Gender Differences in Academic Rank and NIH Funding among Academic Maternal–Fetal Medicine Physicians in the United States

Sperling, Jeffrey D.; Shulman, Rachel; Blat, Cinthia; Miller, Edward M.; Kokroko, Jolene; Zlatnik, Marya G.; Gonzalez‐Velez, Juan M.; Norton, Mary E.; Gossett, Dana R.

doi:10.1055/s-0038-1675332

Cited by 4 publications

(11 citation statements)

References 21 publications

(29 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Seven studies adjusted for potential confounders, including years in practice (Dossani et al , 17 Gawad et al , 18 Jena et al , 16 Orhurhu et al , 53 Riaz et al , 54 Smith et al 55 and Sperling et al 56 ); specialty (Jena et al ); publications (Dossani et al , Gawad et al , Jena et al , Riaz et al and Sperling et al ); h-index (Dossani et al , Gawad et al , Orhurhu et al , Riaz et al and Sperling et al ); additional PhD (Dossani et al , Gawad et al and Sperling et al ); and institution (Dossani et al , Jena et al , Orhurhu et al , Riaz et al and Sperling et al ). Pooling the adjusted effect estimates comparing 64 469 men to 32 063 women demonstrated that men were 1.83 times more likely to be full professors (adjusted OR 1.83, 95% CI 1.04 to 3.20, p=0.03, I 2 =91%; figure 3 ).…”

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

“…One study demonstrated no difference in the proportion of men versus women receiving federal research funding after controlling for time in practice, additional degrees, publications and h-index (adjusted OR 1.23, 95% CI 0.79 to 1.92). 56 For salary, 20 studies comparing 15 155 men to 7837 women were included. Men's salary was $32 520 higher (mean difference $32 520, 95% CI $25 790 to $39 260, p<0.00001, I 2 =94%; online supplemental eFigure 15).…”

Section: Meta-analysis Of Secondary Outcomesmentioning

confidence: 99%

See 2 more Smart Citations

Gender differences in faculty rank among academic physicians: a systematic review and meta-analysis

Jacob-Brassard

Dossa

et al. 2021

BMJ Open

View full text Add to dashboard Cite

ObjectiveMany studies have analysed gender bias in academic medicine; however, no comprehensive synthesis of the literature has been performed. We conducted a pooled analysis of the difference in the proportion of men versus women with full professorship among academic physicians.DesignSystematic review and meta-analysis.Data sourcesMEDLINE, Embase, Cochrane Central Register of Controlled Trials, Education Resources Information Center and PsycINFO were searched from inception to 3 July 2020.Study selectionAll original studies reporting faculty rank stratified by gender worldwide were included.Data extraction and synthesisStudy screening, data extraction and quality assessment were performed by two independent reviewers, with a third author resolving discrepancies. Meta-analysis was conducted using random-effects models.ResultsOur search yielded 5897 articles. 218 studies were included with 991 207 academic physician data points. Men were 2.77 times more likely to be full professors (182 271/643 790 men vs 30 349/251 501 women, OR 2.77, 95% CI 2.57 to 2.98). Although men practised for longer (median 18 vs 12 years, p<0.00002), the gender gap remained after pooling seven studies that adjusted for factors including time in practice, specialty, publications, h-index, additional PhD and institution (adjusted OR 1.83, 95% CI 1.04 to 3.20). Meta-regression by data collection year demonstrated improvement over time (p=0.0011); however, subgroup analysis showed that gender disparities remain significant in the 2010–2020 decade (OR 2.63, 95% CI 2.48 to 2.80). The gender gap was present across all specialties and both within and outside of North America. Men published more papers (mean difference 17.2, 95% CI 14.7 to 19.7), earned higher salaries (mean difference $33 256, 95% CI $25 969 to $40 542) and were more likely to be departmental chairs (OR 2.61, 95% CI 2.19 to 3.12).ConclusionsGender inequity in academic medicine exists across all specialties, geographical regions and multiple measures of success, including academic rank, publications, salary and leadership. Men are more likely than women to be full professors after controlling for experience, academic productivity and specialty. Although there has been some improvement over time, the gender disparity in faculty rank persists.PROSPERO registration numberCRD42020197414.

