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Diversity and perception of equity and respect in the Society of Skeletal Radiology (SSR). Skeletal Radiol 2022; 51:849-854. [PMID: 34477922 PMCID: PMC8413112 DOI: 10.1007/s00256-021-03901-w] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 07/19/2021] [Revised: 08/26/2021] [Accepted: 08/27/2021] [Indexed: 02/02/2023]
Abstract
PURPOSE To assess the perception of equity and respect in the workplace and within the SSR. We hypothesized that responses would differ by gender and minorities underrepresented in medicine (URiM) status. METHODS An electronic survey was sent to 1,531 SSR members between January 2020 and March 2020 to determine perception of equity and respect. Descriptive statistics were calculated, and analysis of differences in response by gender/minority status was performed using the Fisher's exact test. The study was exempt from IRB approval. RESULTS There were 176 responses (11.5%). Most respondents (61.9%) were between 30 and 50 years. Members identified as male (M) in 74.4%, as female (F) in 25.0%, and as "other" in 0.6%. URiM comprised 9.1% of members. Women worked more commonly in academia (p = 0.005), had the perception of unequal opportunities for leadership positions within the institution (p = 0.006), and emphasized the importance of having a mentor of the same gender (p = 0.001). URiM members were less likely to hold a leadership position (p = 0.1, trend), had a perception of unequal opportunities for leadership positions within the institution (p = 0.06, trend), and reported the importance of having a mentor of the same race (p = 0.06, trend). There were no significant differences between gender or URiM status and perception of the SSR to provide an inclusive environment and leadership opportunities (p ≥ 0.39). CONCLUSION While survey participation was limited and potentially biased, respondents perceived that women and minorities have fewer opportunities and are treated with lower regard in the workplace compared to male, non-minority colleagues.
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Allen BJ, Garg K. Diversity Matters in Academic Radiology: Acknowledging and Addressing Unconscious Bias. J Am Coll Radiol 2017; 13:1426-1432. [PMID: 27916109 DOI: 10.1016/j.jacr.2016.08.016] [Citation(s) in RCA: 74] [Impact Index Per Article: 10.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/15/2016] [Revised: 08/19/2016] [Accepted: 08/19/2016] [Indexed: 10/20/2022]
Abstract
To meet challenges related to changing demographics, and to optimize the promise of diversity, radiologists must bridge the gap between numbers of women and historically underrepresented minorities in radiology and radiation oncology as contrasted with other medical specialties. Research reveals multiple ways that women and underrepresented minorities can benefit radiology education, research, and practice. To achieve those benefits, promising practices promote developing and implementing strategies that support diversity as an institutional priority and cultivate shared responsibility among all members to create inclusive learning and workplace environments. Strategies also include providing professional development to empower and equip members to accomplish diversity-related goals. Among topics for professional development about diversity, unconscious bias has shown positive results. Unconscious bias refers to ways humans unknowingly draw upon assumptions about individuals and groups to make decisions about them. Researchers have documented unconscious bias in a variety of contexts and professions, including health care, in which they have studied differential treatment, diagnosis, prescribed care, patient well-being and compliance, physician-patient interactions, clinical decision making, and medical school education. These studies demonstrate unfavorable impacts on members of underrepresented groups and women. Learning about and striving to counteract unconscious bias points to promising practices for increasing the numbers of women and underrepresented minorities in the radiology and radiation oncology workforce.
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Affiliation(s)
- Brenda J Allen
- Office of Diversity and Inclusion, University of Colorado Denver
- Anschutz Medical Campus, Denver, Colorado.
