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Yanez B, Perry LM, Peipert JD, Kuharic M, Taub C, Garcia SF, Diaz A, Buitrago D, Mai Q, Gharzai LA, Cella D, Kircher SM. Exploring the Relationship Among Financial Hardship, Anxiety, and Depression in Patients With Cancer: A Longitudinal Study. JCO Oncol Pract 2024:OP2400025. [PMID: 39146505 DOI: 10.1200/op.24.00025] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/10/2024] [Revised: 06/04/2024] [Accepted: 07/17/2024] [Indexed: 08/17/2024] Open
Abstract
PURPOSE Financial hardship (FH) is a complex issue in cancer care, affecting material conditions, well-being, and coping behaviors. This study aimed to longitudinally examine FH, anxiety, depressive symptoms, and their associations while incorporating social determinants of health and health care cost covariates in a sample of patients diagnosed with cancer. METHODS This prospective, longitudinal cohort study analyzed data from 2,305 participants from the Northwestern University Improving the Management of Symptoms during and following Cancer Treatment trial. Outcomes assessed at baseline and at 3, 6, 9, and 12 months postbaseline included depressive symptoms, anxiety, and FH. Analysis involved random intercept cross-lagged panel models to explore between- and within-person effects, incorporating factors such as age, sex, insurance status, neighborhood area deprivation, health care charges, out-of-pocket costs, and health literacy. RESULTS The cohort had a mean age of 60.7 (standard deviation [SD] = 12.7) years and was mostly female (64.9%) and White (86.2%). Correlations were found between FH and depressive symptoms (r = 0.310) and anxiety (r = 0.289). A predictive relationship was observed between FH and depressive symptoms, with baseline and 6-month depressive symptom levels predicting later FH (baseline β = .079, P = .070; 6-month β = .072, P = .081) and 9-month FH significantly predicting 12-month depressive symptoms (β = .083, P = .025), even after accounting for health care charges and out-of-pocket costs. Baseline and 9-month anxiety showed a predictive relationship with subsequent FH (baseline β = .097, P = .023; 9-month β = .071, P = .068). CONCLUSION FH emerged as a prominent issue, with nearly half of participants experiencing some level of FH. Depressive symptoms and anxiety were related to FH. These findings underscore the need for a comprehensive approach in cancer care that concurrently addresses anxiety, depressive symptoms, and FH, recognizing their interconnected impact.
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Affiliation(s)
- Betina Yanez
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Robert H Lurie Comprehensive Cancer Center, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Laura M Perry
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Center for Health Outcomes, Implementation, and Community-Engaged Science, Tulane University School of Medicine, New Orleans, LA
- Louisiana Cancer Research Center, New Orleans, LA
| | - John Devin Peipert
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Maja Kuharic
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Department of Pharmacy Systems, Outcomes and Policy, University of Illinois Chicago College of Pharmacy, Chicago, IL
| | - Chloe Taub
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Sofia F Garcia
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Robert H Lurie Comprehensive Cancer Center, Northwestern University Feinberg School of Medicine, Chicago, IL
- Department of Psychiatry & Behavioral Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Institute for Public Health and Medicine, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Alma Diaz
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Diana Buitrago
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Quan Mai
- The Enterprise Data Warehouse (EDW), Northwestern Medicine, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Laila A Gharzai
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Robert H Lurie Comprehensive Cancer Center, Northwestern University Feinberg School of Medicine, Chicago, IL
- Department of Radiation Oncology, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - David Cella
- Department of Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Robert H Lurie Comprehensive Cancer Center, Northwestern University Feinberg School of Medicine, Chicago, IL
- Department of Psychiatry & Behavioral Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL
- Institute for Public Health and Medicine, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Sheetal M Kircher
- Robert H Lurie Comprehensive Cancer Center, Northwestern University Feinberg School of Medicine, Chicago, IL
- Division of Hematology and Oncology, Department of Medicine, Northwestern University Feinberg School of Medicine, Chicago, IL
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Falcon DJ, Bustos VP, Mahmoud AA, Lee BT. Gender Diversity Among Reconstructive Microsurgery Studies Based on the Relative Citation Ratio: An 18-Year Analysis. Ann Plast Surg 2024:00000637-990000000-00494. [PMID: 38980935 DOI: 10.1097/sap.0000000000004038] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/11/2024]
Abstract
BACKGROUND Gender disparities in plastic surgery authorship have been previously described in the literature. The relative citation ratio (RCR) index is a new metric that normalizes citation rates for field and time, which can be utilized to compare authors. This study aims to evaluate differences in gender authorship in reconstructive microsurgery (RM) papers, as well as the impact of gender on the RCR index. METHODS A PubMed query isolated RM studies between 2002 and 2020 across the 3 highest impact PS journals. Author names and RCR information were collected from NIH iCite. The likely gender was adjudicated by using NamSor-Software. Unpaired Wilcoxon rank-sum and chi-square tests were used to assess differences between groups. RESULTS Of 1146 articles (2172 authors), there was a significant difference between the proportion of females as senior authors compared to first authors (P < 0.001). Overall, females represented 15.4% of all authors, 19.7% of first authors, and 11.3% of senior authors. Males had a significantly higher weighted RCR (P < 0.0001) and number of publications (P < 0.0001), which remained significant when stratified by first and senior author. Female authors collectively had a higher mean RCR (P = 0.008) and among first authors (P < 0.0001), with no significant difference among senior authors (P = 0.47). CONCLUSION A considerably greater number of males are publishing in reconstructive microsurgery compared to females, with significantly more males being senior authors compared to first authors. Males had higher weighted RCR scores and publications compared to females. This study suggests that equity in gender authorship within the field is yet to be achieved.
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Affiliation(s)
- Dominick J Falcon
- From the Division of Plastic and Reconstructive Surgery, Beth Israel Deaconess Medical Center, Harvard Medical School, Boston, MA
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Szczygiel LA, Greene AK, Cutter CM, Jones RD, Feldman EL, Paradis KC, Settles IH, Singer K, Spector ND, Stewart AJ, Ubel PA, Jagsi R. Professional Experiences and Career Trajectories of Mid- to Senior-Career Women Clinician-Scientists: A Qualitative Study. JAMA Netw Open 2024; 7:e246040. [PMID: 38602674 PMCID: PMC11253288 DOI: 10.1001/jamanetworkopen.2024.6040] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/20/2023] [Accepted: 02/13/2024] [Indexed: 04/12/2024] Open
Abstract
Importance Despite increasing evidence and recognition of persistent gender disparities in academic medicine, qualitative data detailing the association of gender-based experiences with career progression remain sparse, particularly at the mid- to senior-career stage. Objective To investigate the role gender has played in everyday professional experiences of mid- to senior-career women clinician-scientists and their perceptions of gender-related barriers experienced across their careers. Design, Setting, and Participants In this qualitative study, a total of 60 of 159 invited clinician-scientists who received National Institutes of Health K08 or K23 awards between 2006 and 2009 and responded to a survey in 2021 agreed to participate. Invitees were selected using random, purposive sampling to support sample heterogeneity. Semistructured in-depth interviews were conducted January to May 2022. For this study, interviews from 31 women were analyzed using the framework approach to thematic analysis. Data analyses were performed between August and October 2023. Main Outcomes and Measures Descriptive themes of participant experiences of gender and gender-based barriers in academic medicine. Results A total of 31 women clinician-scientists (8 identifying as Asian [25.8%], 14 identifying as White [45.2%], and 9 identifying as members of a minority group underrepresented in medicine [29.0%]; 14 aged 40-49 years [45.2%] and 14 aged 50-59 years [45.2%]) were included. Among them, 17 participants (54.8%) had children who required adult supervision or care, 7 participants (22.6%) had children who did not require supervision or care, and 6 participants (19.4%) did not have children. There were 4 dominant themes identified within participant experiences in academic medicine: the mental burden of gendered expectations at work and home, inequitable treatment of women in bureaucratic processes, subtle and less subtle professional exclusion of women, and value of communities built on shared identities, experiences, and solidarity. Conclusions and Relevance This study found that women perceived the institution of academic medicine as a male-centric system misaligned with the needs of women, with associated feelings of exclusion, disillusionment, and loss of trust in their institutions. Findings suggest that the confluence of domestic obligations and unaccommodating institutional environments may make it difficult for women clinician-scientists to achieve established timelines of career progression and productivity; these findings may have long-term implications for the well-being and retention of women in academic medicine.
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Affiliation(s)
| | - Amanda K. Greene
- Center for Bioethics and Social Sciences in Medicine, University of Michigan Medical School, Ann Arbor
| | - Christina M. Cutter
- Department of Emergency Medicine, University of Michigan Medical School, Ann Arbor, Michigan
| | - Rochelle D. Jones
- Department of Radiation Oncology, Emory University, Atlanta, Georgia
| | - Eva L. Feldman
- Department of Neurology, University of Michigan Medical School, Ann Arbor
| | - Kelly C. Paradis
- Department of Radiation Oncology, University of Michigan Medical School, Ann Arbor
| | - Isis H. Settles
- Department of Psychology, University of Michigan, Ann Arbor
- Department of Afroamerican and African Studies, University of Michigan, Ann Arbor
- Department of Women’s and Gender Studies, University of Michigan, Ann Arbor
| | - Kanakadurga Singer
- Department of Pediatrics, University of Michigan Medical School, Ann Arbor
| | - Nancy D. Spector
- Department of Pediatrics, Drexel University College of Medicine, Philadelphia, Pennsylvania
| | - Abigail J. Stewart
- Department of Psychology, University of Michigan, Ann Arbor
- Department of Women’s and Gender Studies, University of Michigan, Ann Arbor
| | - Peter A. Ubel
- Duke University School of Medicine, Durham, North Carolina
| | - Reshma Jagsi
- Department of Radiation Oncology, Emory University, Atlanta, Georgia
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Kim SG, Russel SM, Stack TJ, Frank-Ito DO, Farzal Z, Ebert CS, Buckmire RA, DeMason CE, Shah RN. Limitations in Faculty Advancement for Underrepresented Groups in Academic Otolaryngology. Laryngoscope 2024; 134:1625-1632. [PMID: 37847098 PMCID: PMC10947976 DOI: 10.1002/lary.31110] [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] [Received: 05/01/2023] [Revised: 09/21/2023] [Accepted: 09/29/2023] [Indexed: 10/18/2023]
Abstract
OBJECTIVE Despite the increasing racial diversity of the United States, representation in academic medicine faculty does not reach concordance with the general population and worsens with higher rank. Few studies have examined this within academic Otolaryngology and surgical subspecialties. This project aims to compare rank equity in academic Otolaryngology on self-reported gender and race/ethnicity between the years 2000 and 2020. METHODS Publicly available data were obtained from the Association of American Medical Colleges under the "Data & Reports" section for the years 2000 and 2020. The report comprised of full-time faculty from all U.S. medical schools. To determine parity between faculty ranks across gender and race/ethnicity, rank equity index (REI) was calculated for associate/assistant, professor/associate, and professor/assistant professor comparisons. RESULTS The percentage of women faculty in Otolaryngology has increased from 21% in 2000 to 37% in 2020; however, they did not achieve parity at all rank comparisons for both years. On the contrary, men were above parity at all rank comparisons. Improvements in rank equity occurred for Black/African American (Black) and Hispanic Latino/Spanish Origin (Latine) faculty between the years 2000 and 2020; however, when accounting for gender, benefits were concentrated among men. CONCLUSION Advancement along the academic ladder is limited for women of all racial groups in academic Otolaryngology. While improved rank equity was seen for Black and Latine faculty, these improvements were largely among men. Future directions should aim to identify barriers to recruitment, retention, and promotion for women and underrepresented in medicine (URiM) academic otolaryngologists and create interventions that diversify Otolaryngology faculty at all ranks. LEVEL OF EVIDENCE NA Laryngoscope, 134:1625-1632, 2024.
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Affiliation(s)
- Sul Gi Kim
- University of North Carolina School of Medicine Chapel Hill, Chapel Hill, North Carolina
| | - Sarah M. Russel
- Department of Otolaryngology-Head and Neck Surgery, University of North Carolina School of Medicine, Chapel Hill, NC
| | - Taylor J. Stack
- University of North Carolina School of Medicine Chapel Hill, Chapel Hill, North Carolina
| | - Dennis O. Frank-Ito
- Department of Head and Neck Surgery & Communication Sciences, Duke University, Durham, North Carolina
| | - Zainab Farzal
- Department of Otolaryngology- Head and Neck Surgery, University of California, San Francisco, California
| | - Charles S. Ebert
- Department of Otolaryngology-Head and Neck Surgery, University of North Carolina School of Medicine, Chapel Hill, NC
| | - Robert A. Buckmire
- Department of Otolaryngology-Head and Neck Surgery, University of North Carolina School of Medicine, Chapel Hill, NC
| | - Christie E. DeMason
- Department of Otolaryngology-Head and Neck Surgery, University of North Carolina School of Medicine, Chapel Hill, NC
| | - Rupali N. Shah
- Department of Otolaryngology-Head and Neck Surgery, University of North Carolina School of Medicine, Chapel Hill, NC
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Naseer B, Insaf Ahmed RA, Ali M, Talha M, Azizullah S, Anwar A. Unveiling the gender gap in research: a bibliometric analysis of the 100 most-cited articles on food-borne pathogen outbreaks from 1990 to 2020. GMS HYGIENE AND INFECTION CONTROL 2024; 19:Doc12. [PMID: 38655120 PMCID: PMC11035908 DOI: 10.3205/dgkh000467] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Figures] [Subscribe] [Scholar Register] [Indexed: 04/26/2024]
Abstract
Introduction Despite a recent increase in the representation of female authors in scientific literature, a significant gap persists concerning the inclusion of women in research. This necessitates the analysis of published literature from a gender perspective. This study aimed to provide gender distribution in authorship in the 100 most-cited articles on food-borne pathogen outbreaks from 1990 to 2020. Methods Bibliometric analysis was conducted using the Scopus database. Two reviewers were selected to search the database. We included the 100 most-cited articles on foodborne outbreak investigations. The analysis was conducted using Statistical Package for Social Sciences (SPSS) version 26 and Microsoft Excel version 2016. The citation data, including total citations, citations per year, and representation of women as first and senior authors, was analyzed in terms of frequencies, mean, median, and interquartile range. The correlation between journal impact factor and the representation of women in high-impact factor journals was determined. A p-value of <0.05 was considered significant. Results Most of the top-cited articles were published between 2001 and 2010 (n=47). The top 3 most-cited articles were from the USA. Of the total 100 articles, women were the first and last authors in 46% and 28% of the articles, respectively, reflecting a significant gender gap. However, the proportion of females as principal investigators gradually increased from 25% (n=10/30) to 52% (n=24/47) during the period 2001-2010 and to 92% (n=12/13) during 2011-2020. The USA had the highest number of included articles (n=48), and women were principal authors in 56% (n=27) of them. The lowest representation of women was observed in Austria, Denmark, Japan, Netherlands, New Zealand, Nigeria, Portugal, and the United Kingdom. Conclusion Women are under-represented in published literature on food-borne pathogen outbreaks. Although the representation of women as principal authors has recently increased, disparities still exist at the senior-author level, calling for women's advancement in academic science.