show abstract

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Meta-analysis Of Secondary Outcomesmentioning

confidence: 99%

See 1 more Smart Citation

Gender differences in faculty rank among academic physicians: a systematic review and meta-analysis

Jacob-Brassard

Dossa

et al. 2021

BMJ Open

View full text Add to dashboard Cite

show abstract

“…Academic physician literature shows that female academic physicians face many of the same barriers as PA educators regarding salary and promotion parity, including balanced work and home responsibilities, 28,29 lack of mentorship, 30 and research. 31 However, the qualitative data in this study show there are 2 themes that are unique to PA educators: a lack of standardization of a doctoral degree within the PA profession 32 and variability in career tracks at different institutions. These differences create ambiguity within the profession itself and create challenges for female PA faculty members when discussing these issues with colleagues.…”

Section: Discussionmentioning

confidence: 72%

Gender Disparities in Physician Assistant Educator Promotion and Compensation: A Mixed Methods Approach

Loder

Coombs

Najmabadi

et al. 2023

J Physician Assist Educ

View full text Add to dashboard Cite

show abstract

“…Despite advancements in the past three decades, including increasing numbers of women admitted to medical schools, 1 and rising rates of female OB/GYN providers, 2 women experience gender bias in residency evaluations in OB/GYN, 3 and female Maternal-Fetal Medicine (MFM) providers have been found to experience bias in receiving academic promotions, including departmental leadership positions. 4 5 We acknowledge that literature and applications to training programs are woefully slow to change to adapt to the use of gender-inclusive language; therefore, our language and references to gender in this article conform to a binary system for gender description, despite our understanding that there are many other expressions of gender.…”

mentioning

confidence: 99%

Linguistic Differences by Gender in Letters of Recommendation for Maternal-Fetal Medicine Fellowship Applicants

et al. 2023

View full text Add to dashboard Cite

Objective As in many realms of academia and medicine, in obstetrics and gynecology, women experience gender bias in residency evaluations and academic promotions. More specifically, women in Maternal-Fetal Medicine (MFM) are underrepresented within departmental leadership positions. As a means of identifying spaces where bias may exist, multiple investigators have previously reported on gender bias in letters of recommendation (LORs) for residency and subspecialty training programs. We aimed to determine if linguistic differences exist in LORs for self-identified male and female applicants to MFM fellowship at an academic institution. Study Design This was a retrospective single-site cohort study from 2019 to 2021. Data collected included applicant's age, self-reported race/ethnicity and gender, geographic region of residency, step 1 and 2 scores, scholarly and volunteer activities, and number of LORs. The Linguistic Inquiry and Word Count (LIWC) software, a validated text analysis program, was used to characterize LOR linguistic content. Multivariable analysis was used to compare letter characteristics to applicant demographics. Results A total of 212 applications were reviewed, including 808 LORs. Women comprised 76.9% of applicants, and men 23.1%. Most applicants identified as non-Hispanic White (52.8%). Men were more likely to be international medical graduates (20 vs. 6%, p ≤ 0.01), and women reported more volunteer activities (7.1 ± 5.1 vs. 5.5 ± 4.3, p = 0.04). There were no differences in step scores, number of research projects, or number of LORs. Multivariable analysis controlling for applicant race, step 1 score, and gender of letter writer revealed that letters written for males contained significantly more references to the word category cognitive processes (7.4 ± 0.2 vs. 7.1 ± 0.1, p = 0.046), specifically in reference to the subcategories of certainty and differentiation. Conclusion We identified linguistic differences in LORs written for MFM applicants, suggesting potential bias in the style of writing for male and female physicians applying to this field. Key Points

show abstract

Gender Differences in Academic Rank and NIH Funding among Academic Maternal–Fetal Medicine Physicians in the United States

Cited by 4 publications

References 21 publications

Gender differences in faculty rank among academic physicians: a systematic review and meta-analysis

Gender differences in faculty rank among academic physicians: a systematic review and meta-analysis

Gender Disparities in Physician Assistant Educator Promotion and Compensation: A Mixed Methods Approach

Linguistic Differences by Gender in Letters of Recommendation for Maternal-Fetal Medicine Fellowship Applicants

Contact Info

Product

Resources

About