| | - Kavita Garg
- Department of Radiology, University of Colorado Denver
- Anschutz Medical Campus, Denver, Colorado
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Grisso JA, Sammel MD, Rubenstein AH, Speck RM, Conant EF, Scott P, Tuton LW, Westring AF, Friedman S, Abbuhl SB. A Randomized Controlled Trial to Improve the Success of Women Assistant Professors. J Womens Health (Larchmt) 2017; 26:571-579. [PMID: 28281865 PMCID: PMC5446599 DOI: 10.1089/jwh.2016.6025] [Citation(s) in RCA: 30] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/04/2022] Open
Abstract
Background: Given the persistent disparity in the advancement of women compared with men faculty in academic medicine, it is critical to develop effective interventions to enhance women's careers. We carried out a cluster-randomized, multifaceted intervention to improve the success of women assistant professors at a research-intensive medical school. Materials and Methods: Twenty-seven departments/divisions were randomly assigned to intervention or control groups. The three-tiered intervention included components that were aimed at (1) the professional development of women assistant professors, (2) changes at the department/division level through faculty-led task forces, and (3) engagement of institutional leaders. Generalized linear models were used to test associations between assignment and outcomes, adjusting for correlations induced by the clustered design. Results: Academic productivity and work self-efficacy improved significantly over the 3-year trial in both intervention and control groups, but the improvements did not differ between the groups. Average hours worked per week declined significantly more for faculty in the intervention group as compared with the control group (−3.82 vs. −1.39 hours, respectively, p = 0.006). The PhD faculty in the intervention group published significantly more than PhD controls; however, no differences were observed between MDs in the intervention group and MDs in the control group. Conclusions: Significant improvements in academic productivity and work self-efficacy occurred in both intervention and control groups, potentially due to school-wide intervention effects. A greater decline in work hours in the intervention group despite similar increases in academic productivity may reflect learning to “work smarter” or reveal efficiencies brought about as a result of the multifaceted intervention. The intervention appeared to benefit the academic productivity of faculty with PhDs, but not MDs, suggesting that interventions should be more intense or tailored to specific faculty groups.
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Affiliation(s)
- Jeane Ann Grisso
- 1 Perelman School of Medicine and School of Nursing, University of Pennsylvania , Philadelphia, Pennsylvania
| | - Mary Dupuis Sammel
- 2 Department of Biostatistics and Epidemiology, Center for Clinical Epidemiology and Biostatistics, Perelman School of Medicine, University of Pennsylvania , Philadelphia, Pennsylvania
| | - Arthur H Rubenstein
- 3 Department of Medicine, University of Pennsylvania , Philadelphia, Pennsylvania
| | - Rebecca M Speck
- 4 Department of Anesthesiology and Critical Care, University of Pennsylvania , Philadelphia, Pennsylvania
| | - Emily F Conant
- 5 Department of Radiology, University of Pennsylvania , Philadelphia, Pennsylvania
| | - Patricia Scott
- 2 Department of Biostatistics and Epidemiology, Center for Clinical Epidemiology and Biostatistics, Perelman School of Medicine, University of Pennsylvania , Philadelphia, Pennsylvania
| | - Lucy Wolf Tuton
- 6 Department of Biostatistics and Epidemiology, Perelman School of Medicine, University of Pennsylvania , Philadelphia, Pennsylvania
| | | | - Stewart Friedman
- 8 Department of Management, The Wharton School, University of Pennsylvania , Philadelphia, Pennsylvania
| | - Stephanie B Abbuhl
- 9 Department of Emergency Medicine, Perelman School of Medicine, University of Pennsylvania , Philadelphia, Pennsylvania
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Ovseiko PV, Chapple A, Edmunds LD, Ziebland S. Advancing gender equality through the Athena SWAN Charter for Women in Science: an exploratory study of women's and men's perceptions. Health Res Policy Syst 2017; 15:12. [PMID: 28222735 PMCID: PMC5320775 DOI: 10.1186/s12961-017-0177-9] [Citation(s) in RCA: 81] [Impact Index Per Article: 11.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/08/2016] [Accepted: 02/06/2017] [Indexed: 11/29/2022] Open
Abstract
Background While in the United Kingdom, Ireland, and Australia, higher education and research institutions are widely engaged with the Athena SWAN Charter for Women in Science to advance gender equality, empirical research on this process and its impact is rare. This study combined two data sets (free- text comments from a survey and qualitative interviews) to explore the range of experiences and perceptions of participation in Athena SWAN in medical science departments of a research-intensive university in Oxford, United Kingdom. Methods The study is based on the secondary analysis of data from two projects: 59 respondents to an anonymous online survey (42 women, 17 men) provided relevant free-text comments and, separately, 37 women participated in face-to-face narrative interviews. Free-text survey comments and narrative interviews were analysed thematically using constant comparison. Results Both women and men said that participation in Athena SWAN had brought about important structural and cultural changes, including increased support for women’s careers, greater appreciation of caring responsibilities, and efforts to challenge discrimination and bias. Many said that these positive changes would not have happened without linkage of Athena SWAN to government research funding, while others thought there were unintended consequences. Concerns about the programme design and implementation included a perception that Athena SWAN has limited ability to address longstanding and entrenched power and pay imbalances, persisting lack of work-life balance in academic medicine, questions about the sustainability of positive changes, belief that achieving the award could become an end in itself, resentment about perceived positive discrimination, and perceptions that further structural and cultural changes were needed in the university and wider society. Conclusions The findings from this study suggest that Athena SWAN has a positive impact in advancing gender equality, but there may be limits to how much it can improve gender equality without wider institutional and societal changes. To address the fundamental causes of gender inequality would require cultural change and welfare state policies incentivising men to increase their participation in unpaid work in the family, which is beyond the scope of higher education and research policy. Electronic supplementary material The online version of this article (doi:10.1186/s12961-017-0177-9) contains supplementary material, which is available to authorized users.
