Promoting the success of women and minority physician-scientists in academic medicine: a dean’s perspective

Brown, Nancy J.

doi:10.1172/jci144526

Cited by 6 publications

(9 citation statements)

References 8 publications

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Section: Discussionmentioning

confidence: 99%

“…Finally, female urologists must be actively supported by programs [ 18 ] and provided by the highest departmental and institutional levels to herald a permanent change [ 4 ]. Leaders in academic medicine must hold people responsible, regardless of rank or position [ 18 ]. They must ensure an environment where women feel comfortable to express confidentially sexism accompanied by adequate measurements for unappropriated behaviors [ 18 ].…”

Section: Discussionmentioning

confidence: 99%

“…Leaders in academic medicine must hold people responsible, regardless of rank or position [ 18 ]. They must ensure an environment where women feel comfortable to express confidentially sexism accompanied by adequate measurements for unappropriated behaviors [ 18 ].…”

Section: Discussionmentioning

confidence: 99%

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Gender gap at a large European urological congress: still at the beginning

Hüsch

Haferkamp

Thomas³

et al. 2021

World J Urol

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Purpose Women are underrepresented at scientific conferences, decreasing the visibility of female role models, which are vital for aspiring young female scientists. This investigation aimed to evaluate female representation at the German Society of Urology's (GSoU) annual meeting. Methods The programs of the GSoU meeting of 2011, 2018, 2019 and the virtual conference in 2020 were retrospectively quantified by gender and categorized by chair or speaker, type, and topic of the session. Descriptive analysis was applied. Univariate and multivariate analyses were performed to identify gender inequity and variables influencing gender distribution. A p value of < 0.05 was considered significant. Results A total of 2.504 chairs and speakers were invited to the GSoU meeting in 2018 and 2019. Female speakers or chairs were represented in 17.8%, indicating a gender gap of 64.7%. There were significant differences between session type, topic, and gender distribution for chairs and speakers. The topic surgical techniques were independent variables for both, underrepresented female chairs and speakers, respectively (p < 0.001). Vocational policy and plenary session were not represented by any female chair in 2011, 2018, and 2019. In comparison, the gender gap in 2011 was 74.2%, indicating a gap reduction of 1.2% per year. In a selected virtual program in 2020, the gender gap increased to 70.4%. Conclusion There is still a significant discrepancy between gender representation at the GSoU annual meetings, and gender equity is currently not expected before 50 years. Future efforts should address the implementation of established guidelines for achieving gender equity at urological conferences.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Gender gap at a large European urological congress: still at the beginning

Hüsch

Haferkamp

Thomas³

et al. 2021

World J Urol

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“…A key issue in the leaky pipeline is the stagnant pool of qualified candidates. Whereas the number of clinicians and scientists has increased over the past 20 years plus, the number of physician‒scientists has not increased proportionally, and women and under-represented minorities (URMs) continue to be relatively lacking among physician‒scientists ( Brown, 2020 ; Milewicz et al., 2015 ). Among MD‒PhD graduates, women comprise approximately a third ( Association of American Medical Colleges, 2018 ).…”

Section: Recruiting the Right Candidates For A Physician‒scientist Ca...mentioning

confidence: 99%

Training Physician‒Scientists for Careers in Investigative Dermatology

Yancey

Cruz

et al. 2022

JID Innovations

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This is a PDF file of an article that has undergone enhancements after acceptance, such as the addition of a cover page and metadata, and formatting for readability, but it is not yet the definitive version of record. This version will undergo additional copyediting, typesetting and review before it is published in its final form, but we are providing this version to give early visibility of the article. Please note that, during the production process, errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain.

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“…Women, for example, reached a remarkable milestone in 2003 when rates of medical school matriculation first hit the 50% mark. Despite that achievement, the proportions of women associate professors (37%) and professors (25%) in medicine in 2020 indicate that academia is not capitalizing on those gains in student interest in pursuing medical and science-based careers (7). Due to numerous individual and systemic roadblocks hindering progress through academic rank, the number of women and underrepresented faculty in leadership positions remains low.…”

Section: Introductionmentioning

confidence: 99%

Leadership in PhD (LeaP): a longitudinal leadership skill building program for underrepresented biomedical research trainees

Doles

Kang²,

Scholl

et al. 2022

Preprint

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Increasing diversity in the biomedical research workforce is a critical national issue. Particularly concerning is the lack of representation at more advanced career stages/in leadership positions. While there are numerous institutional initiatives promoting professional research skills (i.e. grant writing, presenting, networking) for underrepresented (UR) PhD trainees, there are comparatively fewer opportunities for leadership development. We present a blueprint for Leadership in PhD (LeaP), a cohort-based program aiming to equip UR biomedical research trainees with skills to succeed as academic, industry, and community leaders. In contrast to intensive short-term programs or workshops, LeaP is a longitudinal 4-year experience with an emphasis on self-directed and experiential learning. First year trainees receive foundational didactic instruction on core leadership concepts coupled with facilitated peer discussions and one-on-one coaching support. We outline a program evaluation framework that assesses student learning, satisfaction, and program efficacy. Evaluation data from the inaugural year is presented and discussed.

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Promoting the success of women and minority physician-scientists in academic medicine: a dean’s perspective

Cited by 6 publications

References 8 publications

Gender gap at a large European urological congress: still at the beginning

Gender gap at a large European urological congress: still at the beginning

Training Physician‒Scientists for Careers in Investigative Dermatology

Leadership in PhD (LeaP): a longitudinal leadership skill building program for underrepresented biomedical research trainees

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