Vidhya Prakash MD FACP FIDSA Associate Professor Southern Illinois University ACP Illinois Downstate Meeting November 10 2018 objectives Discuss current evidence surrounding gender equity in academic medicine ID: 809335
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Slide1
Alliance for Women in Medicine and Science
Vidhya Prakash, MD,
FACP, FIDSA
Associate Professor, Southern Illinois University
ACP Illinois Downstate Meeting
November 10,
2018
Slide2objectivesDiscuss current evidence surrounding gender equity in academic medicine
Discuss the evolution of women in medicine programs at my institution,
SIU School of
Medicine
Explore future steps for
SIU
Medicine’s
Alliance for Women in Medicine and
Science (AWIMS)
Slide3The GoodNumber of women entering medical school exceeded the number of men in 2017
21,338 matriculants (now enrollees)
Females 50.7% (49.8% in 2016)
Female matriculants increased by 3.2% in 2017
Since 2015, number of female matriculants has grown by 9.6%
AAMC Press Release 2017
Slide4The badWomen arePromoted at lower rates
Paid lower salaries
Receive less funding for research
Have less opportunities to publish
Have less opportunities for mentorship
More likely to experience overt and unconscious gender bias
Slide5PROMOTION AND LEADERSHIP
Slide6Jena AB,et al. Sex Differences in Academic Rank in US Medical Schools in 2014. JAMA 2015; 314(11): 1150-1158.
Slide7WOMEN IN LEADERSHIP in academic medicine
Only 16% of medical school deans and 15% of department chairs were women 2013-2014
Longitudinal study of medical deanship over 27 years
38 women, 496 men
State of Academic Women in Medicine Report, AAMC
Women underrepresented in all department chair positions
2013-2014: 1% of Surgery chairs were women
22% of Surgery residents are women
Academic Medicine vs other professions
Of the 8 Ivy League schools, no female medical deans
Half of Ivy League universities have female presidents
Woods LA, Wetle TF, Sharkey KM. Why Aren’t More Women in Academic Medicine Reaching the Top? Rhode Island Medical Journal 2018; 19-21.
Sklar DP, Women in Medicine: Enormous Progress, Stubborn Challenges. Academic Medicine 2016; 91(8): 1033-1035.
Slide8SALARY PARITY
Slide9Medscape physician compensation report 2018
Slide10Medscape physician compensation report 2018
Slide11Medscape physician compensation report 2018
Slide12Medscape female physician compensation report 2018
Slide13Medscape physician compensation report 2018
Slide14ACCESS TO MENTORSHIP AND RESOURCES
Slide15Mentorship and sponsorship
Benefits of Mentorship
Increased research productivity
Improved self-confidence
Improved attainment of professional goals
Important influence on personal development
Important influence on career guidance and career choice
Sambunjak D et al. Mentoring in academic medicine: a systematic review. JAMA 2016; 296:1103-1115.
Slide16Mentorship and sponsorship
Women have a difficult time accessing mentors
Carapinha et al
13% of women faculty have never had a mentor
34% of women had a previous mentor but none currently
Jackson et al
98% of faculty participants identified lack of mentorship as the first (42%) or second (56%) most important factor in lack of career advancement
Small pool in certain specialties
Bates C et al. Striving for Gender Equity in Academic Medicine Careers: A Call to Action. Academic Medicine 2016; 91:1050-1052.
Carapinha R et al. Variability in women faculty’s preferences regarding mentor similarity: A multi-institution study in academic medicine. Academic Medicine 2016;91:1108-1118.
Jackson VA et al. “Having the right chemistry”: a qualitative study of mentoring in academic medicine. Academic Medicine 2003; 78:328-334.
Slide17Access to resources
Sege R et al. Sex Differences in Institutional Support for Junior Biomedical Researchers. JAMA 2015; 314:1175-1177.
Slide18GENDER BIAS
Slide19Carnes M et al. Why is John More Likely to Become Department Chair than Jennifer? Transactions of the American Clinical and Climatological Association 2015; 126:197-214.
Slide20Integrating leadership into one’s core identity is particularly challenging for women, who must establish credibility in a culture that is deeply conflicted about whether, when, and how they should exercise authority.
