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Fassiotto M, Jerome B, Stefanac L, Oaiya O, Quihuis G, Maldonado Y, Harris O. Stanford Network for Advancement and Promotion: The impact of a community building-focused leadership development program on the success of underrepresented groups in academic medicine. Health Care Manage Rev 2024; 49:272-280. [PMID: 39016264 DOI: 10.1097/hmr.0000000000000413] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/18/2024]
Abstract
BACKGROUND Leadership can be an isolating experience and leaders from underrepresented groups (URGs) may experience even greater isolation and vulnerability because of lack of representation. Given the collaborative nature of medicine, leadership programs for physicians need to address isolation. Social support is one mechanism to combat this isolation; however, most leadership programs focus exclusively on skills building. PURPOSE The Stanford Network for Advancement and Promotion (SNAP) program was developed to reduce isolation among physician leaders from URGs in academic medicine leadership by building a supportive network of peers. METHODOLOGY/APPROACH Ten women physicians from diverse racial/ethnic backgrounds were invited to participate in SNAP. Annual surveys were administered to participants to assess the effectiveness of SNAP on decreasing feelings of isolation and increasing professional leadership growth. The authors charted the expansion and adaptation of the program model across gender and in additional settings. RESULTS SNAP effectively created a sense of community among the physician leaders. Participants also reported feeling challenged by the program and that they had grown in terms of critical thinking, organizational knowledge, and empowerment as leaders. Participants found community building to be the most valuable program component. Because of this success, the SNAP model has been adapted to create 10 additional cohorts. CONCLUSION Leadership programs like SNAP that focus on reducing isolation are instrumental for retaining and promoting the career advancement of physicians from URGs. PRACTICE IMPLICATIONS Developing a diverse workforce of academic physicians is essential to providing high-quality and equitable clinical care, research, and medical education.
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Chen ZB, Aikawa E, Alfaidi M, Ali K, Clift CL, Erbay E, Fredman G, Gomez D, Huang NF, Lu HS, Nguyen PK, Oliveira SD, Rodriguez-Miguelez P, SenthilKumar G, Zhang H. Institutional Support for the Career Advancement of Women Faculty in Science and Academic Medicine: Successes, Challenges, and Future Directions. Arterioscler Thromb Vasc Biol 2024; 44:1916-1924. [PMID: 38957985 PMCID: PMC11338710 DOI: 10.1161/atvbaha.124.320910] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/04/2024]
Abstract
Institutional support is crucial for the successful career advancement of all faculty but in particular those who are women. Evolving from the past, in which gender disparities were prevalent in many institutions, recent decades have witnessed significant progress in supporting the career advancement of women faculty in science and academic medicine. However, continued advancement is necessary as previously unrecognized needs and new opportunities for improvement emerge. To identify the needs, opportunities, and potential challenges encountered by women faculty, the Women's Leadership Committee of the Arteriosclerosis, Thrombosis, and Vascular Biology Council developed an initiative termed GROWTH (Generating Resources and Opportunities for Women in Technology and Health). The committee designed a survey questionnaire and interviewed 19 leaders with roles and responsibilities in faculty development from a total of 12 institutions across various regions of the United States. The results were compiled, analyzed, and discussed. Based on our interviews and analyses, we present the current status of these representative institutions in supporting faculty development, highlighting efforts specific to women faculty. Through the experiences, insights, and vision of these leaders, we identified success stories, challenges, and future priorities. Our article provides a primer and a snapshot of institutional efforts to support the advancement of women faculty. Importantly, this article can serve as a reference and resource for academic entities seeking ideas to gauge their commitment level to women faculty and to implement new initiatives. Additionally, this article can provide guidance and strategies for women faculty as they seek support and resources from their current or prospective institutions when pursuing new career opportunities.
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Affiliation(s)
| | - Zhen Bouman Chen
- Department of Diabetes Complications and Metabolism, Arthur Riggs Diabetes Metabolism Research Institute, Beckman Research Institute, City of Hope, CA, USA
| | - Elena Aikawa
- Division of Cardiovascular Medicine, Department of Medicine, Center for Interdisciplinary Cardiovascular Sciences, Brigham and Women’s Hospital, Harvard Medical School, Boston, MA, USA
- Division of Cardiovascular Medicine, Department of Medicine, Center for Excellence in Vascular Biology, Brigham and Women’s Hospital, Harvard Medical School, Boston, MA, USA
| | - Mabruka Alfaidi
- Department of Internal Medicine, Division of Cardiology, LSU Health Sciences Center, LA, USA
| | - Kamilah Ali
- Touro College of Osteopathic Medicine, Department of Basic Sciences, Touro University, NY, USA
| | - Cassandra L. Clift
- Division of Cardiovascular Medicine, Department of Medicine, Center for Interdisciplinary Cardiovascular Sciences, Brigham and Women’s Hospital, Harvard Medical School, Boston, MA, USA
| | - Ebru Erbay
- Smidt Heart Institute, Cedars-Sinai Medical Center, Los Angeles, CA, USA
- Department of Molecular Metabolism, Harvard T.H. Chan School of Public Health, Boston, MA, USA
| | - Gabrielle Fredman
- Department of Molecular and Cellular Physiology, Albany Medical College, Albany, New York, USA
| | - Delphine Gomez
- Department of Medicine, Division of Cardiology, University of Pittsburgh, PA, USA
| | - Ngan F. Huang
- Department of Cardiothoracic Surgery, Stanford University, Stanford, CA, USA
- Center for Tissue Regeneration, Repair and Restoration, Veterans Affairs Palo Alto Health Care System, Palo Alto, CA, USA
| | - Hong S. Lu
- Saha Cardiovascular Research Center, Saha Aortic Center, and Department of Physiology, University of Kentucky, Lexington, KY, USA
| | - Patricia K. Nguyen
- Division of Cardiovascular Medicine, Stanford Cardiovascular Institute, Stanford University, CA, USA
- Cardiology Section, Department of Veteran Affairs, Palo Alto, CA, USA
| | - Suellen Darc Oliveira
- College of Medicine, Department of Anesthesiology, Department of Physiology and Biophysics, University of Illinois Chicago, IL, USA
| | - Paula Rodriguez-Miguelez
- Department of Kinesiology and Health Science & Division of Pulmonary and Critical Care, Virginia Commonwealth University, VA, USA
| | - Gopika SenthilKumar
- Medical Scientist Training Program, Medical College of Wisconsin, Milwaukee, WI, USA
| | - Hanrui Zhang
- Cardiometabolic Genomics Program, Division of Cardiology, Department of Medicine, Columbia University Irving Medical Center, New York, NY, USA
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Iyer MS, Bradford C, Gottlieb AS, Kling DB, Jagsi R, Mangurian C, Marks L, Meltzer CC, Overholser B, Silver JK, Way DP, Spector ND. Gender Differences in the Path to Medical School Deanship. JAMA Netw Open 2024; 7:e2420570. [PMID: 38967920 PMCID: PMC11227086 DOI: 10.1001/jamanetworkopen.2024.20570] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/01/2024] [Accepted: 04/16/2024] [Indexed: 07/06/2024] Open
Abstract
Importance Women account for only 28% of current US medical school deans. Studying the differences between women and men in their preparation to becoming deans might help to explain this discrepancy. Objective To identify differences in the leadership development experiences between women and men in their ascent to the medical school deanship. Design, Setting, and Participants In this qualitative study, volunteers from the roster of the Association of American Medical Colleges Council of Deans were solicited and interviewed from June 15 to November 9, 2023. Women deans were recruited first, then men who had been appointed to their deanships at a similar time to their women counterparts were recruited. Deans were interviewed on topics related to number of applications for deanships, prior leadership roles, leadership development, personal factors, and career trajectories. Interviews were coded, and themes were extracted through conventional content analysis. Main Outcome and Measures Career and leadership development experiences were elicited using a semistructured interview guide. Results We interviewed 17 women and 17 men deans, representing 25.8% (34 of 132) of the total population of US medical school deans. Most deans (23 [67.6%]) practiced a medicine-based specialty or subspecialty. No statistically significant differences were found between women and men with regard to years to attain deanship (mean [SD], 2.7 [3.4] vs 3.7 [3.7] years), years as a dean (mean [SD], 5.7 [5.2] vs 6.0 [5.0] years), highest salary during career (mean [SD], $525 769 [$199 936] vs $416 923 [$195 848]), or medical school rankings (mean [SD], 315.5 [394.5] vs 480.5 [448.9]). Their reports indicated substantive gender differences in their paths to becoming a dean. Compared with men, women deans reported having to work harder to advance, while receiving less support and opportunities for leadership positions by their own institutions. Subsequently, women sought leadership development from external programs. Women deans also experienced gender bias when working with search firms. Conclusions and Relevance This qualitative study of US medical school deans found that compared with men, women needed to be more proactive, had to participate in external leadership development programs, and had to confront biases during the search process. For rising women leaders, this lack of support had consequences, such as burnout and attrition, potentially affecting the makeup of future generations of medical school deans. Institutional initiatives centering on leadership development of women is needed to mitigate the gender biases and barriers faced by aspiring women leaders.
