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Lee JK, Tackett S, Skarupski KA, Forbush K, Fivush B, Oliva-Hemker M, Levine RB. Inspiring and Preparing Our Future Leaders: Evaluating the Impact of the Early Career Women's Leadership Program. J Healthc Leadersh 2024; 16:287-302. [PMID: 39099833 PMCID: PMC11298210 DOI: 10.2147/jhl.s470538] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2024] [Accepted: 07/20/2024] [Indexed: 08/06/2024] Open
Abstract
Purpose The number of women in high-level leadership in academic medicine remains disproportionately low. Early career programs may help increase women's representation in leadership. We evaluated the Early Career Women's Leadership Program (ECWLP). We hypothesized that participants would rate themselves as having increased confidence in their leadership potential, improved leadership skills, and greater alignment between their goals for well-being and leading after the program. We also explored the participants' aspirations and confidence around pursuing high-level leadership before and after the program. Methods We surveyed women physicians and scientists before and after they participated in the 2023 ECWLP, consisting of 11 seminars over six months. We analyzed pre- and post-program data using Wilcoxon signed-rank tests. We analyzed answers to open-ended questions with a content analysis approach. Results 47/51 (92%) participants responded, and 74% answered pre- and post-program questionnaires. Several metrics increased after the program, including women's confidence in their ability to lead (p<0.001), negotiate (p<0.001), articulate their career vision (p<0.001), reframe obstacles (p<0.001), challenge their assumptions (p<0.001), and align their personal and professional values (p=0.002). Perceptions of conflict between aspiring to lead and having family responsibilities (p=0.003) and achieving physical well-being (p=0.002) decreased. Perceived barriers to advancement included not being part of influential networks, a lack of transparency in leadership, and a competitive and individualistic culture. In the qualitative analysis, women described balancing internal factors such as self-doubt with external factors like competing professional demands when considering leadership. Many believed that becoming a leader would be detrimental to their well-being. Beneficial ECWLP components included support for self-reflection, tactical planning to pursue leadership, and creating a safe environment. Conclusion The ECWLP improved women's confidence and strategic plans to pursue leadership in a way that supported their work-life integration. Early career leadership programs may encourage and prepare women for high-level leadership.
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Affiliation(s)
- Jennifer K Lee
- Department of Anesthesiology and Critical Care Medicine, Johns Hopkins University School of Medicine (JHU), Baltimore, MD, USA
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Pediatrics, JHU, Baltimore, MD, USA
| | - Sean Tackett
- Department of Medicine, JHU, Baltimore, MD, USA
- Biostatistics, Epidemiology, and Data Management Core, JHU, Baltimore, MD, USA
| | - Kimberly A Skarupski
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Medicine, JHU, Baltimore, MD, USA
- Bloomberg School of Public Health, JHU, Baltimore, MD, USA
| | - Kathy Forbush
- Human Resources, Office of Talent Management, JHU, Baltimore, MD, USA
| | - Barbara Fivush
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Pediatrics, JHU, Baltimore, MD, USA
| | - Maria Oliva-Hemker
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Pediatrics, JHU, Baltimore, MD, USA
| | - Rachel B Levine
- Office of Faculty, JHU, Baltimore, MD, USA
- Department of Medicine, JHU, Baltimore, MD, USA
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Patel SI, Grewal P, Nobleza COS, Ayub N, Ky KE, Kung DH, Shah S, Abdennadher M, Alexander HB, Frost N, Rodrigues K, Durica S, Nagpal S, Yoshii-Contreras J, Zarroli K, Sudhakar P, Zhao C, De Jesus S, Bradshaw D, Brescia N, Foldvary-Schaefer N, Tormoehlen L, Gutmann L, Mantri S, Yang A, He A, Zheng C, Fiecas M, Silver JK, Westring AF, Alick-Lindstrom S, Allendorfer JB. Analysis of Faculty Gender and Race in Scholarly Achievements in Academic Neurology. J Womens Health (Larchmt) 2024. [PMID: 38985654 DOI: 10.1089/jwh.2023.0983] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/12/2024] Open
Abstract
