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The business community has honed the concept of sponsorship and promulgated its utility for harnessing the talent of high-performing women and minorities whose contributions often go unrecognized within organizations. In recent years, academic medicine has begun to do the same. Whereas mentorship often centers on personal and professional development (e.g., skill building and goal setting), sponsorship focuses on enhancing the visibility, credibility, and professional networks of talented individuals. For upward career mobility, mentorship is limited in scope. Sponsorship, on the other hand, directly targets career advancement and is anchored in the sponsor's awareness of organizational structures and critical professional opportunities for junior faculty. Men are more likely to garner sponsors informally, and these sponsors tend to be male. Existing disparities between male and female medical faculty in achievement of academic rank and leadership roles, compensation, and research support suggest that high-performing women have a visibility gap. Such systemic inequity reflects a suboptimal business model that limits organizational potential. Formal sponsorship programs that match women with senior leaders facilitate access to beneficial relationships and institutionalize the value of equal opportunity. In this Perspective, the authors describe two successful sponsorship models that exist within academic medicine, the Society of General Internal Medicine's Career Advising Program and MD Anderson Cancer Center's Leaders' Sponsorship Program. They issue a call to action for much broader implementation of sponsorship programming to cultivate the advancement of all talented medical faculty and provide recommendations for such endeavors.

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S ignificant gender disparities in academic rank exist at US medical schools, even after controlling for age, time since training, specialty, and measures of productivity, and despite increasing numbers of women entering medicine over the past 30 years. Within internal medicine nationally, only 19% of full professors are women.1 Moreover, only 12% of internal medicine department chairs are female, and women lead a minority of general internal medicine or hospitalist divisions.

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Shifting demographics and concerns about burnout prevention merit a reexamination of existing structures and policies related to leaves of absence that may be necessary during medical training. In this Invited Commentary, the authors address the issue of parental leave for medical students and residents. Discussion about parental leave for these trainees is not new. Despite decades of dialogue, leave policies throughout the undergraduate and graduate medical education continuum lack standardization and are currently ill defined and inadequate. There are a number of barriers to implementation. These include stigma, financial concerns, workforce and duty hours challenges, and the historically rigid timeline for progression from one stage of medical training to the next. Potential solutions include parent-friendly curricular innovations, competency-based medical education, and provision of short-term disability insurance. Most important, adopting more flexible approaches to graduation requirements and specialty board examination eligibility must be addressed at the national level. The authors identify cultural and practical challenges to standardizing parental leave options across the medical education continuum and issue a call to action for implementing potential solutions.

One in four American women will be physically assaulted or raped by an intimate partner during her lifetime. Such exposure has wide-ranging health effects. Abused women have an increased risk of cardiac, gastrointestinal, gynecologic, musculoskeletal, neurologic and psychological complaints. They also have a greater utilization of medical services and are more likely to access outpatient primary care and specialty care, emergency departments and mental health and substance abuse services than women without a history of partner violence. Most major US medical organizations recommend routine screening of all women for partner abuse. Offering abused women empathy and validation along with referral to local resources is encouraged. Physicians should also document the abuse in the victim's medical record.

A need exists for follow-up information to determine how well the educational system is meeting the needs of young adults with severe physical disabilities. This study of the postsecondary experiences of 106 graduates of a special school for youth with severe physical disabilities examined the educational, employment, and community adjustment outcomes of these students. Findings suggest that young adults with physical disabilities should cultivate personal and family networks, continue their education, and use vocational rehabilitation agencies. Access to transportation was also found to be a key element in achieving employment and independence.