/
Alliance for Women in Medicine and Science Alliance for Women in Medicine and Science

Alliance for Women in Medicine and Science - PowerPoint Presentation

cozync
cozync . @cozync
Follow
357 views
Uploaded On 2020-08-28

Alliance for Women in Medicine and Science - PPT Presentation

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

women medicine department academic medicine women academic department 2016 medical gender 2015 2018 female mentorship physician report bias director

Share:

Link:

Embed:

Download Presentation from below link

Download The PPT/PDF document "Alliance for Women in Medicine and Scien..." is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.


Presentation Transcript

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

Slide2

objectivesDiscuss 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)

Slide3

The 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

Slide4

The 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

Slide5

PROMOTION AND LEADERSHIP

Slide6

Jena AB,et al. Sex Differences in Academic Rank in US Medical Schools in 2014. JAMA 2015; 314(11): 1150-1158.

Slide7

WOMEN 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.

Slide8

SALARY PARITY

Slide9

Medscape physician compensation report 2018

Slide10

Medscape physician compensation report 2018

Slide11

Medscape physician compensation report 2018

Slide12

Medscape female physician compensation report 2018

Slide13

Medscape physician compensation report 2018

Slide14

ACCESS TO MENTORSHIP AND RESOURCES

Slide15

Mentorship 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.

Slide16

Mentorship 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.

Slide17

Access to resources

Sege R et al. Sex Differences in Institutional Support for Junior Biomedical Researchers. JAMA 2015; 314:1175-1177.

Slide18

GENDER BIAS

Slide19

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.

Slide20

Integrating 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

Slide21

Resident

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.

Slide22

Silent 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.

Slide23

Implicit 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.

Slide24

Work-Life Integration

Slide25

Societal 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.

Slide26

The Journey Begins……….

Slide27

Department of medicine, 2015

Assistant Professor

Infectious Diseases Faculty

Associate Program Director, Internal Medicine Residency

Slide28

Department of medicine, 2015

Assistant Professor

Infectious Diseases Faculty

Associate Program Director, Internal Medicine Residency

Slide29

Advisor meeting with R2

Slide30

Key mentors

Slide31

Assistant Professor

Infectious Diseases Faculty

Associate Program Director, Internal Medicine Residency

Slide32

Assistant Professor

Infectious Diseases Faculty

Associate Program Director, Internal Medicine Residency

Slide33

Slide34

Women in medicine

Slide35

Women 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

Slide36

WIM 2016-2017

Slide37

Transition to AWIMS

Slide38

SIU 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.

Slide39

SIU

medicine Alliance

for women in medicine and science

5

Initiatives

Education

Community Engagement

Research

Mindfulness and Wellness

Mentorship and Career Advancement

Slide40

Advisory 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

Slide41

education

Slide42

research

Slide43

Community engagement

Slide44

Mentorship and career advancement

Slide45

Mindfulness and wellness

Slide46

Women in medicine and surgery leadership development conference

Slide47

Lean In

Sanfey, H. Weill Medical College, Cornell University, Department of Surgery, 2016 Lecture on Diversity

Slide48

Slide49

acknowledgmentsWendi 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

Slide50

References

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.

Slide51

REFERENCES

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

Slide52

Questions?