Background: Intersection of gender and race and/or ethnicity in academic medicine is understudied; we aim to understand these factors in relation to scholarly achievements for neurology faculty. Methods: Faculty from 19 US neurology departments completed a survey (2021-2022) to report rank, leadership positions, publications, funded projects, awards, and speaker invitations. Regression analyses examined effects of gender, race, and their intersectionality on these achievements. Women, Black/Indigenous/People of Color (BIPOC), and BIPOC women were comparator groups. Results: Four hundred sixty-two faculty responded: 55% women, 43% men; 31% BIPOC, 63% White; 21% BIPOC women, 12% BIPOC men, 36% White women, 31% White men. Men and White faculty are more likely to be full professors than women and BIPOC faculty. The number of leadership positions, funded projects, awards, and speaker invitations are significantly greater in White compared to BIPOC faculty. Relative to BIPOC women, the number of leadership positions is significantly higher among BIPOC men, White women, and White men. Publication numbers for BIPOC men are lower, number of funded projects and speaker invitations for White women are higher, and number of awards among White men and White women is higher compared to BIPOC women. Discussion: Our study highlights that inequities in academic rank, award number, funded projects, speakership invitations, and leadership roles disproportionately impacted BIPOC women. More studies are needed to evaluate gender and race and/or ethnicity intersectionality effects on faculty achievements, reasons for inequities, recognition, and potential solutions.
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Affiliation(s)
- Sima I Patel
- Department of Neurology, University of Minnesota Twin Cities, St. Louis Park, Minnesota, USA
| | - Parneet Grewal
- Department of Neurology, Medical University of South Carolina, Charleston, South Carolina, USA
| | - Christa O'Hana S Nobleza
- Department of Neurology, University of Tennessee Health Science Center/Baptist Medical Group, Memphis, Tennessee, USA
| | - Neishay Ayub
- Department of Neurology, Brown University, Providence, Rhode Island, USA
| | - Kim-Eng Ky
- School of Statistics, University of Minnesota Twin Cities, Minneapolis, Minnesota, USA
| | - Doris H Kung
- Department of Neurology, Baylor College of Medicine, Houston, Texas, USA
| | - Suma Shah
- Department of Neurology, Duke University Medical Center, Durham, North Carolina, USA
| | - Myriam Abdennadher
- Department of Neurology, Boston Medical Center, Boston University, Boston, Massachusetts, USA
| | - Halley B Alexander
- Department of Neurology, Wake Forest University School of Medicine, Winston-Salem, North Carolina, USA
| | - Natasha Frost
- Department of Neurology, University of Wisconsin-Madison, Madison, Wisconsin, USA
| | | | - Sarah Durica
- Department of Neurology, The University of Oklahoma Health Sciences Center, Oklahoma City, Oklahoma, USA
| | - Seema Nagpal
- Department of Neurology & Neurological Sciences, Stanford University, Stanford, California, USA
| | - June Yoshii-Contreras
- Department of Neurosciences, University of California, San Diego, La Jolla, California, USA
| | - Katherine Zarroli
- Department of Neurology, University of Florida College of Medicine - Jacksonville, Jacksonville, Florida, USA
| | - Padmaja Sudhakar
- Kentucky Neuroscience Institute and Department of Neurology, University of Kentucky, Lexington, Kentucky, USA
| | - Chen Zhao
- Department of Neurology, Penn State Health, Hershey, Pennsylvania, USA
| | - Sol De Jesus
- Department of Neurology, Penn State Health, Hershey, Pennsylvania, USA
| | - Deborah Bradshaw
- Department of Neurology, SUNY Upstate Medical University, Syracuse, New York, USA
| | - Nicole Brescia
- Department of Neurology, SUNY Upstate Medical University, Syracuse, New York, USA
| | | | - Laura Tormoehlen
- Department of Neurology, Indiana University, Indianapolis, Indiana, USA
| | - Laurie Gutmann
- Department of Neurology, Indiana University, Indianapolis, Indiana, USA
| | - Sneha Mantri
- Department of Neurology, Duke University, Durham, North Carolina, USA
| | - Ailing Yang
- Department of Neurology, UT Southwestern Medical Center, Dallas, Texas, USA
| | - Annie He
- Department of Neurology, UT Southwestern Medical Center, Dallas, Texas, USA
| | - Cynthia Zheng
- Department of Neurology, University of Minnesota Twin Cities, St. Louis Park, Minnesota, USA
| | - Mark Fiecas
- Division of Biostatistics, University of Minnesota Twin Cities, Minneapolis, Minnesota, USA
| | - Julie K Silver
- Department of Physical Medicine & Rehabilitation, Harvard Medical School, Massachusetts General Hospital, Boston, Massachusetts, USA
| | - Alyssa F Westring
- Department of Management & Entrepreneurship, DePaul University, Chicago, Illinois, USA
| | | | - Jane B Allendorfer
- Departments of Neurology and Neurobiology, University of Alabama at Birmingham, Birmingham, Alabama, USA
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Okoro O, Umaru O, Ray M. Women of Color in the Health Professions: A Scoping Review of the Literature. PHARMACY 2024; 12:29. [PMID: 38392936 PMCID: PMC10893211 DOI: 10.3390/pharmacy12010029] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/05/2023] [Revised: 01/15/2024] [Accepted: 02/02/2024] [Indexed: 02/25/2024] Open
Abstract
