SPEAKers at the National Society of Hospital Medicine Meeting: A Follow‐UP Study of Gender Equity for Conference Speakers from 2015 to 2019. The SPEAK UP Study

Burden, Marisha; Keniston, Angela; Kisuule, Flora

doi:10.12788/jhm.3401

Cited by 12 publications

(7 citation statements)

References 14 publications

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“…Over the past decade, we have recognized the advantages of a diverse workforce and have striven to create one [35][36][37][38][39][40][41]. During the pandemic, increased demands at home combined with expanding clinical demands made academic productivity and advancement less attainable for these already disadvantaged groups.…”

Section: Introductionmentioning

confidence: 99%

COVID-19’s impact on faculty and staff at a School of Medicine in the US: what is the blueprint for the future?

Gottenborg

Naderi

et al. 2021

BMC Health Serv Res

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Background The Coronavirus Disease 2019 (COVID-19) caused unprecedented challenges within medical centers, revealing inequities embedded in the medical community and exposing fragile social support systems. While faculty and staff faced extraordinary demands in workplace duties, personal responsibilities also increased. The goal of this study was to understand the impact of the COVID-19 pandemic on personal and professional activities of faculty and staff in order to illuminate current challenges and explore solutions. Methods Qualitative, semi-structured group interviews involved faculty and staff at four affiliate sites within the Department of Medicine at the University of Colorado, School of Medicine. Focus groups addressed the impact of COVID-19 on (1) Changes to roles and responsibilities at work and at home, (2) Resources utilized to manage these changes and, (3) Potential strategies for how the Department could assist faculty and staff. Thematic analysis was conducted using an inductive method at the semantic level to form themes and subthemes. Results Qualitative analysis of focus group transcripts revealed themes of: (1) Challenges and disparities experienced during the pandemic, (2) Disproportionate impact on women personally and professionally, (3) Institutional factors that contributed to wellness and burnout, and (4) Solutions and strategies to support faculty and staff. Within each of these themes were multiple subthemes including increased professional and personal demands, concern for personal safety, a sense of internal guilt, financial uncertainty, missed professional opportunities, and a negative impact on mentoring. Solutions were offered and included an emphasis on addressing preexisting inequities, the importance of community, and workplace flexibility. Conclusions The COVID-19 pandemic created burdens for already challenged faculty and staff in both their personal and professional lives. Swift action and advocacy by academic institutions is needed to support the lives and careers of our colleagues now and in the future.

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Section: Introductionmentioning

confidence: 99%

COVID-19’s impact on faculty and staff at a School of Medicine in the US: what is the blueprint for the future?

Gottenborg

Naderi

et al. 2021

BMC Health Serv Res

Self Cite

View full text Add to dashboard Cite

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“…Over the past decade, we have recognized the advantages of a diverse workforce have striven to create one. [20][21][22][23][24][25][26] The COVID-19 pandemic threatens these accomplishments. Early research and anecdotal reports suggest that women are being disproportionately affected by assuming more of the traditional household, caregiving, and educational work that was previously outsourced.…”

Section: Introductionmentioning

confidence: 99%

The Personal and Professional Impact of COVID-19 on Faculty and Staff at an Academic Institution and a Blueprint for the Future: A Multi-Methods Study