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Affiliation(s)
- Bisal Naseer
- King Edward Medical University, Lahore, Pakistan
| | | | - Mohsan Ali
- King Edward Medical University, Lahore, Pakistan
| | - Muhammad Talha
- Combined Military Hospital Medical College, Lahore, Pakistan
| | | | - Amar Anwar
- King Edward Medical University, Lahore, Pakistan
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Chaudron LH, Dandar V, Lautenberger D, Bunton SA, Gordon LK, Ellinas EH. Satisfaction of Women Faculty in Academic Medicine. J Womens Health (Larchmt) 2024; 33:132-140. [PMID: 38061049 DOI: 10.1089/jwh.2023.0152] [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: 02/18/2024] Open
Abstract
Purpose: Research about academic medicine women faculty has focused on comparisons of men and women or specific groups who achieved leadership. To better understand the low percentages of women in academic medicine leadership, attention should be paid to the career continuum within genders. Study findings will inform policies and programs to support women in building careers and acquiring leadership positions. Materials and Methods: Association of American Medical Colleges (AAMC) StandPoint Faculty Engagement Survey data are used to describe and compare women assistant, associate and full professors' perceptions of (1) career development and advancement opportunities, and (2) a culture and climate that fosters diversity, equity, and inclusion. Specific similarities and differences with men are highlighted. Results: Fifty-nine percent of women respondents were assistant, 25% associate, and 16% full professors. Associate professors of both genders were the least satisfied on the main measures. Women were less satisfied than men at each career stage across the majority of variables. Among women, fewer than half of full and associate professors, and 52% of assistant professors believe they can express their opinions without fear of retribution. While the majority at all ranks (69%-75%) report feeling respected in the workplace, among those who did not, the highest percentage of disrespect based on gender was among associate professors. Conclusions: The perceptions of >7,500 academic medicine women faculty, representing different generations and ranks, underscore the need to broadly address gender inequity and sexism throughout the career continuum. It identifies the mid-career stage as a challenging experience for both men and women. Women, especially at the associate professor rank, remain a critically dissatisfied and underresourced group that is at risk for underutilization and potentially exit from academic medicine. All ranks of women need career development and equitable policies to support their sense of belonging and career advancement.
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Affiliation(s)
- Linda H Chaudron
- Department of Medical Education, Maine Medical Center, Portland, Maine, USA
- Department of Psychiatry, Tufts University School of Medicine, Boston, Massachusetts, USA
| | - Valerie Dandar
- Medical School Operations Research, Association of American Medical Colleges, Washington, District of Columbia, USA
| | - Diana Lautenberger
- Gender Equity Initiatives, Association of American Medical Colleges, Washington, District of Columbia, USA
| | - Sarah A Bunton
- Adjunct Faculty, University Studies, Portland State University, Portland, Oregon, USA
| | - Lynn K Gordon
- Department of Ophthalmology, David Geffen School of Medicine at University of California, Los Angeles, Los Angeles, California, USA
| | - Elizabeth H Ellinas
- Department of Anesthesiology, MCW Center for the Advancement of Women in Science and Medicine (AWSM), Medical College of Wisconsin, Milwaukee, Wisconsin, USA
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Clark CT, Payne JL. Gender Diversity in the Psychiatric Workforce: It's Still a (White) Man's World in Psychiatry. Child Adolesc Psychiatr Clin N Am 2024; 33:45-52. [PMID: 37981335 DOI: 10.1016/j.chc.2023.06.005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/21/2023]
Abstract
Academic psychiatry has slightly higher rates of women in the upper ranks and leadership positions than academic medicine as a whole but women continue to be seriously underrepresented. Psychiatry departments should take specific steps to address barriers for women in psychiatry including harassment and discrimination, Imposter Syndrome, lack of mentorship and sponsorship, work-life integration issues, and overinvolvement in nonpromotion generating activities. Addressing these barriers within academic psychiatry will improve the environment for all minorities.
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Affiliation(s)
- Crystal T Clark
- Department of Psychiatry, University of Toronto, Women's College Hospital, 76 Grenville Street, Toronto, ON M5S 1B2, Canada; Department of Obstetrics and Gynecology.
| | - Jennifer L Payne
- Department of Psychiatry and Neurobehavioral Sciences, University of Virginia, PO Box 800548, Charlottesville, VA 22908, USA.
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Ioannidis JPA, Boyack KW, Collins TA, Baas J. Gender imbalances among top-cited scientists across scientific disciplines over time through the analysis of nearly 5.8 million authors. PLoS Biol 2023; 21:e3002385. [PMID: 37988334 PMCID: PMC10662734 DOI: 10.1371/journal.pbio.3002385] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/21/2023] [Accepted: 10/16/2023] [Indexed: 11/23/2023] Open
Abstract
We evaluated how the gender composition of top-cited authors within different subfields of research has evolved over time. We considered 9,071,122 authors with at least 5 full papers in Scopus as of September 1, 2022. Using a previously validated composite citation indicator, we identified the 2% top-cited authors for each of 174 science subfields (Science-Metrix classification) in 4 separate publication age cohorts (first publication pre-1992, 1992 to 2001, 2002 to 2011, and post-2011). Using NamSor, we assigned 3,784,507 authors as men and 2,011,616 as women (for 36.1% gender assignment uncertain). Men outnumbered women 1.88-fold among all authors, decreasing from 3.93-fold to 1.36-fold over time. Men outnumbered women 3.21-fold among top-cited authors, decreasing from 6.41-fold to 2.28-fold over time. In the youngest (post-2011) cohort, 32/174 (18%) subfields had > = 50% women, 97/174 (56%) subfields had > = 30% women, and 3 subfields had = <10% women among the top-cited authors. Gender imbalances in author numbers decreased sharply over time in both high-income countries (including the United States of America) and other countries, but the latter had little improvement in gender imbalances for top-cited authors. In random samples of 100 women and 100 men from the youngest (post-2011) cohort, in-depth assessment showed that most were currently (April 2023) working in academic environments. 32 women and 44 men had some faculty appointment, but only 2 women and 2 men were full professors. Our analysis shows large heterogeneity across scientific disciplines in the amelioration of gender imbalances with more prominent imbalances persisting among top-cited authors and slow promotion pathways even for the most-cited young scientists.
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Affiliation(s)
- John P. A. Ioannidis
- Department of Medicine, Stanford University, Stanford, California, United States of America
- Department of Epidemiology and Population Health, Stanford University, Stanford, California, United States of America
- Department of Biomedical Data Science, Stanford University, Stanford, California, United States of America
- Department of Statistics, Stanford University, Stanford, California, United States of America
- Meta-Research Innovation Center at Stanford, Stanford University, Stanford, California, United States of America
| | - Kevin W. Boyack
- SciTech Strategies, Inc., Albuquerque, New Mexico, United States of America
| | | | - Jeroen Baas
- Research Intelligence, Elsevier B.V., Amsterdam, the Netherlands
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Shenvi C, Drake A, Pisano E, Girdler S, Nicholson W, Boggess K. Addressing the Gender Gap in Academic Success: A History of the University of North Carolina Association of Professional Women in the Medical Sciences. Cureus 2023; 15:e49660. [PMID: 38161937 PMCID: PMC10756327 DOI: 10.7759/cureus.49660] [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] [Accepted: 11/25/2023] [Indexed: 01/03/2024] Open
Abstract
Despite efforts at many institutions, nationally, women still lag behind their male counterparts in leadership, promotion, and seniority. In this paper, we describe the efforts to improve the environment for women faculty at one large academic medical center through the creation of an Association of Professional Women in Medical Sciences. Over the years, the group has helped influence policies that directly affect women faculty, provided high-yield programming on topics related to women's success, and created interprofessional networking opportunities for women faculty. We describe the challenges and successes of this group to serve as a model and inspiration for other institutions.
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Affiliation(s)
- Christina Shenvi
- Emergency Medicine, UNC (University of North Carolina) at Chapel Hill, Chapel Hill, USA
| | - Amelia Drake
- Otolaryngology, UNC (University of North Carolina) at Chapel Hill, Chapel Hill, USA
| | - Etta Pisano
- Radiology, American College of Radiology, Reston, USA
| | - Susan Girdler
- Psychiatry, UNC (University of North Carolina) at Chapel Hill, Chapel Hill, USA
| | - Wanda Nicholson
- Prevention and Community Health, Milken Institute School of Public Health, George Washington University, Washington, DC, USA
| | - Kim Boggess
- Obstetrics and Gynecology, UNC (University of North Carolina) at Chapel Hill, Chapel Hill, USA
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Blalock AE, Balmer DF. Thinking organizationally and longitudinally to understand gender disparities in academic medicine. MEDICAL EDUCATION 2023; 57:892-895. [PMID: 37528609 DOI: 10.1111/medu.15171] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/24/2023] [Accepted: 06/30/2023] [Indexed: 08/03/2023]
Affiliation(s)
- A Emiko Blalock
- Department of Family Medicine, College of Human Medicine, Michigan State University, East Lansing, Michigan, USA
| | - Dorene F Balmer
- Department of Pediatrics, Perelman School of Medicine at the University of Pennsylvania, Children's Hospital of Philadelphia, Philadelphia, Pennsylvania, USA
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AlSamhori JF, Rayyan R, Hammouri M, Taha H, Al-Huneidy L, AlOweiwi W, AlMohtasib J, Mansour S, Dardas M, Qiqieh J, Halasa Z, Al-Huneidy Y, Al-Ani A. Factors influencing gender preference towards surgeons among Jordanian adults: an investigation of healthcare bias. Sci Rep 2023; 13:11614. [PMID: 37464087 DOI: 10.1038/s41598-023-38734-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2022] [Accepted: 07/13/2023] [Indexed: 07/20/2023] Open
Abstract
Studies investigating gender bias against female surgeons yielded conflicting results ranging from neutrality to a clear preference towards male surgeons. Yet, such bias remains understudied within Middle Eastern nations. We aimed to assess preferences of surgeons' gender among Jordanians and explore reasons for possible gender bias across different surgical specialties. A total of 1708 respondents were examined using a cross-sectional, self-administered questionnaire to evaluate the gender preferences of surgeons, characteristics associated with preferred surgeon's gender, and surgeon's preference in certain specialties. Nearly 52.0% of participants had no gender preference for surgeons. Among those with a preference, 75.7% preferred male surgeons while 24.3% preferred female surgeons. Reputation, knowledge, and experience were the most important factors when choosing a surgeon. Male surgeons were viewed as more trustworthy, knowledgeable, experienced, and communicative. Female surgeons were dominantly perceived as more compassionate, cooperative, and prone to listen. Male respondents were 5 times more likely to choose a surgeon of similar gender (OR 5.687; CI 3.791-8.531). Male surgeons were favored for cardiovascular and orthopedic surgeries. Similarly, female surgeons were favored in gynecological and obstetric surgeries, plastic surgeries, and breast surgeries. Female gender (OR 6.193; CI 4.077-9.408), living outside Amman (OR 1.517; CI 1.066-2.160), and being married (OR 2.504; CI 1.601-3.917) were all significant positive predictors of preferring female surgeons. Our findings highlight differences in gender preference and perception of surgeons among Jordanian adults.
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Affiliation(s)
| | - Rama Rayyan
- School of Medicine, The University of Jordan, Amman, Jordan
| | | | - Hana Taha
- Department of Pharmacology, Public Health and Clinical Skills, Faculty of Medicine, The Hashemite University, P.O. Box 330127, Zarqa, 13133, Jordan
| | - Leen Al-Huneidy
- Department of Internal Medicine, King Hussein Medical Center, Amman, Jordan
| | - Wahid AlOweiwi
- School of Medicine, The University of Jordan, Amman, Jordan
| | | | - Shahd Mansour
- School of Medicine, The University of Jordan, Amman, Jordan
| | - Majid Dardas
- School of Medicine, The University of Jordan, Amman, Jordan
| | - Jamil Qiqieh
- School of Medicine, The University of Jordan, Amman, Jordan
| | - Zeina Halasa
- School of Medicine, The University of Jordan, Amman, Jordan
| | | | - Abdallah Al-Ani
- Office of Scientific Affairs and Research, King Hussein Cancer Center, Amman, Jordan.