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Affiliation(s)
- Pavel V Ovseiko
- Radcliffe Department of Medicine, University of Oxford, John Radcliffe Hospital, Oxford, OX3 9DU, United Kingdom.
| | - Alison Chapple
- Nuffield Department of Primary Care Health Sciences, University of Oxford, Radcliffe Observatory Quarter, Woodstock Road, Oxford, OX2 6GG, United Kingdom
| | - Laurel D Edmunds
- Radcliffe Department of Medicine, University of Oxford, John Radcliffe Hospital, Oxford, OX3 9DU, United Kingdom
| | - Sue Ziebland
- Nuffield Department of Primary Care Health Sciences, University of Oxford, Radcliffe Observatory Quarter, Woodstock Road, Oxford, OX2 6GG, United Kingdom
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Carnes M, Johnson P, Klein W, Jenkins M, Bairey Merz CN. Advancing Women's Health and Women's Leadership With Endowed Chairs in Women's Health. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2017; 92:167-174. [PMID: 27759706 PMCID: PMC5473431 DOI: 10.1097/acm.0000000000001423] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
Gender-based bias and conflation of gender and status are root causes of disparities in women's health care and the slow advancement of women to leadership in academic medicine. More than a quarter of women physicians train in internal medicine and its subspecialties, and women physicians almost exclusively constitute the women's health focus within internal medicine. Thus, internal medicine has considerable opportunity to develop women leaders in academic medicine and promote women's health equity.To probe whether holding an endowed chair-which confers status-in women's health may be an effective way to advance women leaders in academic medicine and women's health, the authors explored the current status of endowed chairs in women's health in internal medicine. They found that the number of these endowed chairs in North America increased from 7 in 2013 to 19 in 2015, and all were held by women. The perceptions of incumbents and other women's health leaders supported the premise that an endowed chair in women's health would increase women's leadership, the institutional stature of women's health, and activities in women's health research, education, and clinical care.Going forward, it will be important to explore why not all recipients perceived that the endowed chair enhanced their own academic leadership, whether providing women's health leaders with fundraising expertise fosters future success in increasing the number of women's health endowed chairs, and how the conflation of gender and status play out (e.g., salary differences between endowed chairs) as the number of endowed chairs in women's health increases.
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Affiliation(s)
- Molly Carnes
- M. Carnes is director, Center for Women's Health Research, professor, Departments of Medicine, Psychiatry, and Industrial and Systems Engineering, University of Wisconsin School of Medicine and Public Health, Madison, Wisconsin, and director, Women's Health, William S. Middleton Memorial Veterans Hospital, Madison, Wisconsin. P. Johnson, at the time this article was written, was executive director, Connors Center for Women's Health and Gender Biology and Division of Women's Health, Department of Medicine, Brigham and Women's Hospital, Boston, Massachusetts, and professor of epidemiology, Harvard Medical School, Boston, Massachusetts. She is now president, Wellesley College, Wellesley, Massachusetts. W. Klein is senior deputy director emerita, Institute for Women's Health, and associate professor emerita, Virginia Commonwealth University, Richmond, Virginia. M. Jenkins is director and chief science officer, Laura W. Bush Institute for Women's Health, and professor of medicine, Texas Tech University Health Sciences Center, Amarillo, Texas. C.N. Bairey Merz is director, Barbra Streisand Women's Heart Center, and professor of medicine, Cedars-Sinai Heart Institute, Los Angeles, California
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Ovseiko PV, Edmunds LD, Pololi LH, Greenhalgh T, Kiparoglou V, Henderson LR, Williamson C, Grant J, Lord GM, Channon KM, Lechler RI, Buchan AM. Markers of achievement for assessing and monitoring gender equity in translational research organisations: a rationale and study protocol. BMJ Open 2016; 6:e009022. [PMID: 26743702 PMCID: PMC4716190 DOI: 10.1136/bmjopen-2015-009022] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
INTRODUCTION Translational research organisations (TROs) are a core component of the UK's expanding research base. Equity of career opportunity is key to ensuring a diverse and internationally competitive workforce. The UK now requires TROs to demonstrate how they are supporting gender equity. Yet, the evidence base for documenting such efforts is sparse. This study is designed to inform the acceleration of women's advancement and leadership in two of the UK's leading TROs--the National Institute for Health Research (NIHR) Biomedical Research Centres (BRCs) in Oxford and London--through the development, application and dissemination of a conceptual framework and measurement tool. METHODS AND ANALYSIS A cross-sectional retrospective evaluation. A conceptual framework with markers of achievement and corresponding candidate metrics has been specifically designed for this study based on an adapted balanced scorecard approach. It will be refined with an online stakeholder consultation and semistructured interviews to test the face validity and explore practices and mechanisms that influence gender equity in the given settings. Data will be collected via the relevant administrative databases. A comparison of two funding periods (2007-2012 and 2012-2017) will be carried out. ETHICS AND DISSEMINATION The University of Oxford Clinical Trials and Research Governance Team and the Research and Development Governance Team of Guy's and St Thomas' National Health Service (NHS) Foundation Trust reviewed the study and deemed it exempt from full ethics review. The results of the study will be used to inform prospective planning and monitoring within the participating NIHR BRCs with a view to accelerating women's advancement and leadership. Both the results of the study and its methodology will be further disseminated to academics and practitioners through the networks of collaborating TROs, relevant conferences and articles in peer-reviewed journals.
