1
|
Hayward K, Grom A, Muscal E, Nigrovic PA, Rouster-Stevens KA, Ardalan K, Hiraki L, Moorthy LN. Longitudinal program evaluation of an inter-institutional mentorship network for pediatric rheumatology using a quality improvement framework. Pediatr Rheumatol Online J 2024; 22:64. [PMID: 38982530 PMCID: PMC11234764 DOI: 10.1186/s12969-024-00993-1] [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] [Received: 12/05/2023] [Accepted: 05/11/2024] [Indexed: 07/11/2024] Open
Abstract
BACKGROUND The American College of Rheumatology (ACR)/Childhood Arthritis and Rheumatology Research Alliance (CARRA) Mentoring Interest Group (AMIGO) is an inter-institutional mentorship program launched to target mentorship gaps within pediatric rheumatology. Initial program evaluation indicated increased mentorship access. Given the small size of the pediatric rheumatology workforce, maintaining a consistent supply of mentors was a potential threat to the longevity of the network. Our aims were to: (i) describe the sustainability of AMIGO over the period 2011-2018, (ii) highlight ongoing benefits to participants, and (iii) describe challenges in the maintenance of a mentorship network. METHODS A mixed-methods approach centered on a quality improvement framework was used to report on process and outcomes measures associated with AMIGO annual cycles. RESULTS US and Canada Pediatric rheumatology workforce surveys identified 504 possible participants during the time period. As of fall 2018, 331 unique individuals had participated in AMIGO as a mentee, mentor or both for a program response rate of 66% (331/504). Survey of mentees indicated high satisfaction with impact on general career development, research/scholarship and work-life balance. Mentors indicated increased sense of connection to the community and satisfaction with helping mentees despite limited perceived benefit to their academic portfolios. Based on AMIGO's success, a counterpart program for adult rheumatology, Creating Adult Rheumatology Mentorship in Academia (CARMA), was launched in 2018. CONCLUSIONS Despite the challenges of a limited workforce, AMIGO continues to provide consistent access to mentorship opportunities for the pediatric rheumatology community. This experience can inform approaches to mentorship gaps in other academic subspecialties.
Collapse
Affiliation(s)
- Kristen Hayward
- Associate Professor of Pediatrics, Seattle Children's Hospital and University of Washington School of Medicine, Seattle, USA.
| | - Alexi Grom
- Professor of Pediatrics, Division of Rheumatology, Cincinnati Children's Hospital Medical Center, Cincinnati, USA
| | - Eyal Muscal
- Professor of Pediatrics, Texas Children's Hospital, Baylor College of Medicine, Division of Pediatric Rheumatology, Houston, TX, USA
| | - Peter A Nigrovic
- Division of Immunology, Boston Children's Hospital, Boston, MA, USA
- Division of Rheumatology, Inflammation, and Immunity, Brigham and Women's Hospital, Boston, MA, USA
- Professor of Pediatrics and Medicine, Harvard Medical School, Boston, MA, USA
| | | | - Kaveh Ardalan
- Division of Pediatric Rheumatology, Department of Pediatrics, Duke University School of Medicine, Durham, NC, USA
- Departments of Pediatrics & Medical Social Sciences, Northwestern University Feinberg School of Medicine, Chicago, IL, USA
- Division of Rheumatology, Ann & Robert H. Lurie Children's Hospital of Chicago, Chicago, IL, USA
| | - Linda Hiraki
- Clinician-Scientist, Division of Rheumatology and Scientist-Track Investigator, Child Health Evaluative Sciences Program, Hospital for Sick Children (SickKids), University of Toronto, Toronto, Canada
| | - L Nandini Moorthy
- Professor of Pediatrics, Division of Rheumatology, Rutgers-Robert Wood Johnson Medical School, New Brunswick, NJ, USA
| |
Collapse
|
2
|
Blum SFU, Dewald CLA, Becker L, Staudacher E, Franke M, Katoh M, Hoffmann RT, Rohde S, Paprottka PM, Wacker F, Westphalen K, Bruners P, Gebauer B, Das M, Uller W. The status of academic interventional radiologists in Germany with focus on gender disparity: how can we do better? CVIR Endovasc 2024; 7:47. [PMID: 38753113 PMCID: PMC11098981 DOI: 10.1186/s42155-024-00456-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2024] [Accepted: 04/25/2024] [Indexed: 05/19/2024] Open
Abstract
PURPOSE The aim was to characterize the framework conditions in academic interventional radiology (IR) in Germany with focus on differences between genders. MATERIALS AND METHODS After IRB approval, all members of The German Society for Interventional Radiology and Minimally Invasive Therapy (n = 1,632) were invited to an online survey on work and research. Statistical comparisons were undertaken with the Fisher's exact test, Wilcoxon rank sum test or Pearson's Chi-squared test. RESULTS From 267 available questionnaires (general response rate 16.4%), 200 were fully completed. 40% of these (78/200) were involved in research (71% men vs. 29% women, p < 0.01) and eligible for further analysis. Of these, 6% worked part-time (2% vs. 17%, p < 0.05). 90% of the respondents spent less than 25% of their research during their paid working hours, and 41% performed more than 75% of their research during. leisure time. 28% received exemption for research. 88% were (rather) satisfied with their career. One in two participants successfully applied for funding, with higher success rates among male applicants (90% vs. 75%) and respondents with protected research time (93% vs. 80%). Compared to men, women rated their entrance in research as harder (p < 0.05), their research career as more important (p < 0.05), felt less noticed at congresses (93% vs. 53%, p < 0.01), less confident (98% vs. 71%, p < 0.01), and not well connected (77% vs. 36%, p < 0.01). CONCLUSION: Women and men did research under the same circumstances; however, women were underrepresented. Future programs should generally focus on protected research time and gather female mentors to advance academic IR in Germany.
Collapse
Affiliation(s)
- Sophia Freya Ulrike Blum
- Institute and Polyclinic for Diagnostic and Interventional Radiology, University Hospital Carl Gustav Carus, Technical University Dresden, Fetscherstraße 47, D-01307, Dresden, Germany.