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Levine MC, Lin T, Baird J, Constantine E. The Gender Landscape of Academic Pediatric Emergency Medicine: An Observational Study of Leadership Positions as Described by Fellowship Programs' Online Presence. Pediatr Emerg Care 2023; 39:418-422. [PMID: 37159344 DOI: 10.1097/pec.0000000000002962] [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: 05/11/2023]
Abstract
OBJECTIVES Although many areas of medicine are male dominated, pediatric emergency medicine (PEM) is a female-dominated subspecialty. Despite this, executive leadership within PEM remains male dominated. The aim of this study was to describe the gender landscape of the key positions within academic PEM fellowship programs within the United States, as described by PEM fellowships' online presence. METHODS Using the 2021-2022 Electronic Residency Application Service American Association of Medical Colleges Pediatric Fellowships ( services.aamc.org/eras/erasstats/par/ ) application service, we were able to identify published information from 84 academic PEM fellowship programs in the United States. Each program's Web site was evaluated to determine which individuals held the position of chief or chair, medical director, and fellowship director. These individuals' genders were then cross-referenced with the National Provider Inventory database. RESULTS There were 154 executive leadership roles (division chief or medical director) in total. The executive leadership role was significantly different by gender ( z score: 2.54, P < 0.01), with greater male representation (n = 61; 62.9%) among identified executive leadership roles (n = 97). There were significantly more men for the medical director role ( z score: 2.06, P < 0.05). Female representation was greater than male in the fellowship program director role (n = 53; 67.9%) among listed roles ( z score: -3.17, P < 0.001). This gender landscape among key leadership positions was not influenced by the geographic location of the PEM fellowship program. CONCLUSIONS Although PEM is a female-dominated specialty, executive leadership positions continue to be male dominated. To promote improved gender representation within leadership positions in PEM, PEM fellowship programs must provide consistent and easily accessible executive leadership descriptions within their online storefront.
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Affiliation(s)
- Marla C Levine
- From the Division of Emergency Medicine, Department of Pediatrics, Vanderbilt University School of Medicine, Nashville, TN
| | - Timmy Lin
- Department of Emergency Medicine, Warren Alpert School of Medicine at Brown University and Injury Prevention Center, Providence, RI
| | - Janette Baird
- Department of Emergency Medicine, Warren Alpert School of Medicine at Brown University and Injury Prevention Center, Providence, RI
| | - Erika Constantine
- Division of Pediatric Emergency Medicine, Department of Emergency Medicine, Alpert Medical School of Brown University, Providence, RI
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13
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Yi G, Payandeh J, Mavedatnia D, Neocleous P, Davidson J, Siu J, Zirkle M, Strychowsky JE, Graham ME, Chan Y. Gender representation in leadership & research: a 13-year review of the Annual Canadian Society of Otolaryngology Meetings. J Otolaryngol Head Neck Surg 2023; 52:38. [PMID: 37170245 PMCID: PMC10173511 DOI: 10.1186/s40463-023-00635-8] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/04/2022] [Accepted: 03/01/2023] [Indexed: 05/13/2023] Open
Abstract
BACKGROUND The gender disparity in surgical disciplines, specifically in speakers across North American medical and surgical specialty conferences, has been highlighted in recent literature. Improving gender diversity at society meetings and panels may provide many benefits. Our aim was to determine the state of gender diversity amongst presenters and speakers at the annual Canadian Society of Otolaryngology-Head and Neck Surgery (CSO) meetings. METHODS Scientific programs for the CSO annual meetings from 2008 to 2020 were obtained from the national society website. Participant name, role, gender, location, and subspecialty topic were recorded for all roles other than poster presenter. Gender (male or female) was determined using an online search. The total number of opportunity spots and proportion of women was then calculated. Gender differences were analyzed using chi-square test and logistic regression with odds ratios. Four categories were analyzed: Society Leadership, Invited Speaker Opportunities, Workshop Composition (male-only panels or "manels", female-only panels, or with at least one female speaker), and Oral Paper Presenters (first authors). RESULTS There were 1874 leadership opportunity spots from 2008 to 2020, of which 18.6% were filled by women. Among elected leadership positions in the society, only 92 unique women filled 738 leadership opportunity spots. 13.2% of workshop chairs, 20.8% of panelists and 22.7% of paper session chairs were female. There was an overall increase in the proportion of leadership positions held by women, from 13.9% of leadership spots in 2008 to 30.1% in 2020. Of the 368 workshops, 61.1% were led by men only, 36.4% by at least 1 female surgeon, and 2.5% by women only. "Manels" have comprised at least 37.5% of workshops each year. CONCLUSIONS The proportion of women in speaking roles at the annual CSO meetings has generally increased over time, particularly among panelists, leading to fewer male-only speaking panels. However, there has been a slower rate of growth in the proportion of unique women in speaker roles. There remains an opportunity to increase gender/sex diversity at the major Canadian otolaryngology meeting.
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Affiliation(s)
- Grace Yi
- Department of Otolaryngology-Head and Neck Surgery, Temerty Faculty of Medicine, University of Toronto, St. Michael's Hospital, 30 Bond Street, Unit 8CC-121, Toronto, ON, M5B 1W8, Canada
| | | | | | - Penelope Neocleous
- Schulich School of Medicine and Dentistry, Western University, London, ON, Canada
| | - Jacob Davidson
- Division of Pediatric Surgery, Department of Surgery, Schulich School of Medicine and Dentistry, Western University, London, ON, Canada
| | - Jennifer Siu
- Department of Otolaryngology-Head and Neck Surgery, Temerty Faculty of Medicine, University of Toronto, St. Michael's Hospital, 30 Bond Street, Unit 8CC-121, Toronto, ON, M5B 1W8, Canada
| | - Molly Zirkle
- Department of Otolaryngology-Head and Neck Surgery, Temerty Faculty of Medicine, University of Toronto, St. Michael's Hospital, 30 Bond Street, Unit 8CC-121, Toronto, ON, M5B 1W8, Canada
| | - Julie E Strychowsky
- Department of Otolaryngology-Head and Neck Surgery, Schulich School of Medicine and Dentistry, Western University, London, ON, Canada
| | - M Elise Graham
- Department of Otolaryngology-Head and Neck Surgery, Schulich School of Medicine and Dentistry, Western University, London, ON, Canada
| | - Yvonne Chan
- Department of Otolaryngology-Head and Neck Surgery, Temerty Faculty of Medicine, University of Toronto, St. Michael's Hospital, 30 Bond Street, Unit 8CC-121, Toronto, ON, M5B 1W8, Canada.
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14
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Stevens CR, Merk K, Ierulli VK, Mulcahey MK. Analysis of Social Media Posts That Promote Women Surgeons. JOURNAL OF SURGICAL EDUCATION 2023; 80:682-688. [PMID: 36872167 DOI: 10.1016/j.jsurg.2023.02.002] [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: 11/22/2022] [Revised: 01/11/2023] [Accepted: 02/05/2023] [Indexed: 06/18/2023]
Abstract
OBJECTIVE The purpose of this study was to analyze the content, interaction, and use of posts related to women surgeons on Instagram and Twitter, with specific analysis of female orthopedic surgeon related content. DESIGN A retrospective search of Instagram and Twitter from March 14, 2022, to June 16, 2022 was conducted using the hashtags, #womeninortho, #womeninorthopedics, #ilooklikeasurgeon, #womensurgeons, and #womeninsurgery. Additional searches were performed on Twitter that consisted of #orthotwitter in combination with #ilooklikeasurgeon, #womensurgeons, and #womeninsurgery. Once identified, posts were analyzed for the hashtag used, number of likes, number of comments, number of retweets (Twitter only), source type, type of post, and medical specialty. Descriptive statistics were used to analyze the data. RESULTS Over the 3-month period, a total of 3248 posts were identified that included 1669 Instagram (50.5%) and 1639 Twitter (49.6%) posts. The majority of overall posts and Instagram posts were made by general (32.3%, 28.9%), plastic (12.7%, 22.1%), and orthopedic surgeons (8.3%, 7.8%). On Twitter, general surgeons tweeted the most (35.6%), followed by orthopaedic surgeons (8.8%). Instagram had a greater mean number of and comments per post than Twitter. For orthopedic hashtags, #womeninortho was used more than #womeninorthopedics (78.0% vs. 22.0%, p < 0.001). On #orthotwitter, #ilooklikeasurgeon was used more than #womeninsurgery and #womensurgeons (75.0% vs. 23.6% vs. 1.4%, p < 0.001). CONCLUSIONS This study demonstrated that both Instagram and Twitter are regularly used to promote women surgeons. Instagram is the preferred platform of physicians for promoting women surgeons via personal and outcome-based content, while Twitter is used more by students and primarily includes outcome-based posts. Female orthopedic surgeons should continue to use the preferred hashtag, #womeninortho, to maximize the reach of this content. By promoting women surgeons on social media, practicing surgeons can converse, collaborate, and provide mentorship to the next generation of surgeons.
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Affiliation(s)
- Carly R Stevens
- Tulane University School of Medicine, New Orleans, Louisiana
| | - Katie Merk
- Tulane University, New Orleans, Louisiana
| | - Victoria K Ierulli
- Department of Orthopaedic Surgery, Tulane University School of Medicine, New Orleans, Louisiana
| | - Mary K Mulcahey
- Department of Orthopaedic Surgery, Tulane University School of Medicine, New Orleans, Louisiana.
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15
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Jones D, Fluker SAN, Walker TA, Manning KD, Bussey-Jones JC. An innovative approach to career development and promotion of diverse faculty. J Hosp Med 2023; 18:234-238. [PMID: 36598085 DOI: 10.1002/jhm.13039] [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: 07/12/2022] [Revised: 12/07/2022] [Accepted: 12/16/2022] [Indexed: 01/05/2023]
Abstract
Women and persons from racial and ethnic populations underrepresented in medicine (URiM) comprise a substantially lower proportion of academic internal medicine faculty, particularly at senior ranks (associate professors and professors). Numerous factors lead to this inequity which has broad implications for medical education and healthcare. The Emory University Division of General Internal Medicine Grady Section (GIMG) formed the Faculty Review Committee (FRC) in 2013 to address low promotion rates to senior ranks as part of a strategy to foster a more inclusive, equitable environment. The FRC systematically and proactively reviews all GIMG faculty years prior to possible promotion to provide tailored recommendations to bolster professional development and with a goal to expedite successful advancement to senior ranks. Deidentified GIMG academic rank data was compared with aggregate data from Emory University School of Medicine and the American Association of Medical Colleges. In 2020, GIMG had significantly more senior faculty compared with pre-FRC intervention (odds ratio [OR]: 3.94, 95% confidence interval [CI]: 1.65-9.42). Subgroup analyses of non-URiM women GIMG senior faculty compared with preintervention (OR: 11.6, 95% CI: 2.52-53.7), showed a significant increase. A trend toward increased URiM women faculty was also seen. Descriptive analysis suggests that the GIMG group had a higher promotion to senior ranks among women and URiM compared with national and institutional comparators. The FRC is associated with significant increases in the promotion of all faculty and non-URiM women faculty, and an increasing trend of URiM women faculty, effects which help contribute to an equitable academic medicine environment, fostering a more diverse workforce and improved patient outcomes.
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Affiliation(s)
- Danielle Jones
- Department of Medicine, Emory University School of Medicine, Atlanta, Georgia, USA
| | - Shelly-Ann N Fluker
- Department of Medicine, Emory University School of Medicine, Atlanta, Georgia, USA
| | - Tiffany A Walker
- Department of Medicine, Emory University School of Medicine, Atlanta, Georgia, USA
| | - Kimberly D Manning
- Department of Medicine, Emory University School of Medicine, Atlanta, Georgia, USA
| | - Jada C Bussey-Jones
- Department of Medicine, Emory University School of Medicine, Atlanta, Georgia, USA
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16
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Farlow JL, Mott NM, Standiford TC, Dermody SM, Ishman SL, Thompson DM, Malloy KM, Bradford CR, Malekzadeh S. Sponsorship and Negotiation for Women Otolaryngologists at Midcareer: A Content Analysis. Otolaryngol Head Neck Surg 2023; 168:384-391. [PMID: 35639485 DOI: 10.1177/01945998221102305] [Citation(s) in RCA: 6] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/13/2022] [Accepted: 05/05/2022] [Indexed: 11/15/2022]
Abstract
OBJECTIVE To explore challenges and opportunities for supporting midcareer women otolaryngologists in the areas of negotiation and sponsorship. STUDY DESIGN Qualitative approach using semistructured interviews. SETTING Online multi-institutional interviews. METHODS This study was performed from June to August 2021. Women otolaryngologists representing diverse subspecialties, training, and practice environments were recruited via a purposive criterion-based sampling approach. Semistructured interviews were transcribed, coded, and analyzed via an inductive-deductive approach to produce a thematic content analysis. RESULTS Among the 12 women interviewees, who represented 7 subspecialties, the majority were Caucasian (58%) and in academic practice (50%). The median residency graduation year was 2002 (range, 1982-2013). Participants expressed several challenges that women otolaryngologists face with respect to negotiation, including the absence of systematic formal negotiation training, gendered expectations that women experience during negotiations, and a perceived lack of power in negotiations. Obstacles to effective sponsorship included difficulty in the identification of sponsors and the influence of gender and related systemic biases that hindered sponsorship opportunities. CONCLUSION Notable gender disparities exist for negotiation and sponsorship in the midcareer stage for women otolaryngologists. Women start at a disadvantage due to a lack of negotiation training and access to sponsors, which is exacerbated by systemic gender bias and power differentials as women advance in their careers. This study highlights opportunities to improve negotiation and sponsorship for women, with the goal of promoting a more diverse workforce.