Women of color (WoC) in the health professions encounter challenges in advancement to higher positions, disparities in wages, discrimination, lack of expectation to achieve leadership positions, and absence of extensive support networks. Articles in the literature have addressed race and/or gender in the context of professional development. However, applying an intersectional lens or framework to better understand the contextual issues of professional development for WoC remains to be addressed. Thus, this scoping review aimed to (i) identify health professions literature that addresses disparities affecting WoC, and (ii) describe strategies and approaches to support WoC in the health professions. Methods: The literature searches were conducted in multiple databases, including PubMed and MEDLINE (Ovid); and Google and Google Scholar were used to "hand search" further articles including gray literature. Three independent reviewers reviewed and screened articles for inclusion in accordance with a guide. Search included articles on pharmacy or healthcare professions, published in English, and which met three content criteria: racial disparities/inequities, professional development/career advancement, and women or gender disparities Results: A total of 31 articles were included-medicine (17), nursing (1), pharmacy (7), other (4), and multiple health professions (2). Key findings included underrepresentation of women and minority groups, inequities in professional advancement and leadership positions for WoC, and greater dissatisfaction and attrition among minority and women professionals. Conclusion: WoC face unique and distinct challenges and barriers in their professional careers resulting from the intersectionality of not only race and gender, but also lived experiences and opportunities. Strategies to improve diversity and representation should include an intersectional framework or lens and be critically evaluated.
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Affiliation(s)
- Olihe Okoro
- Department of Pharmacy Practice and Pharmaceutical Sciences, University of Minnesota, Duluth, MN 55812, USA;
| | - Omolayo Umaru
- Department of Pharmaceutical Care & Health Systems, University of Minnesota, Minneapolis, MN 55455, USA;
| | - Meghana Ray
- HEED Lab, LLC, Health Analytics Network, LLC, Rockville, MD 20852, USA
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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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Edwell A, Van Schaik S, Teherani A. URM: Underrepresented or Underrecognized? A Case Study of Black Pediatric Critical Care Physicians. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2023; 98:S50-S57. [PMID: 37983396 DOI: 10.1097/acm.0000000000005370] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 08/02/2023]
Abstract
PURPOSE This study explored Black physicians' experience via an antideficit lens to gain new ideas for advancing minoritized physicians in academic medicine more broadly. Increasingly, systemic racism in academic medicine is intentionally acknowledged and named. However, many solutions to tackle racism and the overall paucity of Black physicians use a deficit framing, painting Black physicians and trainees as lacking preparation, interest, or experience and qualifications. Such solutions aim to help Black people assimilate into the "White Space" of academic medicine, rather than focusing on Black people's strengths. METHOD This qualitative study included 15 Black physicians and trainees in pediatric critical care medicine (PCCM) from across the country who participated in semistructured interviews. Through an antideficit lens, the researchers examined the social, cultural, and structural contexts influencing the participants' individual experiences. They analyzed the data combining thematic and narrative qualitative analysis approaches, including restorying. RESULTS The data help promote understanding of the landscape and context in which Black PCCM physicians become successful. Achievement took on different forms for the participants. Participants described enablers of achievement that supported them through their individual journeys spanning 3 general domains-intrinsic, interpersonal, and systemic. Three additional enablers were tied specifically to participants' Black identities-harnessing Blackness as a superpower, leaning in to lead, and successfully navigating the "unwritten rules." CONCLUSIONS By using an antideficit framework, this study delineates and centers participants' ingenuity in cultivating repertoires of practice that enabled them to succeed, despite challenges rooted in systemic racism. Going forward, rather than focus solely on what is missing, academic medicine should try to shift systems and regularly recognize and value the knowledge, expertise, and merit Black that physicians bring. Perhaps an appropriate framing is not that Black physicians are underrepresented in medicine; maybe instead, it is that they are underrecognized.