| | | | - Lena Becker
- Institute for Diagnostic and Interventional Radiology, Hannover Medical School, Carl- Neuberg-Straße 1, 30625, Hannover, Germany
| | - Emona Staudacher
- Department of Diagnostic and Interventional Radiology, RWTH Aachen University, Pauwelsstraße 30, 52074, Aachen, Germany
| | - Mareike Franke
- Radiology and Nuclear Medicine, Canton Hospital Lucerne, Lucerne, Switzerland
| | - Marcus Katoh
- Department for Diagnostic and Interventional Radiology, HELIOS Hospital Krefeld, Lutherplatz 40, 47805, Krefeld, Germany
| | - Ralf-Thorsten Hoffmann
- Institute and Polyclinic for Diagnostic and Interventional Radiology, University Hospital Carl Gustav Carus, Technical University Dresden, Fetscherstraße 47, D-01307, Dresden, Germany
| | - Stefan Rohde
- Department of Radiology and Neuroradiology, Klinikum Dortmund gGmbH, Beurhausstraße 40, 44137, Dortmund, Germany
| | - Philip Marius Paprottka
- Department of Interventional Radiology, Klinikum rechts der Isar, Technical University Munich, Ismaninger Straße 22, 81675, München, Germany
| | - Frank Wacker
- Institute for Diagnostic and Interventional Radiology, Hannover Medical School, Carl- Neuberg-Straße 1, 30625, Hannover, Germany
| | - Kerstin Westphalen
- Department of Radiology, DRK Hospital Berlin, Salvador-Allende-Straße 2-8, 12559, Berlin, Germany
| | - Philipp Bruners
- Department of Diagnostic and Interventional Radiology, RWTH Aachen University, Pauwelsstraße 30, 52074, Aachen, Germany
| | - Bernhard Gebauer
- Department of Radiology, Charité University Medicine Berlin, Südstraße 3, 13353, Berlin, Germany
| | - Marco Das
- Department of Radiology, Helios Hospital Duisburg, Dieselstraße 185, 47166, Duisburg, Germany
| | - Wibke Uller
- Department of Diagnostic and Interventional Radiology, Faculty of Medicine, Medical Center University of Freiburg, University of Freiburg, Hugstetter Straße 55, 79106, Freiburg im Breisgau, Germany
| |
Collapse
|
3
|
Hayward K, Grom A, Muscal E, Nigrovic PA, Rouster-Stevens KA, Ardalan K, Hiraki L, Moorthy LN. Longitudinal program evaluation of an inter-institutional mentorship network for pediatric rheumatology using a quality improvement framework. RESEARCH SQUARE 2023:rs.3.rs-3717708. [PMID: 38168403 PMCID: PMC10760235 DOI: 10.21203/rs.3.rs-3717708/v1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/05/2024]
Abstract
Background The American College of Rheumatology (ACR)/Childhood Arthritis and Rheumatology Research Alliance (CARRA) Mentoring Interest Group (AMIGO) is an inter-institutional mentorship program launched to target mentorship gaps within pediatric rheumatology. Initial program evaluation indicated increased mentorship access. Given the small size of the pediatric rheumatology workforce, maintaining a consistent supply of mentors was a potential threat to the longevity of the network. Our aims were to: (i) describe the sustainability of AMIGO over the period 2011-2018, (ii) highlight ongoing benefits to participants, and (iii) describe challenges in the maintenance of a mentorship network. Methods A mixed-methods approach centered on a quality improvement framework was used to report on process and outcomes measures associated with AMIGO annual cycles. Results US and Canada Pediatric rheumatology workforce surveys identified 504 possible participants during the time period. As of fall 2018, 331 unique individuals had participated in AMIGO as a mentee, mentor or both for a program response rate of 66% (331/504). Survey of mentees indicated high satisfaction with impact on general career development, research/scholarship and work-life balance. Mentors indicated increased sense of connection to the community and satisfaction with helping mentees despite minimal perceived benefit to their academic portfolios. Based on AMIGO's success, a counterpart program, Creating Adult Rheumatology Mentorship in Academia (CARMA), was launched in 2018. Conclusions Despite the challenges of a limited workforce, AMIGO continues to provide consistent access to mentorship opportunities for the pediatric rheumatology community. This experience can inform approaches to mentorship gaps in other academic subspecialties.
Collapse
Affiliation(s)
- Kristen Hayward
- Seattle Children's Hospital and University of Washington School of Medicine
| | - Alexi Grom
- CCHMC: Cincinnati Children's Hospital Medical Center
| | | | | | | | | | | | | |
Collapse
|
4
|
Yin M, McManus M, Dawson N, Tolaymat L, Prier CC, Tan W, Pritchard I, Hill E, Haga C, Hedges MS. Virtual Academic Asynchronous Mentoring (VAAM) for Faculty Physicians: An Innovative Mentorship. Cureus 2023; 15:e51289. [PMID: 38283499 PMCID: PMC10822490 DOI: 10.7759/cureus.51289] [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: 12/27/2023] [Indexed: 01/30/2024] Open
Abstract
INTRODUCTION Successful mentorship programs in academic medicine correlate with increased achievement in scholarly activities, leadership, and academic advancement for faculty members, as well as reduced burnout. Despite these benefits, the traditional mentorship model may be underutilized due to challenges of time constraints and alignment in goals. Furthermore, women and underrepresented in medicine (UriM) physicians are less likely to have mentorship, perpetuating the gap in the diversity of academic faculty in leadership and career advancement. To address this, we created an innovative mentorship model for busy academic faculty physicians using a virtual academic asynchronous mentoring video platform. Methods: A series of videos were created by interviewing 10 identified mentors (four male, six female) from various medical specialties at a national academic institution. The mentors included nine physician faculty with the academic rank of Associate Professor or full Professor and one Research Administrator. Key learning points shared by mentors included topics on academic advancement, mentorship development, leadership development, and research resources. RESULTS Between March 2020 and September 2023, the Virtual Academic Asynchronous Mentoring (VAAM) Video Series garnered 182 unique viewers, received 2,107 visits, and accumulated 1,871 total minutes of viewing time. All viewers were surveyed, with an 11% survey response rate received. Fifty-two percent of survey respondents reported that the video content was excellent and 43% reported very good. Seventy-six percent of respondents thought the video series had the potential to enhance their professional development and academic productivity. CONCLUSION The VAAM Video Platform offers a novel approach to academic mentoring for faculty physicians which eliminates limitations of traditional mentorship models in a convenient and cost-effective way. VAAM offers an egalitarian starting point for all junior faculty who have not yet established a mentoring relationship to seek information and resources on academic advancement and career development.
Collapse
Affiliation(s)
- Mingyuan Yin
- Research Administration, Mayo Clinic, Jacksonville, USA
| | | | | | | | | | | | | | - Ebone Hill
- Medicine, Mayo Clinic, Jacksonville, USA
| | - Claire Haga
- Family Medicine, Mayo Clinic, Jacksonville, USA
| | | |
Collapse
|
5
|
Weiss M, Dogan R, Jeltema HR, Hatipoglu Majernik G, Venturini S, Ryang YM, Darie L, Engel D, Ferreira A, Ilic T, Lawson McLean AC, Malli A, Mielke D, Vanchaze K, Hernández-Durán S. Women in leadership positions in European neurosurgery - Have we broken the glass ceiling? BRAIN & SPINE 2023; 3:101777. [PMID: 37701290 PMCID: PMC10493481 DOI: 10.1016/j.bas.2023.101777] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/15/2023] [Revised: 06/23/2023] [Accepted: 06/30/2023] [Indexed: 09/14/2023]
Abstract
Introduction The proportion of male neurosurgeons has historically been higher than of women, although at least equal numbers of women have been entering European medical schools. The Diversity Committee (DC) of the European Association of Neurosurgical Societies (EANS) was founded recently to address this phenomenon. Research question In this cross-sectional study, we aimed to characterize the status quo of female leadership by assessing the proportion of women heading European neurosurgical departments. Material and methods European neurosurgical departments were retrieved from the EANS repository. The gender of all department chairs was determined via departmental websites or by personal contact. The proportion of females was stratified by region and by type of hospital (university versus non-university). Results A total of 41 (4.3%) female department chairs were identified in 961 neurosurgery departments in 41 European countries. Two thirds (68.3%) of European countries do not have a female neurosurgery chair. The highest proportion of female chairs was found in Northern Europe (11.1%), owing to four female chairs in a relatively small number of departments (n = 36). The proportions were considerably smaller in Western Europe (n = 17/312 (5.5%)), Southern Europe (n = 14/353 (4.0%)) and Central and Eastern Europe (n = 6/260 (2.3%)) (p = 0.06). The distribution of female chairs in university (n = 19 (46.3%)) versus non-university departments (n = 22 (53.7%)) was even. Discussion and Conclusion There is a significant gender imbalance with 4% of all European neurosurgery departments headed by women. The DC intends to develop strategies to support equal chances and normalize the presence of female leaders in European neurosurgery.