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Affiliation(s)
- Janice L Farlow
- Department of Otolaryngology-Head and Neck Surgery, University of Michigan, Ann Arbor, Michigan, USA
| | - Nicole M Mott
- Department of Otolaryngology-Head and Neck Surgery, University of Michigan, Ann Arbor, Michigan, USA
| | - Taylor C Standiford
- Department of Otolaryngology-Head and Neck Surgery, University of California San Francisco, San Francisco, California, USA
| | - Sarah M Dermody
- Department of Otolaryngology-Head and Neck Surgery, University of Michigan, Ann Arbor, Michigan, USA
| | - Stacey L Ishman
- Department of Otolaryngology-Head and Neck Surgery, University of Cincinnati, Cincinnati, Ohio, USA
| | - Dana M Thompson
- Department of Otolaryngology-Head and Neck Surgery, Feinberg School of Medicine, Northwestern University, Chicago, Illinois, USA
| | - Kelly M Malloy
- Department of Otolaryngology-Head and Neck Surgery, University of Michigan, Ann Arbor, Michigan, USA
| | - Carol R Bradford
- Department of Otolaryngology-Head and Neck Surgery, The Ohio State University, Columbus, Ohio, USA
| | - Sonya Malekzadeh
- Department of Otolaryngology-Head and Neck Surgery, Georgetown University, Washington, DC, USA
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17
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Mehta A, Wireko AA, Tope Adebusoye F, Ohenawaa Tenkorang P, Zahid MJ, Pujari A, Patel H, Morani Z, Morales Ojeda L, Anand A, Arcila SM, Isik A. Gender representation in surgery: progress and challenges in recent years. Int J Surg 2023; 109:599-600. [PMID: 36906780 PMCID: PMC10389359 DOI: 10.1097/js9.0000000000000189] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/16/2022] [Accepted: 12/29/2022] [Indexed: 03/13/2023]
Affiliation(s)
- Aashna Mehta
- Faculty of Medicine, University of Debrecen, Debrecen, Hungary
| | | | | | | | - Muhammad J. Zahid
- Department of General Surgery, Hayatabad Medical Complex, Peshawar, Pakistan
| | - Anushka Pujari
- Royal College of Surgeons – School of Medicine, Dublin, Ireland
| | - Heli Patel
- Dr Kiran C Patel College of Allopathic Medicine, Nova Southeastern University, Davie, Florida
| | - Zoya Morani
- Washington University of Health and Science, San Pedro, Belize
| | - Luis Morales Ojeda
- Institute of Urology, University of Southern California, Los Angeles, California, USA
| | - Ayush Anand
- BP Koirala Institute of Health Sciences, Dharan, Nepal
| | - Stefania M. Arcila
- Institute of Urology, University of Southern California, Los Angeles, California, USA
| | - Arda Isik
- Department of General Surgery, Istanbul Medeniyet University, Istanbul, Turkey
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18
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Kaushik R, McCallin T, Sedillo DJ, Wolfe AD. Outcomes of a Peer Mentoring Circle: An Innovation to Improve Academic Physician Career Advancement in a Community Hospital Setting. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2023; 98:214-218. [PMID: 36538672 DOI: 10.1097/acm.0000000000005043] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/17/2023]
Abstract
PROBLEM Faculty retention is a prominent topic in academic medicine. Investment in faculty career development supports faculty vitality, advancement, and retention. Academic physicians in community-based settings far from their academic affiliate may find identifying local career advancement mentorship challenging. APPROACH In June 2018, a career advancement in-service day at The Children's Hospital of San Antonio and Baylor College of Medicine in Houston was convened to design a peer mentoring circle (PMC). Using self-determination theory, this program aimed to help PMC members develop goals; schedule and attend regular meetings; format, review, and critique member curricula vitae and portfolios; and hold one another accountable to submitting award and promotion applications. OUTCOMES Eleven inaugural PMC cohort members attended regular monthly meetings from July 2018 to June 2019 (median, 6 members per meeting). All members were competent in accessing the PMC repository of materials. Statistically significant improvement ( P < .01) was seen in self-reported knowledge and skills relevant to award or academic promotion support and resources. Compared with no patient care or teaching awards and 1 academic promotion among non-PMC faculty, 5 PMC members (45.5%) earned a patient care award, 4 (36.4%) earned a teaching award, and 5 of 10 faculty members (50.0%) achieved academic promotion ( P < .001 for all). On the retrospective pre-post survey, members endorsed several PMC strengths, including personal and emotional support, professional support, and accountability. NEXT STEPS Next steps include establishing a local faculty development office, convening a second cohort, revising evaluation methods, expanding membership, and offering 1-on-1 career counseling. Community-based academicians who aim to replicate this program should organize a career advancement and faculty development in-service day, identify local faculty members to manage meetings, retain a repository of resources, set deadlines and hold one another accountable to them, and celebrate achievements and support one another in failure.
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Affiliation(s)
- Ruchi Kaushik
- R. Kaushik is pediatric residency associate program director, Associate Pediatric Residency Program, and associate professor of pediatrics, The Children's Hospital of San Antonio, Baylor College of Medicine, San Antonio, Texas; ORCID: http://orchid.org/0000-0002-6769-2801
| | - Tracy McCallin
- T. McCallin is associate professor of pediatrics, University Hospitals Rainbow Babies and Children's Hospital, Case Western Reserve University, Cleveland, Ohio
| | - Daniel J Sedillo
- D.J. Sedillo is associate professor of pediatrics, Baylor College of Medicine, San Antonio, Texas
| | - Adam D Wolfe
- A.D. Wolfe is associate professor of pediatrics, pediatric residency program director, director of faculty development, and assistant dean of education, The Children's Hospital of San Antonio, Baylor College of Medicine, San Antonio, Texas
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Deiana G, Dettori M, Muresu N, Puci MV, Saderi L, Piga ML, Sias V, Pisu D, Foddai MA, Gazzolo T, Fiorini PP, Milia L, Mariotti G, Sotgiu G, Azara A, Piana A. Gender equality in the Italian academic context. Results from the IGEA project. Front Public Health 2023; 11:1125496. [PMID: 36895683 PMCID: PMC9988914 DOI: 10.3389/fpubh.2023.1125496] [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: 12/16/2022] [Accepted: 01/27/2023] [Indexed: 02/25/2023] Open
Abstract
The Innovation for Gender Equality in Academia (IGEA) project is focused on the analysis of the gender composition in academia, on the identification of the health needs of the academic population and on the assessment of their organizational wellbeing, in order to promote equal working conditions and opportunities. The study, focused on the identification of health needs, involved the construction of an ad hoc questionnaire in order to collect the socio-demographic characteristics and the perception of working environment of the participants. Differences between males and females were evaluated by the Mann-Whitney test, and Pearson Chi-Square or Fisher exact tests as appropriate, highlighting significant differences between genders regarding the occurrence of anxiety, panic, irritation and annoyance related to work activities. A multivariate logistic regression analysis was performed to identify factors associated with the perception of work-related anxiety/panic, showing a direct association with the difficulty in work performance and the work-related stress during the pandemic period, whereas, an indirect association was found with job satisfaction and the feeling of being appreciated by colleagues. Occupational stress can increase the risk of developing physical and mental conditions, also affecting work performance and absenteeism. It is therefore fundamental to plan targeted interventions, implement policies and specific actions, in order to avoid and reduce any differences related to gender.
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Affiliation(s)
- Giovanna Deiana
- Department of Biomedical Sciences, University of Sassari, Sassari, Italy.,University Hospital of Sassari, Sassari, Italy
| | - Marco Dettori
- University Hospital of Sassari, Sassari, Italy.,Department of Medicine, Surgery and Pharmacy, University of Sassari, Sassari, Italy
| | - Narcisa Muresu
- Department of Humanities and Social Sciences, University of Sassari, Sassari, Italy
| | | | - Laura Saderi
- Department of Medicine, Surgery and Pharmacy, University of Sassari, Sassari, Italy
| | - Maria Lucia Piga
- Department of Humanities and Social Sciences, University of Sassari, Sassari, Italy
| | - Valentina Sias
- Department of Humanities and Social Sciences, University of Sassari, Sassari, Italy
| | - Daniela Pisu
- Department of Humanities and Social Sciences, University of Sassari, Sassari, Italy
| | | | | | | | - Lucia Milia
- Department of Law, University of Sassari, Sassari, Italy
| | - Gavino Mariotti
- Department of Humanities and Social Sciences, University of Sassari, Sassari, Italy
| | - Giovanni Sotgiu
- University Hospital of Sassari, Sassari, Italy.,Department of Medicine, Surgery and Pharmacy, University of Sassari, Sassari, Italy
| | - Antonio Azara
- University Hospital of Sassari, Sassari, Italy.,Department of Medicine, Surgery and Pharmacy, University of Sassari, Sassari, Italy
| | - Andrea Piana
- University Hospital of Sassari, Sassari, Italy.,Department of Medicine, Surgery and Pharmacy, University of Sassari, Sassari, Italy
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20
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Hoyer A, Randolph A, Syed MF, Afkhamnejad E, Mirza RG. Enhancing Mentorship Networks through the Experiences of Women Professors of Ophthalmology. JOURNAL OF ACADEMIC OPHTHALMOLOGY (2017) 2023; 15:e1-e7. [PMID: 38737166 PMCID: PMC10804760 DOI: 10.1055/s-0042-1760206] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/26/2022] [Accepted: 11/21/2022] [Indexed: 01/15/2023]
Abstract
Purpose The aim of this study is to identify and characterize women professors in ophthalmology to enhance professional development and equity of women in academic ophthalmology. Design Cross-sectional descriptive survey study. Participants Participants in the survey were women in ophthalmology departments who have obtained full professor rank at their respective institutions. Methods A cross-sectional study was conducted using data from an electronic survey of women ophthalmologists and researchers who had obtained full professorship rank in ophthalmology. The survey included questions about degree obtained, training path, fellowship, length and trajectory of academic career, family or medical leave participation, previous positions, and mentorship involvement. Statistical comparisons were made based on response. Main Outcome Measures Survey responses to questions pertaining to three domains: education and training, academic career, and mentorship. Results Women that obtained the professor title within ophthalmology largely held Doctor of Medicine/Doctor of Osteopathic Medicine degrees, were more likely to have completed fellowship training, and on average took 11 to 15 years to obtain the full professor title. The participants held a variety of other positions and titles throughout their academic careers. The vast majority of women reported having between 1 and 3 mentors during their careers with the majority also noting they currently participate in mentoring programs. Surveys were completed by 62 (30% response rate) women full professors of ophthalmology. Conclusion The experiences women have along the academic path to professorship are described in this survey and can help to inform junior faculty. Literature review highlights the importance of mentorship for work productivity, retention, and promotion within academic medicine which is an element seen in the vast majority of our participants' career paths. Guided by the identification of women professors within departments of ophthalmology and characterization of their experiences, a new initiative called Women Professors of Ophthalmology was formed under the Association of University Professors of Ophthalmology's organizational structure in 2021. This group that is tailored for women professors of ophthalmology to foster peer mentorship and guidance is poised to increase the retention and promotion of women in academic ophthalmology.
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Affiliation(s)
- Amanda Hoyer
- Department of Ophthalmology, Feinberg School of Medicine, Northwestern University, Chicago, Illinois
| | - Amber Randolph
- Department of Ophthalmology, Feinberg School of Medicine, Northwestern University, Chicago, Illinois
| | - Misha F. Syed
- Department of Ophthalmology and Visual Sciences, School of Medicine, The University of Texas Medical Branch, Galveston, Texas
| | - Elahhe Afkhamnejad
- Department of Ophthalmology and Visual Sciences, School of Medicine, The University of Texas Medical Branch, Galveston, Texas
| | - Rukhsana G. Mirza
- Department of Ophthalmology, Feinberg School of Medicine, Northwestern University, Chicago, Illinois
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21
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Talbott JMV, Ghaith S, Reed DA, Sadosty AT, Sandefur BJ, Hayes SN, Halyard MY, Mi L, Lim ES, Lindor RA. Gender differences in academic productivity, educational positions, and leadership appointments of physicians in the U.S. Work 2023; 75:1031-1039. [PMID: 36683482 DOI: 10.3233/wor-220193] [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: 01/21/2023] Open
Abstract
BACKGROUND Promotions in academic medicine are frequently based on number of publications and leadership positions held. While prior study has established women publish less than men, many evaluations are limited to individual specialties and do not evaluate involvement with educational activities. OBJECTIVE To compare gender differences in academic output, intramural leadership positions, and educational leadership positions of academic physicians. METHODS The curriculum vitae and de-identified demographic data of all permanent physicians employed at a multi-site academic medical center were reviewed from April to May 2020. Multivariable logistic and Poisson regressions evaluated leadership positions and number of publications. RESULTS Of 3,359 physicians in the demographic database, 32.3% (n = 1,087) were women and 72.5% were white (n = 2,510). Of the 3,015 physicians in the curriculum vitae database, 32% (n = 962) were women. Women were more likely (p < 0.001) to be assistant professor (54% vs. 42.7%) and less likely to be associate (18.1% vs. 20.3%) or full professor (14.6% vs. 29.1%). Women assistant professors published 22% fewer articles (ratio estimate = 0.78, p < 0.001), associate professors 18% less (coefficient = 0.82, p < 0.001), and full professors 23% less (coefficient = 0.77, p < 0.001). Fewer women were program directors for residencies (1.6% vs. 2.9%, p = 0.02) or fellowships (5.4% vs. 7.4%, p = 0.04), and held fewer division or department leadership positions (OR 0.8, 95% CI as [0.6, 1.0], p = 0.03). CONCLUSION Women physicians do not outperform men across any education, leadership, or publication category. A cultural shift is needed to redefine traditional metrics for leadership appointments if academic medicine hopes to achieve equity.
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Affiliation(s)
| | - Summer Ghaith
- Mayo Clinic Alix School of Medicine, Phoenix, AZ, USA
| | - Darcy A Reed
- Department of Medicine, Mayo Clinic, Rochester, MN, USA
| | - Annie T Sadosty
- Department of Emergency Medicine, Mayo Clinic, Rochester, MN, USA
| | | | | | | | - Lanyu Mi
- Department of EmergencyMedicine, Mayo Clinic, Phoenix, AZ, USA
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22
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Ngai J, Capdeville M, Sumler M, Oakes D. A Call for Diversity: Women, Professional Development, and Work Experience in Cardiothoracic Anesthesiology. J Cardiothorac Vasc Anesth 2022; 37:870-880. [PMID: 36599777 DOI: 10.1053/j.jvca.2022.12.002] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/26/2022] [Revised: 11/22/2022] [Accepted: 12/05/2022] [Indexed: 12/14/2022]
Affiliation(s)
- Jennie Ngai
- Department of Anesthesiology, Perioperative Care and Pain Medicine, NYU Langone Health, New York, NY.
| | - Michelle Capdeville
- Department of Cardiothoracic Anesthesia, Cleveland Clinic Lerner College of Medicine, Anesthesiology Institute, Cleveland Clinic, Cleveland, OH
| | - Michele Sumler
- Department of Anesthesiology, Emory University School of Medicine, Atlanta, GA
| | - Daryl Oakes
- Department of Anesthesiology, Perioperative and Pain Medicine, Stanford University School of Medicine, Stanford, CA
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Ki B, Zoumenou E, Chobli M, le Polain de Waroux B, Robert A, Baele P. Gender and graduating results in the Anesthesiology and Intensive Care Abomey-Calavi (Cotonou, Benin) program. ACTA ANAESTHESIOLOGICA BELGICA 2022. [DOI: 10.56126/73.4.25] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
Abstract
Background: For unknown reasons female participation in anesthesiology is very low in Sub-Saharan Africa (SSA), especially in West Africa, and few women reach top academic or clinical positions.
