with one female leader were significantly (6.25-fold, 95% CI 2.22 to 17.56, p=0.001) more likely to have a second female leader, regardless of geographical region or institution type (public vs private).ConclusionsThere is a significant positive association between medical school dean and affiliated academic hospital centre CEO sex. There are many potential factors that could contribute to this positive association, including mentorship, sponsorship and medical system consciousness about gender equity, among others. This relationship is important to recognise as we strive for more gender parity for women in positions of leadership in academic medicine.
Collapse
|
44
|
Seidman G, Pascal L, McDonough J. What benefits do healthcare organisations receive from leadership and management development programmes? A systematic review of the evidence. BMJ LEADER 2020. [DOI: 10.1136/leader-2019-000141] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
Abstract
IntroductionLeadership and management training/development programmes have gained increasing institutional attention in healthcare organisations, and they have a wide variety of formats and approaches. However, limited evidence exists about effects of these programmes for the organisations that sponsor them. A minority of healthcare systems in the USA measure the impact of these programmes on organisational metrics such as staff turnover or cost savings. This systematic review sought to answer the question, ‘What evidence exists that leadership and/or management development and training programs yield benefits for health care organizations?’ These benefits could include return on investment, improved productivity/cohesion/teaming, or increased use of specific management skills (eg, strategic planning) that would directly benefit the organisation.MethodsWe followed Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines to conduct a systematic review of the relevant literature. We conducted two searches in PubMed and one in ABI/Inform, a business literature database. All articles included for the study were further categorised according to their relevance for answering the research questions, using predefined criteria based on their methodology and reported findings.ResultsOur search included 2462 studies, of which 55 met criteria for inclusion. We identified four potential organisation-level benefits to leadership and management training programmes: benefits to other staff (besides those who participate in the programmes), improved patient safety and satisfaction, tangible benefits from projects that were part of the programme and improved ability/confidence using leadership-related skills by programme participants. However, the research base on this topic is limited.ConclusionAlthough this research identified potential benefits of leadership and management programmes at the organisation level, additional research is needed to make definitive conclusions about their impact.
Collapse
|
45
|
Agrawal P, Madsen TE, Lall M, Zeidan A. Gender Disparities in Academic Emergency Medicine: Strategies for the Recruitment, Retention, and Promotion of Women. AEM EDUCATION AND TRAINING 2020; 4:S67-S74. [PMID: 32072109 PMCID: PMC7011407 DOI: 10.1002/aet2.10414] [Citation(s) in RCA: 32] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/29/2019] [Revised: 11/08/2019] [Accepted: 11/13/2019] [Indexed: 05/19/2023]
Abstract
Although women comprise half of all medical students, the number of female academic emergency medicine (EM) physicians remains at approximately 27%. In addition, despite having equivalent credentials, female EM faculty remain underrecognized and undercompensated when compared to their male counterparts. Recent studies have shown superior outcomes among patients treated by EM physicians who are women; however, disparities in advancement persist. This white paper, prepared on behalf of the Academy for Women in Academic Emergency Medicine, describes recent evidence demonstrating gender disparities in the EM workforce including content presented at the 2019 Society for Academic Emergency Medicine Annual Scientific Meeting. The authors describe strategies to address the identified problems. Specific recommendations include individual as well as institutional/systems-level approaches to creating directed programming and initiatives to recruit, support, and promote women at all aspects of the career continuum.
Collapse
|
46
|
Bridging the Gender Gap in Critical Care Practice. Int Anesthesiol Clin 2020; 57:132-143. [PMID: 30864996 DOI: 10.1097/aia.0000000000000223] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
|
47
|
Flaherty SM, Misra M, Scott-Vernaglia SE, Taveras EM, Israel EJ. Psyche Meets the Gatekeepers: Creating a More Humane Culture for Women in Medicine. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2019; 94:1665-1669. [PMID: 30998579 DOI: 10.1097/acm.0000000000002766] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
Abstract
In the Greek myth of Psyche and Eros, Psyche must fulfill four seemingly impossible tasks to achieve full consciousness before she can be reunited with her bridegroom, Eros. From early childhood, girls and women can encounter gender stereotyping, sexual harassment and assault, and other gender-related challenges. Although both men and women can face mistreatment in medical school, female students experience sexual harassment and sexual assault at higher rates than male students. In medical training and career advancement, women often face additional obstacles unrelated to the formal education of physicians, such as salary and promotional disparities, and lack of mentorship, sponsorship, or role models. The suicide rate for male physicians is nearly 1.5 times higher than the general population; for female physicians, it is more than twice as high. Parenthood can pose additional challenges for mothers and fathers early in their academic careers, and women are vastly underrepresented as they try to move past the "gatekeepers" into leadership roles. Using the framework of the Psyche and Eros myth to examine the trajectory of a female physician's career, this article provides insights into these challenges, as well as strategies to address some of these inequities, such as programs to support female promotion and leadership, expanded mentorship and mentor models, sponsorship opportunities, leadership accountability, implicit bias training, and others. The authors call for the participation of both men and women as essential in ventures to create a more humane environment for the training and practice of medicine.