Collapse
Affiliation(s)
- Miriam Weiss
- Department of Neurosurgery, Cantonal Hospital Aarau, Aarau, Switzerland
- Department of Neurosurgery, RWTH Aachen University, Aachen, Germany
| | - Rabia Dogan
- Department of Neurosurgery, RWTH Aachen University, Aachen, Germany
| | - Hanne-Rinck Jeltema
- Department of Neurosurgery, University Medical Center Groningen, Groningen, the Netherlands
| | - Gökce Hatipoglu Majernik
- Department of Neurosurgery, Schulich School of Medicine and Dentistry, Western University, London, Ontario, Canada
| | - Sara Venturini
- Division of Neurosurgery, Department of Clinical Neurosciences, University of Cambridge, Cambridge Biomedical Campus, Cambridge, United Kingdom
| | - Yu-Mi Ryang
- Department of Neurosurgery & Center for Spine Therapy, HELIOS Hospital Berlin Buch, Berlin, Germany
- Department of Neurosurgery, Klinikum Rechts der Isar, Technical University Munich, Munich, Germany
| | - Lucia Darie
- Department of Neurosurgery, University College London Hospitals, London, United Kingdom
| | - Doortje Engel
- Department of Radiology and Neuroradiology, Alfried Krupp Hospital, Essen, Germany
| | - Anna Ferreira
- Department of Clinical Neuroscience and Mental Health, Faculdade de Medicina da Universidade Do Porto, Portugal
- Department of Neurosurgery, Centro Hospitalar Universitário São João, Porto, Portugal
| | - Tijana Ilic
- Department of Neurosurgery, Centre Hospitalier Du Luxembourg, Luxembourg
| | | | - Antonia Malli
- Department of Neurosurgery, The National and Kapodistrian University of Athens School of Health Sciences, Athens, Greece
| | - Dorothee Mielke
- Department of Neurosurgery, University Medical Center Göttingen, Germany
| | | | | | - for the European Association of Neurosurgical Societies' Diversity Committee
- Department of Neurosurgery, Cantonal Hospital Aarau, Aarau, Switzerland
- Department of Neurosurgery, RWTH Aachen University, Aachen, Germany
- Department of Neurosurgery, University Medical Center Groningen, Groningen, the Netherlands
- Department of Neurosurgery, Schulich School of Medicine and Dentistry, Western University, London, Ontario, Canada
- Division of Neurosurgery, Department of Clinical Neurosciences, University of Cambridge, Cambridge Biomedical Campus, Cambridge, United Kingdom
- Department of Neurosurgery & Center for Spine Therapy, HELIOS Hospital Berlin Buch, Berlin, Germany
- Department of Neurosurgery, Klinikum Rechts der Isar, Technical University Munich, Munich, Germany
- Department of Neurosurgery, University College London Hospitals, London, United Kingdom
- Department of Radiology and Neuroradiology, Alfried Krupp Hospital, Essen, Germany
- Department of Clinical Neuroscience and Mental Health, Faculdade de Medicina da Universidade Do Porto, Portugal
- Department of Neurosurgery, Centro Hospitalar Universitário São João, Porto, Portugal
- Department of Neurosurgery, Centre Hospitalier Du Luxembourg, Luxembourg
- Department of Neurosurgery, Jena University Hospital, Jena, Germany
- Department of Neurosurgery, The National and Kapodistrian University of Athens School of Health Sciences, Athens, Greece
- Department of Neurosurgery, University Medical Center Göttingen, Germany
- Department of Neurosurgery, St Lucas Hospital, Ghent, Belgium
| |
Collapse
|
6
|
Buckman C, Flowers A, Syed S, Tumin D. Gender Differences in Research Productivity of Academic Physicians Before and During the COVID-19 Pandemic. J Womens Health (Larchmt) 2023; 32:801-807. [PMID: 37204314 DOI: 10.1089/jwh.2022.0390] [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: 05/20/2023] Open
Abstract
Objective: The gendered impact of the COVID-19 on scientific productivity has been primarily studied in nonclinical academic fields. We investigated the gendered effect of the pandemic on diverse measures of research participation among physician faculty, who experienced an increase in clinical duties concomitant with pandemic-era challenges to research. Materials and Methods: Physician faculty employed in both 2019 (prepandemic) and 2021 (pandemic era) were identified at one U.S. medical school. Annual outcomes included scientific publications, Institutional Review Board (IRB)-approved protocols, and extramural funding submissions (funding data were unavailable for 2019). Mixed-effects Poisson regression models compared the pandemic impact by gender. Results: The study included 105 women and 116 men, contributing to 122 publications, 214 IRB protocols, and 99 extramural funding applications. Controlling for potential confounders such as faculty rank and track (tenure vs. nontenure), women's publication count increased by 140% during the pandemic (95% confidence interval [CI]: +40% to +310%, p = 0.001) but was unchanged among men (95% CI: -30% to +50%; p > 0.999). The number of IRB protocols decreased from 2019 to 2021, but to a greater extent among men than women. In 2021, there was no gender difference in the number of extramural funding submissions. Conclusions: Among physician faculty at our medical school, women achieved parity with men on multiple measures of scholarly activity, and women's research productivity outpaced that of men in the same faculty track and rank. Targeted initiatives to support research among women faculty, junior investigators, and clinical investigators may have helped avert exacerbation of prepandemic gender disparities in research participation.