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Affiliation(s)
- Maya S. Iyer
- Department of Pediatrics, The Ohio State University College of Medicine, Columbus
- Division of Emergency Medicine, Nationwide Children’s Hospital, Columbus, Ohio
| | - Carol Bradford
- Department of Otolaryngology, The Ohio State University College of Medicine, Columbus
| | - Amy S. Gottlieb
- Department of Radiology, Keck School of Medicine, University of Southern California, Los Angeles
| | - David B. Kling
- Division of Emergency Medicine, Nationwide Children’s Hospital, Columbus, Ohio
| | - Reshma Jagsi
- Department of Radiation Oncology, Emory University School of Medicine, Atlanta, Georgia
| | - Christina Mangurian
- Department of Psychiatric and Behavioral Sciences, University of California, San Francisco School of Medicine, San Francisco
- Department of Epidemiology and Biostatistics, University of California, San Francisco School of Medicine, San Francisco
| | - Lilly Marks
- University of Colorado and Anschutz Medical Campus, Aurora, Colorado
| | - Carolyn C. Meltzer
- Department of Radiology, Keck School of Medicine, University of Southern California, Los Angeles
| | - Barbara Overholser
- Executive Leadership in Academic Medicine (ELAM) Program, Philadelphia, Pennsylvania
| | - Julie K. Silver
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, Massachusetts
| | - David P. Way
- Department of Pediatrics, The Ohio State University College of Medicine, Columbus
| | - Nancy D. Spector
- Executive Leadership in Academic Medicine (ELAM) Program, Philadelphia, Pennsylvania
- Department of Pediatrics, Drexel University College of Medicine, Philadelphia, Pennsylvania
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Lee JK, Levine RB, Yousem DM, Faraday N, Skarupski KA, Ishii M, Daugherty Biddison EL, Oliva-Hemker M. Commitment to inclusion: The importance of collaboration in gender equity work. WOMEN'S HEALTH (LONDON, ENGLAND) 2024; 20:17455057241252574. [PMID: 38742705 PMCID: PMC11095174 DOI: 10.1177/17455057241252574] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/22/2023] [Revised: 03/12/2024] [Accepted: 04/16/2024] [Indexed: 05/16/2024]
Abstract
Despite decades of faculty professional development programs created to prepare women for leadership, gender inequities persist in salary, promotion, and leadership roles. Indeed, men still earn more than women, are more likely than women to hold the rank of professor, and hold the vast majority of positions of power in academic medicine. Institutions demonstrate commitment to their faculty's growth by investing resources, including creating faculty development programs. These programs are essential to help prepare women to lead and navigate the highly matrixed, complex systems of academic medicine. However, data still show that women persistently lag behind men in their career advancement and salary. Clearly, training women to adapt to existing structures and norms alone is not sufficient. To effectively generate organizational change, leaders with power and resources must commit to gender equity. This article describes several efforts by the Office of Faculty in the Johns Hopkins University School of Medicine to broaden inclusivity in collaborative work for gender equity. The authors are women and men leaders in the Office of Faculty, which is within the Johns Hopkins University School of Medicine dean's office and includes Women in Science and Medicine. Here, we discuss potential methods to advance gender equity using inclusivity based on our institutional experience and on the findings of other studies. Ongoing data collection to evaluate programmatic outcomes in the Johns Hopkins University School of Medicine will be reported in the future.
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Affiliation(s)
- Jennifer K Lee
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Pediatrics, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Rachel B Levine
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - David M Yousem
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Radiology, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Nauder Faraday
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Kimberly A Skarupski
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Masaru Ishii
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Otolaryngology, Head and Neck Surgery, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Neurosurgery, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - EL Daugherty Biddison
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Medicine, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
| | - Maria Oliva-Hemker
- Office of Faculty, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
- Department of Pediatrics, Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA
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Sharab L, Sonkar J, Thomas PM, Prasannakumar P, Guha U, Leventer M, Vazouras K, Cappelli D. Reshaping dental faculty development using collective healthcare experiences. J Dent Educ 2023; 87:1234-1241. [PMID: 37400111 DOI: 10.1002/jdd.13286] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2022] [Revised: 05/16/2023] [Accepted: 05/26/2023] [Indexed: 07/05/2023]
Abstract
Dental academics provide a fulfilling career path to educate the next generation of oral health professionals. The number of dentists choosing a career in dental academics is declining and existing faculty are opting for other career options. As the number of dental schools increase across the US, a critical shortage of educators may be evidenced. In dentistry, innovative approaches to develop academic faculty are not keeping pace with the growing needs of dental faculty, who are challenged to establish a fulfilling work-life balance. This work reviews existing methods that other health professions implement to develop faculty for successful career growth. This review highlights factors and related cofactors that influence career development among dental faculty. Recommendations are presented as potential solutions based on the assessment of similar experiences published by related academic healthcare professions. Dental academia must increase attention to faculty needs and awareness by conducting institutional-specific studies to address these issues with customizable solutions.
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Affiliation(s)
- Lina Sharab
- Division of Orthodontics, Department of Oral Health Science, College of Dentistry, University of Kentucky, Lexington, Kentucky, USA
| | | | - Priya M Thomas
- Department of Biomedical Sciences and Comprehensive Care, Indiana University School of Dentistry, Indianapolis, USA
| | - Priya Prasannakumar
- Arthur A. Dugoni School of Dentistry, University of the Pacific, San Francisco, California, USA
| | - Upoma Guha
- Adult Restorative Dentistry Department, College of Dentistry, University of Nebraska Medical Center, Lincoln, Nebraska, USA
| | - Martin Leventer
- School of Dentistry, University of Maryland, Baltimore, Maryland, USA
| | - Konstantinos Vazouras
- Department of Prosthodontics, Tufts University School of Dental Medicine, Boston, Massachusetts, USA
| | - David Cappelli
- Department of Community Engagement, University of Nevada Las Vegas, Las Vegas, Nevada, USA
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Bona A, Ahmed R, Falvo L, Welch J, Heniff M, Cooper D, Sarmiento E, Hobgood C. Closing the gender gap in medicine: the impact of a simulation-based confidence and negotiation course for women in graduate medical education. BMC MEDICAL EDUCATION 2023; 23:243. [PMID: 37060057 PMCID: PMC10103407 DOI: 10.1186/s12909-023-04170-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/29/2022] [Accepted: 03/17/2023] [Indexed: 06/19/2023]
Abstract
BACKGROUND Currently, 75-80% of the medical workforce worldwide consists of women. Yet, women comprise 21% of full professors and less than 20% of department chairs and medical school deans. Identified causes of gender disparities are multifactorial including work-life responsibilities, gender discrimination, sexual harassment, bias, lack of confidence, gender differences in negotiation and leadership emergence, and lack of mentorship, networking, and/or sponsorship. A promising intervention for the advancement of women faculty is the implementation of Career Development Programs (CDPs). Women physician CDP participants were shown to be promoted in rank at the same rate as men by year five, and more likely to remain in academics after eight years compared to both men and women counterparts. The objective of this pilot study is to investigate the effectiveness of a novel, simulation-based, single-day CDP curriculum for upper-level women physician trainees to teach communication skills identified as contributing to medicine's gender advancement gap. METHODS This was a pilot, pre/post study performed in a simulation center implementing a curriculum developed to educate women physicians on 5 identified communication skills recognized to potentially reduce the gender gap. Pre- and post-intervention assessments included confidence surveys, cognitive questionnaires, and performance action checklists for five workplace scenarios. Assessment data were analyzed using scored medians and descriptive statistics, applying Wilcoxon test estimation to compare pre- versus post-curriculum intervention scores, with p < 0.05 considered statistically significant. RESULTS Eleven residents and fellows participated in the curriculum. Confidence, knowledge, and performance improved significantly after completion of the program. Pre-confidence: 28 (19.0-31.0); Post-confidence: 41 (35.0-47.0); p < 0.0001. Pre-knowledge: 9.0 (6.0-11.00); Post knowledge: 13.0 (11.0-15.0); p < 0.0001. Pre-performance: 35.0 (16.0-52.0); Post-performance: 46.0 (37-53.00); p < 0.0001. CONCLUSION Overall, this study demonstrated the successful creation of a novel, condensed CDP curriculum based on 5 identified communication skills needed for women physician trainees. The post-curriculum assessment demonstrated improved confidence, knowledge, and performance. Ideally, all women medical trainees would have access to convenient, accessible, and affordable courses teaching these crucial communication skills to prepare them for careers in medicine to strive to reduce the gender gap.