Ibarra H et al. Women Rising: The Unseen Barriers. Harvard Business Review.
https://hbr.org/2013/09/women-rising-the-unseen-barriers
Slide21Resident
Ideal Code Leader
Loud, authoritative, controlling the room, assertive, tall
Male and Female residents
Fear of being perceived as “bossy”
Voiced by many female residents
Voiced by none of the male residents
Female Resident Strategies
Giving themselves permission to suspend gender norms
Wear long white coat or code pager
Adopting powerful stance
Kolehmainen C et al. Afraid of being “witchy with a ‘b’”: a qualitative study of how gender influences residents’ experiences leading cardiopulmonary resuscitation. Academic Medicine 2014; 89(9):1276-81.
Slide22Silent Bias: Women Professors at the University of Kansas
Undercurrent of Bias
“This task looks like it could use a woman’s touch.”
Being the “other”
“You’re almost kind of a third gender, you’re not really seen in the same way as another woman.”
“We don’t regard you as a women, but a force to be reckoned with.”
Feeling ignored, isolated
Relationship with Nurses
“Language patterns, communication patterns definitely were different for male residents and female nurses.”
Work-life balance
“The second shift”
Child care
Pingleton SK et al. Silent Bias: Challenges, Obstacles and Strategies for Leadership Development in Academic Medicine-Lessons From Oral Histories of Women Professors at the University of Kansas. Academic Medicine 2016; 91(8):1151-7.
Slide23Implicit Bias: Consequences
Identical work is rated lower when evaluators (males and females) believe it is performed by a woman
Raters require more proof of women’s skills than men’s to be convinced of professional competence
Women may experience more isolation
Women may feel their work is not as valued
Women receive fewer nominations for leadership positions
Carnes M et al. Why is John More Likely to Become Department Chair than Jennifer? Transactions of the American Clinical and Climatological Association 2015; 126:197-214.
Slide24Work-Life Integration
Slide25Societal Expectations, Gender Roles, Spousal Dynamics
Strong EA et al. Work-Life Balance in Academic Medicine: Narratives of Physician-Researchers and Their Mentors. Journal of General Internal Medicine 2013;28(12):1596-1603.
Slide26The Journey Begins……….
Slide27Department of medicine, 2015
Assistant Professor
Infectious Diseases Faculty
Associate Program Director, Internal Medicine Residency
Slide28Department of medicine, 2015
Assistant Professor
Infectious Diseases Faculty
Associate Program Director, Internal Medicine Residency
Slide29Advisor meeting with R2
Slide30Key mentors
Slide31Assistant Professor
Infectious Diseases Faculty
Associate Program Director, Internal Medicine Residency
Slide32Assistant Professor
Infectious Diseases Faculty
Associate Program Director, Internal Medicine Residency
Slide33Slide34Women in medicine
Slide35Women in Medicine Executive Committee
Vidhya Prakash, Chair
Rexanne Caga-Anan, Director Community Service Subcommittee
Sana Waqar, Director
Education Subcommittee
Sharon Onguti,
Director Social
Subcommittee
Zainab Al Obaidi
Yasmine Ibrahim
Najwa Pervin
Chrystal Joseph
Elizabeth Nielsen
Yasmina Arroyo-Jimenez
Vanessa Williams
Nicole Abbott
Slide36WIM 2016-2017
Slide37Transition to AWIMS
Slide38SIU MEDICINE Alliance for women in medicine and science
Our Vision
: A strong and meaningful alliance among all members of the medical community, with the common purpose of working harmoniously in an equitable environment to support the mission of SIU Medicine.
Our Mission
: To provide a supportive forum to promote honest discussion and positive change in the realms of gender equity, career advancement, work-life balance and community service, and to champion professional development and promotion of women in medicine and science.