Objective: Women reduced professional perspectives.
Design: Male and female residents’ performances were compared when they presented for their first try the graduating exams of the specialty.
Settings: The Cotonou anesthesiology and intensive care training center, the second largest in French-speaking SSA, where 146 anesthesiologists from 14 African countries graduated since its creation in 1996.
Method: All results at their final exams (consisting in 3 written questions and 2 clinical evaluations) were retrieved for the 125 men and 21 women who graduated. Scores obtained by women and males were compared using Student’s t tests. Their total of points was used to divide graduates into deciles. The proportion of women was counted in each decile.
Results: Women performed better at both anesthesia and intensive care clinical evaluations taken separately and together (total 68.2% vs. 64.2% p=0.004) and were even with men for the three written exams (anesthesia, intensive care and basic sciences - total 66.2 % vs. 66.1% p=0.99). When clinical and written scores are added in each sector, women scored better than males for anesthesiology (69.2% vs. 65.2% p=0.01) and were even for intensive care (65.0% vs. 64.1% p=0.51). Globally women and men results were similar (67% vs. 65%, p=0.1) The proportion of women in each decile increased from the lowest to the best deciles, but the absolute low number of women gives this trend borderline significance (slope +1,56 % women per decile, p=0.046)**.
Conclusion: Women performance at end-specialty exams is unlikely to explain their subsequent underrepresentation at the academic level in anesthesia and intensive care in SSA**.
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Blalock AE, Leal DR. Redressing injustices: how women students enact agency in undergraduate medical education. ADVANCES IN HEALTH SCIENCES EDUCATION : THEORY AND PRACTICE 2022:1-18. [PMID: 36394683 PMCID: PMC9672615 DOI: 10.1007/s10459-022-10183-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/02/2022] [Accepted: 10/31/2022] [Indexed: 06/16/2023]
Abstract
This study presents descriptions of epistemic injustice in the experiences of women medical students and provides accounts about how these students worked to redress these injustices. Epistemic injustice is both the immediate discrediting of an individual's knowledge based on their social identity and the act of persistently ignoring possibilities for other ways of knowing. Using critical narrative interviews and personal reflections over an eight-month period, 22 women students during their first year of medical school described instances when their knowledge and experience was discredited and ignored, then the ways they enacted agency to redress these injustices. Participants described three distinct ways they worked to redress injustices: reclaiming why they belong in medicine, speaking up and calling out the curriculum, and uplifting one another. This study has implications for recognizing medical students as whole individuals with lived histories and experiences and advocates for recognizing medical students' perspectives as valuable sources of knowledge.
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Affiliation(s)
- A Emiko Blalock
- Office of Medical Education Research and Development, Michigan State University College of Human Medicine, 964 Wilson Road, Fee Hall A214, East Lansing, MI, 48824, USA.
| | - Dianey R Leal
- Michigan State University College of Education, East Lansing, USA
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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.].
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Mousa M, Skouteris H, Boyle JA, Currie G, Riach K, Teede HJ. Factors that influence the implementation of organisational interventions for advancing women in healthcare leadership: A meta-ethnographic study. EClinicalMedicine 2022; 51:101514. [PMID: 35856039 PMCID: PMC9287475 DOI: 10.1016/j.eclinm.2022.101514] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/03/2022] [Revised: 05/23/2022] [Accepted: 05/27/2022] [Indexed: 12/03/2022] Open
Abstract
BACKGROUND Gender inequity in healthcare leadership persists and progress is slow, with the focus firmly on problems, barriers and on requiring women themselves to adapt and compete in a system not designed for them. Women are individually burdened to advance their careers, with little effort given to addressing systemic barriers in the health sector. A recent systematic review prioritised organisational-level approaches and demonstrated effective interventions. In this meta-ethnographic study, we further this work by examining factors in implementation of organisational interventions for advancing women in leadership. METHODS The meta-ethnographic framework applied here follows the Noblit and Hare approach for synthesising findings and applying interpretive analysis to original research. We generated a new line-of-argument with insights for the healthcare sector. The protocol is registered (CRD42020162115) on the International Prospective Register of Systematic Reviews. Three academic databases (MEDLINE, PsycINFO, SCOPUS) were searched systematically between 2000 and 2021. Studies were analysed if they included organisational-level interventions that sought to measurably advance women in leadership. Study characteristics were extracted using a standard template for intervention details. Quality appraisal was conducted using the Critical Appraisal Skills Program tool. Data synthesis was conducted across 19 criteria of the Meta-Ethnography Reporting Guide (eMERGe). FINDINGS Fifteen qualitative studies were included. Analysis revealed three meta-themes that are central to successful implementation of organisational interventions that advance women in healthcare leadership: (1) leadership commitment and accountability, influenced by internal and external organisational settings, salient for long term outcomes and for developing an inclusive leadership culture; (2) intervention fit with individuals with consideration given to personal beliefs, preferences, experiences, capabilities or life circumstances, including capacity for leadership roles in their broader life context; balanced against maintaining interventional fidelity, and (3) cultural climate and organisational readiness for change, addressing traditional, conservative and constrictive perspectives on gender and leadership in health, highlighting the facilitating role of male colleagues. INTERPRETATION This meta-ethnographic research extends past work by integrating empirical evidence from a systematic literature review of effective organisational level interventions, with the identification of pragmatic themes to generate, implement, evaluate and embed evidence-based organisational interventions to advance women in healthcare leadership. This work can inform initiatives and policymakers to generate and implement new knowledge to advance women in healthcare leadership. FUNDING Epworth Health and Monash University provided scholarships for MM. HT is funded by an NHMRC / MRFF Practitioner Fellowship, JB by an NHMRC fellowship and HS by a Monash Warwick University Professorship.
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Affiliation(s)
- Mariam Mousa
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, Australia
- Epworth Healthcare, Melbourne, Victoria, Australia
| | - Helen Skouteris
- Health and Social Care Unit, School of Public Health and Preventive Medicine, Monash University, 553 St Kilda Road, Melbourne, Australia
- Warwick Business School, Warwick University, Coventry, UK
| | - Jacqueline A. Boyle
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, Australia
- Epworth Healthcare, Melbourne, Victoria, Australia
- Monash Partners Academic Health Science Centre, Melbourne, Australia
- Health Systems and Equity, Eastern Health Clinical School, Monash University
| | - Graeme Currie
- Warwick Business School, Warwick University, Coventry, UK
| | - Kathleen Riach
- Adam Smith Business School, University of Glasgow, Scotland, UK
| | - Helena J. Teede
- Monash Centre for Health Research and Implementation, School of Public Health and Preventive Medicine, Monash University, 43-51 Kanooka Grove, Melbourne, Australia
- Monash Partners Academic Health Science Centre, Melbourne, Australia
- Endocrine and Diabetes Units, Monash Health, Melbourne, Australia
- Warwick Business School, Warwick University, Coventry, UK
- Corresponding author at: Monash Centre for Health Research and Implementation (MCHRI), School of Public Health and Preventive Medicine, Monash University, Level 1, 43-51 Kanooka Grove, Clayton, Melbourne, VIC 3168, Australia.
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Strategies to Improve Women's Leadership Preparation for Early Career Global Health Professionals: Suggestions from Two Working Groups. Ann Glob Health 2022; 88:53. [PMID: 35891882 PMCID: PMC9284984 DOI: 10.5334/aogh.3705] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/13/2022] [Accepted: 05/23/2022] [Indexed: 11/20/2022] Open
Abstract
Background: Despite advances in gender equality, women still experience inequitable gaps in global health leadership, and barriers to women’s advancement as leaders in global health have been well described in the literature. In 2021, the Johns Hopkins Center for Global Health conducted two virtual working groups for emerging women leaders to share challenges and suggest solutions to advance women’s leadership in global health. In this paper, we present emerging themes from the working groups, provide a framework for the results, and discuss strategies for advancing women’s leadership in global health. Objectives: The objective of this paper is to synthesize and share the themes of the two working group sessions to provide strategies for improving women’s leadership training and opportunities in the field of global health. Methods: Approximately 182 women in the global health field participated in two virtual working group sessions hosted by the Johns Hopkins Center for Global Health using the Zoom platform. Participants were divided into virtual breakout rooms and discussed pre-assigned topics related to women’s leadership in global health. The participants then returned to share their ideas in a plenary session. Notes from the breakout rooms and transcripts from the plenary session were analyzed through a participatory and iterative thematic analysis approach. Findings: We found that the working group participants identified two overarching themes that were critical for emerging women leaders to find success in global health leadership. First, the acquisition of individual essential skills is necessary to advance in their careers. Second, the institutional environments should be setup to encourage and enable women to enter and succeed in leadership roles. The participants also shared suggestions for improving women’s leadership opportunities such as including the use of virtual technologies to increase training and networking opportunities, intersectionality in mentorship and sponsorship, combatting impostor syndrome, and the importance of work-life balance. Conclusions: Investing in women and their leadership potential has the promise to improve health and wealth at the individual, institutional, and community levels. This manuscript offers lessons and proposes solutions for increasing women’s leadership through improving individual level essential skills and fostering environments in which women leaders can emerge and thrive.
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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.
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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
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Gender Diversity in the Psychiatric Workforce: It's Still a (White) Man's World in Psychiatry. Psychiatr Clin North Am 2022; 45:271-278. [PMID: 35680242 DOI: 10.1016/j.psc.2022.03.005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
Abstract
Academic psychiatry has slightly higher rates of women in the upper ranks and leadership positions than academic medicine as a whole but women continue to be seriously underrepresented. Psychiatry departments should take specific steps to address barriers for women in psychiatry including harassment and discrimination, Imposter Syndrome, lack of mentorship and sponsorship, work-life integration issues, and overinvolvement in nonpromotion generating activities. Addressing these barriers within academic psychiatry will improve the environment for all minorities.
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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] [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.
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Affiliation(s)
- Clara M. Pelfrey
- Clinical and Translational Science Collaborative, School of Medicine, Case Western Reserve University, Cleveland, OH, United States
- *Correspondence: Clara M. Pelfrey,
| | - 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
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Xu RF, Varady NH, Chen AF, Earp BE. Gender Disparity Trends in Authorship of Hand Surgery Research. J Hand Surg Am 2022; 47:420-428. [PMID: 35221172 DOI: 10.1016/j.jhsa.2022.01.002] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/20/2020] [Revised: 11/17/2021] [Accepted: 01/14/2022] [Indexed: 02/02/2023]
Abstract
PURPOSE Despite an overall trend towards gender parity, women continue to remain underrepresented in surgical fields. Until recently, women's representation in hand surgery literature was largely unexplored. The objective of this study was to examine how authorship gender trends among academic hand surgeons have evolved between 2006 and 2019. METHODS Original research articles published from 2006 to 2019 in 3 leading clinical hand surgery journals were extracted from PubMed. Publications with a full author first name were analyzed, and the gender of each author was assigned with the validated Genderize algorithm. Analyses were performed to evaluate authorship publication trends, unique authors, and research career productivity. RESULTS From 2006 to 2019, 4,769 articles met the inclusion criteria, and the genders of 17,102 authors were identified. There were 2,848 (16.6%) female authors and 14,254 (83.4%) male authors. The proportion of female authors increased from 13.4% to 19.9% from 2006 to 2019. Similarly, female representation as first and senior authors increased significantly, from 10.9% to 20.1% and 7.6% to 14.2%, respectively. Of the 8,417 unique authors, 1,775 (21.1%) were women and 6,642 (78.9%) were men. Only 3.3% of these unique female authors published 5 or more papers during the study period. Among the 10 most frequently published authors for each gender, 18 of the 20 authors were surgeons. CONCLUSIONS There has been substantial progress toward gender parity in academic hand surgery over the last 14 years, and the proportion of women publishing in leadership positions has increased. CLINICAL RELEVANCE Increased gender representation in medicine and research is important for both patients and providers, and these findings suggest that ongoing support and mentorship for women in academic careers should be a priority.
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Affiliation(s)
- Raylin F Xu
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA
| | - Nathan H Varady
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA
| | - Antonia F Chen
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA
| | - Brandon E Earp
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA.
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Talbott JMV, Wasson MN. Sex and Racial/Ethnic Diversity in Accredited Obstetrics and Gynecology Specialty and Subspecialty Training in the United States. JOURNAL OF SURGICAL EDUCATION 2022; 79:818-827. [PMID: 35033485 DOI: 10.1016/j.jsurg.2021.12.011] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/07/2021] [Revised: 11/29/2021] [Accepted: 12/12/2021] [Indexed: 06/14/2023]
Abstract
OBJECTIVE To compare trends in racial and gender diversity in Obstetrics and Gynecology (OBGYN) residency and fellowship programs from beginning of program accreditation in 2012 to the most recently published report for 2018. DESIGN Data was abstracted in August 2020 from publicly available reports on the Accreditation Council for Graduate Medical Education (ACGME) website. Reports from 2012 to 2018 were compared with Chi-square tests and the Cochran-Armitage trend test assessed trends over time. PARTICIPANTS U.S. medical residents and fellows, with a focus on those in accredited OBGYN fellowship programs (Female Pelvic Medicine and Reconstructive Surgery (FPMRS), Gynecologic Oncology (GYNONC), Maternal Fetal Medicine (MFM), and Reproductive Endocrinology and Infertility (REI)). RESULTS From 2012 to 2018 men in all residency programs increased 0.88% (from 53.92% male to 54.80%, p < 0.0001). Across all years there were less men in OBGYN (16.89%) compared to all residency programs (54.39%, p < 0.0001). All OBGYN fellowships combined had more men proportionately than OBGYN residencies (24.14% vs. 16.89%, p < 0.0001). MFM had the most men (26.7%) then GYNONC (25.18%), FPMRS (21.36%), and REI (20.09%) (p = 0.024). There were no statistically significant trends in sex or race over time. From 2012 to 2018 residents overall were 42.96% white. OBGYN residents overall were 54.20% white. GYNONC had the highest percentage of white trainees (73.45%), followed by MFM (67.8%), REI (65.62%), then FPMRS (60%) (p = 0.0003). CONCLUSIONS According to ACGME core competencies, residents are expected to demonstrate sensitivity and responsiveness to diverse patient populations (professionalism) and advocate for improvements to systems-based practice. These results may suggest systemic issues in the recruitment of women and people of color into competitive sub-specialty programs. Such deficiencies in representation can impact patient care. Future research is needed to assess trends over time as data become available and to evaluate specific barriers to applications and selection of minority applicants.