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Affiliation(s)
- Anna Bona
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA.
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA.
- Director of Emergency Medicine Simulation, Roudebush VA Medical Center, Indianapolis, IN, USA.
| | - Rami Ahmed
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA
| | - Lauren Falvo
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA
| | - Julie Welch
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
| | - Melanie Heniff
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
| | - Dylan Cooper
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
- Faculty, Division of Simulation, Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA
| | - Elisa Sarmiento
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
| | - Cherri Hobgood
- Department of Emergency Medicine, Indiana University School of Medicine, 720 Eskenazi Ave, Fifth Third Bank Building 3rd Fl, Indianapolis, IN, 46202, USA
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Haas M, Triemstra J, Tam M, Neuendorf K, Reckelhoff K, Gottlieb-Smith R, Pedigo R, McTaggart S, Vasquez J, Hundert EM, Berkowitz B, Humphrey HJ, Gruppen LD. A decade of faculty development for health professions educators: lessons learned from the Macy Faculty Scholars Program. BMC MEDICAL EDUCATION 2023; 23:185. [PMID: 36973722 PMCID: PMC10041479 DOI: 10.1186/s12909-023-04155-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/31/2022] [Accepted: 03/13/2023] [Indexed: 05/03/2023]
Abstract
Faculty development (FD) programs are critical for providing the knowledge and skills necessary to drive positive change in health professions education, but they take many forms to attain the program goals. The Macy Faculty Scholars Program (MFSP), created by the Josiah Macy Jr. Foundation (JMJF) in 2010, intends to develop participants as leaders, scholars, teachers, and mentors. After a decade of implementation, an external review committee conducted a program evaluation to determine how well the program met its intended goals and defined options for ongoing improvement.The committee selected Stufflebeam's CIPP (context, input, process, products) framework to guide the program evaluation. Context and input components were derived from the MFSP description and demographic data, respectively. Process and product components were obtained through a mixed-methods approach, utilizing both quantitative and qualitative data obtained from participant survey responses, and curriculum vitae (CV).The evaluation found participants responded favorably to the program and demonstrated an overall increase in academic productivity, most pronounced during the two years of the program. Mentorship, community of practice, and protected time were cited as major strengths. Areas for improvement included: enhancing the diversity of program participants, program leaders and mentors across multiple sociodemographic domains; leveraging technology to strengthen the MFSP community of practice; and improving flexibility of the program.The program evaluation results provide evidence supporting ongoing investment in faculty educators and summarizes key strengths and areas for improvement to inform future FD efforts for both the MFSP and other FD programs.
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Affiliation(s)
- Mary Haas
- Department of Emergency Medicine, University of Michigan Medical School, Ann Arbor, MI USA
| | - Justin Triemstra
- Department of Pediatrics and Human Development, Corewell Health, Helen DeVos Children’s Hospital, Michigan State University College of Human Medicine, Grand Rapids, MI USA
| | - Marty Tam
- Division of Cardiovascular Medicine, University of Michigan, Ann Arbor, MI USA
| | - Katie Neuendorf
- Department of Palliative and Supportive Care, Clevel and Clinic Lerner College of Medicine of Case Western Reserve University, Cleveland, OH USA
| | - Katherine Reckelhoff
- College of Chiropractic, Cleveland University, Kansas City, Overland Park, KS USA
- School of Medical & Applied Sciences, Central Queensland University, Brisbane City, QLD Australia
| | | | - Ryan Pedigo
- Department of Emergency Medicine, Harbor-UCLA Medical Center, Emergency Medicine, David Geffen School of Medicine at UCLA, Los Angeles, LA USA
| | - Suzy McTaggart
- Office of Medical Student Education, University of Michigan Medical School, Ann Arbor, MI USA
| | | | - Edward M. Hundert
- Medical Education, Harvard University, Harvard Medical School, Boston, MA USA
| | - Bobbie Berkowitz
- Columbia University School of Nursing and University of Washington School of Nursing, Seattle, WA USA
| | - Holly J. Humphrey
- Josiah Macy, Jr. Foundation, New York, NY USA
- The University of Chicago, Chicago, IL USA
| | - Larry D. Gruppen
- Department of Learning Health Sciences, University of Michigan Medical School, Ann Arbor, MI USA
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Loder R, Coombs J, Najmabadi S, Henry T, Ryujin D, Valentin V. Gender Disparities in Physician Assistant Educator Promotion and Compensation: A Mixed Methods Approach. J Physician Assist Educ 2023; 34:3-8. [PMID: 36692497 DOI: 10.1097/jpa.0000000000000479] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Abstract
INTRODUCTION The gender wage gap is well documented in many industries. A disparity in salary between female and male physician assistant (PA) educators has been demonstrated, but disparities in academic rank have not been shown. The purpose of this study was to re-examine gender disparities in compensation to PA educators and to explore whether gender-based disparities exist in promotion to higher academic rank in this field. METHODS An explanatory sequential mixed-methods design was used to determine differences in salary and rank by gender. PA Education Association Faculty and Directors Survey data from 2014, 2017, and 2019 were analyzed. A focus group was conducted to explain the findings and understand the barriers to promotion for female faculty. RESULTS Female PA faculty members earn $7573 less than their male colleagues when controlling for all other variables. Female faculty members have an increased likelihood (RR 1.150) for being in early career stage versus late career stage. Obtaining a doctoral degree decreased the risk for being in an early career stage (RR 0.567) with men twice as likely to have a doctoral degree as women. DISCUSSION Rank and salary disparities exist in PA faculty by gender. Female faculty are less likely to hold doctoral degrees or to be promoted to higher academic ranks, and they earn less than men. Degree level and career track are themes unique to the PA education profession, and further research is needed to understand their impact. With more women entering PA education, pay equity and promotion need to be addressed.