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Affiliation(s)
- Pavel V Ovseiko
- Medical Sciences Division, University of Oxford, John Radcliffe Hospital, Oxford, UK
| | - Laurel D Edmunds
- Medical Sciences Division, University of Oxford, John Radcliffe Hospital, Oxford, UK
| | - Linda H Pololi
- National Initiative on Gender, Culture and Leadership in Medicine: C-Change, Brandeis University Women's Studies Research Center, Waltham, Massachusetts, USA
| | - Trisha Greenhalgh
- Nuffield Department of Primary Care Health Sciences, University of Oxford, Oxford, UK
| | - Vasiliki Kiparoglou
- NIHR Oxford Biomedical Research Centre, Joint Research Office, Churchill Hospital, Oxford, UK
| | - Lorna R Henderson
- NIHR Oxford Biomedical Research Centre, Joint Research Office, Churchill Hospital, Oxford, UK
| | - Catherine Williamson
- Women's Health Academic Centre, King's College London, Guy's Hospital, London, UK
- NIHR Biomedical Research Centre at Guy's and St Thomas’ NHS Foundation Trust and King's College London, Guy's Hospital, London, UK
- Guy's and St Thomas’ NHS Foundation Trust, Guy's Hospital, London, UK
| | | | - Graham M Lord
- NIHR Biomedical Research Centre at Guy's and St Thomas’ NHS Foundation Trust and King's College London, Guy's Hospital, London, UK
- Guy's and St Thomas’ NHS Foundation Trust, Guy's Hospital, London, UK
- MRC Centre for Transplantation, King's College London, Guys’ Hospital, London, UK
| | - Keith M Channon
- Medical Sciences Division, University of Oxford, John Radcliffe Hospital, Oxford, UK
- NIHR Oxford Biomedical Research Centre, Joint Research Office, Churchill Hospital, Oxford, UK
- Oxford University Hospitals NHS Foundation Trust, John Radcliffe Hospital, Oxford, UK
| | | | - Alastair M Buchan
- Medical Sciences Division, University of Oxford, John Radcliffe Hospital, Oxford, UK
- NIHR Oxford Biomedical Research Centre, Joint Research Office, Churchill Hospital, Oxford, UK
- Oxford University Hospitals NHS Foundation Trust, John Radcliffe Hospital, Oxford, UK
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Foreman H, Weber L, Thacker HL. Update: A Review of Women's Health Fellowships, Their Role in Interdisciplinary Health Care, and the Need for Accreditation. J Womens Health (Larchmt) 2015; 24:336-40. [PMID: 25884348 PMCID: PMC4440992 DOI: 10.1089/jwh.2014.5187] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Abstract
While Women's Health (WH) Fellowships have been in existence since 1990, knowledge of their existence seems limited. Specialized training in WH is crucial to educate leaders who can appropriately integrate this multidisciplinary field into academic centers, especially as the demand for providers confident in the areas of contraception, perimenopause/menopause, hormone therapy, osteoporosis, hypoactive sexual desire disorder, medical management of abnormal uterine bleeding, office based care of stress/urge incontinence, and gender-based medicine are increasing popular and highly sought after. WH fellowship programs would benefit from accreditation from the American Board of Medical Subspecialties and from the American College of Graduate Medical Education, as this may allow for greater recruitment, selection, and training of future leaders in WH. This article provides a current review of what WH trained physicians can offer patients, and also highlights the added value that accreditation would offer the field. Ultimately, accrediting WH fellowships will improve women's health medical education by creating specialists that can serve as academic leaders to help infuse gender specific education in primary residencies, as well as serve as consultants and leaders, and promote visibility and prestige of the field.