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Affiliation(s)
- April Edwell
- A. Edwell is assistant professor of pediatrics, Department of Pediatrics, Division of Critical Care Medicine, University of California, San Francisco, San Francisco, California
| | - Sandrijn Van Schaik
- S. Van Schaik is professor of pediatrics, Department of Pediatrics, Division of Critical Care Medicine, University of California, San Francisco, San Francisco, California
| | - Arianne Teherani
- A. Teherani is professor of medicine, University of California, San Francisco School of Medicine, San Francisco, California; ORCID: http://orcid.org/0000-0003-2936-983
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Monteiro S, Chan TM, Kahlke R. His opportunity, her burden: A narrative critical review of why women decline academic opportunities. MEDICAL EDUCATION 2023; 57:958-970. [PMID: 37312630 DOI: 10.1111/medu.15141] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/27/2023] [Revised: 05/08/2023] [Accepted: 05/15/2023] [Indexed: 06/15/2023]
Abstract
OBJECTIVES This paper stems from a desire to deepen our own understanding of why women might 'say no' when allies and sponsors offer or create opportunities for advancement, leadership or recognition. The resulting disparity between representation by men and women in leadership positions, invited keynote speakers and publication counts in academic medicine is a stubborn and wicked problem that requires a synthesis of knowledge across multidisciplinary literature. Acknowledging the complexity of this topic, we selected a narrative critical review methodology to explore reasons why one man's opportunity might be a woman's burden in academic medicine. METHODS We engaged with an iterative process of identifying, reviewing and interpreting literature from Psychology (cognitive, industrial and educational), Sociology, Health Professions Education and Business, placing no restrictions on context or year of publication. Knowledge synthesis and interpretation were guided by our combined expertise, lived experience, consultations with experts outside the author team and these guiding questions: (1) Why might women have less time for career advancement opportunities? (2) Why do women have less time for research and leadership? (3) How are these disparities maintained? RESULTS Turning down an opportunity may be a symptom of a much larger issue. The power of social expectations, culture and gender stereotypes remains a resistant force against calls for action. Consequently, women disproportionately take on other tasks that are not as well recognised. This disparity is maintained through social consequences for breaking with firmly entrenched stereotypes. CONCLUSIONS Popular strategies like 'lean into opportunities', 'fake it till you make it' and 'overcome your imposter syndrome' suggest that women are standing in their own way. Critically, these axioms ignore powerful systemic barriers that shape these choices and opportunities. We offer strategies that allies, sponsors and peers can implement to offset the power of stereotypes.