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Affiliation(s)
- Rayne Loder
- Rayne Loder, MHS, PA-C, is an assistant professor in the Department of Public Health and Community Medicine, Tufts University School of Medicine, Boston, Massachusetts
- Jennifer Coombs, PhD, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Shahpar Najmabadi, PhD, is a research scientist in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Trenton Henry, MS, is a research analyst in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Darin Ryujin, MPAS, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Virginia Valentin, DrPH, PA-C, is an associate professor in the Department of Physician Assistant Studies, University of Kentucky College of Health Sciences, Lexington, Kentucky
| | - Jennifer Coombs
- Rayne Loder, MHS, PA-C, is an assistant professor in the Department of Public Health and Community Medicine, Tufts University School of Medicine, Boston, Massachusetts
- Jennifer Coombs, PhD, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Shahpar Najmabadi, PhD, is a research scientist in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Trenton Henry, MS, is a research analyst in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Darin Ryujin, MPAS, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Virginia Valentin, DrPH, PA-C, is an associate professor in the Department of Physician Assistant Studies, University of Kentucky College of Health Sciences, Lexington, Kentucky
| | - Shahpar Najmabadi
- Rayne Loder, MHS, PA-C, is an assistant professor in the Department of Public Health and Community Medicine, Tufts University School of Medicine, Boston, Massachusetts
- Jennifer Coombs, PhD, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Shahpar Najmabadi, PhD, is a research scientist in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Trenton Henry, MS, is a research analyst in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Darin Ryujin, MPAS, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Virginia Valentin, DrPH, PA-C, is an associate professor in the Department of Physician Assistant Studies, University of Kentucky College of Health Sciences, Lexington, Kentucky
| | - Trenton Henry
- Rayne Loder, MHS, PA-C, is an assistant professor in the Department of Public Health and Community Medicine, Tufts University School of Medicine, Boston, Massachusetts
- Jennifer Coombs, PhD, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Shahpar Najmabadi, PhD, is a research scientist in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Trenton Henry, MS, is a research analyst in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Darin Ryujin, MPAS, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Virginia Valentin, DrPH, PA-C, is an associate professor in the Department of Physician Assistant Studies, University of Kentucky College of Health Sciences, Lexington, Kentucky
| | - Darin Ryujin
- Rayne Loder, MHS, PA-C, is an assistant professor in the Department of Public Health and Community Medicine, Tufts University School of Medicine, Boston, Massachusetts
- Jennifer Coombs, PhD, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Shahpar Najmabadi, PhD, is a research scientist in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Trenton Henry, MS, is a research analyst in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Darin Ryujin, MPAS, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Virginia Valentin, DrPH, PA-C, is an associate professor in the Department of Physician Assistant Studies, University of Kentucky College of Health Sciences, Lexington, Kentucky
| | - Virginia Valentin
- Rayne Loder, MHS, PA-C, is an assistant professor in the Department of Public Health and Community Medicine, Tufts University School of Medicine, Boston, Massachusetts
- Jennifer Coombs, PhD, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Shahpar Najmabadi, PhD, is a research scientist in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Trenton Henry, MS, is a research analyst in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Darin Ryujin, MPAS, PA-C, is an associate professor in the Department of Family and Preventive Medicine, University of Utah School of Medicine, Salt Lake City, Utah
- Virginia Valentin, DrPH, PA-C, is an associate professor in the Department of Physician Assistant Studies, University of Kentucky College of Health Sciences, Lexington, Kentucky
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Drake AF, Sollecito WA, Horneffer KE, Martin JB, Westervelt LM, Murphy BA, Schenck AP, Carter-Edwards L. Building diverse leadership in an academic medical center: The ACCLAIM program. J Natl Med Assoc 2023; 115:134-143. [PMID: 36707367 DOI: 10.1016/j.jnma.2023.01.004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/28/2022] [Revised: 06/28/2022] [Accepted: 01/09/2023] [Indexed: 01/27/2023]
Abstract
As healthcare systems become more complex, medical education needs to adapt in many ways. There is a growing need for more formal leadership learning for healthcare providers, including greater attention to health disparities. An important challenge in addressing health disparities is ensuring inclusive excellence in the leadership of healthcare systems and medical education. Women and those who are underrepresented in medicine (URMs) have historically had fewer opportunities for leadership development and are less likely to hold leadership roles and receive promotions. One successful initiative for improved learning of medical leadership-presented as a case example here-is the Academic Career Leadership Academy in Medicine (ACCLAIM) at the University of North Carolina at Chapel Hill School of Medicine. ACCLAIM is uniquely designed for faculty identified as having emerging leadership potential, with an emphasis on women and URMs. Using a leadership learning system approach, annual cohorts of participants (Scholars) interactively participate in a multi-faceted nine-month long learning experience, including group (e.g., guest-speaker weekly presentations and exercises) and individual learning components (e.g., an individual leadership project). Since its initiation in 2012 and through 2021, 111 Scholars have participated in ACCLAIM; included were 57% women and 27% URMs. Two important outcomes described are: short-term impact as illustrated by consistent improvements in quantitively measured leadership knowledge and capabilities; and long-term leadership growth, whereby half of the ACCLAIM graduates have received academic rank promotions and almost two-thirds have achieved new leadership opportunities, with even higher percentages observed for women and URMs; for example, 87% of URMs were either promoted or achieved new leadership positions. Also consistently noted, through qualitative assessments, are broader healthcare system knowledge and shared tactics for addressing common challenges among Scholars. This case example shows that the promotion of leadership equity may jointly enhance professional development while creating opportunities for systems change within academic medical centers. Such an approach can be a potential model for academic medical institutions and other healthcare schools seeking to promote leadership equity and inclusion.
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Affiliation(s)
- Amelia F Drake
- Department of Otolaryngology/Head and Neck Surgery, UNC Chapel Hill School of Medicine, 170 Manning Drive, Chapel Hill, NC 27599, USA.
| | - William A Sollecito
- Public Health Leadership Program, UNC Gillings School of Global Public Health, 135 Dauer Drive, Chapel Hill, NC 27599, USA
| | - Kathryn E Horneffer
- Public Health Leadership Program, UNC Gillings School of Global Public Health, 135 Dauer Drive, Chapel Hill, NC 27599, USA
| | - Joy B Martin
- Public Health Leadership Program, UNC Gillings School of Global Public Health, 135 Dauer Drive, Chapel Hill, NC 27599, USA
| | - Lauren M Westervelt
- Office of Faculty Affairs and Leadership Development, UNC Chapel Hill School of Medicine, 321 S. Columbia St, Chapel Hill, NC 27514 USA
| | - Bryant A Murphy
- Office of Faculty Affairs and Leadership Development, UNC Chapel Hill School of Medicine, 321 S. Columbia St, Chapel Hill, NC 27514 USA
| | - Anna P Schenck
- Public Health Leadership Program, UNC Gillings School of Global Public Health, 135 Dauer Drive, Chapel Hill, NC 27599, USA
| | - Lori Carter-Edwards
- Public Health Leadership Program, UNC Gillings School of Global Public Health, 135 Dauer Drive, Chapel Hill, NC 27599, USA
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Baldwin CD, Lewis V, Thorndyke LE, Morahan PS, Gusic ME. Becoming by doing: How women in academic health sciences build a leadership identity through project experiences. MEDICAL TEACHER 2023; 45:73-79. [PMID: 35914521 DOI: 10.1080/0142159x.2022.2102469] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
PURPOSE Leadership development programs often use institutional projects to activate learning. We explored how project work shaped leadership identity formation in senior women leaders from one academic health science center who enrolled in The Hedwig von Ameringen Executive Leadership in Academic Medicine (ELAM®) program. MATERIALS AND METHODS We interviewed ELAM Fellows and conducted a qualitative analysis of transcripts. Our primary analysis focused on the influences of projects on Fellows and institutions. Leadership identity formation emerged as a distinct pattern, so this narrative content was separated for secondary analysis. All authors approved the final assignment of themes and codes. RESULTS Participants described a multi-dimensional process for developing a leadership identity. Themes encompassed participants' View of Self and One's Image as a Leader, Interpersonal Relationships, and Commitment to a Value-based Goal. These internal factors grounded external influences, such as interactions with colleagues and institutional leaders, and the world beyond the institution. CONCLUSIONS We examined the process of leadership identity formation from the perspective of women leaders in academic health sciences who completed an institutional project during a leadership development program. Findings illustrate how internal and external forces, experienced in the context of project work, combine to influence leadership identity formation in women.