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Affiliation(s)
- Heather Foreman
- Department of Internal Medicine, Women's Health Institute, Cleveland Clinic, Cleveland, Ohio
- Center for Specialized Women's Health, Women's Health Institute, Cleveland Clinic, Cleveland, Ohio
| | - Lauren Weber
- Center for Women's Health, A NorthBay Affiliate, Fairfield, California
| | - Holly L. Thacker
- Center for Specialized Women's Health, Women's Health Institute, Cleveland Clinic, Cleveland, Ohio
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Carnes M, Vogelman B. Women's Health Fellowships: Examining the Potential Benefits and Harms of Accreditation. J Womens Health (Larchmt) 2015; 24:341-8. [PMID: 25919589 PMCID: PMC4440995 DOI: 10.1089/jwh.2015.5289] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022] Open
Abstract
This commentary responds to the assertions by Foreman et al. that credentialing of women's health (WH) fellows by the American Board of Medical Subspecialties and accreditation of current and future WH fellowships by the Accreditation Council for Graduate Medical Education would improve the health and healthcare of women by increasing the number of primary care providers competent to meet a growing clinical need. They speculate that such accreditation would raise the status of WH fellowships, increase the number of applicants, and result in more academic leaders in WH. They assert that curricular deficiencies in WH exist in physician training and that WH fellowships are the preferred means of training physicians to care for midlife women. We review the evidence to support or refute these claims and conclude that accrediting WH fellowships would not have the forecasted outcomes and would jeopardize the success of current WH fellowships.
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Affiliation(s)
- Molly Carnes
- Center for Women's Health Research and Systems Engineering at the University of Wisconsin, Madison, Wisconsin
- Department of Medicine at the University of Wisconsin, Madison, Wisconsin
- Department of Psychiatry at the University of Wisconsin, Madison, Wisconsin
- Department of Industrial and Systems Engineering at the University of Wisconsin, Madison, Wisconsin
- William S. Middleton Memorial Veterans Hospital, Madison, Wisconsin
| | - Bennett Vogelman
- Department of Medicine at the University of Wisconsin, Madison, Wisconsin
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Deville C, Chapman CH, Burgos R, Hwang WT, Both S, Thomas CR. Diversity by race, Hispanic ethnicity, and sex of the United States medical oncology physician workforce over the past quarter century. J Oncol Pract 2014; 10:e328-34. [PMID: 25052501 DOI: 10.1200/jop.2014.001464] [Citation(s) in RCA: 29] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
PURPOSE To assess the medical oncology (MO) physician workforce diversity by race, Hispanic ethnicity, and sex, with attention to trainees. METHODS Public registries were used to assess 2010 differences among MO practicing physicians, academic faculty, and fellows; internal medicine (IM) residents; and the US population, using binomial tests with P < .001 significance adjusting for multiple comparisons. Significant changes in fellow representation from 1986 to 2011 were assessed. RESULTS Female representation as MO fellows (45.0%) was significantly increased compared with faculty (22.4%) and practicing physicians (27.4%); was no different than IM residents (44.7%, P = .853); and increased significantly, by 1.0% per year. Women were significantly underrepresented as practicing physicians, faculty, and fellows compared with the US population (50.8%). Traditionally underrepresented minorities in medicine (URM) were significantly underrepresented as practicing physicians (7.8%), faculty (5.7%), and fellows (10.9%), versus US population (30.0%). Hispanic MO fellows (7.5%) were increased compared with faculty (3.9%) and practicing physicians (4.1%); Black fellows (3.1%) were no different than faculty (1.8%, P = .0283) or practicing physicians (3.5%, P = .443). When comparing MO fellows versus IM residents, there were no differences for American Indians/Alaska Natives/Native Hawaiians/Pacific Islanders (0.3%, 0.6%, respectively, P = .137) and Hispanics (7.5%, 8.7%, P = .139), unlike Blacks (3.1%, 5.6%, P < .001). There has been no significant change in URM representation, with negligible changes every 5 years for American Indians/Alaska Natives/Native Hawaiians/Pacific Islanders (-0.1%), Blacks (-0.3%), and Hispanics (0.3%). CONCLUSIONS Female fellow representation increased 1% per year over the quarter century indicating historical gains, whereas URM diversity remains unchanged. For Blacks alone, representation as MO fellows is decreased compared with IM residents, suggesting greater disparity in MO training.