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Barclay AB, Moran K, Tumin D, Nichols KR. Pro-Con Debate: Consideration of Race, Ethnicity, and Gender Is Detrimental to Successful Mentorship. Anesth Analg 2023; 137:747-753. [PMID: 37712465 DOI: 10.1213/ane.0000000000006502] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/16/2023]
Abstract
Anesthesiology remains a specialty with low representation of women or members of racial and ethnic groups considered underrepresented in medicine (UiM). In the United States, women account for 33% of anesthesiology residents, while physicians identifying as Black, African American, Latinx, American Indian, or Alaska Native account for approximately 10%. Underrepresentation of these groups is even more pronounced in academic anesthesiology, especially at the senior ranks and roles, such as department chairs. Leaders in the field have recently shared recommendations for how individual departments, medical schools, hospitals, and professional organizations can create and support a more diverse anesthesiology workforce. These commentaries have often stressed the importance of mentorship for supporting women and physicians from UiM groups, including mentorship of trainees and practicing anesthesiologists seeking to advance their careers. While the value of mentorship is undisputed, it remains a matter of controversy whether race, ethnicity, or gender should be explicitly considered by mentoring programs and individual mentors. In this article, we discuss whether and how race, ethnicity, and gender should be considered in the setting of mentorship programs and the formation of individual mentoring relationships, as well as some of the potential consequences that lie therein.
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Affiliation(s)
- Alicia B Barclay
- From the Department of Anesthesiology, The Ohio State University College of Medicine, Columbus, Ohio
| | - Kenneth Moran
- From the Department of Anesthesiology, The Ohio State University College of Medicine, Columbus, Ohio
| | - Dmitry Tumin
- Departments of Pediatrics
- Academic Affairs, Brody School of Medicine at East Carolina University, Greenville, North Carolina
| | - Kimberley R Nichols
- Department of Anesthesiology
- Office of Medical Student Education, University of North Carolina School of Medicine, Chapel Hill, North Carolina
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Allan JM, Brooks AK, Crusto C, Feld LD, Oxentenko AS, Spector ND, Verduzco-Gutierrez M, Silver JK. Five Strategies Leaders in Academic Medicine Can Implement Now to Enhance Gender Equity. J Med Internet Res 2023; 25:e47933. [PMID: 37310782 DOI: 10.2196/47933] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2023] [Accepted: 05/22/2023] [Indexed: 06/14/2023] Open
Abstract
Abundant disparities for women in medicine contribute to many women physicians considering leaving medicine. There is a strong financial and ethical case for leaders in academic medicine to focus on strategies to improve retention. This article focuses on five immediate actions that leaders can take to enhance gender equity and improve career satisfaction for all members of the workplace.
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Affiliation(s)
- Jessica M Allan
- Department of Pediatric Hospital Medicine, Palo Alto Medical Foundation, Palo Alto, CA, United States
- Department of Pediatrics, Stanford University School of Medicine, Palo Alto, CA, United States
| | - Amber K Brooks
- Department of Anesthesiology, Wake Forest University School of Medicine, Winston-Salem, NC, United States
| | - Cindy Crusto
- Yale School of Medicine, New Haven, CT, United States
| | - Lauren D Feld
- Division of Gastroenterology & Hepatology, UMass Chan Medical School, Worcester, MA, United States
| | - Amy S Oxentenko
- Division of Gastroenterology and Hepatology, Department of Internal Medicine, Mayo Clinic, Rochester, MN, United States
| | - Nancy D Spector
- Executive Leadership in Academic Medicine, Department of Pediatrics, Drexel University College of Medicine, Drexel University, Philadelphia, PA, United States
| | - Monica Verduzco-Gutierrez
- Department of Rehabilitation Medicine, University of Texas Health Science Center at San Antonio, San Antonio, TX, United States
| | - Julie K Silver
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, MA, United States
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Morgenroth DC, Knowlton T, Apkon S, Blauwet CA, Burns AS, Córdova Vallejos C, Frontera W, Hearn SL, Jayabalan P, Lim PA, Moroz A, Perret D, Powell D, Puderbaugh M, Rivers E, Sowa G, Verduzco-Gutierrez M, Celnik PA. Challenges and Opportunities in Academic Physiatry: An Environmental Scan. Am J Phys Med Rehabil 2023; 102:159-165. [PMID: 36634238 PMCID: PMC10233907 DOI: 10.1097/phm.0000000000002127] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/14/2023]
Abstract
ABSTRACT Environmental scans determine trends in an organization's or field's internal and external environment. The results can help shape goals, inform strategic decision making, and direct future actions. The Association of Academic Physiatrists convened a strategic planning group in 2020, composed of physiatrists representing a diversity of professional roles, career stages, race and ethnicity, gender, disability status, and geographic areas of practice. This strategic planning group performed an environmental scan to assess the forces, trends, challenges, and opportunities affecting both the Association of Academic Physiatrists and the entire field of academic physiatry (also known as physical medicine and rehabilitation, physical and rehabilitation medicine, and rehabilitation medicine). This article presents aspects of the environmental scan thought to be most pertinent to the field of academic physiatry organized within the following five themes: (1) Macro/Societal Trends, (2) Technological Advancements, (3) Diversity and Global Outreach, (4) Economy, and (5) Education/Learning Environment. The challenges and opportunities presented here can provide a roadmap for the field to thrive within the complex and evolving healthcare systems in the United States and globally.