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Affiliation(s)
- Constance D Baldwin
- Division of General Pediatrics, University of Rochester Medical Center, Rochester, NY, USA
| | - Vivian Lewis
- Department of Obstetrics and Gynecology, University of Rochester Medical Center, Rochester, NY, USA
| | | | - Page S Morahan
- Drexel University College of Medicine, Philadelphia, PA, USA
| | - Maryellen E Gusic
- Lewis Katz School of Medicine at Temple University, Philadelphia, PA, USA
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11
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Verduzco-Gutierrez M, Wescott S, Amador J, Hayes AA, Owen M, Chatterjee A. Lasting Solutions for Advancement of Women of Color. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2022; 97:1587-1591. [PMID: 35731581 DOI: 10.1097/acm.0000000000004785] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
Despite efforts to improve parity in the biomedical workforce, gender bias persists related to equitable pay, promotion, speaking opportunities, journal editorial positions, research funding, and leadership positions. This bias becomes more prominent for women of color and women with other intersectional identities who come from underrepresented groups. It is critical to understand the barriers that women face and why the pathway is especially challenging for women of color. In this commentary, the authors cite research related to the effects of institutional gender bias in academic medicine, including research on bias against women of color. As academic leaders who come from underrepresented groups, the authors are aware that traditional approaches to reducing this bias have not worked well, and they instead highlight promising strategies aimed at filling the pathway to leadership with women of color who are qualified and ready to take the helm. They address solutions to ensure the academic pathway is supportive. They also provide several recommendations, including: offering more opportunities for mentorship and sponsorship, improving access to formal leadership programming, modeling successful upstander initiatives, recognizing the growing role of minority-based medical societies, implementing early-career education, increasing journal editorial board representation, and expanding promotion criteria. Appropriate training, education, and partnership with internal and external stakeholders are necessary to advance leadership equity for women of color in academic medicine.
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Affiliation(s)
- Monica Verduzco-Gutierrez
- M. Verduzco-Gutierrez is professor and chair, Department of Rehabilitation Medicine, University of Texas Health Science Center at San Antonio, San Antonio, Texas
| | - Siobhan Wescott
- S. Wescott is professor, American Indian Health, associate professor, Department of Health Promotion, and director, American Indian Health Program, College of Public Health, University of Nebraska Medical Center, Omaha, Nebraska
| | - Juan Amador
- J. Amador is director, Constituent Engagement, Association of American Medical Colleges, Washington, DC
| | - Andrea A Hayes
- A.A. Hayes is professor and chair, Department of Surgery, Howard University College of Medicine, and surgeon-in-chief, Howard University Hospital, Washington, DC
| | - Mary Owen
- M. Owen is director, Center of American Indian and Minority Health, and assistant professor, Department of Family Medicine and Biobehavioral Health, University of Minnesota Medical School, Duluth, Minnesota
| | - Archana Chatterjee
- A. Chatterjee is professor and dean, Chicago Medical School, and vice president, Medical Affairs, Rosalind Franklin University of Medicine and Science, Chicago, Illinois
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Lee RM, Crandall M, Shaffer VO. One century to parity: The need for increased gender equality in academic surgery. Am J Surg 2022; 224:1337-1341. [PMID: 35871029 DOI: 10.1016/j.amjsurg.2022.07.014] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2022] [Revised: 07/15/2022] [Accepted: 07/17/2022] [Indexed: 11/15/2022]
Affiliation(s)
- Rachel M Lee
- Department of Surgery, Emory University, Atlanta, GA, USA
| | - Marie Crandall
- Department of Surgery, University of Florida College of Medicine - Jacksonville, Jacksonville, FL, USA
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Paul M, Dweck M, Chadha N. Ophthalmology Education Leadership Attitudes Towards Mentorship of Female Medical Students. Am J Ophthalmol 2022; 243:149-157. [PMID: 35932822 DOI: 10.1016/j.ajo.2022.07.026] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/17/2022] [Revised: 07/20/2022] [Accepted: 07/21/2022] [Indexed: 11/25/2022]
Abstract
PURPOSE Numerous studies have emphasized the influence of gender-specific mentors in medical students' career decisions, but this has not been explored fully in ophthalmology. Therefore, this study evaluated ophthalmology educators' attitudes towards female mentorship, to better understand how this may relate to medical students' career development and training. DESIGN Cross-sectional study. METHODS A 22-question survey was sent to AUPO Chairs, Program Directors, and Medical Student Educators. The number of female students applying to ophthalmology residency was compared with the number of female ophthalmology faculty using AUPO and AAMC workforce data. Student's t-tests and chi square were used for analyses, all at a threshold significance level of p<0.05. RESULTS 75 members responded, including 30 of 72 MSEs (41.7%), 34 of 114 PDs (29.8%), and 17 of 135 Chairs (12.6%). Of respondents, 55.4% identified as female and 44.6% as male. Male and female members had 47.9% and 47.6% female mentees, respectively, (p=0.45). However, 21.2% of male and 56.1% of female members agreed that a mentee of the same gender was important, (p<0.01). Furthermore, 13 of 40 female members (32.5%) reported having a significant female mentor themselves vs. 1 of 29 male members (3%), (p<0.01). CONCLUSIONS Male and female AUPO members reported no difference in female mentees but females were more likely to feel gender-specific mentorship was important, suggesting room for further development of this resource. Expansion of female mentorship in ophthalmology can promote equity in training and help address the lack of female representation in leadership.
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Affiliation(s)
- Megan Paul
- Department of Medical Education, Icahn School of Medicine at Mount Sinai, One Gustave L. Levy Place, Box 1255, New York, NY 10029, USA.
| | - Monica Dweck
- Department of Medical Education, Icahn School of Medicine at Mount Sinai, One Gustave L. Levy Place, Box 1255, New York, NY 10029, USA; Department of Ophthalmology, Icahn School of Medicine at Mount Sinai/New York Eye & Ear, Eye and Vision Research Institute, 17 E 102(nd) Street, 8(th) Floor West, New York, NY 10029, USA
| | - Nisha Chadha
- Department of Medical Education, Icahn School of Medicine at Mount Sinai, One Gustave L. Levy Place, Box 1255, New York, NY 10029, USA; Department of Ophthalmology, Icahn School of Medicine at Mount Sinai/New York Eye & Ear, Eye and Vision Research Institute, 17 E 102(nd) Street, 8(th) Floor West, New York, NY 10029, USA
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Heath JK, Alvarado ME, Clancy CB, Barton TD, Kogan JR, Dine CJ. The Context of "Confidence": Analyzing the Term Confidence in Resident Evaluations. J Gen Intern Med 2022; 37:2187-2193. [PMID: 35710674 PMCID: PMC9296754 DOI: 10.1007/s11606-022-07535-z] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/30/2021] [Accepted: 03/29/2022] [Indexed: 10/18/2022]
Abstract
BACKGROUND Despite similar performance metrics, women medical trainees routinely self-assess their own skills lower than men. The phenomenon of a "confidence gap" between genders, where women report lower self-confidence independent of actual ability or competency, may have an important interaction with gender differences in assessment. Identifying whether there are gender-based differences in how confidence is mentioned in written evaluations is a necessary step to understand the interaction between evaluation and the gender-based confidence gap. OBJECTIVE To analyze faculty evaluations of internal medicine (IM) residents for gender-based patterns in the use of iterations of "confidence." DESIGN We performed a retrospective cohort study of all inpatient faculty evaluations of University of Pennsylvania IM residents from 2018 to 2021. We performed n-gram text-mining to identify evaluations containing the terms "confident," "confidence," or "confidently." We performed univariable and multivariable logistic regression to determine the association between resident gender and references to confidence (including comments reflecting too little confidence), adjusting for faculty gender, post-graduate year (PGY), numeric rating, and service. SUBJECTS University of Pennsylvania IM residents from 2018 to 2021. KEY RESULTS There were 5416 evaluations of IM residents (165 women [51%], 156 men [49%]) submitted by 356 faculty members (149 women [51%]), of which 7.1 % (n=356) contained references to confidence. There was a significant positive association between the mention of confidence and women resident gender (OR 1.54, CI 1.23-1.92; p<0.001), which persisted after adjustment for faculty gender, numeric rating, and PGY level. Eighty evaluations of the cohort explicitly mentioned the resident having "too little confidence," which was also associated with women resident gender (OR 1.66, CI 1.05-2.62; p=0.031). CONCLUSION Narrative evaluations of women residents were more likely to contain references to confidence, after adjustment for numerical score, PGY level, and faculty gender, which may perpetuate the gender-based confidence gap, introduce bias, and ultimately impact professional identity development.