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Affiliation(s)
- Curtiland Deville
- University of Pennsylvania, Philadelphia, PA; University of Michigan, Ann Arbor, MI; and Knight Cancer Institute, Oregon Health & Science University, Portland, OR
| | - Christina H Chapman
- University of Pennsylvania, Philadelphia, PA; University of Michigan, Ann Arbor, MI; and Knight Cancer Institute, Oregon Health & Science University, Portland, OR
| | - Ramon Burgos
- University of Pennsylvania, Philadelphia, PA; University of Michigan, Ann Arbor, MI; and Knight Cancer Institute, Oregon Health & Science University, Portland, OR
| | - Wei-Ting Hwang
- University of Pennsylvania, Philadelphia, PA; University of Michigan, Ann Arbor, MI; and Knight Cancer Institute, Oregon Health & Science University, Portland, OR
| | - Stefan Both
- University of Pennsylvania, Philadelphia, PA; University of Michigan, Ann Arbor, MI; and Knight Cancer Institute, Oregon Health & Science University, Portland, OR
| | - Charles R Thomas
- University of Pennsylvania, Philadelphia, PA; University of Michigan, Ann Arbor, MI; and Knight Cancer Institute, Oregon Health & Science University, Portland, OR
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Chapman CH, Hwang WT, Both S, Thomas CR, Deville C. Current Status of Diversity by Race, Hispanic Ethnicity, and Sex in Diagnostic Radiology. Radiology 2014; 270:232-40. [DOI: 10.1148/radiol.13130101] [Citation(s) in RCA: 118] [Impact Index Per Article: 11.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
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Chapman CH, Hwang WT, Deville C. Diversity based on race, ethnicity, and sex, of the US radiation oncology physician workforce. Int J Radiat Oncol Biol Phys 2012; 85:912-8. [PMID: 23122983 DOI: 10.1016/j.ijrobp.2012.08.020] [Citation(s) in RCA: 90] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2012] [Revised: 08/11/2012] [Accepted: 08/13/2012] [Indexed: 11/30/2022]
Abstract
PURPOSE To assess the current diversity of the US radiation oncology (RO) physician workforce by race, ethnicity, and sex. METHODS AND MATERIALS Publicly available American Medical Association, American Association of Medical Colleges, and US census registries were used to assess differences by race, ethnicity, and sex for 2010 among RO practicing physicians, academic faculty, residents, and residency applicants. RO resident diversity was compared to medical school graduates and medical oncology (MO) fellows. Significant differences in diversity of RO residents by race, ethnicity, and sex were evaluated between 2003 and 2010 academic years. RESULTS Females and traditionally underrepresented minorities in medicine (URM), blacks, Hispanics, American Indians, Alaska Natives, Native Hawaiian, and Pacific Islanders are underrepresented as RO residents (33.3% and 6.9%, respectively), faculty (23.8%, 8.1%), and practicing physicians (25.5%, 7.2%) levels compared with the US population (50.8%, 30.0%; P<.01). Although females and URMs remain underrepresented at the resident trainee level compared with their proportions as medical school graduates (48.3%, 15.6%) and MO fellows (45.0%, 10.8%; P<.01), females are significantly increased in proportion as RO residents compared with RO practicing physicians (P<.01), whereas representation of individual URM groups as RO residents is no different than current practicing physicians. There is no trend toward increased diversification for female or URM trainees over 8 years, suggesting underrepresentation is not diminishing. CONCLUSIONS Females and URM are underrepresented in the RO physician workforce. Given existing cancer disparities, further research and efforts are needed to ensure that the field is equipped to meet the needs of an increasingly diverse society.