Gottenborg

Naderi

et al. 2020

Preprint

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Background: The Coronavirus Disease 2019 (COVID-19) caused unprecedented challenges within medical centers, revealing inequities embedded in the medical community and exposing fragile social support systems. While faculty and staff faced extraordinary demands in workplace duties, personal responsibilities also increased. The goal of this study was to understand the impact of the COVID-19 pandemic on personal and professional activities of faculty and staff in order to illuminate current challenges and explore solutions. Methods:This is a multi-methods, prospective, observational study of faculty and staff within the Department of Medicine at the University of Colorado, School of Medicine, comprised of four separate sites. Participants received a preliminary department-wide survey followed by an invitation to participate in focus groups addressing: (1) the impact on personal and professional activities, on (2) career advancement and promotion, and (3) potential strategies to assist faculty and staff. Qualitative analysis was performed for thematic content of the focus groups.Results: One hundred and fifty-one faculty and staff responded to the initial survey (11%), 28 faculty and staff participated in focus groups. Prior to the pandemic, male respondents spent 20.5 hours (+/- 18.2) on home responsibilities while women spent 28.8 hours (+/-17.9), and since, time spent on these responsibilities rose to 32.4 hours (+/- 18.4) and 49.6 hours (+/-29.0), respectively. Qualitative analysis of focus group transcripts revealed thematic domains: (1) changing domestic responsibilities, (2) changing workplace expectations, (3) the untenable nature of a return to “normal,” (4) an opportunity to address pre-existing inequities and (5) internal conflict and guilt. Solutions were offered and included an emphasis on the importance of community.Conclusions: The COVID-19 pandemic created burdens for already challenged faculty and staff in both their personal and professional lives, and for women in particular. Swift action and advocacy by academic institutions is needed to support the lives and careers of our colleagues.

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“…Studies continue to demonstrate persistent gaps in equity for women and underrepresented minorities (URMs) 1 throughout nearly all aspects of academic medicine, including rank, 2‐4 tenure, 5 authorship, 6,7 funding opportunities, 8,9 awards, 10 speakership, 11 leadership, 12,13 and salaries 2,14,15 . Hospital medicine, despite being a newer field, 16 has also seen these disparities 17,18 ; however, there are numerous efforts in place to actively change our specialty's course 19‐22 . Hospital medicine is a field known for being a change agent in healthcare delivery, 22 and its novel approaches are well poised to fundamentally shatter the glass ceilings imposed on traditionally underrepresented groups in medicine.…”

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confidence: 99%

Advancing Diversity, Equity, and Inclusion in Hospital Medicine

Pino-Jones

Cervantes

Flores

et al. 2021

Journal of Hospital Medicine

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BACKGROUND: In nearly all areas of academic medicine, disparities still exist for women and underrepresented minorities (URMs). OBJECTIVES: Develop a strategic plan for advancing diversity, equity, and inclusion (DEI); implement and evaluate the plan, specifically focusing on compensation, recruitment, and policies. DESIGN, SETTING, PARTICIPANTS: Programmatic evaluation conducted in the division of hospital medicine (DHM) at a major academic medical center involving DHM faculty and staff. MEASUREMENTS: (1) Development and implementation of strategic plan, including policies, processes, and practices related to key components of DEI program; (2) assessment of specific DEI outcomes, including plan implementation, pre-post salary data disparities based on academic rank, and pre-post disparities for protected time for similar roles. RESULTS: Using information gathered from a focus group with DHM faculty, an iterative strategic plan for DEI was developed and deployed, with key components of focus being institutional structures, our people, our environments, and our core mission areas. A director of DEI was established to help oversee these efforts. Using a two-phase approach, salary disparities by rank were eliminated. Internally funded protected time was standardized for leadership roles. A data dashboard has been developed to track high-level successes and areas for future focus. CONCLUSION: Using a systematic evidence-based approach with key stakeholder involvement, a division-wide DEI strategy was developed and implemented. While this work is ongoing, short-term wins are possible, in particular around salary equity and development of policies and structures to promote DEI.

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SPEAKers at the National Society of Hospital Medicine Meeting: A Follow‐UP Study of Gender Equity for Conference Speakers from 2015 to 2019. The SPEAK UP Study

Cited by 12 publications

References 14 publications

COVID-19’s impact on faculty and staff at a School of Medicine in the US: what is the blueprint for the future?

COVID-19’s impact on faculty and staff at a School of Medicine in the US: what is the blueprint for the future?

The Personal and Professional Impact of COVID-19 on Faculty and Staff at an Academic Institution and a Blueprint for the Future: A Multi-Methods Study

Advancing Diversity, Equity, and Inclusion in Hospital Medicine

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