Collapse
Affiliation(s)
- Susan M Flaherty
- S.M. Flaherty is communications director, Center for Celiac Research and Treatment, MassGeneral Hospital for Children, Boston, Massachusetts; ORCID: http://orcid.org/0000-0002-5153-0218. M. Misra is professor of pediatrics, Harvard Medical School, and chief, Division of Pediatric Endocrinology, MassGeneral Hospital for Children, Boston, Massachusetts. S.E. Scott-Vernaglia is assistant professor of pediatrics, Harvard Medical School, and director, Pediatric Residency Program, MassGeneral Hospital for Children, Boston, Massachusetts. E.M. Taveras is professor of pediatrics, Harvard Medical School, and chief, Division of General Pediatrics, MassGeneral Hospital for Children, Boston, Massachusetts. E.J. Israel is assistant professor of pediatrics, Harvard Medical School, and associate unit chief, Division of Pediatric Gastroenterology and Nutrition, MassGeneral Hospital for Children, Boston, Massachusetts
| | | | | | | | | |
Collapse
|
48
|
Perry RE, Parikh JR. Sponsorship: A Proven Strategy for Promoting Career Advancement and Diversity in Radiology. J Am Coll Radiol 2019; 16:1102-1107. [DOI: 10.1016/j.jacr.2019.04.018] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/08/2019] [Revised: 04/24/2019] [Accepted: 04/25/2019] [Indexed: 11/26/2022]
|
49
|
Danhauer SC, Tooze JA, Barrett NA, Blalock JS, Shively CA, Voytko ML, Crandall SJ. Development of an Innovative Career Development Program for Early-Career Women Faculty. Glob Adv Health Med 2019; 8:2164956119862986. [PMID: 31360616 PMCID: PMC6636414 DOI: 10.1177/2164956119862986] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/06/2018] [Revised: 05/01/2019] [Accepted: 05/21/2019] [Indexed: 11/16/2022] Open
Abstract
Objective Our institutional Women in Medicine & Science Program (formerly the Office of Women in Medicine and Science) developed the Early Career Development Program for Women to promote the careers of women faculty. At 6 monthly sessions, participants learn relevant content (imposter syndrome, strengths, change style, career management, assertive communication, feedback, personal influence, conflict management, negotiation, importance of mentors, resilience, and self-care); exchange ideas; and expand their professional networks. Here, we report changes in participants' career skills/knowledge, confidence, and perceptions of the current environment after attending the program. Method Between 2014 and 2017, participants (N = 65) completed pre- and post-program surveys that assessed career knowledge and skills, confidence, and perceptions of the current environment and provided program feedback. Results Most skills showed pre-post significant improvement. The greatest increases occurred in knowing paths to promotion, tailoring communication style, ability to manage conflict, and ability to handle personal-professional role balance. Women reported a significant increase for all items measuring confidence. Among these items, establishing networks, understanding institutional culture, providing feedback, motivating others, strategic planning, delegating, and conflict management had the largest increases. Overall, 89.3% of respondents rated the program impact as very strong/profound, 98.5% rated the concepts as essential, 95.2% rated the skills as essential, and 90.8% rated the sense of community with women in their class as very/extremely close. Conclusions Work-related skills/knowledge, confidence, and perceptions of the current environment increased significantly among program participants. These early-career women faculty indicated that the program augmented the skills needed to develop their careers in an academic medical center.
Collapse
Affiliation(s)
- Suzanne C Danhauer
- Department of Social Sciences and Health Policy, Wake Forest School of Medicine, Winston-Salem, North Carolina
| | - Janet A Tooze
- Department of Biostatistics and Data Science, Wake Forest School of Medicine, Winston-Salem, North Carolina
| | - Natalie Am Barrett
- Office of Faculty Affairs, Wake Forest School of Medicine, Winston-Salem, North Carolina
| | - Jamie S Blalock
- Department of Physician Assistant Studies, Wake Forest School of Medicine, Winston-Salem, North Carolina
| | - Carol A Shively
- Department of Pathology-Comparative Medicine, Wake Forest School of Medicine, Winston-Salem, North Carolina
| | - Mary Lou Voytko
- Department of Neurobiology and Anatomy, Wake Forest School of Medicine, Winston-Salem, North Carolina
| | - Sonia J Crandall
- Department of Physician Assistant Studies, Wake Forest School of Medicine, Winston-Salem, North Carolina
| |
Collapse
|
50
|
Smith DA, Arnold WL, Krupinski EA, Powell C, Meltzer CC. Strategic Talent Management: Implementation and Impact of a Leadership Development Program in Radiology. J Am Coll Radiol 2019; 16:992-998. [DOI: 10.1016/j.jacr.2018.12.030] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/17/2018] [Revised: 12/16/2018] [Accepted: 12/19/2018] [Indexed: 10/27/2022]
|