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Affiliation(s)
- Christina H Chapman
- Department of Radiation Oncology, University of Pennsylvania, Philadelphia, PA 19104, USA
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Byars-Winston A, Gutierrez B, Topp S, Carnes M. Integrating theory and practice to increase scientific workforce diversity: a framework for career development in graduate research training. CBE LIFE SCIENCES EDUCATION 2011; 10:357-67. [PMID: 22135370 PMCID: PMC3228654 DOI: 10.1187/cbe.10-12-0145] [Citation(s) in RCA: 49] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/03/2010] [Revised: 08/15/2011] [Accepted: 08/15/2011] [Indexed: 05/24/2023]
Abstract
Few, if any, educational interventions intended to increase underrepresented minority (URM) graduate students in biological and behavioral sciences are informed by theory and research on career persistence. Training and Education to Advance Minority Scholars in Science (TEAM-Science) is a program funded by the National Institute of General Medical Sciences at the University of Wisconsin-Madison with the twin goals of increasing the number of URM students entering and completing a PhD in BBS and increasing the number of these students who pursue academic careers. A framework for career development in graduate research training is proposed using social cognitive career theory. Based on this framework, TEAM-Science has five core components: 1) mentor training for the research advisor, 2) eight consensus-derived fundamental competencies required for a successful academic career, 3) career coaching by a senior faculty member, 4) an individualized career development plan that aligns students' activities with the eight fundamental competencies, and 5) a strengths, weaknesses, opportunities, and threats personal career analysis. This paper describes the theoretical framework used to guide development of these components, the research and evaluation plan, and early experience implementing the program. We discuss the potential of this framework to increase desired career outcomes for URM graduate trainees in mentored research programs and, thereby, strengthen the effectiveness of such interventions on participants' career behaviors.
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Carnes M, Morrissey C, Geller SE. Women's health and women's leadership in academic medicine: hitting the same glass ceiling? J Womens Health (Larchmt) 2009; 17:1453-62. [PMID: 18954235 DOI: 10.1089/jwh.2007.0688] [Citation(s) in RCA: 181] [Impact Index Per Article: 12.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
The term "glass ceiling" refers to women's lack of advancement into leadership positions despite no visible barriers. The term has been applied to academic medicine for over a decade but has not previously been applied to the advancement of women's health. This paper discusses (1) the historical linking of the advances in women's health with women's leadership in academic medicine, (2) the slow progress of women into leadership in academic medicine, and (3) indicators that the advancement of women's health has stalled. We make the case that deeply embedded unconscious gender-based biases and assumptions underpin the stalled advancement of women on both fronts. We conclude with recommendations to promote progress beyond the apparent glass ceiling that is preventing further advancement of women's health and women leaders. We emphasize the need to move beyond "fixing the women" to a systemic, institutional approach that acknowledges and addresses the impact of unconscious, gender-linked biases that devalue and marginalize women and issues associated with women, such as their health.
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Affiliation(s)
- Molly Carnes
- School of Medicine & Public Health, Department of Medicine, and Center for Women's Health Research, University of Wisconsin-Madison, Wisconsin 53715, USA.
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Ricanati EHW, Thacker HL. The Evolution of Women's Health Education: The Cleveland Clinic's Women's Health Fellowship as a Model. J Womens Health (Larchmt) 2007; 16:1070-5. [PMID: 17903084 DOI: 10.1089/jwh.2006.0118] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Our goal in this paper is twofold. First, it provides a brief overview of the macrotrends in women's health education over the last 25 years. Second, these trends are a backdrop for a discussion of women's health education as exemplified by a detailed review of the curriculum for the Women's Health fellowship at the Cleveland Clinic Foundation. We have termed the underpinning of the curriculum the "leadership triad" consisting of (1) clinical skills, (2) focused research, and (3) interdisciplinary education. These elements are presented in a detailed curriculum for a 2-year fellowship program. We see these elements as fundamental to the Cleveland Clinic's fellowship program, and a useful model for those contemplating or refining their advanced women's health curriculum.
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Affiliation(s)
- Elizabeth H W Ricanati
- Woman's Health Center and Department of Internal Medicine, The Cleveland Clinic, Cleveland, Ohio 44195, USA
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Carnes M, Handelsman J, Sheridan J. Diversity in academic medicine: the stages of change model. J Womens Health (Larchmt) 2005; 14:471-5. [PMID: 16115000 DOI: 10.1089/jwh.2005.14.471] [Citation(s) in RCA: 16] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Affiliation(s)
- Molly Carnes
- Department of Medicine, Center for Women's Health Research, Women in Science and Engineering Leadership Institute (WISELI), University of Wisconsin, Madison, Wisconsin 53715, USA.