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Affiliation(s)
| | - Megan N Wasson
- Department of Medical and Surgical Gynecology, Mayo Clinic, Phoenix, Arizona
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Sougou NM, Ndiaye O, Nabil F, Folayan MO, Sarr SC, Mbaye EM, Martínez-Pérez GZ. Barriers of West African women scientists in their research and academic careers: A qualitative research. PLoS One 2022; 17:e0265413. [PMID: 35353842 PMCID: PMC8967005 DOI: 10.1371/journal.pone.0265413] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2021] [Accepted: 02/28/2022] [Indexed: 11/19/2022] Open
Abstract
OBJECTIVE This study aims to identify barriers to the professional advancement of women researchers in West Africa. METHODS This was a descriptive, observational, cross-sectional qualitative study conducted between June and September 2020 in five West African countries (Ghana, Senegal, Burkina Faso, Niger and Mali). Interviews were conducted with 21 female and 9 male health researchers by video call. After transcription, the data was thematically analysed using an inductive process. RESULTS Four themes associated with barriers to women's careers development were identified. First. was family- and environmental-related barriers. Gender norms that assign domestic tasks and responsibilities to women reduced the time they were able to dedicate to research. Second was gender insensitive organisational culture and institutional policies that deepened gender disparities and made it more difficult for women to attain leadership positions. Third was the need for women in research to undergo emancipation programs to strengthen their resilience and ability to make critical decisions as strategic approaches to address the challenges faced by women in the academia were a lot more focused on addressing their relationship with their spouse. Forth, was the individual intermediate perception of professional and personal success which for many women, they perceive themselves as competent as their male counterparts and should not be subject to the gender discrimination they experience. CONCLUSION The web created between work-life and home-life for West African women researchers mainly as a result of the gender inequalities in the social structure will require more medium- and long-term strategic planning by institutional authorities to reduce gender disparities in research and academia. This work has highlighted the influence of family and social life on the professional lives of West African women researchers. The study could help contribute to the development of gender equality interventions for the career development of women researchers in West Africa.
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Affiliation(s)
- Ndèye Marème Sougou
- Department of Preventive Medicine and Public Health, University Cheikh Anta Diop, Dakar, Senegal
- Institute of Health and Development, University Cheikh Anta Diop, Dakar, Senegal
| | - Oumy Ndiaye
- Faculty of Economics and Management, University Cheikh Anta Diop, Dakar, Senegal
| | - Farah Nabil
- Faculty of Health Sciences, University of Zaragoza, Zaragoza, Spain
| | - Morenike Oluwatoyin Folayan
- Faculty of Health Sciences, University of Zaragoza, Zaragoza, Spain
- Obafemi Awolowo University, Ile-Ife, Nigeria
| | | | - Elhadji M. Mbaye
- Institut de Recherche en Santé, de Surveillance Épidémiologique et de Formation, Diamniadio, Sénégal
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Green RL, Kling SM, Dunham P, Erkmen CP, Kuo LE. Gender Diversity in Surgery: A Review. CURRENT SURGERY REPORTS 2022. [DOI: 10.1007/s40137-022-00314-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Kotini-Shah P, Man B, Pobee R, Hirshfield LE, Risman BJ, Buhimschi IA, Weinreich HM. Work-Life Balance and Productivity Among Academic Faculty During the COVID-19 Pandemic: A Latent Class Analysis. J Womens Health (Larchmt) 2022; 31:321-330. [PMID: 34846927 PMCID: PMC8972018 DOI: 10.1089/jwh.2021.0277] [Citation(s) in RCA: 13] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
Background: For faculty in academic health sciences, the balance between research, education, and patient care has been impeded by the coronavirus disease 2019 (COVID-19) pandemic. This study aimed to identify personal and professional characteristics of faculty to understand the impact of the pandemic on faculty and consequent policy implications. Methods: A 93-question survey was sent to faculty at a large urban public university and medical center. Demographic, family, and academic characteristics, work distribution and productivity before and during the pandemic, stress, and self-care data information were collected. Latent class analysis (LCA) was performed to identify classes of faculty sharing similar characteristics. Comparisons between latent classes were performed using analysis of variance and chi-square analyses. Results: Of 497 respondents, 60% were women. Four latent classes of faculty emerged based on six significant indicator variables. Class 1 individuals were more likely women, assistant professors, nontenured with high work and home stress; Class 2 faculty were more likely associate professors, women, tenured, who reported high home and work stress; Class 3 faculty were more likely men, professors, tenured with moderate work, but low home stress; and Class 4 faculty were more likely adjunct professors, nontenured, and had low home and work stress. Class 2 reported significantly increased administrative and clinical duties, decreased scholarly productivity, and deferred self-care. Conclusions: The pandemic has not affected faculty equally. Early and mid-career individuals were impacted negatively from increased workloads, stress, and decreased self-care. Academic leaders need to acknowledge these differences and be inclusive of faculty with different experiences when adjusting workplace or promotion policies.
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Affiliation(s)
- Pavitra Kotini-Shah
- Department of Emergency Medicine, University of Illinois at Chicago College of Medicine, Chicago, Illinois, USA
| | - Bernice Man
- Department of Medicine, University of Illinois at Chicago College of Medicine, Chicago, Illinois, USA
| | - Ruth Pobee
- Department of Emergency Medicine, University of Illinois at Chicago College of Medicine, Chicago, Illinois, USA
| | - Laura E. Hirshfield
- Department of Medical Education, University of Illinois at Chicago College of Medicine, Chicago, Illinois, USA
| | - Barbara J. Risman
- Department of Sociology, College of Liberal Arts and Sciences, University of Illinois at Chicago, Illinois, USA
| | - Irina A. Buhimschi
- Department of Obstetrics and Gynecology, University of Illinois at Chicago College of Medicine, Chicago, Illinois, USA
| | - Heather M. Weinreich
- Department of Otolaryngology-Head and Neck Surgery, University of Illinois at Chicago College of Medicine, Chicago, Illinois, USA.,Address correspondence to: Heather M. Weinreich, MD, MPH, Department of Otolaryngology-Head and Neck Surgery, University of Illinois at Chicago College of Medicine, 1855 West Taylor Street, Chicago, IL 60612, USA
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Olson EM, Kennedy CC, Kelm DJ. Assessment of Gender Parity: Leadership Representation in Pulmonary and Critical Care Medicine. J Womens Health (Larchmt) 2022; 31:439-446. [PMID: 33956512 PMCID: PMC9022127 DOI: 10.1089/jwh.2020.8982] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
Background: Academic centers' and professional societies' top leadership representation and professional societies' award recipients remain disparate by gender in many fields. Little is known regarding leadership representation and recognition within pulmonary, critical care, and sleep medicine (PCCM), which has ∼22% women physicians. We sought to understand the landscape of female PCCM leaders. Methods: We abstracted gender of fellowship program directors (PDs), Department of Medicine (DOM) Chairs and Division Chiefs from academic medical centers with PCCM fellowship programs from 2018 and for comparison 2008. We abstracted leadership and recognition award recipients within four PCCM professional societies from 2013 to 2018 (American Thoracic Society [ATS], American Academy of Sleep Medicine [AASM], American College of Chest Physicians [CHEST], and Society of Critical Care Medicine [SCCM]). Results: In 2018, 29% of PCCM PD, 15% of PCCM Division Chiefs, and 15% of DOM Chairs were women. There were significantly more female PDs in 2018 (29%) compared with 2008 (16%, p = 0.04). On average, 25% of society presidents were women, with 28% of PCCM societal awards going to women, with significant difference between societies (p = 0.04). Each society differed in average distribution of female board members over the 6-year period: ATS 38%, AASM 35%, CHEST 18%, and SCCM 44% (p < 0.001). Conclusion: PCCM leadership and societal recognition are disparate by gender with few women holding top leadership roles and receiving societal recognition. Fortunately, the distribution notably is starting to reflect the specialty's demographics. Understanding why these inequalities exist will be essential to achieving gender parity in PCCM.
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Affiliation(s)
- Emily M. Olson
- Department of Internal Medicine, Mayo Clinic, Rochester, Minnesota, USA
| | - Cassie C. Kennedy
- Department of Internal Medicine, Mayo Clinic, Rochester, Minnesota, USA.,Division of Pulmonary Medicine and Critical Care, Mayo Clinic, Rochester, Minnesota, USA
| | - Diana J. Kelm
- Department of Internal Medicine, Mayo Clinic, Rochester, Minnesota, USA.,Division of Pulmonary Medicine and Critical Care, Mayo Clinic, Rochester, Minnesota, USA.,Address correspondence to: Diana J. Kelm, MD, Department of Internal Medicine, Division of Pulmonary and Critical Care Medicine, Mayo Clinic, 200 First Street SW, Rochester, MN 55905, USA
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Chesak SS, Salinas M, Abraham H, Harris CE, Carey EC, Khalsa T, Mauck KF, Feely M, Licatino L, Moeschler S, Bhagra A. Experiences of Gender Inequity Among Women Physicians Across Career Stages: Findings from Participant Focus Groups. WOMEN'S HEALTH REPORTS 2022; 3:359-368. [PMID: 35415713 PMCID: PMC8994436 DOI: 10.1089/whr.2021.0051] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Accepted: 11/16/2021] [Indexed: 11/13/2022]
Affiliation(s)
- Sherry S. Chesak
- Department of Nursing, Division of Nursing Research, Mayo Clinic, Rochester, MN, USA
| | - Manisha Salinas
- Department of Medicine, Division of General Internal Medicine, Mayo Clinic, Jacksonville, Florida
| | | | - Courtney E. Harris
- Department of Medicine, Division of Infectious Disease, Massachusetts General Hospital, Boston, Massachusetts, USA
| | - Elise C. Carey
- Department of Medicine, Division of Community Internal Medicine, Geriatrics and Palliative Care, Mayo Clinic, Rochester, MN, USA
| | - Tejinder Khalsa
- Department of Medicine, Division of General Internal Medicine, Mayo Clinic, Rochester, MN, USA
| | - Karen F. Mauck
- Department of Medicine, Division of General Internal Medicine, Mayo Clinic, Jacksonville, Florida
| | - Molly Feely
- Department of Medicine, Division of Community Internal Medicine, Geriatrics and Palliative Care, Mayo Clinic, Rochester, MN, USA
| | - Lauren Licatino
- Department of Anesthesiology and Perioperative Medicine, Central Division Mayo Clinic, Rochester, Minnesota, USA
| | - Susan Moeschler
- Department of Anesthesiology, Division of Pain Medicine, Mayo Clinic, Rochester, Minnesota, USA
| | - Anjali Bhagra
- Department of Medicine, Division of General Internal Medicine, Mayo Clinic, Rochester, MN, USA
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38
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Shen MR, Tzioumis E, Andersen E, Wouk K, McCall R, Li W, Girdler S, Malloy E. Impact of Mentoring on Academic Career Success for Women in Medicine: A Systematic Review. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2022; 97:444-458. [PMID: 34907962 DOI: 10.1097/acm.0000000000004563] [Citation(s) in RCA: 38] [Impact Index Per Article: 19.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/12/2023]
Abstract
PURPOSE Research has shown that barriers to career success in academic medicine disproportionately affect women. These barriers include inadequate mentoring, which may perpetuate the underrepresentation of women in senior leadership positions. The purpose of this review was to summarize the qualitative and quantitative evidence of the impact of mentoring on women's career outcomes and to inform future interventions to support the promotion and retention of women in academic medicine. METHOD The authors conducted a systematic review of original research published in English-language, peer-reviewed journals through March 20, 2020. Search terms related to mentorship, women, and academic medicine. The authors searched MEDLINE, Embase, Scopus, Current Contents Connect via Web of Science, Cochrane Library, and PsycINFO. They excluded studies not specifically addressing women and those without gender-stratified outcomes. They extracted and analyzed the following data: study design, population, sample size, response rate, participant age, percentage of women, mentoring prevalence, and outcomes. RESULTS Of 2,439 citations identified, 91 studies met the inclusion criteria, including 65 quantitative and 26 qualitative studies. Mentoring was associated with objective and subjective measures of career success. Women perceived mentorship to be more valuable to their career development yet were more likely to report having no mentor. Additionally, women were more likely to report lower levels of research productivity, less career satisfaction, and greater barriers to promotion. Qualitative results indicated that women had less access to informal mentoring and family responsibilities had a greater effect on their career outcomes. Professional networking, female mentors, and relational aspects of mentoring were common themes. CONCLUSIONS This review examined gender disparities in mentoring and the impact on research productivity, promotion success, and career satisfaction for women in academic medicine. Institution-supported mentoring programs are needed to facilitate identification of appropriate mentors and promotion of a more equitable academic career environment for women.