Collapse
Affiliation(s)
- Cierra Buckman
- Department of Pediatrics, Brody School of Medicine at East Carolina University, Greenville, North Carolina, USA
| | - Allison Flowers
- Office of Faculty Affairs and Leadership Development, Brody School of Medicine at East Carolina University, Greenville, North Carolina, USA
| | - Salma Syed
- Department of Pediatrics, Brody School of Medicine at East Carolina University, Greenville, North Carolina, USA
| | - Dmitry Tumin
- Department of Pediatrics, Brody School of Medicine at East Carolina University, Greenville, North Carolina, USA
| |
Collapse
|
7
|
Kinney S, Janzen KM, Shields KM, Tetenbaum-Novatt J, Mandal M, Owens RE, Seeger CM, Smith S, Tran E, Wagner JL, Zitko K, Kinney J, Eiland LS. Mentorship Landscape and Common Practices in an Academic Pharmacy Association. AMERICAN JOURNAL OF PHARMACEUTICAL EDUCATION 2023; 87:100049. [PMID: 37288679 DOI: 10.1016/j.ajpe.2022.10.010] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/10/2022] [Revised: 10/14/2022] [Accepted: 10/18/2022] [Indexed: 06/09/2023]
Abstract
OBJECTIVES To explore the landscape of mentorship within professional associations in pharmacy academia, including reviewing available literature and describing currently available programs within the American Association of Colleges of Pharmacy, and recommend key considerations for the development of mentorship programs within professional associations. FINDINGS A literature review of mentorship programs within professional associations for pharmacy academics was conducted, with a total of 5 articles identified and summarized. Additionally, a survey was conducted to determine the landscape of available mentorship programs within American Association of Colleges of Pharmacy affinity groups to capture unpublished experiences. Information regarding common characteristics and assessment methods was collected for groups that have mentorship programs, while needs and barriers were collected for those who did not. SUMMARY Literature, while limited, supports positive perceptions of mentorship programs within professional associations. Based on the responses and working group experience, several recommendations are proposed for mentorship program development, including the need for clearly defined goals, relevant program outcomes, association support to reduce redundancies and promote participation, and, in some cases, implementation of an association-wide program to ensure access to mentorship.
Collapse
Affiliation(s)
- Shannon Kinney
- Western New England University, College of Pharmacy and Health Sciences, Springfield, MA
| | - Kristin M Janzen
- University of Texas at Austin College of Pharmacy, Dell Seton Medical Center at the University of Texas, Austin, TX.
| | | | | | - Manas Mandal
- Roseman University of Health Sciences, Henderson, NV
| | - Ryan E Owens
- American Society of Health-System Pharmacists, Bethesda, MD
| | | | - Susan Smith
- University of Georgia, College of Pharmacy, Athens, GA
| | - Emmeline Tran
- Medical University of South Carolina, College of Pharmacy, Charleston, SC
| | - Jamie L Wagner
- University of Mississippi, School of Pharmacy, Oxford, MS
| | | | - Justin Kinney
- Loma Linda University, School of Pharmacy, Loma Linda, CA
| | - Lea S Eiland
- Auburn University, Harrison College of Pharmacy, Auburn, AL
| |
Collapse
|
8
|
Sharif-Askary B, Abdou SA, Charipova K, Sears ED, Giladi AM. Evaluating the Role of Mentorship in Career Advancement: A Survey of Women in Academic Hand Surgery. J Hand Surg Am 2023:S0363-5023(23)00024-2. [PMID: 36841663 DOI: 10.1016/j.jhsa.2022.12.015] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/28/2022] [Revised: 12/07/2022] [Accepted: 12/20/2022] [Indexed: 02/27/2023]
Abstract
PURPOSE Despite the increasing percentage of women within the American Society for Surgery of the Hand, women remain underrepresented within leadership in academic hand surgery. Although this disparity in leadership representation may be improving, we aimed to investigate the role mentorship plays in advancing women in academic hand surgery. METHODS This is a survey-based, mixed-methods study. A written survey assessing themes in personal and professional experiences with mentorship was sent to hand fellowship-trained women. Inclusion criteria were the completion of a hand fellowship and current affiliation with an academic institution. An evolved grounded theory framework was used to evaluate the responses. Themes were identified based on common responses. RESULTS Of 186 eligible participants, 144 (85.2%) received the survey. The response rate was 48.6%. Respondents indicated that residency was the stage at which mentorship was most impactful (n = 25, 37%), and half of the respondents identified their desire to work in academic hand surgery during residency (n = 35, 50%). Obstacles to finding a mentor included lack of availability (n = 46, 67.7%), hesitance in searching for a mentor (n = 16, 23.5%), and searching for a mentor within an environment that was not conducive to success for trainees (n = 7, 10.3%). Most (84%) cited instances were the ones having the advice of a woman mentor was more impactful than that of a mentor who is a man. The reported need for same-sex mentorship fell into three categories: (1) insight into shared experiences, (2) assistance with conflict/bias management, and (3) support during career navigation. CONCLUSIONS The findings of this study demonstrate the need for high-quality mentorship during the residency with a specific emphasis on same-sex mentorship. CLINICAL RELEVANCE Our findings provide clear objectives related to improving access to and quality of mentorship. This foundational understanding will enrich mentor-mentee relationships, allowing for greater personal and professional success and satisfaction for both parties.
Collapse
Affiliation(s)
- Banafsheh Sharif-Askary
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD; Department of Plastic Surgery, MedStar Georgetown University Hospital, Washington, DC
| | - Salma A Abdou
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD; Department of Plastic Surgery, MedStar Georgetown University Hospital, Washington, DC
| | - Karina Charipova
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD; Department of Plastic Surgery, MedStar Georgetown University Hospital, Washington, DC
| | - Erika D Sears
- Section of Plastic Surgery, The University of Michigan, Ann Arbor, MI; VA Center for Clinical Management Research, Ann Arbor, MI
| | - Aviram M Giladi
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD.
| |
Collapse
|
9
|
Crites GE, Ward WL, Archuleta P, Fornari A, Hill SEM, Westervelt LM, Raymond N. A Scoping Review of Health Care Faculty Mentorship Programs in Academia: Implications for Program Design, Implementation, and Outcome Evaluation. THE JOURNAL OF CONTINUING EDUCATION IN THE HEALTH PROFESSIONS 2023; 43:42-51. [PMID: 36215162 DOI: 10.1097/ceh.0000000000000459] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/16/2023]
Abstract
INTRODUCTION Formal mentoring programs have direct benefits for academic health care institutions, but it is unclear whether program designs use recommended components and whether outcomes are being captured and evaluated appropriately. The goal of this scoping review is to address these questions. METHODS We completed a literature review using a comprehensive search in SCOPUS and PubMed (1998-2019), a direct solicitation for unpublished programs, and hand-searched key references, while targeting mentor programs in the United States, Puerto Rico, and Canada. After three rounds of screening, team members independently reviewed and extracted assigned articles for 40 design data items into a comprehensive database. RESULTS Fifty-eight distinct mentoring programs were represented in the data set. The team members clarified specific mentor roles to assist the analysis. The analysis identified mentoring program characteristics that were properly implemented, including identifying program goals, specifying the target learners, and performing a needs assessment. The analysis also identified areas for improvement, including consistent use of models/frameworks for program design, implementation of mentor preparation, consistent reporting of objective outcomes and career satisfaction outcomes, engagement of program evaluation methods, increasing frequency of reports as programs as they mature, addressing the needs of specific faculty groups (eg, women and minority faculty), and providing analyses of program cost-effectiveness in relation to resource allocation (return on investment). CONCLUSION The review found that several mentor program design, implementation, outcome, and evaluation components are poorly aligned with recommendations, and content for URM and women faculty members is underrepresented. The review should provide academic leadership information to improve these discrepancies.
