Association of Academic Physiatrists Women’s Task Force Follow-up Report

Abstract

The Association of Academic Physiatrists convened a Women’s Task Force in 2016, under the leadership of then Association of Academic Physiatrists President Gerard Francisco, MD, to evaluate data and metrics pertaining to the representation and inclusion of female physiatrists in the society. An initial published report focused on a retrospective analysis of data in categories such as leadership, conference presentations, and recognition awards. The findings, which highlighted areas in which the Association of Academic Physiatrists had been successful in supporting gender equity as well as areas in which female physiatrists were underrepresented, provided a base from which to strategically focus on closing gaps in representation. The task force developed an action plan that was approved by the Board of Trustees and included strategies aimed at closing gaps and collecting data to determine corresponding effectiveness. Because most of the categories fell under the supervision of various Association of Academic Physiatrists committees, an appointee from each committee (“diversity steward”) liaised with the Women’s Task Force. The diversity stewards reviewed the plan with their respective committees and collected data within their committee’s purview. This task force follow-up report documents recent progress, consistent with the Association of Academic Physiatrists Board of Trustees commitment to transparency and gender equity.

Physical Medicine and Rehabilitation Faculty Diversity Trends by Sex, Race, and Ethnicity, 2007 to 2018 in the United States

“…For instance, the Association of Academic Physiatrists initiated a task force that highlighted several areas in need of further improvement in order to increase women physician participation in academic medicine, such as leadership and faculty promotions, recognition awards, plenary speaker invitations, and journal editors. 37,38 Liaison Committee on Medical Education (LCME) Diversity Strategies were also put in place to increase racial diversity in medical school matriculants. 32 However, the existence of a previous disparity can have a long-lasting effect that will take decades to correct, especially pertaining to advancement to higher academic levels.…”

“…Many efforts have been dedicated to the identification and correction of obstacles in promoting diversity in academic medicine. For instance, the Association of Academic Physiatrists initiated a task force that highlighted several areas in need of further improvement in order to increase women physician participation in academic medicine, such as leadership and faculty promotions, recognition awards, plenary speaker invitations, and journal editors 37,38 . Liaison Committee on Medical Education (LCME) Diversity Strategies were also put in place to increase racial diversity in medical school matriculants 32 .…”

Author Diversity on Clinical Practice Guideline Committees

“…There is a robust body of literature demonstrating a lack of equitable pay 41 and promotion 40 for women physicians. Disparities for women physicians in PM&R are well documented, 4,16,42,43 and physiatry data for physicians who identify with racial/ethnic minority groups are evolving 5,6 …”

Health and health care disparities related to rehabilitation and COVID‐19

“…The pandemic has had and will continue to have a profound effect on the health care workforce, and the negative impact it has on women physicians and scientists may last throughout their careers. The pandemic has exacerbated preexisting disparities for many women in medicine, including physiatrists 38‐40 . For example, there were already pay and promotion inequities and during the pandemic many women took pay cuts or had a decrease in clinical revenue owing to budget cuts at work or increased childcare or eldercare responsibilities at home 41…”