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Affiliation(s)
- Mary R Shen
- M.R. Shen is a resident, Department of Surgery, University of Michigan, Ann Arbor, Michigan; ORCID: https://orcid.org/0000-0002-8923-4174
| | - Emma Tzioumis
- E. Tzioumis is assistant professor, Department of Nutrition, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Elizabeth Andersen
- E. Andersen is assistant professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Kathryn Wouk
- K. Wouk is a postdoctoral research fellow, Carolina Global Breastfeeding Institute, and adjunct associate professor, Department of Maternal and Child Health, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Rebecca McCall
- R. McCall is clinical librarian, Health Sciences Library, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Winston Li
- W. Li is assistant professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Susan Girdler
- S. Girdler is professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Erin Malloy
- E. Malloy is professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
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Ogunyemi D, Okekpe CC, Barrientos DR, Bui T, Au MN, Lamba S. United States Medical School Academic Faculty Workforce Diversity, Institutional Characteristics, and Geographical Distributions From 2014-2018. Cureus 2022; 14:e22292. [PMID: 35350486 PMCID: PMC8933272 DOI: 10.7759/cureus.22292] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/15/2022] [Indexed: 11/23/2022] Open
Abstract
Purpose Academic healthcare workforce diversity is important in addressing health disparities. Our goal was to evaluate trends and associations in faculty diversity of United States (US) medical schools over a five-year period. Methods We analyzed the Association of American Medical Colleges (AAMC) Faculty Roster data of 151 US medical schools from 2014-2018. Outcome faculty variables were female gender, underrepresented in medicine (UiM), age, and professorial representation. Predictor variables included geographical distributions, and institutional characteristics. Statistical analysis included Jonckheere-Terpstra test, ANOVA, and regression analysis. Results Female faculty increased from 37.6% to 40.4% (p<0.001), senior faculty (age >60 years) from 22.6% to 25.9% (p=0.001) while UiM faculty stayed relatively flat from 9.74% to 10.08% (p=0.773). UiM [adjusted odds ratio (aOR) = 0.39, p=0.015], and female faculty (aOR=0.3, p=0.001) had independently significantly decreased associations with professorial representation, while senior faculty had increased associations (aOR=3.82, p<0.001). Significant independent differences occurred in female, UiM, and professorial faculty distributions within US regions; Hispanic faculty were highest in Southwest (6.57%) and lowest in Midwest region (1.59%), while African-American faculty were highest in Southeast (8.15%) but lowest in the West (3.12%). UiM faculty had significantly independent decreased associations with MD/PhD degree (aOR=0.30, p=0.004) and higher US ranking institutions (aOR=0.45, p=0.009). Conclusions From 2014 to 2018, female faculty increased modestly while the UiM faculty trend remained flat. Female and UiM faculty were less represented at the professor level. UiM faculty were less represented in higher-ranking institutions. Geographic location is associated with faculty diversity.
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Gender Disparity in Academic Gastroenterology: Beginning of the End of the Underrepresentation of Women? Dig Dis Sci 2022; 67:380-387. [PMID: 33141389 DOI: 10.1007/s10620-020-06692-7] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/18/2020] [Accepted: 10/22/2020] [Indexed: 12/09/2022]
Abstract
BACKGROUND Though there are an increasing number of female medical graduates, women remain underrepresented in academic medicine. There have been several reasons to explain this gender disparity, including marital status, number of children, number of hours worked, job flexibility, perceptions of women as inferior leaders, gender bias, sexual harassment, and unsupportive academic climates. AIMS This study aimed to investigate the relationship between scholarly productivity and the representation of female gastroenterologists in academia. Specifically, scholarly productivity measured by the h-index and academic rank were explored to determine if there were gender disparities in academic productivity and rank in gastroenterology. METHODS Gastroenterology departmental listings were obtained from the Fellowship and Residency Interactive Database of the American Medical Association. The Scopus database was used to record each physician's h-index. Statistical analyses were conducted with Wilcoxon rank-sum test, which compared matched samples by academic rank, and ANOVA tests, which compared multiple academic ranks. RESULTS Out of 1703 academic gastroenterologists, women account for 25% of academic physicians. Women have statistically lower h-indices at the level of Assistant Professor (p = 0.0012), and at the level of Chair (p = 0.01). There was no difference in h-indices between male and female at the rank of Associate Professor and Professor. CONCLUSIONS While these results mirror patterns appreciated in other fields of medicine, the results at the rank of Chair may suggest that despite the lower h-index compared to their male counterparts, females are perceived as having strong inherent leadership skills outside of academic productivity that are also conducive to leading a department and may be contributing to their rise to Chair.
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Perni S, Bitterman D, Ryan J, Silver JK, Mitchell E, Christensen S, Daniels M, Bloom M, Hochberg E, Ryan D, Haas-Kogan D, Loeffler JS, Tarbell NJ, Parikh AR, Wo J. Gender, Productivity, and Philanthropic Fundraising in Academic Oncology. J Natl Compr Canc Netw 2021; 19:1401-1406. [PMID: 34902830 DOI: 10.6004/jnccn.2021.7008] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2020] [Accepted: 01/14/2021] [Indexed: 11/17/2022]
Abstract
BACKGROUND Philanthropic donations are important funding sources in academic oncology but may be vulnerable to implicit or explicit biases toward women. However, the influence of gender on donations has not been assessed quantitatively. METHODS We queried a large academic cancer center's development database for donations over 10 years to the sundry funds of medical and radiation oncologists. Types of donations and total amounts for medical oncologists and radiation oncologists hired prior to April 1, 2018 (allowing ≥2 years on faculty prior to query), were obtained. We also obtained publicly available data on physician/academic rank, gender, specialty, disease site, and Hirsch-index (h-index), a metric of productivity. RESULTS We identified 127 physicians: 64% men and 36% women. Median h-index was higher for men (31; range, 1-100) than women (17; range, 3-77; P=.003). Men were also more likely to have spent more time at the institution (median, 15 years; range, 2-43 years) than women (median, 12.5 years; range, 3-22 years; P=.025). Those receiving donations were significantly more likely to be men (70% vs 30%; P=.034). Men received significantly higher median amounts ($259,474; range, $0-$29,507,784) versus women ($37,485; range, $0-$7,483,726; P=.019). On multivariable analysis, only h-index and senior academic rank were associated with donation receipt, and only h-index with donation amount. CONCLUSIONS We found significant gender disparities in receipt of philanthropic donations on unadjusted analyses. However, on multivariable analyses, only productivity and rank were significantly associated with donations, suggesting gender disparities in productivity and promotions may contribute to these differences.
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Affiliation(s)
- Subha Perni
- Harvard Radiation Oncology Program.,Massachusetts General Hospital Cancer Center
| | - Danielle Bitterman
- Harvard Radiation Oncology Program.,Massachusetts General Hospital Cancer Center
| | | | - Julie K Silver
- Department of Physical Medicine and Rehabilitation, Massachusetts General Hospital, Brigham and Women's Hospital, and.,Spaulding Rehabilitation Hospital, Boston, Massachusetts; and
| | | | | | | | - Mara Bloom
- Massachusetts General Hospital Cancer Center
| | | | - David Ryan
- Massachusetts General Hospital Cancer Center
| | - Daphne Haas-Kogan
- Department of Radiation Oncology, Brigham and Women's Hospital and Dana-Farber Cancer Institute, Boston, Massachusetts
| | | | | | | | - Jennifer Wo
- Massachusetts General Hospital Cancer Center
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Mukkamala S, Rodrigues Armijo P, Flores L, Shillcutt SK. Positive association of a women's continuing medical education conference on career advancement and promotion. MEDICAL EDUCATION ONLINE 2021; 26:1981127. [PMID: 34533431 PMCID: PMC8451597 DOI: 10.1080/10872981.2021.1981127] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/17/2020] [Revised: 07/04/2021] [Accepted: 09/13/2021] [Indexed: 06/13/2023]
Abstract
Women physicians are underrepresented in leadership positions across medical specialties. Understanding factors that improve women's promotion metrics may lead to career and leadership advancement. This study examined if a woman-centered Continuing Medical Education (CME) conference is associated with differences in productivity metrics toward career advancement. The authors conducted a cross-sectional survey study of women physicians attending a national woman-centered CME conference for professional growth, wellness and networking in September 2019. The survey measured promotion metrics achieved in the year prior to the conference and compared them with previous attendees. Of 425 women attendees of the conference, 389 (91.5%) respondents completed the survey. Respondents were divided into two groups for analysis: first time (FT) attendees, and those that attended the conference previously (PV). In the year preceding the survey, PV attendees were more likely to have published a manuscript as first-author or co-author in a peer-reviewed journal (17.5% vs. 9.7%, p = 0.029), given a talk in their area of practice (48.3% vs. 27.9%, p < 0.001) and to have mentored at least one peer (40.8% vs. 27.5%, p = 0.009) and to have asked for a promotion (15.8% vs. 8.6%, p = 0.033) than FT. As compared to first-time conference attendees, women physicians who previously attended a woman-centered CME conference were more likely to achieve career performance metrics including publications and speaking engagements in the preceding year. This study demonstrated a positive association of Women-centered CME conferences in career advancement metrics for women in medicine and suggests further studies on this and other women-centered CME conferences.
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Affiliation(s)
- Shivani Mukkamala
- Division of Pediatric Anesthesiology, Department of Anesthesiology, Emory University, Children’s Healthcare of Atlanta, Atlanta, Georgia, USA
| | | | - Laura Flores
- Medical School, University of Nebraska Medical Center, Omaha, Nebraska, USA
| | - Sasha K. Shillcutt
- Division of Cardiothoracic Anesthesiology, Department of Anesthesiology, University of Nebraska Medical Center, Omaha, Nebraska, USA
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Freeman G, Bharwani A, Brown A, Ruzycki SM. Challenges to Navigating Pregnancy and Parenthood for Physician Parents: a Framework Analysis of Qualitative Data. J Gen Intern Med 2021; 36:3697-3703. [PMID: 33959880 PMCID: PMC8642566 DOI: 10.1007/s11606-021-06835-0] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/28/2020] [Accepted: 04/15/2021] [Indexed: 11/29/2022]
Abstract
BACKGROUND Some gender-based disparities in medicine may relate to pregnancy and parenthood. An understanding of the challenges faced by pregnant physicians and physician parents is needed to design policies and interventions to reduce these disparities. OBJECTIVE Our objective was to characterize work-related barriers related to pregnancy and parenthood described by physicians. DESIGN We performed framework analysis of qualitative data collected through individual, semi-structured interviews between May and October 2018. Data related to pregnancy or parenthood were organized chronologically to understand barriers throughout the process of pregnancy, planning a parental leave, taking a parental leave, returning from parental leave, and parenting as a physician. PARTICIPANTS Physician faculty members of all genders, including parents and non-parents, from a single department at a large academic medical school in Canada were invited to participate in a department-wide study broadly exploring gender equity. APPROACH Thematic analysis guided by constructivism. KEY RESULTS Twenty-eight physicians were interviewed (7.2% of eligible physicians), including 22 women and 6 men, of which 18 were parents (15 mothers and 3 fathers). Common barriers included a lack of systems-level guidelines for pregnancy and parental leave, inconsistent workplace accommodations for pregnant physicians, a lack of guidance and support for planning parental leaves, and difficulties obtaining clinical coverage for parental leave. Without systems-level guidance, participants had to individually navigate challenges and resolve these difficulties, including negotiating with their leadership for benefits. This led to stress, wasted time and effort, and raised questions about fairness within the department. CONCLUSIONS Physician parents face unique challenges navigating institutional policies as well as planning and taking parental leave. Systems-level interventions such as policies for pregnancy, parental leave, and return to work are needed to address barriers experienced by physician parents.
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Affiliation(s)
- Georgina Freeman
- W21C Research and Innovation Centre, O'Brien Institute for Public Health, University of Calgary, Calgary, Canada
| | - Aleem Bharwani
- Department of Medicine, University of Calgary, Calgary, Canada
| | - Allison Brown
- Department of Medicine, University of Calgary, Calgary, Canada.,Department of Community Health Sciences, University of Calgary, Calgary, Alberta, Canada
| | - Shannon M Ruzycki
- Department of Medicine, University of Calgary, Calgary, Canada. .,Department of Community Health Sciences, University of Calgary, Calgary, Alberta, Canada.
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Lee LK, Platz E, Klig J, Samuels‐Kalow ME, Temin ES, Nagurney J, Marsh R, Rouhani S, Huancahuari N, Dubosh NM, Boyle KL, Stack A, Dobiesz VA. Addressing gender inequities: Creation of a multi-institutional consortium of women physicians in academic emergency medicine. Acad Emerg Med 2021; 28:1358-1367. [PMID: 34331734 DOI: 10.1111/acem.14361] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/02/2021] [Revised: 06/13/2021] [Accepted: 06/15/2021] [Indexed: 11/29/2022]
Abstract
Gender inequity is pervasive in medicine, including emergency medicine (EM), and is well documented in workforce representation, leadership, financial compensation, and resource allocation. The reasons for gender inequities in medicine, including academic EM, are multifactorial and include disadvantageous institutional parental, family, and promotion policies; workplace environment and culture; implicit biases; and a paucity of women physician leader role models, mentors, and sponsors. To address some of the challenges of gender inequities and career advancement for women in academic EM, we established an innovative, peer-driven, multi-institutional consortium of women EM faculty employed at four distinct hospitals affiliated with one medical school. The consortium combined financial and faculty resources to execute gender-specific programs not feasible at an individual institution due to limited funding and faculty availability. The programs included leadership skill-building and negotiation seminars for consortium members. The consortium created a collaborative community designed specifically to enrich career development for women in academic EM, with a formal organizational structure to connect faculty from four hospitals under one academic institution. The objective of this report is to describe the creation of this cross-institutional consortium focused on career development, academic productivity, and networking and sharing best practices for work-life integration for academic EM women faculty. This consortium-building model could be used to enhance existing institutional career development structures for women and other physician communities in academic medicine with unique career advancement challenges.