Collapse
Affiliation(s)
- Gerald E Crites
- Dr. Crites: Campus Associate Dean for Faculty Affairs and Development, Professor of Medicine, AU/UGA Medical Partnership: Augusta University and University of Georgia Medical Partnership, UGA Health Science Campus, Athens, GA. Dr. Ward: Associate Provost for Faculty, Professor of Medicine, University of Arkansas for Medical Sciences, Little Rock, AR. Ms. Archuleta: Clinical Instructor, Department of Medicine, University of Colorado Anschutz Medical Campus, Aurora, CO. Ms. Fornari: Associate Dean for Educational Skills Development, Professor of Science Education, Family Medicine and Occupational Health, Donald and Barbara Zucker School of Medicine at Hofstra/Northwell, 500 Hofstra University, Hempstead, NY. Ms. Hill : College of Medicine, University of Arkansas for Medical Sciences, Little Rock, AR. Ms. Westervelt: Director, Office of Faculty Affairs and Leadership Development, University of North Carolina at Chapel Hill, Chapel Hill, NC. Dr. Raymond: Associate Dean of Faculty Affairs and Development, Professor of Psychiatry, School of Medicine and Public Health, University of Wisconsin-Madison, 4125A Health Sciences Learning Center, Madison, WI
| | | | | | | | | | | | | |
Collapse
|
10
|
Williams JS, Walker RJ, Burgess KM, Shay LA, Schmidt S, Tsevat J, Campbell JA, Dawson AZ, Ozieh MN, Phillips SA, Egede LE. Mentoring strategies to support diversity in research-focused junior faculty: A scoping review. J Clin Transl Sci 2022; 7:e21. [PMID: 36755542 PMCID: PMC9879913 DOI: 10.1017/cts.2022.474] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2022] [Accepted: 09/27/2022] [Indexed: 11/06/2022] Open
Abstract
Objective The purpose of this scoping review is two-fold: to assess the literature that quantitatively measures outcomes of mentorship programs designed to support research-focused junior faculty and to identify mentoring strategies that promote diversity within academic medicine mentoring programs. Methods Studies were identified by searching Medline using MESH terms for mentoring and academic medicine. Eligibility criteria included studies focused on junior faculty in research-focused positions, receiving mentorship, in an academic medical center in the USA, with outcomes collected to measure career success (career trajectory, career satisfaction, quality of life, research productivity, leadership positions). Data were abstracted using a standardized data collection form, and best practices were summarized. Results Search terms resulted in 1,842 articles for title and abstract review, with 27 manuscripts meeting inclusion criteria. Two studies focused specifically on women, and four studies focused on junior faculty from racial/ethnic backgrounds underrepresented in medicine. From the initial search, few studies were designed to specifically increase diversity or capture outcomes relevant to promotion within academic medicine. Of those which did, most studies captured the impact on research productivity and career satisfaction. Traditional one-on-one mentorship, structured peer mentorship facilitated by a senior mentor, and peer mentorship in combination with one-on-one mentorship were found to be effective strategies to facilitate research productivity. Conclusion Efforts are needed at the mentee, mentor, and institutional level to provide mentorship to diverse junior faculty on research competencies and career trajectory, create a sense of belonging, and connect junior faculty with institutional resources to support career success.
Collapse
Affiliation(s)
- Joni S. Williams
- Department of Medicine, Division of General Internal Medicine, Medical College of Wisconsin, Milwaukee, WI, USA
- Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA
| | - Rebekah J. Walker
- Department of Medicine, Division of General Internal Medicine, Medical College of Wisconsin, Milwaukee, WI, USA
- Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA
| | - Kaylin M. Burgess
- Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA
| | - L. Aubree Shay
- UTHealth School of Public Health in San Antonio, San Antonio, TX, USA
| | - Susanne Schmidt
- Department of Population Health Sciences, Joe R. and Teresa Lozano Long School of Medicine, University of Texas Health Science Center at San Antonio, San Antonio, TX, USA
| | - Joel Tsevat
- ReACH Center and Department of Medicine, Joe R. and Teresa Lozano Long School of Medicine, University of Texas Health Science Center at San Antonio, San Antonio, TX, USA
| | - Jennifer A. Campbell
- Department of Medicine, Division of General Internal Medicine, Medical College of Wisconsin, Milwaukee, WI, USA
- Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA
| | - Aprill Z. Dawson
- Department of Medicine, Division of General Internal Medicine, Medical College of Wisconsin, Milwaukee, WI, USA
- Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA
| | - Mukoso N. Ozieh
- Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA
- Department of Medicine, Division of Nephrology, Medical College of Wisconsin, Milwaukee, WI, USA
- Department of Medicine, Clement J. Zablocki VA Medical Center, Milwaukee, WI, USA
| | - Shane A. Phillips
- Department of Physical Therapy, College of Applied Health Sciences, Center for Clinical and Translational Sciences, University of Illinois at Chicago, Chicago, IL, USA
| | - Leonard E. Egede
- Department of Medicine, Division of General Internal Medicine, Medical College of Wisconsin, Milwaukee, WI, USA
- Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA
| |
Collapse
|
11
|
Love J, Zeidan A, Khatri U, Samuels-Kalow M, Mills A, Hsu C. WOMen profEssioNal developmenT oUtcome Metrics in Academic Emergency Medicine: Results from the WOMENTUM Modified Delphi Study. West J Emerg Med 2022; 23:660-671. [PMID: 36205680 PMCID: PMC9541981 DOI: 10.5811/westjem.2022.6.56608] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/02/2022] [Accepted: 06/30/2022] [Indexed: 11/25/2022] Open
Abstract
Introduction To address persistent gender inequities in academic medicine, women professional development groups (PDG) have been developed to support the advancement of women in medicine. While these programs have shown promising outcomes, long-term evaluative metrics do not currently exist. The objective of this study was to establish metrics to assess women’s PDGs. Methods This was a modified Delphi study that included an expert panel of current and past emergency department (ED) chairs and Academy for Women in Academic Emergency Medicine (AWAEM) presidents. The panel completed three iterative surveys to develop and rank metrics to assess women PDGs. Metrics established by the expert panel were also distributed for member-checking to women EM faculty. Results The expert panel ranked 11 metrics with high to moderate consensus ranking with three metrics receiving greater than 90% consensus: gender equity strategy and plan; recruitment; and compensation. Members ranked 12 metrics with high consensus with three metrics receiving greater than 90% consensus: gender equity strategy and plan; compensation; and gender equity in promotion rates among faculty. Participants emphasized that departments should be responsible for leading gender equity efforts with PDGs providing a supportive role. Conclusion In this study, we identified metrics that can be used to assess academic EDs’ gender equity initiatives and the advisory efforts of a departmental women’s PDG. These metrics can be tailored to individual departmental/institutional needs, as well as to a PDG’s mission. Importantly, PDGs can use metrics to develop and assess programming, acknowledging that many metrics are the responsibility of the department rather than the PDG.
