Dr Mom’s Added Burden

Hardy, Seth M.; McGillen, Kathryn L.; Hausman, Bernice L.

doi:10.1016/j.jacr.2020.09.024

Cited by 11 publications

(13 citation statements)

References 19 publications

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“…Multiple studies have established poor female representation in academic radiology leadership roles, in first and senior authorship on published papers, on editorial boards, in NIH funding and as invited speakers (7,8,9,12). Hardy et al report that Dr. Moms face structural discrimination, rigid work expectations and high debt with lower pay than their male counterparts (22). The impact of COVID-19 threatens to undermine small increases in female leadership roles, promotions and publications because women are expected to shoulder the unpaid, undervalued increase in homecare during this time.…”

Section: Discussionmentioning

confidence: 99%

Impact of COVID-19 on Radiology Faculty - An Exacerbation of Gender Differences in Unpaid Home Duties and Professional Productivity

et al. 2021

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Section: Discussionmentioning

confidence: 99%

Impact of COVID-19 on Radiology Faculty - An Exacerbation of Gender Differences in Unpaid Home Duties and Professional Productivity

et al. 2021

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“…This pandemic has impacted families of women physicians too; their spouses and other family members are also feeling the increment in domestic chores, needing to lend a helping hand. 20 With more family members spending extended time at home, with limited avenues for recreation and restrictions on ordering food or eating out, there is a need for more sustained engagement with children, cooking and providing all meals. This has led to additional stress among family members in an already challenging time.…”

Section: Discussionmentioning

confidence: 99%

“… 23 , 25 Children's extracurricular activities, sports, and playtime also require considerable planning and with restrictions in movement and transportation, managing these tasks has become cumbersome. 20 , 25 …”

Section: Discussionmentioning

confidence: 99%

“…This has led to additional stress among family members in an already challenging time. 20 Women (and men) often tend to underestimate women's contribution to the unrecognized and unpaid work required for managing a household, especially with young children. 21 As the pandemic continues to rage, this work has intensified for women physicians, without a simultaneous and equivalent respite from professional duties.…”

Section: Discussionmentioning

confidence: 99%

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COVID-19 Pandemic and Its Gendered Impact on Indian Physicians

Jiwnani

Ranganathan

Tiwari

et al. 2021

JCO Global Oncology

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PURPOSE The 2018 WHO health workforce report analyzing gender equity in 104 countries reported that although women constituted 70% of the workers, they were less likely to be employed full-time and faced a 28% gender pay gap. The ongoing COVID-19 pandemic has affected professional as well as personal lives of physicians. We conducted a survey among Indian physicians to understand this impact. METHODS A 31-point anonymized survey to evaluate the impact of the COVID-19 pandemic and resultant lockdown on physicians' domestic responsibilities was disseminated via e-mail and text messaging applications. Our aim was to evaluate whether the impact was gender-based and to look for differences in aspects of domestic work, childcare, and professional commitments. RESULTS We obtained 1,041 responses, of which 643 identified themselves as men and 393 as women. An increase in the domestic responsibilities during the lockdown was confirmed by 90% of the women compared with 82% men. More women than men were solely responsible for domestic chores (38.7% v 23.7%), managed their children's education (74% v 31%), and felt an adverse impact of the pandemic on their professional work (60.8% v 42.6%). Fewer women's spouses (57/359) than men's (174/594, P = .00001) were forced to take leave or work reduced hours, and double the proportion of women (3.5% v 1.5%) had to quit their jobs to manage responsibilities at home. CONCLUSION As the COVID-19 pandemic and the lockdown measures threw newer challenges, more women physicians than men (81% v 63%) shouldered the burden of increased domestic work and childcare. This survey highlights the need to re-examine the specific challenges faced by women physicians and identify means to support and empower them.

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“…It is widely accepted that the talents of women physicians will not be fully realized until there is a universal commitment to change seen in policies, attitudes, education, and clinical practice. 35 This article promotes the tenet that an explicit commitment to wellness, with changes in the workplace and the inclusion of all faculty, will hasten the time when equity and career advancement for women can be achieved. The well-being of women physicians is imperative to a wellfunctioning health system 36,37 ; as such, several approaches to achieving gender parity in fulfillment and well-being have been highlighted.…”

Section: Future Directionsmentioning

confidence: 99%

Innovative Wellness Models to Support Advancement and Retention Among Women Physicians

et al. 2021

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Despite improvements in representation of women in academic medicine, the rate of promotion and career advancement remains unequal. Compared with their male colleagues, women report lower rates of personal-organizational value alignment and higher rates of burnout. Particular challenges further exist for Black women, Indigenous women, women of color, and third gender or gender nonbinary faculty. Promoting the well-being of women physicians requires innovative approaches beyond the traditional scope of physician well-being efforts and careful attention to the unique barriers women face. Three wellness-oriented models are presented to promote the professional fulfillment and well-being of women physicians: (1) redefine productivity and create innovative work models, (2) promote equity through workplace redesign and burnout reduction, and (3) promote, measure, and improve diversity, equity, and inclusion. By engaging in innovative models for equitable advancement and retention, it is anticipated that diverse groups of women faculty will be better represented at higher levels of leadership and thus contribute to the creation of more equitable work climates, fostering well-being for women physicians.

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Dr Mom’s Added Burden

Cited by 11 publications

References 19 publications

Impact of COVID-19 on Radiology Faculty - An Exacerbation of Gender Differences in Unpaid Home Duties and Professional Productivity

Impact of COVID-19 on Radiology Faculty - An Exacerbation of Gender Differences in Unpaid Home Duties and Professional Productivity

COVID-19 Pandemic and Its Gendered Impact on Indian Physicians

Innovative Wellness Models to Support Advancement and Retention Among Women Physicians

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