Purpose The purpose of this study is to compare outcomes for a supplemented natural cycle with a programmed cycle protocol for frozen blastocyst transfer. Methods A retrospective analysis was performed of frozen autologous blastocyst transfers, at a single academic fertility center (519 supplemented natural cycles and 106 programmed cycles). Implantation, clinical pregnancy, miscarriage, and live birth and birth weight were compared using Pearson's Chi-squared test, T-test, or Fisher's exact test. Results There was no significant difference between natural and programmed frozen embryo transfers with respect to implantation (21.9 vs. 18.1 %), clinical pregnancy (35.5 vs. 29.2 %), and live birth rates (27.7 vs. 23.6 %). Mean birth weights were also similar between natural and programmed cycles for singletons (3354 vs. 3340 g) and twins (2422 vs. 2294 g) Conclusion Frozen blastocyst embryo transfers using supplemented natural or programmed protocols experience similar success rates. Patient preference should be considered in choosing a protocol.

Background Most residents and faculty in obstetrics and gynecology (Ob/Gyn) are women. However, only a third of Ob/Gyn academic leadership positions are held by women in the United States. Methods This is an IRB-approved cross-sectional study of leadership aspirations among Ob/Gyn residents in the U.S. as related to gender and mentorship using an electronic survey distributed nationwide in 2017. The primary outcome was resident interest in academic leadership. Mediator variables included demographics and training environment characteristics. Descriptive statistics and comparative analyses were performed using SPSS. Results We received 202 completed surveys, for a representative cross-section of 4% of all Ob/Gyn residents in the U.S. The majority (86%) of respondents were women ( n = 174), reflecting the same gender distribution of all Ob/Gyn residents in training. Sixty-seven percent of all respondents reported an interest in pursuing academic leadership ( n = 133). Women reported leadership aspirations less often than men (64% vs 86%, p < 0.05) and reported lower mean Likert scores (3.73 vs 4.14, p < 0.05) regarding interest in leadership. A marginal difference between mean Likert scores was observed between women and men when controlled for other demographics (coefficient − 0.344, SE 0.186; p = 0.066). No difference in leadership aspirations was noted between women and men when controlled for mentorship, presence of female program director, and presence of three or more female leaders in a program. Conclusions Gender disparity in goal-setting toward leadership is identified as early as residency training in Ob/Gyn. This imbalance in leadership aspirations can be addressed with targeted mentorship. Electronic supplementary material The online version of this article (10.1186/s12909-019-1757-x) contains supplementary material, which is available to authorized users.

PURPOSE: To assess the role of gender and mentorship in identifying leadership as a career goal among residents in Obstetrics and Gynecology (OB/GYN) in the United States (US). BACKGROUND: Within the field of OB/GYN in the US, women are underrepresented in leadership positions despite representing the majority of physicians. We hypothesized that women do not identify leadership as a career goal as often as men do while in OB/GYN training and examined other associated factors. METHODS: We evaluated US OB/GYN resident goals via an IRB-approved survey emailed to the US OB/GYN Residency Program Coordinator listserv. Data were collected in REDCap. Cross-sectional descriptive and comparative analyses were completed. RESULTS: A total of 198 US OB/GYN residents completed the survey, including 170 women (86%) and 28 men (14%). The majority of respondents were from university programs (70%). Two-thirds of respondents reported an interest in pursuing a leadership position (n=133, 67%). Women were less likely to identify leadership as a goal compared to men (64% vs. 86%, P=.024). OB/GYN residents who reported receiving specific mentorship about leadership were more likely to report interest (81% vs. 53%, P<.001). Finally, women in programs in which three or more leadership positions were held by women were more likely to report interest in such roles themselves (76% vs. 60%, P=.047). DISCUSSION: Gender disparity among leadership is identifiable in goal-setting as early as residency training in OB/GYN. We recommend addressing this gap with specific mentorship and leadership-development curricula within OB/GYN residencies.