Collapse
Affiliation(s)
- Jennifer Love
- Icahn School of Medicine at Mount Sinai, Department of Emergency Medicine, New York, New York
| | - Amy Zeidan
- Emory University School of Medicine, Department of Emergency Medicine, Atlanta, Georgia
| | - Utsha Khatri
- Icahn School of Medicine at Mount Sinai, Department of Emergency Medicine, New York, New York; Icahn School of Medicine at Mount Sinai, Department of Population Health Science and Policy, New York, New York
| | - Margaret Samuels-Kalow
- Harvard Medical School, Massachusetts General Hospital, Department of Emergency Medicine, Boston, Massachusetts
| | - Angela Mills
- Columbia University College of Physicians and Surgeons, Department of Emergency Medicine, New York, New York
| | - Cindy Hsu
- University of Michigan Medical School, Department of Emergency Medicine, Ann Arbor, Michigan
| |
Collapse
|
12
|
Jacob RA, Williams PN, Chisty A. Twelve tips for developing and maintaining a successful peer mentoring program for junior faculty in academic medicine. MEDICAL TEACHER 2022; 45:1-5. [PMID: 35815424 DOI: 10.1080/0142159x.2022.2093703] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/28/2023]
Abstract
Effective mentorship is widely believed to be an important factor in career satisfaction and advancement. Adequate mentorship has been linked to perceived institutional support, research productivity, and protects against burnout. Despite these facts, less than half of junior faculty in academic medicine feel as if they have adequate mentorship. Given that the current landscape in academic medicine has a paucity of available mentors, both in rank and representation for true dyadic mentorship, junior faculty clinician educators may need mentorship and paths to sponsorship. The importance of peer networks has become increasingly recognized, and some institutions have begun to use peer mentoring as a means of addressing mentorship and sponsorship needs. This model can potentially circumvent some of the main barriers to mentorship by providing protected time, ameliorating power differentials, creating an environment where members have shared goals, and mitigating the need for senior faculty mentorship. The following are twelve tips to create and maintain a successful peer mentoring group for junior faculty clinician educators in academic medicine which can serve to complement the dyadic mentorship model.
Collapse
Affiliation(s)
- Regina A Jacob
- The Lewis Katz School of Medicine at Temple University, Philadelphia, PA, USA
| | - Paul N Williams
- The Lewis Katz School of Medicine at Temple University, Philadelphia, PA, USA
| | - Alia Chisty
- Penn State Health Milton S. Hershey Medical Center/Penn State College of Medicine, Hershey, PA, USA
| |
Collapse
|
13
|
Farid H, Bain P, Huang G. A scoping review of peer mentoring in medicine. CLINICAL TEACHER 2022; 19:e13512. [PMID: 35751456 DOI: 10.1111/tct.13512] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/18/2021] [Accepted: 06/14/2022] [Indexed: 11/30/2022]
Abstract
BACKGROUND While studies have demonstrated the benefits of mentoring between junior and senior faculty, the dearth of senior mentors remains a challenge. Peer mentoring arose out of scarcity by creating communities among faculty at similar stages. Although demonstrative studies abound, no synthesis of the literature exists to characterise programme structure, content and impact on faculty. METHODS We conducted a scoping review of peer mentoring programmes for faculty in academic medicine. We searched MEDLINE, Embase, Web of Science and ERIC for studies of peer mentoring programmes. Two authors independently reviewed the articles and extracted data. FINDINGS We reviewed the titles and abstracts of 1513 studies, 75 full-text articles, and selected 19 studies for our review. About half of peer mentoring programmes were department-sponsored. The overall size varied from 3 to 104 participants; most were organised into small groups and met monthly. Fifty-eight percent included a didactic curriculum. Several studies showed an increase in publications, grant funding, retention rates and promotion, in addition to increased personal satisfaction. Qualitative data demonstrated themes of collaboration and mutual support. DISCUSSION Programme outcomes were invariably positive with respect to participant satisfaction, and additionally, some studies showed an increase in publications, grant funding, retention rates and promotion. Camaraderie emerged as a strong theme in the programmes. CONCLUSIONS This scoping review of peer mentoring programmes can guide institutions in their efforts to create similar initiatives.
Collapse
Affiliation(s)
- Huma Farid
- Department of Obstetrics and Gynecology, Beth Israel Deaconess Medical Center, Harvard Medical School, Boston, Massachusetts, USA
| | - Paul Bain
- Countway Library, Harvard Medical School, Boston, Massachusetts, USA
| | - Grace Huang
- Harvard Medical School, Boston, Massachusetts, USA
| |
Collapse
|
14
|
Bustamante-Helfrich B, Santa Maria E, Bradley J, Warden D, Sengupta A, Phillips-Madson R, Ungaretti T. Collaborative faculty development transforms evaluation at a school of osteopathic medicine: an exploratory grounded theory study. MEDEDPUBLISH 2022. [DOI: 10.12688/mep.18986.1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
Background: Faculty development (FD) initiatives for medical educators must keep pace with educators’ expanding roles and responsibilities in the 21st century to effectively support and guide professional growth. Successful initiatives will be comprehensive and systematic, rather than episodic. Our research explores the impact of a collaborative, individualized, and focused FD program. The purpose of this pilot study is: (1) to describe the innovative design and implementation of the incipient FD program at University of the Incarnate Word School of Osteopathic Medicine (UIWSOM), San Antonio, Texas; and (2) to present insights from a preliminary process evaluation of the program’s initial launch to inform and facilitate broadscale implementation. Methods: We used a longitudinal, holistic approach to redesign the UIWSOM FD program to provide evidence-informed and experiential learning for faculty. We performed a process evaluation of the initial iteration of the FD program using an inductive qualitative research approach. We applied principles of constructivist grounded theory to analyze faculty’s responses collected during semi-structured interviews. Results: Three themes emerged from our analysis: communication, advocacy, and reciprocal learning. We found that effective communication, advocacy for faculty success, and reciprocal value between faculty and program developers undergirded the core concept of authentic engagement. Faculty’s perceptions of the quality of engagement of those implementing the program overshadowed the quality of the logistics. Conclusions: Our pilot study identified authentic engagement as critical to faculty’s positive experience of this new FD initiative. Practical implications for other health professions schools with similar FD initiatives include consideration of the relational aspects. Future studies should expand the process evaluation to determine key factors driving perceived program success for other skill domains and amongst clinical faculty, and include a long-range outcome evaluation of the fully implemented program.