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Affiliation(s)
- David C. Morgenroth
- Department of Rehabilitation Medicine, University of Washington, Seattle, WA, USA
- Rehabilitation Care Service, VA Puget Sound Health Care System, Seattle, WA, USA
| | | | - Susan Apkon
- Department of PM&R, Children’s Hospital Colorado/University of Colorado, Aurora, CO, USA
| | - Cheri A. Blauwet
- Department of Physical Medicine and Rehabilitation, Spaulding Rehabilitation Hospital/Harvard Medical School, Boston MA, USA
| | - Anthony S. Burns
- Division of Physical Medicine & Rehabilitation, Department of Medicine, University of Toronto, Toronto, ON, Canada
| | - Cecilia Córdova Vallejos
- Department of Physical Medicine and Rehabilitation, Montefiore Medical Center/Albert Einstein College of Medicine, Bronx, NY, USA
| | - Walter Frontera
- Department of Physical Medicine, Rehabilitation and Sports Medicine, University of Puerto Rico School of Medicine, San Juan, Puerto Rico, USA
| | - Sandra L. Hearn
- Department of Physical Medicine and Rehabilitation, University of Michigan, Ann Arbor, MI, USA
| | - Prakash Jayabalan
- Department of Physical Medicine and Rehabilitation, Northwestern Feinberg School of Medicine, Chicago, IL, USA
| | - Peter A. Lim
- Physical Medicine and Rehabilitation Service, Michael E. DeBakey Veterans Affairs Medical Center, Houston, TX, USA
- H. Ben Taub Department of Physical Medicine and Rehabilitation, Baylor College of Medicine, Houston, TX, USA
| | - Alex Moroz
- Department of Rehabilitation Medicine, New York University Grossman School of Medicine, New York, NY, USA
| | - Danielle Perret
- University of California, Irvine, Department of Physical Medicine and Rehabilitation, Orange, CA, USA
| | - Danielle Powell
- University of Alabama Heersink School of Medicine, Department of Physical Medicine and Rehabilitation, Birmingham, AL, USA
| | - Matt Puderbaugh
- Department of Physical Medicine and Rehabilitation, Hennepin Healthcare, Minneapolis, MN, USA
| | - Evan Rivers
- Physical Medicine and Rehabilitation Service, Tennessee Valley Healthcare System, Nashville, TN, USA
- Department of Physical Medicine and Rehabilitation, Vanderbilt University Medical System, Nashville, TN, USA
| | - Gwendolyn Sowa
- Department of Physical Medicine and Rehabilitation, University of Pittsburgh, Pittsburgh, PA, USA
- UPMC Rehabilitation Institute, Pittsburgh, PA, USA
| | - Monica Verduzco-Gutierrez
- Department of Rehabilitation Medicine, University of Texas Health Science Center at San Antonio, San Antonio, TX, USA
| | - Pablo A. Celnik
- Department of Physical Medicine and Rehabilitation, Johns Hopkins University School of Medicine, Baltimore, MD, USA
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