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Affiliation(s)
- Lois K. Lee
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Division of Emergency Medicine Boston Children’s Hospital Boston Massachusetts USA
| | - Elke Platz
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Brigham and Women’s Hospital Boston Massachusetts USA
- Cardiovascular Division Brigham and Women’s Hospital Boston Massachusetts USA
| | - Jean Klig
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Massachusetts General Hospital Boston Massachusetts USA
| | - Margaret E. Samuels‐Kalow
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Massachusetts General Hospital Boston Massachusetts USA
| | - Elizabeth S. Temin
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Massachusetts General Hospital Boston Massachusetts USA
| | - Justine Nagurney
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Beth Israel Deaconess Medical Center Boston Massachusetts USA
| | - Regan Marsh
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Brigham and Women’s Hospital Boston Massachusetts USA
| | - Shada Rouhani
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Brigham and Women’s Hospital Boston Massachusetts USA
| | - Nadia Huancahuari
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Brigham and Women’s Hospital Boston Massachusetts USA
| | - Nicole M. Dubosh
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Beth Israel Deaconess Medical Center Boston Massachusetts USA
| | - Katherine L. Boyle
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Beth Israel Deaconess Medical Center Boston Massachusetts USA
| | - Anne Stack
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Division of Emergency Medicine Boston Children’s Hospital Boston Massachusetts USA
| | - Valerie A. Dobiesz
- Department of Emergency Medicine Harvard Medical School Boston Massachusetts USA
- Department of Emergency Medicine Brigham and Women’s Hospital Boston Massachusetts USA
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A Year Into the Pandemic: An Update on Women in Science, Technology, Engineering, Math, and Medicine (STEMM). Ann Am Thorac Soc 2021; 19:517-524. [PMID: 34847335 PMCID: PMC8996277 DOI: 10.1513/annalsats.202107-875cme] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
The coronavirus pandemic revealed long-standing, unaddressed fissures in our systems, including dramatic gender inequities in science, technology, engineering, mathematics and medicine (STEMM) fields. Women have disproportionately carried the burden of child care and other caregiving responsibilities during the pandemic, and there are strong indications that the pandemic will likely exacerbate pre-existing disparities in the pipeline of women in STEMM and in leadership positions. Based on a literature review, our own experiences and the experiences of our colleagues, we review promising strategies that have been implemented by funding bodies, journals, professional societies, and colleges/universities as well as additional strategies that might be helpful for these entities to implement in order to move forward with policies in place that address gender inequities and rebuild our institutional systems better. At this moment in time, institutions should collect data on metrics such as recruitment, retention, tenure/promotion, funding, professional society membership, awards/honors, and scientific publishing. These data will be essential in determining the impact of policies on women in STEMM to ensure they are having the intended effect as well as what future actions might be necessary in an iterative process.
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46
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French VA, Werner JL, Feng EJH, Latimer RA, Wolff SF, Wieneke CL. Provision of Onsite Childcare in US Academic Health Centers: What Factors Make a Difference? Womens Health Issues 2021; 32:74-79. [PMID: 34774403 DOI: 10.1016/j.whi.2021.08.005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/12/2021] [Revised: 08/22/2021] [Accepted: 08/30/2021] [Indexed: 10/19/2022]
Abstract
INTRODUCTION Challenges to work-life balance, including childcare, have been cited as major barriers to career advancement for women in academic medicine. METHODS We performed a cross-sectional study to investigate the availability of onsite childcare at academic health centers (AHCs) for US medical schools and examined institutional characteristics associated with its provision. Data from the Association of American Medical Colleges (AAMC) were used to identify US medical schools by region, type (private vs. public, community-based vs. not), financial relationship to the university, and numbers of female medical students, faculty, chairs, and deans. We assessed onsite childcare from publicly available information on institutional websites, plus phone calls to human resources departments at medical centers and/or medical schools. RESULTS Our study identified 144 US medical schools from the AAMC database and collected complete data for 136 (95%). Most AHCs offered onsite childcare (62%, 84/136). AHCs in the Midwest (78%) were most likely to have onsite childcare, whereas AHCs in the Southwest were least likely (14%, p < .001). No associations were demonstrated between onsite childcare and the proportion of female chairs or female faculty, or the AHC's financial relationship with the parent university. CONCLUSIONS Although accessible childcare is critical to the upward mobility of women in medicine, more than a third of AHCs do not offer onsite childcare. As more women in medicine navigate childcare demands, the expansion of accessible, quality onsite childcare at AHCs is needed to promote a diverse academic workforce.
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Affiliation(s)
- Valerie A French
- Department of Obstetrics and Gynecology, University of Kansas Medical Center, Kansas City, Kansas.
| | - Jackie L Werner
- Department of Obstetrics and Gynecology, University of Kansas Medical Center, Kansas City, Kansas
| | - Emily J H Feng
- Department of Family Medicine and Community Health, University of Minnesota, Minneapolis, Minnesota
| | - R Aurelia Latimer
- Department of Family Medicine and Community Health, University of Kansas, Kansas City, Kansas
| | - Sharon F Wolff
- Department of Population Health, University of Kansas Medical Center, Kansas City, Kansas
| | - Carrie L Wieneke
- Department of Obstetrics and Gynecology, University of Kansas Medical Center, Kansas City, Kansas
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Li B, Jacob-Brassard J, Dossa F, Salata K, Kishibe T, Greco E, Baxter NN, Al-Omran M. Gender differences in faculty rank among academic physicians: a systematic review and meta-analysis. BMJ Open 2021; 11:e050322. [PMID: 34728447 PMCID: PMC8565568 DOI: 10.1136/bmjopen-2021-050322] [Citation(s) in RCA: 21] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
Abstract
OBJECTIVE Many studies have analysed gender bias in academic medicine; however, no comprehensive synthesis of the literature has been performed. We conducted a pooled analysis of the difference in the proportion of men versus women with full professorship among academic physicians. DESIGN Systematic review and meta-analysis. DATA SOURCES MEDLINE, Embase, Cochrane Central Register of Controlled Trials, Education Resources Information Center and PsycINFO were searched from inception to 3 July 2020. STUDY SELECTION All original studies reporting faculty rank stratified by gender worldwide were included. DATA EXTRACTION AND SYNTHESIS Study screening, data extraction and quality assessment were performed by two independent reviewers, with a third author resolving discrepancies. Meta-analysis was conducted using random-effects models. RESULTS Our search yielded 5897 articles. 218 studies were included with 991 207 academic physician data points. Men were 2.77 times more likely to be full professors (182 271/643 790 men vs 30 349/251 501 women, OR 2.77, 95% CI 2.57 to 2.98). Although men practised for longer (median 18 vs 12 years, p<0.00002), the gender gap remained after pooling seven studies that adjusted for factors including time in practice, specialty, publications, h-index, additional PhD and institution (adjusted OR 1.83, 95% CI 1.04 to 3.20). Meta-regression by data collection year demonstrated improvement over time (p=0.0011); however, subgroup analysis showed that gender disparities remain significant in the 2010-2020 decade (OR 2.63, 95% CI 2.48 to 2.80). The gender gap was present across all specialties and both within and outside of North America. Men published more papers (mean difference 17.2, 95% CI 14.7 to 19.7), earned higher salaries (mean difference $33 256, 95% CI $25 969 to $40 542) and were more likely to be departmental chairs (OR 2.61, 95% CI 2.19 to 3.12). CONCLUSIONS Gender inequity in academic medicine exists across all specialties, geographical regions and multiple measures of success, including academic rank, publications, salary and leadership. Men are more likely than women to be full professors after controlling for experience, academic productivity and specialty. Although there has been some improvement over time, the gender disparity in faculty rank persists. PROSPERO REGISTRATION NUMBER CRD42020197414.
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Affiliation(s)
- Ben Li
- Department of Surgery, University of Toronto, Toronto, Ontario, Canada
- Division of Vascular Surgery, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
| | - Jean Jacob-Brassard
- Department of Surgery, University of Toronto, Toronto, Ontario, Canada
- Division of Vascular Surgery, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
| | - Fahima Dossa
- Department of Surgery, University of Toronto, Toronto, Ontario, Canada
- Division of General Surgery, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
| | - Konrad Salata
- Department of Surgery, University of Toronto, Toronto, Ontario, Canada
- Division of Vascular Surgery, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
| | - Teruko Kishibe
- Health Sciences Library, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
- Li Ka Shing Knowledge Institute, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
| | - Elisa Greco
- Department of Surgery, University of Toronto, Toronto, Ontario, Canada
- Division of Vascular Surgery, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
| | - Nancy N Baxter
- Department of Surgery, University of Toronto, Toronto, Ontario, Canada
- Li Ka Shing Knowledge Institute, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
- Melbourne School of Population and Global Health, University of Melbourne, Melbourne, Victoria, Australia
| | - Mohammed Al-Omran
- Department of Surgery, University of Toronto, Toronto, Ontario, Canada
- Division of Vascular Surgery, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
- Li Ka Shing Knowledge Institute, St. Michael's Hospital, Unity Health Toronto, Toronto, Ontario, Canada
- Department of Surgery, King Saud University, Riyadh, Kingdom of Saudi Arabia
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Sepúlveda-Vildósola AC, González HM, López-Sepúlveda MF, Martínez-Escobar CB. Trends in Medical Specialization and Employability in Mexico According to Gender. Arch Med Res 2021; 53:205-214. [DOI: 10.1016/j.arcmed.2021.10.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/16/2021] [Revised: 10/04/2021] [Accepted: 10/07/2021] [Indexed: 11/02/2022]
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Abbas S, Sultan F. Infection control practices and challenges in Pakistan during the COVID-19 pandemic: a multicentre cross-sectional study. J Infect Prev 2021; 22:205-211. [PMID: 34659458 DOI: 10.1177/17571774211012761] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/21/2020] [Accepted: 04/06/2021] [Indexed: 11/15/2022] Open
Abstract
Background Patient and staff safety at healthcare facilities during outbreaks hinges on a prompt infection prevention and control response. Physicians leading these programmes have encountered numerous obstacles during the pandemic. Aim/objective The aim of this study was to evaluate infection prevention and control practices and explore the challenges in Pakistan during the coronavirus disease 2019 pandemic. Methods We conducted a cross-sectional study and administered a survey to physicians leading infection prevention and control programmes at 18 hospitals in Pakistan. Results All participants implemented universal masking, limited the intake of patients and designated separate triage areas, wards and intensive care units for coronavirus disease 2019 patients at their hospitals. Eleven (61%) physicians reported personal protective equipment shortages. Staff at three (17%) hospitals worked without the appropriate personal protective equipment due to limited supplies. All participants felt overworked and 17 (94%) reported stress. Physicians identified the lack of negative pressure rooms, fear and anxiety among hospital staff, rapidly evolving guidelines, personal protective equipment shortages and opposition from hospital staff regarding the choice of recommended personal protective equipment as major challenges during the pandemic. Discussion The results of this study highlight the challenges faced by physicians leading infection prevention and control programmes in Pakistan. It is essential to support infection prevention and control personnel and bridge the identified gaps to ensure patient and staff safety at healthcare facilities.
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Affiliation(s)
- Salma Abbas
- Department of Internal Medicine, Shaukat Khanum Memorial Cancer Hospital and Research Center, Lahore, Pakistan
| | - Faisal Sultan
- Department of Internal Medicine, Shaukat Khanum Memorial Cancer Hospital and Research Center, Lahore, Pakistan
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Cerón-Souza I, Galeano CH, Tehelen K, Jiménez HR, González C. Opportunities and Challenges to Improve a Public Research Program in Plant Breeding and Enhance Underutilized Plant Genetic Resources in the Tropics. Genes (Basel) 2021; 12:genes12101584. [PMID: 34680981 PMCID: PMC8535561 DOI: 10.3390/genes12101584] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/04/2021] [Revised: 09/23/2021] [Accepted: 09/24/2021] [Indexed: 01/15/2023] Open
Abstract
The American tropics are hotspots of wild and domesticated plant biodiversity, which is still underutilized by breeding programs despite being conserved at regional gene banks. The improvement of those programs depends on long-term public funds and the maintenance of specialized staff. Unfortunately, financial ups and downs complicate staff connectivity and their research impact. Between 2000 and 2010, Agrosavia (Corporación Colombiana de Investigación Agropecuaria) dramatically decreased its public financial support. In 2017, we surveyed all 52 researchers from Agrosavia involved in plant breeding and plant genetic resource programs to examine the effect of decimating funds in the last ten years. We hypothesized that the staff dedicated to plant breeding still suffer a strong fragmentation and low connectivity. As we expected, the social network among researchers is weak. The top ten central leaders are predominantly males with an M.Sc. degree but have significant experience in the area. The staff has experience in 31 tropical crops, and 17 are on the list of underutilized species. Moreover, although 26 of these crops are in the national germplasm bank, this has not been the primary source for their breeding programs. We proposed five principles to improve connectivity among teams and research impact: (1) The promotion of internal discussion about gender gaps and generation shifts to design indicators to monitor and decrease this disparity over time. (2) The construction of long-term initiatives and synergies with the Colombian government to support the local production of food security crops independent of market trends. (3) Better collaboration between the National Plant Germplasm Bank and plant breeding researchers. (4) A concerted priority list of species (especially those neglected or underutilized) and external institutions to better focus the collaborative efforts in research using public funds. (5) Better spaces for the design of projects among researchers and training programs in new technologies. These principles could also apply in other tropical countries with public plant breeding research programs facing similar challenges.
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Affiliation(s)
- Ivania Cerón-Souza
- Corporación Colombiana de Investigación Agropecuaria—Agrosavia, C.I. Tibaitatá, Mosquera 250047, Colombia; (H.R.J.); (C.G.)
- Correspondence: ; Tel.: +57-144-227-300 (ext. 1457)
| | - Carlos H. Galeano
- Corporación Colombiana de Investigación Agropecuaria—Agrosavia, C.I. Palmira, Palmira 763533, Colombia;
| | | | - Hugo R. Jiménez
- Corporación Colombiana de Investigación Agropecuaria—Agrosavia, C.I. Tibaitatá, Mosquera 250047, Colombia; (H.R.J.); (C.G.)
| | - Carolina González
- Corporación Colombiana de Investigación Agropecuaria—Agrosavia, C.I. Tibaitatá, Mosquera 250047, Colombia; (H.R.J.); (C.G.)
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