Collapse
|
15
|
Ghosh-Choudhary S, Carleton N, Flynn JL, Kliment CR. Strategies for Achieving Gender Equity and Work-Life Integration in Physician-Scientist Training. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2022; 97:492-496. [PMID: 34292189 PMCID: PMC8770678 DOI: 10.1097/acm.0000000000004246] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/02/2023]
Abstract
Substantial gender inequities persist across academic medicine. These issues are not new: Recent evidence still points to a chilly climate for women in academic medicine, including those in physician-scientist training. The discussion for how to address gender equity and issues of work-life integration typically centers around faculty and rarely includes trainees. The authors delineate specific strategies to address gender inequity in physician-scientist training by identifying key stakeholders for implementation and proposing areas to integrate these strategies with current training timelines. Strategies discussed include multiple-role mentoring, allyship training for trainees and faculty, early implementation of professional development sessions, incorporation of childcare and family-friendly policies, and additional policies for funding bodies to prioritize gender equity practices. The goal of this article is to equip trainees and the academic community with proactive strategies to create a more equitable environment for future generations of trainees in academic medicine.
Collapse
Affiliation(s)
- Shohini Ghosh-Choudhary
- S. Ghosh-Choudhary is a fourth-year MD-PhD student, Medical Scientist Training Program, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| | - Neil Carleton
- N. Carleton is a fourth-year MD-PhD student, Medical Scientist Training Program, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| | - JoAnne L Flynn
- J.L. Flynn is professor of microbiology and molecular genetics, University of Pittsburgh, and assistant dean and codirector, Medical Scientist Training Program, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| | - Corrine R Kliment
- C.R. Kliment is assistant professor of medicine, Division of Pulmonary, Allergy, and Critical Care Medicine, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania
| |
Collapse
|
16
|
Murphy M, Record H, Callander JK, Dohan D, Grandis JR. Mentoring Relationships and Gender Inequities in Academic Medicine: Findings From a Multi-Institutional Qualitative Study. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2022; 97:136-142. [PMID: 34495884 DOI: 10.1097/acm.0000000000004388] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/13/2023]
Abstract
PURPOSE This study examined how mentoring relationships may reinforce or mitigate gender inequities in academic medicine. METHOD In-depth, semistructured interviews with medical school faculty members (52 women and 52 men) were conducted at 16 institutions across the United States in 2019. Institutions were recruited using a purposive sampling strategy to seek diversity in geography, ownership (private or public), and prestige. Within institutions, purposive sampling was used to recruit equal numbers of women and men and to seek diversity in degree type (MD, PhD), age, and career stage. A coding scheme was developed through iterative analysis of the interview transcripts. All interview transcripts were then coded with the goal of identifying intersections between mentorship and experiences of and responses to gender inequities. RESULTS Four key themes at the intersection of mentoring relationships and gender inequities were identified. (1) Both women and men became aware of gender inequities in academic medicine through relationships with women mentors and mentees. (2) Both women and men mentors recognized the challenges their female mentees faced and made deliberate efforts to help them navigate an inequitable environment. (3) Both women and men mentors modeled work-family balance and created family friendly environments for their mentees. (4) Some women, but no men, reported being sexually harassed by mentors. CONCLUSIONS This study shows that mentoring relationships may be a context in which gender inequities are acknowledged and mitigated. It also shows that mentoring relationships may be a context in which gender inequities, such as sexual harassment, may occur. Sexual harassment in academic medicine has been widely documented, and gender inequity in academic medicine has proved persistent. While mentoring relationships may have the potential to identify and mitigate gender inequities, this study suggests that this potential remains largely unrealized.
Collapse
Affiliation(s)
- Marie Murphy
- M. Murphy is analyst IV, Department of Otolaryngology-Head and Neck Surgery, University of California, San Francisco, School of Medicine, San Francisco, California
| | - Helena Record
- H. Record is a fourth-year medical student, University of California, San Francisco, School of Medicine, San Francisco, California
| | - Jacquelyn K Callander
- J.K. Callander is a resident, Department of Otolaryngology-Head and Neck Surgery, University of California, San Francisco, School of Medicine, San Francisco, California
| | - Daniel Dohan
- D. Dohan is professor, Philip R. Lee Institute for Health Policy Studies, University of California, San Francisco, School of Medicine, San Francisco, California
| | - Jennifer R Grandis
- J.R. Grandis is distinguished professor, Department of Otolaryngology-Head and Neck Surgery, University of California, San Francisco, School of Medicine, San Francisco, California
| |
Collapse
|
17
|
Affiliation(s)
- Stephanie L Santoro
- Division of Medical Genetics and Metabolism, Massachusetts General Hospital, and Department of Pediatrics, Harvard Medical School, Boston, Massachusetts (S.L.S.)
| | - Mary Linton B Peters
- Division of Medical Oncology, Beth Israel Deaconess Medical Center, Boston, Massachusetts (M.L.B.P.)
| |
Collapse
|
18
|
Boeder J, Fruiht V, Erikson K, Hwang S, Blanco G, Chan T. Reflecting on an Academic Career: Associations Between Past Mentoring Investments and Career Benefits. MENTORING & TUTORING 2021; 29:607-625. [PMID: 34887700 PMCID: PMC8651238 DOI: 10.1080/13611267.2021.1986797] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/28/2023]
Abstract
Receiving mentoring is positive associated with lasting career benefits for academic protégés; however, less is known about the connection to long-term career gains for mentors. In this study national sample of retired academics were surveyed to examine the associations between past mentoring behaviors and current evaluations of their careers. Participants (N=277) were on average 73.6 (SD=6.2) years old with 34.9 (SD=8.0) years of occupational tenure and 7.7 (SD=5.8) years post-retirement. Structural equation modeling results demonstrated that having more protégés (β=.19, p=.024) and engaging in more mentoring behaviors (β=.18, p=.027) were associated with objective career achievements. However, mentoring behaviors, and not the number of protégés, were linked to subjective career achievements (β=.33, p<.001). Interestingly, previous mentoring experiences were not related to career satisfaction. While prior research demonstrates that mentors experience short-term benefits from mentoring, the present study's findings suggest that mentors may also experience long-term objective and subjective career benefits.
Collapse
Affiliation(s)
- Jordan Boeder
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
- University of Zurich, Rämistrasse 71, 8006 Zürich, Switzerland
| | - Veronica Fruiht
- Dominican University of California, 50 Acacia Avenue, San Rafael, CA 94901
| | - Kevin Erikson
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| | - Sarah Hwang
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| | - Giovanna Blanco
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| | - Thomas Chan
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| |
Collapse
|
19
|
Mantzourani E, Chang H, Fleming G, Desselle SP. Design fundamentals of mentoring programs for pharmacy professionals (Part 2): Considerations for mentors and mentees. Res Social Adm Pharm 2021; 17:449-455. [DOI: 10.1016/j.sapharm.2020.04.024] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2020] [Accepted: 04/21/2020] [Indexed: 11/30/2022]
|
20
|
Abstract
The coronavirus disease (COVID-19) pandemic has created significant stressors for the academic and scientific community, with unique challenges for early-career physician-scientists. The pandemic-related disruptions have significantly affected research productivity, access to mentoring, professional development and networking opportunities, funding, and personal wellness. This is especially true for pulmonary and critical care medicine faculty because of the burden of specialized clinical care responsibilities that the COVID-19 pandemic has demanded. Departmental, institutional, and national leadership should foster open dialogue to identify and mitigate these challenges to promote ongoing career development of early-career physician-scientists. Implementation of thoughtful interventions to address these challenges will provide essential support for junior faculty and help retain a generation of physician-scientists.