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Affiliation(s)
- Janae K Heath
- Perelman School of Medicine at the University of Pennsylvania, Philadelphia, PA, USA.
| | | | - Caitlin B Clancy
- Perelman School of Medicine at the University of Pennsylvania, Philadelphia, PA, USA
| | - Todd D Barton
- Perelman School of Medicine at the University of Pennsylvania, Philadelphia, PA, USA
| | - Jennifer R Kogan
- Perelman School of Medicine at the University of Pennsylvania, Philadelphia, PA, USA
| | - C Jessica Dine
- Perelman School of Medicine at the University of Pennsylvania, Philadelphia, PA, USA
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Keating JA, Jasper A, Musuuza J, Templeton K, Safdar N. Supporting Midcareer Women Faculty in Academic Medicine Through Mentorship and Sponsorship. THE JOURNAL OF CONTINUING EDUCATION IN THE HEALTH PROFESSIONS 2022; 42:197-203. [PMID: 35180741 PMCID: PMC10351961 DOI: 10.1097/ceh.0000000000000419] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/14/2023]
Abstract
Midcareer women faculty face unique career challenges that may benefit from mentorship and sponsorship, yet such programs focused on the needs of this career phase are scarce in academic medicine. Many midcareer faculty require intentional and individual career planning to choose a path from the broad array of options in academic medicine. Ambiguous promotion criteria, increased workloads because of service or citizenship tasks, and a lack of sponsorship are among the barriers that inhibit midcareer faculty's growth into the high-visibility roles needed for career advancement. In addition, issues faced by women midcareer faculty members may be further exacerbated by barriers such as biases, a disproportionate share of family responsibilities, and inequities in recognition and sponsorship. These barriers contribute to slower career growth and higher attrition among women midcareer faculty and ultimately an underrepresentation of women among senior leadership in academic medicine. Here, we describe how a mentoring program involving individuals (eg, mentors, mentees, and sponsors) and departments/institutions (eg, deans and career development offices) can be used to support midcareer faculty. We also provide recommendations for building a mentoring program with complementary support from sponsors targeted toward the specific needs of women midcareer faculty. A robust midcareer mentoring program can support the career growth and engagement of individual faculty members and as a result improve the diversity of academic medicine's highest ranks.
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Affiliation(s)
- Julie A Keating
- Dr. Keating: Research Health Scientist, the William S. Middleton Memorial Veterans Hospital, Madison, WI. Dr. Jasper: Research Intern, the Department of Medicine, University of Wisconsin-Madison School of Medicine and Public Health, Madison, WI. Dr. Musuuza: Research Health Scientist, the William S. Middleton Memorial Veterans Hospital, and Associate Research Specialist, the Department of Medicine, University of Wisconsin-Madison School of Medicine and Public Health, Madison, WI. Dr. Templeton: Professor and Vice-Chair for Diversity, Equity, and Inclusion in the Orthopedic Surgery, the Department of Orthopedic Surgery, the University of Kansas School of Medicine, Kansas City, KS. Dr. Safdar: Professor of Medicine and Vice Chair of Research, the Department of Medicine, the University of Wisconsin-Madison School of Medicine and Public Health, and the Associate Chief of Staff-Research, the William S. Middleton Memorial Veterans Hospital, Madison, WI
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Daye D, Achuck E, Slanetz PJ. New England Women in Radiology (NEWR) Invited Lectureship Series: A Novel Program to Advance the Careers of Junior Female Faculty in Academic Radiology. Acad Radiol 2022; 30:919-925. [PMID: 35752573 DOI: 10.1016/j.acra.2022.05.018] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2022] [Revised: 05/18/2022] [Accepted: 05/28/2022] [Indexed: 11/26/2022]
Abstract
RATIONALE AND OBJECTIVES The purpose of this study is to assess the impact of the New England Women in Radiology (NEWR) program, a new program aimed to generate speaking and networking opportunities for junior women radiologists in New England, by providing opportunities to speak at other academic institutions in the region. MATERIALS AND METHODS A total of 12 academic radiology departments and 20 faculty members at various New England institutions participated in the program during its first year. An institutional survey was sent to all participating institutions and a faculty survey was sent to all participating faculty to assess their experience with the program. Experience was measured using a Likert scale. A word cloud was used to visualize common themes in free response survey questions. RESULTS Hundred percent of participating institutions and 67% of participating faculty responded to the corresponding surveys. Hundred percent of responding faculty indicated that they would participate in the program again. Ninety-two percent of faculty said that they would recommend the program to a colleague. Fifty-eight percent found the networking opportunity valuable; while 83% believed that participation in the NEWR program would help them achieve a promotion. Hundred percent of the participating institutions who completed the survey strongly agreed that 1) the program was easy to administer, 2) participating in the program was valuable to their educational mission, and 3) participating in the program benefited the promotion of junior women faculty in their department. CONCLUSION Initial experience with the NEWR program in its first year was positive amongst both faculty and institutional participants. To further help female junior faculty advance their careers in academia, the NEWR program could be adapted to other geographical locations to incorporate a greater number of institutions and faculty.
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Affiliation(s)
- Dania Daye
- Department of Interventional Radiology, Massachusetts General Hospital, 55 Fruit Street, Boston, MA.
| | - Emily Achuck
- Department of Interventional Radiology, Massachusetts General Hospital, 55 Fruit Street, Boston, MA
| | - Priscilla J Slanetz
- Department of Radiology, Boston University School of Medicine, 72 E Concord Street, Boston, MA
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Li‐Sauerwine S, Bambach K, McGrath J, Yee J, Boulger CT, Hunold KM, Mitzman J. Building a RAFFT: Impact of a professional development program for women faculty and residents in emergency medicine. AEM EDUCATION AND TRAINING 2022; 6:e10763. [PMID: 35774534 PMCID: PMC9222109 DOI: 10.1002/aet2.10763] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 03/03/2022] [Revised: 04/29/2022] [Accepted: 05/03/2022] [Indexed: 06/15/2023]
Abstract
BACKGROUND Women comprise 28% of faculty in academic departments of emergency medicine (EM) and 11% of academic chairs. Professional development programs for women are key to career success and to prevent pipeline attrition. Within emergency medicine, there is a paucity of outcomes-level data for such programs. OBJECTIVES We aim to measure the impact of a novel structured professional development curriculum and mentorship group (Resident and Faculty Female Tribe, or RAFFT) within an academic department of EM. METHODS This prospective single-center curriculum implementation and evaluation was conducted in the academic year 2020-2021. A planning group identified potential curricular topics using an iterative Delphi process. We developed a 10-session longitudinal curriculum; a postcurriculum survey was conducted to assess the perceived benefit of the program in four domains. RESULTS A total of 76% of 51 eligible women attended at least one session; for this project we analyzed the 24 participants (47%) who attended at least one session and completed both the pre- and the postsurvey. The majority of participants reported a positive benefit, which aligned with their expectations in the following areas: professional development (79.2%), job satisfaction (83.3%), professional well-being (70.8%), and personal well-being (79.2%). Resident physicians more often reported less benefit than expected compared to fellow/faculty physicians. Median perceived impact on career choice and trajectory was positive for all respondents. CONCLUSIONS Success of this professional development program was measured through a perceived benefit aligning with participant expectations, a positive impact on career choice and career trajectory for participants in each career stage, and a high level of engagement in this voluntary program. Recommendations for the successful implementation of professional development programs include early engagement of stakeholders, the application of data from a program-specific needs assessment, early dissemination of session dates to allow for protected time off, and structured discussions with appropriate identification of presession resources.