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Wise MR, Shapiro H, Bodley J, Pittini R, McKay D, Willan A, Hannah ME. Factors Affecting Academic Promotion in Obstetrics and Gynaecology in Canada. JOURNAL OF OBSTETRICS AND GYNAECOLOGY CANADA 2004; 26:127-36. [PMID: 14965478 DOI: 10.1016/s1701-2163(16)30488-1] [Citation(s) in RCA: 46] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
OBJECTIVE (1) To determine if women faculty members in departments of Obstetrics and Gynaecology were less likely than men to achieve promotion; and (2) to assess gender differences in attitudes towards promotion. METHODS Department chairs at the 16 medical schools in Canada were approached to participate in this study. A questionnaire was mailed to the obstetricians/gynaecologists in faculties of medicine at the 15 Canadian medical schools that agreed to participate. Likelihood of promotion for women and men was compared using survival analysis, controlling for other factors. Survival (event) time was the time in years between completion of residency and achieving promotion. RESULTS The response rate was 72% (376/522). Overall, 37% of respondents were women, and 63% were men. The women respondents were younger than the men, with a mean age of 43.4 +/- 7.9 years compared to 52.8 +/- 8.9 years. Of those in an academic stream, 39% of women (29/75) and 62% of men (90/145) had attained senior academic ranks. Completing residency more recently was associated with a higher likelihood of promotion to Assistant Professor (hazard ratio [HR], 1.05; P <0.001). The likelihood of promotion to Professor was lower for women than for men (HR, 0.40; P = 0.05). Having a mentor was associated with a higher likelihood of promotion to Professor (HR, 2.33; P = 0.002). Women were more likely to perceive barriers to promotion, such as family care responsibilities (P <0.001). CONCLUSION Independent of the respondent's gender, recent completion of residency and having a mentor were the most significant factors increasing the likelihood of promotion in Canadian medical school departments of Obstetrics and Gynaecology. As women were found to be less likely than men to achieve promotion to Professor, mentoring and strategies that focus on facilitating promotion for women should be encouraged to ensure there are academic leaders in obstetrics and gynaecology in the future.
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Affiliation(s)
- Michelle R Wise
- Department of Obstetrics and Gynaecology, Mt. Sinai Hospital, Toronto, ON
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Bakken LL, Sheridan J, Carnes M. Gender differences among physician-scientists in self-assessed abilities to perform clinical research. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2003; 78:1281-1286. [PMID: 14660433 DOI: 10.1097/00001888-200312000-00018] [Citation(s) in RCA: 60] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/24/2023]
Abstract
PURPOSE To examine gender differences in physicians' self-assessed abilities to apply knowledge and skills in six core competencies for success as a clinical investigator. METHOD A written questionnaire containing 35 learning objectives was administered to physicians involved in a clinical-research training program at the University of Wisconsin-Madison. Between 2000 and 2002, 57 postgraduate trainees (49% women) completed the questionnaire; 40 of the 57 completed the questionnaire a second time after a four-day intensive workshop in clinical research. The main outcome measure was gender differences in ratings for each question answered. RESULTS Before the workshop, women physicians rated their abilities lower than men rated their own abilities on 22 of 35 learning objectives and women were significantly lower in rating their ability to spend sufficient time developing and advancing their own area of scientific knowledge and research. After the workshop, women rated themselves lower than men rated themselves on 33 of 35 objectives, with significant differences in seven. Women did not rate themselves significantly higher than men rated themselves on any of the 35 objectives assessed. CONCLUSION Women physicians consistently rated their abilities to perform or apply knowledge and skills related to clinical research lower than men rated themselves, and a traditional training venue exacerbated these gender differences. This previously unexplored gender difference in self-perceived competency may indicate an additional barrier women face in academic career development and suggests that educational programs incorporate learning activities that address gender differences when training physicians for careers in clinical research.
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Affiliation(s)
- Lori L Bakken
- Department of Medicine, General Clinical Research Center, University of Wisconsin Medical School, Madison, USA.
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Fife RS. Development of a Comprehensive Women's Health Program in an Academic Medical Center: Experiences of the Indiana University National Center of Excellence in Women's Health. J Womens Health (Larchmt) 2003; 12:869-78. [PMID: 14670166 DOI: 10.1089/154099903770948096] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
BACKGROUND The IU National Cancer of Excellence (CoE) in Women's Health was funded by the Office on Women's Health, Department of Health and Human Services, in 1997 as part of the "second generation" of CoEs. The purpose of this paper is to describe the changes that the existence of this Center have wrought within the IU School of Medicine. METHODS This paper describes the creation, mission, and function of the IU CoE, as well as some of its accomplishments to date. RESULTS Through its missions targeting clinical care, research, education, community outreach, and leadership development, the IU CoE has significantly changed the delivery of care to and by women at this institution. CONCLUSIONS The IU CoE has been responsible for major changes in the concepts of women's health from a clinical, research, education, and leadership perspective at the IU School of Medicine. Similar cases can be made for most of the other CoEs around the country. The challenges being faced continue to be sustained and sufficient funding for these valuable Centers.
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Affiliation(s)
- Rose S Fife
- Indiana University National Center of Excellence in Women's Health, Indiana University School of Medicine, 535 Barnhill Drive, Room 150, Indianapolis, IN 46202, USA.
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