Slide39SIU
medicine Alliance
for women in medicine and science
5
Initiatives
Education
Community Engagement
Research
Mindfulness and Wellness
Mentorship and Career Advancement
Slide40Advisory board
Department of Medicine
Department of Pediatrics
Department of Medical Education
Department of Surgery
Department of Family Medicine
Department of
Psychiatry
Department of Medical Microbiology,
Immunology, and Cell Biology
3
men,
7
women
Quarterly Meetings
Strategic Planning
Mentorship for Executive Committee
Chairs
Slide41education
Slide42research
Slide43Community engagement
Slide44Mentorship and career advancement
Slide45Mindfulness and wellness
Slide46Women in medicine and surgery leadership development conference
Slide47Lean In
Sanfey, H. Weill Medical College, Cornell University, Department of Surgery, 2016 Lecture on Diversity
Slide48Slide49acknowledgmentsWendi El-Amin, MD
Susan Hingle, MD
Andrew Varney, MD
John Flack, MD
Janak Koirala,
MDJerry
Kruse, MDEric Black, MDAWIMS Advisory Board Members
AWIMS Executive Committee Members
Every woman in medicine and science
Slide50References
https://news.aamc.org/press-releases/article/applicant-enrollment-2017/
Jena AB, Khullar D, Ho O, Olenski AR, Blumenthal DM. Sex Differences in Academic Rank in US Medical Schools in 2014. JAMA 2015; 314(11): 1150-1158.
Woods LA, Wetle TF, Sharkey KM. Why Aren’t More Women in Academic Medicine Reaching the Top? Rhode Island Medical Journal 2018; 19-21.
Sklar DP, Women in Medicine: Enormous Progress, Stubborn Challenges. Academic Medicine 2016; 91(8): 1033-1035.
Kane
, L.
Medscape Physician Compensation Report 2018
Peckham C.
Medscape Female Physician Compensation Report 2018
Sambunjak D, Straus SE, Marusić A. Mentoring in academic medicine: a systematic review. JAMA 2016; 296:1103-1115.
Bates C, Gordon L, Travis E, Chatterjee A, Chaudron L, Fivush B, Gulati M, Jagsi R, Sharma P, Gillis M, Ganetzky, R, Grover A, Lautenberger D, Moses A. Striving for Gender Equity in Academic Medicine Careers: A Call to Action. Academic Medicine 2016; 91:1050-1052.
Carapinha R, Ortiz-Walters R, McCracken CM, Hill EV, Reede JY. Variability in women faculty’s preferences regarding mentor similarity: A multi-institution study in academic medicine. Academic Medicine 2016;91:1108-1118.
Jackson VA, Palepu A, Szalacha L, Caswell C, Carr PL, Inui T. “Having the right chemistry”: a qualitative study of mentoring in academic medicine. Academic Medicine 2003; 78:328-334.
Slide51REFERENCES
Sege R, Nykiel-Bub L, Selk S. Sex Differences in Institutional Support for Junior Biomedical Researchers. JAMA 2015; 314:1175-1177.
Carnes
M, Bartels CM, Isaac C, Kaatz A. Why is John More Likely to Become Department Chair than Jennifer? Transactions of the American Clinical and Climatological Association 2015; 126:197-214.
Ibarra H, Ely RJ, Kolb DM. Women Rising: The Unseen Barriers. Harvard Business Review.
https://hbr.org/2013/09/women-rising-the-unseen-barriers
Kolehmainen C, Brennan M, Filut A, Isaac C, Carnes M. Afraid of being “witchy with a ‘b’”: a qualitative study of how gender influences residents’ experiences leading cardiopulmonary resuscitation. Academic Medicine 2014; 89(9):1276-81.
Pingleton SK, Jones EV, Rosolowski TA, Zimmerman MK. Silent Bias: Challenges, Obstacles and Strategies for Leadership Development in Academic Medicine-Lessons From Oral Histories of Women Professors at the University of Kansas. Academic Medicine 2016; 91(8):1151-7.
Strong EA, De Castro R, Sambuco D, Stewart A, Ubel PA, Griffith KA, Jagsi R. Work-Life Balance in Academic Medicine: Narratives of Physician-Researchers and Their Mentors. Journal of General Internal Medicine 2013;28(12):1596-1603.
Carnes M, Devine P, Manwell L, Byars-Winston A, Fine E, Ford C, Forscher P, Isaac C, Kaatz A, Magua W, Palta M, Sheridan j. The effect of an intervention to break the gender bias habit for faculty at one institution: a cluster randomized, controlled trial. Academic Medicine 2015; 90(2): 221-30.
Sanfey, H. Weill Medical College, Cornell University, Department of Surgery, 2016 Lecture on Diversity
Slide52Questions?