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Affiliation(s)
| | - Kimberly Bambach
- Department of Emergency MedicineThe Ohio State UniversityColumbusOhioUSA
| | - Jillian McGrath
- Department of Emergency MedicineThe Ohio State UniversityColumbusOhioUSA
| | - Jennifer Yee
- Department of Emergency MedicineThe Ohio State UniversityColumbusOhioUSA
| | - Creagh T. Boulger
- Department of Emergency MedicineThe Ohio State UniversityColumbusOhioUSA
| | | | - Jennifer Mitzman
- Department of Emergency MedicineThe Ohio State UniversityColumbusOhioUSA
- Nationwide Children’s HospitalColumbusOhioUSA
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18
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Xu RF, Varady NH, Chen AF, Earp BE. Gender Disparity Trends in Authorship of Hand Surgery Research. J Hand Surg Am 2022; 47:420-428. [PMID: 35221172 DOI: 10.1016/j.jhsa.2022.01.002] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/20/2020] [Revised: 11/17/2021] [Accepted: 01/14/2022] [Indexed: 02/02/2023]
Abstract
PURPOSE Despite an overall trend towards gender parity, women continue to remain underrepresented in surgical fields. Until recently, women's representation in hand surgery literature was largely unexplored. The objective of this study was to examine how authorship gender trends among academic hand surgeons have evolved between 2006 and 2019. METHODS Original research articles published from 2006 to 2019 in 3 leading clinical hand surgery journals were extracted from PubMed. Publications with a full author first name were analyzed, and the gender of each author was assigned with the validated Genderize algorithm. Analyses were performed to evaluate authorship publication trends, unique authors, and research career productivity. RESULTS From 2006 to 2019, 4,769 articles met the inclusion criteria, and the genders of 17,102 authors were identified. There were 2,848 (16.6%) female authors and 14,254 (83.4%) male authors. The proportion of female authors increased from 13.4% to 19.9% from 2006 to 2019. Similarly, female representation as first and senior authors increased significantly, from 10.9% to 20.1% and 7.6% to 14.2%, respectively. Of the 8,417 unique authors, 1,775 (21.1%) were women and 6,642 (78.9%) were men. Only 3.3% of these unique female authors published 5 or more papers during the study period. Among the 10 most frequently published authors for each gender, 18 of the 20 authors were surgeons. CONCLUSIONS There has been substantial progress toward gender parity in academic hand surgery over the last 14 years, and the proportion of women publishing in leadership positions has increased. CLINICAL RELEVANCE Increased gender representation in medicine and research is important for both patients and providers, and these findings suggest that ongoing support and mentorship for women in academic careers should be a priority.
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Affiliation(s)
- Raylin F Xu
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA
| | - Nathan H Varady
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA
| | - Antonia F Chen
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA
| | - Brandon E Earp
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA.
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Krstacic JE, Carr BM, Yaligar AR, Kuruvilla AS, Helali JS, Saragossi J, Zhu C, Hutnik R, Noubani M, Yang J, Tannous HJ, Shroyer ALW. Academic medicine's glass ceiling: Author's gender in top three medical research journals impacts probability of future publication success. PLoS One 2022; 17:e0261209. [PMID: 35442998 PMCID: PMC9020717 DOI: 10.1371/journal.pone.0261209] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2021] [Accepted: 11/18/2021] [Indexed: 11/18/2022] Open
Abstract
INTRODUCTION In December 2017, Lancet called for gender inequality investigations. Holding other factors constant, trends over time for significant author (i.e., first, second, last or any of these authors) publications were examined for the three highest-impact medical research journals (i.e., New England Journal of Medicine [NEJM], Journal of the American Medical Association [JAMA], and Lancet). MATERIALS AND METHODS Using randomly sampled 2002-2019 MEDLINE original publications (n = 1,080; 20/year/journal), significant author-based and publication-based characteristics were extracted. Gender assignment used internet-based biographies, pronouns, first names, and photographs. Adjusting for author-specific characteristics and multiple publications per author, generalized estimating equations tested for first, second, and last significant author gender disparities. RESULTS Compared to 37.23% of 2002 - 2019 U.S. medical school full-time faculty that were women, women's first author publication rates (26.82% overall, 15.83% NEJM, 29.38% Lancet, and 35.39% JAMA; all p < 0.0001) were lower. No improvements over time occurred in women first authorship rates. Women first authors had lower Web of Science citation counts and co-authors/collaborating author counts, less frequently held M.D. or multiple doctoral-level degrees, less commonly published clinical trials or cardiovascular-related projects, but more commonly were North American-based and studied North American-based patients (all p < 0.05). Women second and last authors were similarly underrepresented. Compared to men, women first authors had lower multiple publication rates in these top journals (p < 0.001). Same gender first/last authors resulted in higher multiple publication rates within these top three journals (p < 0.001). DISCUSSION Since 2002, this authorship "gender disparity chasm" has been tolerated across all these top medical research journals. Despite Lancet's 2017 call to arms, furthermore, the author-based gender disparities have not changed for these top medical research journals - even in recent times. Co-author gender alignment may reduce future gender inequities, but this promising strategy requires further investigation.
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Affiliation(s)
- John E. Krstacic
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | | | - Ashutosh R. Yaligar
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Annet S. Kuruvilla
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Joshua S. Helali
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Jamie Saragossi
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Chencan Zhu
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Robert Hutnik
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Mohammad Noubani
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Jie Yang
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - Henry J. Tannous
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
| | - A. Laurie W. Shroyer
- School of Medicine, Stony Brook University, Stony Brook, New York, United States of America
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Soklaridis S, Lin E, Black G, Paton M, LeBlanc C, Besa R, MacLeod A, Silver I, Whitehead CR, Kuper A. Moving beyond ‘think leadership, think white male’: the contents and contexts of equity, diversity and inclusion in physician leadership programmes. BMJ LEADER 2022; 6:146-157. [DOI: 10.1136/leader-2021-000542] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/08/2021] [Accepted: 03/31/2022] [Indexed: 11/03/2022]
Abstract
The lack of both women and physicians from groups under-represented in medicine (UIM) in leadership has become a growing concern in healthcare. Despite increasing recognition that diversity in physician leadership can lead to reduced health disparities, improved population health and increased innovation and creativity in organisations, progress toward this goal is slow. One strategy for increasing the number of women and UIM physician leaders has been to create professional development opportunities that include leadership training on equity, diversity and inclusivity (EDI). However, the extent to which these concepts are explored in physician leadership programming is not known. It is also not clear whether this EDI content challenges structural barriers that perpetuate the status quo of white male leadership. To explore these issues, we conducted an environmental scan by adapting Arksey and O’Malley’s scoping review methodology to centre on three questions: How is EDI currently presented in physician leadership programming? How have these programmes been evaluated in the peer-reviewed literature? How is EDI presented and discussed by the wider medical community? We scanned institutional websites for physician leadership programmes, analysed peer-reviewed literature and examined material from medical education conferences. Our findings indicate that despite an apparent increase in the discussion of EDI concepts in the medical community, current physician leadership programming is built on theories that fail to move beyond race and gender as explanatory factors for a lack of diversity in physician leadership. To address inequity, physician leadership curricula should aim to equip physicians to identify and address the structural factors that perpetuate disparities.
