Making Promotion Count: The Gender Perspective

Hot Off the Press: Addressing gender inequities: Creation of a multi‐institutional consortium of women physicians in academic emergency medicine

“…Institutional policies related to promotion or advancement may inherently disadvantage women and are likely exacerbated by implicit bias and stereotyping. [9][10][11] There are an insufficient number of women in current leadership positions, resulting in fewer mentors and role models for women earlier in their career. 9 Women are less likely to be involved in early academic activities, such as presenting at grand rounds.…”

Addressing gender inequities: Creation of a multi‐institutional consortium of women physicians in academic emergency medicine

“…12 Reasons for advancement and leadership pipeline failures for women in academic EM, as well as other fields of medicine, are multifactorial and include: (1) disadvantageous institutional policies related to promotion and advancement; (2) insufficient numbers of successful women leader mentors and role models; and (3) lack of family-friendly policies, which may impact all genders but often women disproportionately (e.g., family leave, breast-feeding support, emergency child-care). [13][14][15] Leadership roles are currently held predominantly by men, which risks perpetuating implicit bias and gender stereotyping toward hiring other men leaders. In addition, widespread gender-based discrimination and sexual harassment experienced by women in medicine are well documented, including in EM, 16,17 and are linked to inequities in career advancement and attrition.…”

Overcoming barriers to promotion for women and underrepresented in medicine faculty in academic emergency medicine

“…Open discussion regarding promotion should be initiated early in the recruitment process and revisited at regular intervals after hiring. 9 , 10 The department and faculty member should be in sync regarding the value, criteria, and expected timelines for promotion. The Academy for Women in Academic Emergency Medicine (AWAEM)’s Toolkit provides resources for departments to assist faculty in meeting promotion metrics.…”

“… 23 During the creation of project teams, the selection of more than one URiM faculty or woman can alleviate additional pressures that stem from fears that failure will reinforce preexisting stereotypes or prejudices. 9 …”