Collapse
|
21
|
Change Is Happening: An Evaluation of Gender Disparities in Academic Plastic Surgery. Plast Reconstr Surg 2020; 144:1001-1009. [PMID: 31568320 DOI: 10.1097/prs.0000000000006086] [Citation(s) in RCA: 34] [Impact Index Per Article: 8.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
BACKGROUND Gender disparities in academic plastic surgery are known; however, recently, professional societies have endorsed a culture of gender diversification. This study aims to evaluate the effects of these changes at faculty and leadership positions. METHODS A cross-sectional study was conducted in June of 2018 to evaluate gender representation among U.S. academic plastic surgery faculty, and compare career qualifications, years of experience, and faculty positions. RESULTS A total of 938 academic plastic surgeons were identified, of which only 19.8 percent were women. Female surgeons graduated more recently than men (2009 versus 2004; p < 0.0001) and predominantly from integrated residency programs (OR, 2.72; 95 percent CI, 1.87 to 3.96), were more likely to be an assistant professor (OR, 2.19; 95 percent CI, 1.58 to 3.05), and were less likely to be a full professor (OR, 0.20; 95 percent CI, 0.11 to 0.35) or program chair (OR, 0.32; 95 percent CI, 0.16 to 0.65). After adjustment for differences in years of postresidency experience, only disparities at the full professor position remained significant (OR, 0.34; 95 percent CI, 0.16 to 0.17), indicating that experience-independent gender inequality is prominent at the full professor level and that current differences in cohort experience are a significant contributor to many of the observed positional disparities. Lastly, programs led by a female chair employed significantly more female faculty (32.5 percent versus 18.2 percent; p = 0.016). CONCLUSIONS Gender diversity in academic plastic surgery remains a significant issue, but may see improvement as the disproportionately high number of junior female academics advance in their careers. However, leadership and promotion disparities between men and women still exist and must be addressed.
Collapse
|
22
|
Burnout Woman-Style: The Female Face of Burnout in Obstetrics and Gynecology. Clin Obstet Gynecol 2019; 62:466-479. [DOI: 10.1097/grf.0000000000000443] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
|
23
|
Female Neurosurgeons in Europe—On a Prevailing Glass Ceiling. World Neurosurg 2019; 129:460-466. [DOI: 10.1016/j.wneu.2019.05.137] [Citation(s) in RCA: 34] [Impact Index Per Article: 6.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/17/2019] [Revised: 05/15/2019] [Accepted: 05/16/2019] [Indexed: 11/22/2022]
|
24
|
Armstrong MJ, Shulman LM. Tackling the imposter phenomenon to advance women in neurology. Neurol Clin Pract 2019; 9:155-159. [PMID: 31041131 DOI: 10.1212/cpj.0000000000000607] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/08/2018] [Accepted: 11/30/2018] [Indexed: 12/31/2022]
Abstract
Recent literature documents that women comprise an increasing proportion of the neurology workforce but still lag behind male counterparts in publications and promotion. There are many reasons for gender disparities in neurology including family responsibilities, different career goals, lack of mentorship, cultural stereotypes, lack of institutional funding, biases, and professional isolation. Another contributing factor receiving relatively little recognition is the imposter phenomenon. This review highlights recent literature on gender differences in neurology, the definition of the imposter phenomenon, and research on the imposter phenomenon in academic medicine. Approaches for managing the imposter phenomenon are described including personal, mentoring, and institutional strategies. Further research is needed to understand the frequency of the imposter phenomenon at different levels of seniority and optimal strategies for prevention and management.
Collapse
Affiliation(s)
- Melissa J Armstrong
- Department of Neurology (MJA), University of Florida College of Medicine, Gainesville, FL; and Department of Neurology (LMS), University of Maryland School of Medicine, Baltimore, MD
| | - Lisa M Shulman
- Department of Neurology (MJA), University of Florida College of Medicine, Gainesville, FL; and Department of Neurology (LMS), University of Maryland School of Medicine, Baltimore, MD
| |
Collapse
|
25
|
Datta-Barua I, O'Brien K, Vermylen J. The Therapeutic Utility of the Pregnant Palliative Care Physician: A Case Series. J Palliat Med 2018; 22:734-738. [PMID: 30526297 DOI: 10.1089/jpm.2018.0379] [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: 11/12/2022] Open
Abstract
Women physicians are becoming more numerous, with the majority of active hospice and palliative medicine physicians under the age of 50 being women. While this trend has appropriately led to discussions of supporting, recruiting, and retaining women physicians, there is little literature about the effect of women physicians on patients. In particular, little has been written about the effect of a physician's pregnancy. Drawing on psychotherapeutic literature, the authors present seven cases illustrating how pregnancy of the palliative care physician affects patients and families. By recognizing the responses of patients and families and understanding the underlying meaning of the pregnancy, which drives those responses, palliative care physicians can utilize the pregnancy to select therapeutic interventions for the patient and family.
Collapse
Affiliation(s)
- Indrany Datta-Barua
- 1 Chicago Psychiatry Associates and Department of Psychiatry and Behavioral Sciences, Northwestern University Feinberg School of Medicine, Chicago, Illinois
| | - Katherine O'Brien
- 2 Department of Medicine, Northwestern Memorial Hospital, Northwestern University Feinberg School of Medicine, Chicago, Illinois
| | - Julia Vermylen
- 2 Department of Medicine, Northwestern Memorial Hospital, Northwestern University Feinberg School of Medicine, Chicago, Illinois
| |
Collapse
|
26
|
Levy-Tzedek S, Moran GS, Alon U, Sal-Man N. Peer power: A women's peer-mentoring program at the workplace: example from the academia. EMBO Rep 2018; 19:embr.201847246. [PMID: 30396884 DOI: 10.15252/embr.201847246] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022] Open
Affiliation(s)
- Shelly Levy-Tzedek
- Department of Physical Therapy, Recanati School for Community Health Professions, Ben-Gurion University of the Negev, Beer-Sheva, Israel.,Zlotowski Center for Neuroscience, Ben-Gurion University of the Negev, Beer-Sheva, Israel.,Freiburg Institute for Advanced Studies (FRIAS), University of Freiburg, Freiburg, Germany
| | - Galia S Moran
- The Charlotte B. and Jack J. Spitzer Department of Social Work, Ben-Gurion University of the Negev, Beer-Sheva, Israel
| | - Uri Alon
- Department of Molecular Cell Biology, Weizmann Institute of Science, Rehovot, Israel
| | - Neta Sal-Man
- The Shraga Segal Department of Microbiology, Immunology and Genetics, Faculty of Health Sciences, Ben-Gurion University of the Negev, Beer Sheva, Israel
| |
Collapse
|