Sex Differences in Workplace Satisfaction and Engagement of Academic Pathologists: Opportunities to Enhance Faculty Diversity

Abstract

Context.-There is attrition of women across professorial ranks in academic pathology. Women are underrepresented as leaders; 15.4% of academic pathology departments are chaired by women, according to the Association of American Medical Colleges (AAMC).Objective.-To identify areas for targeted interventions that can advance academic and leadership development of women faculty by examining (1) sex differences in career satisfaction in US medical school pathology departments participating in the AAMC's Faculty Forward Engagement Survey, and (2) findings from a survey of the Association of Pathology Chairs (APC).Design.-The AAMC Faculty Forward Engagement Survey data are from 14 US medical schools participating in the 2011-2012 survey. Pathologists' response rate was 66% (461 of 697). To investigate sex differences, t tests and v 2 analyses were used. The APC survey, administered to academic department chairs, had a 55% response rate (104 of 189).Results.-According to the Faculty Forward Engagement Survey, women report more time in patient care and less time in research. Women consider formal mentorship, feedback, and career advancement more important than men do and are less satisfied with communication and governance. The APC survey shows that 20% to 40% of nonchair department leaders are women. More than half of chairs report satisfaction with the sex diversity of their departmental leaders.Conclusion.-Opportunities exist for department chairs and professional organizations to create targeted interventions to support career satisfaction, recruitment, retention, and career and leadership development for women in academic pathology. Although chairs report satisfaction with diversity within department leadership, responses of women faculty indicate there is work to be done to grow more women leaders.

Gender differences in career satisfaction, moral distress, and incivility: a national, cross-sectional survey of Canadian critical care physicians

“…6 Although these authors did not find that race or gender influenced career satisfaction, several surveys have found that women physicians, especially in selected specialties, have lower career satisfaction than men. [7][8][9] Gender differences in career satisfaction begin early and continue during career development. A survey of 1,708 early clinician researchers, who received National Institutes of Health K08 and K23 awards for mentored career development, found that although career dissatisfaction was generally low, dissatisfaction with work-life integration was high, and was significantly higher in women than men.…”

The Role of Compensation Criteria to Minimize Face-Time Bias and Support Faculty Career Flexibility

“…There are recruitment challenges in academic medical careers due to stagnant or decreases in research funding pay lines, the need to do more clinical work to generate income, and pressure to provide teaching that is often unfunded. A recent publication by Howell et al noted the strategic importance of recruiting and retaining the growing pool of female talent in pathology 3 since 54.0% of pathology residents are women. 1 Cultivating women’s careers in academia, however, means addressing additional challenges related to work and family.…”

Academic Mentorship Builds a Pathology Community

“…Gender issues are likely to come up, especially related to promotion and advancement 13 and to career–family–life balance. 14 For women and minorities, having at least 1 mentor who has first-hand knowledge of roadblocks and pitfalls due to gender or minority status is useful. There is literature available in these areas, however the most effective approach for the mentor is to listen carefully to the mentee since each will have their own personalized experiences and needs.…”

“…There is literature available in these areas, however the most effective approach for the mentor is to listen carefully to the mentee since each will have their own personalized experiences and needs. 14 Confidentiality when discussing these areas needs to be assured and followed. The mentee is pleased to have someone listen to their concerns and to offer mentorship on how to navigate what may often be difficult situations.…”