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21
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Casciato DJ, Cravey KS, Barron IM. Scholarly Productivity Among Academic Foot and Ankle Surgeons Affiliated With US Podiatric Medicine and Surgery Residency and Fellowship Training Programs. J Foot Ankle Surg 2021; 60:1222-1226. [PMID: 34039512 DOI: 10.1053/j.jfas.2021.04.017] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/25/2020] [Revised: 02/21/2021] [Accepted: 04/22/2021] [Indexed: 02/03/2023]
Abstract
Foot and ankle surgeons practicing within academic medicine balance clinical or surgical training, course instruction, administrative duties, and research. Along with clinical skills and patient volume, promotion within academia often relies on scholarly productivity. Previous research across specialties described this productivity using variables including publications, citations, and the h-index, a scale that quantifies the productivity and citation impact of published works, among academic ranks. As no studies examine the scholarly impact of foot and ankle surgeons with academic appointments, this study aimed to analyze the productivity and gender differences present in this specialty. A systematic review of academic-affiliated foot and ankle surgery residencies and fellowships was performed; and faculty members were screened for sex, academic rank, publication history, citations, h-index, and years in practice. Among 234 programs reviewed, 44 programs allowed for the analysis of 106 practitioners with an academic rank eligible for analysis. Overall, 78.3% of practitioners were male with the most common rank being assistant professor. Men published more documents and maintained higher citations as well as longer years in practice, and this was significant (p < .05). A significant difference was exhibited among all academic ranks (p ≤ .001). Multivariate regression revealed the publication history and years in practice are strongly correlated with the h-index of providers (p ≤ .001). Foot and ankle surgeons practicing in an academic setting may use the results of this study to gauge their productivity and identify benchmarks that similar providers have met at varying academic ranks.
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Affiliation(s)
- Dominick J Casciato
- Resident Physician, Medical Education Department, Grant Medical Center, Columbus, OH.
| | - Kimberly S Cravey
- Assistant Professor, The Ohio State University Wexner Medical Center, Columbus, OH
| | - Ian M Barron
- Teaching Faculty, Medical Education Department, Grant Medical Center, Columbus, OH
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22
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Van Spall HGC, Lala A, Deering TF, Casadei B, Zannad F, Kaul P, Mehran R, Pearson GD, Shah MR, Gulati M, Grines C, Volgman AS, Revkin JH, Piña I, Lam CSP, Hochman JS, Simon T, Walsh MN, Bozkurt B. Ending Gender Inequality in Cardiovascular Clinical Trial Leadership: JACC Review Topic of the Week. J Am Coll Cardiol 2021; 77:2960-2972. [PMID: 34112322 DOI: 10.1016/j.jacc.2021.04.038] [Citation(s) in RCA: 31] [Impact Index Per Article: 10.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/24/2021] [Revised: 04/05/2021] [Accepted: 04/12/2021] [Indexed: 02/04/2023]
Abstract
Women are under-represented as leaders of cardiovascular randomized controlled trials, representing 1 in 10 lead authors of cardiovascular trials published in high-impact journals. Although the proportion of cardiovascular specialists who are women has increased in recent years, the proportion of cardiovascular clinical trialists who are women has not. This gap, underpinned by systemic sexism, has not been adequately addressed. The benefits of diverse randomized controlled trial leadership extend to patients and professionals. In this position statement, we present strategies adopted by some organizations to end gender inequality in research leadership. We offer an actionable roadmap for early-career researchers, scientists, academic institutions, professional societies, trial sponsors, and journals to follow, with the goal of harnessing the strength of women and under-represented groups as research leaders and facilitating a just culture in the cardiovascular clinical trial enterprise.
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Affiliation(s)
- Harriette G C Van Spall
- Department of Medicine, McMaster University, Hamilton, Ontario, Canada; Department of Health Research Methods, Evidence, and Impact, McMaster University, Hamilton, Ontario, Canada; Population Health Research Institute, Hamilton, Ontario, Canada.
| | - Anuradha Lala
- The Zena and Michael A Wiener Cardiovascular Institute, Icahn School of Medicine at Mount Sinai, New York, New York, USA
| | - Thomas F Deering
- Piedmont Heart Institute, Medical College of Georgia, Atlanta, Georgia, USA
| | - Barbara Casadei
- Division of Cardiovascular Medicine, NIHR Oxford Biomedical Research Centre, Oxford University Hospitals NHS Trust, Oxford, United Kingdom
| | - Faiez Zannad
- Université de Lorraine, Inserm and CHRU de Nancy, Nancy, France
| | - Padma Kaul
- Department of Medicine, University of Alberta, Edmonton, Alberta, Canada
| | - Roxana Mehran
- Icahn School of Medicine, Mount Sinai Hospital, New York, New York, USA
| | - Gail D Pearson
- National Heart, Lung, and Blood Institute, NIH, Bethesda, Maryland, USA
| | | | | | - Cindy Grines
- Northside Hospital Cardiovascular Institute, Atlanta, Georgia, USA
| | | | | | - Ileana Piña
- Department of Medicine Wayne State University, Detroit, Michigan, USA
| | - Carolyn S P Lam
- National Heart Centre Singapore and Duke-National University of Singapore, Singapore
| | - Judith S Hochman
- Department of Medicine, New York University Langone Health, New York, New York, USA
| | - Tabassome Simon
- Sorbonne Universite, Assistance Publique-Hôpitaux de Paris, Department of Clinical pharmacology and Clinical Research Platform of East of Paris, Paris, France
| | - Mary N Walsh
- St. Vincent Heart Center, Indianapolis, Indiana, USA
| | - Biykem Bozkurt
- Michael E. DeBakey Veterans Affairs Medical Center and Winters Center for Heart Failure Research, Cardiovascular Institute, Cardiology, Baylor College of Medicine, Houston, Texas, USA
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Xu RF, Varady NH, Chen AF. Response to Letter to the Editor on "Disparities Among Leading Publishers of Arthroplasty Research". J Arthroplasty 2021; 36:e48-e49. [PMID: 33931160 DOI: 10.1016/j.arth.2020.12.052] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/26/2020] [Accepted: 12/30/2020] [Indexed: 02/02/2023] Open
Affiliation(s)
- Raylin F Xu
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Harvard Medical School, Boston, MA
| | - Nathan H Varady
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Harvard Medical School, Boston, MA
| | - Antonia F Chen
- Department of Orthopaedic Surgery, Brigham and Women's Hospital, Harvard Medical School, Boston, MA
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Ford AY, Dannels S, Morahan P, Magrane D. Leadership Programs for Academic Women: Building Self-Efficacy and Organizational Leadership Capacity. J Womens Health (Larchmt) 2020; 30:672-680. [PMID: 33064580 DOI: 10.1089/jwh.2020.8758] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Background: Although numerous programs have evolved to develop leadership skills in women, few have conducted rigorous longitudinal evaluation of program outcomes. The purpose of this evaluation study is to measure the continuing impact of the Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM®) program in its third decade of operation and to compare outcomes for graduates across the two programs (ELAM and Executive Leadership in Academic Technology, Engineering and Science [ELATES at Drexel®]), using a revised Leadership Learning and Career Development (LLCD) Survey. Methods: The LLCD survey was administered to program graduates between 2013 and 2016 upon entry, immediately after graduation, and 2 years after program completion. Two-way mixed effects analysis of variances were used to analyze differences between programs and changes over time. Descriptive statistics and narrative responses were analyzed for trends and themes. Results: Of 287 graduates, 69% responded to all three survey administrations. Respondents rated competencies in strategic finance, organizational dynamics, communities of leadership practice, and personal and professional leadership development as highly important at all points of measurement. Ratings of ability to conduct the selected competencies (i.e., self-efficacy), increased during the program and were maintained over the 2 years that followed. Applications and offers for leadership positions increased over the course of the program and the subsequent 2 years. Respondents showed a strong preference for serving the institution that both sponsored their participation in the leadership program development and supported their continuing contributions to the institution. Personal development goals became more elaborated, institutionally focused, and strategic. Conclusions: The findings support the effectiveness of two national leadership programs in supporting growth and maintenance of graduates' self-efficacy as they advanced in institutional leadership roles. The findings also provide practical direction for leadership professional development curricula and institutional support that can help to decrease the gender gap in academic leadership.
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Affiliation(s)
- Angela Y Ford
- School of Education, Liberty University, Lynchburg, Virginia, USA
| | - Sharon Dannels
- Graduate School of Education & Human Development, The George Washington University, Washington, District of Columbia, USA
| | - Page Morahan
- Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM) Program for Women, Foundation for Advancement of International Medical Education and Research (FAIMER) Institute, Drexel University College of Medicine, Philadelphia, Pennsylvania, USA
| | - Diane Magrane
- Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM) Program for Women, Drexel University College of Medicine, Philadelphia, Pennsylvania, USA
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