Attitudes toward parental leave and breastfeeding during ophthalmology residency

Reilly, Grace R; Tipton, Caroline W; Liberman, Paulina; Berkenstock, Meghan

doi:10.1016/j.jcjo.2021.02.039

Cited by 7 publications

(7 citation statements)

References 17 publications

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“…Likewise, residents expressed concern for their loss of training time, perceiving that parental leave may lead to delayed program completion, loss of professional opportunities, and increased burden for coresidents . A majority of ophthalmology residents reported receiving negative feedback or actions regarding parenthood during training, and many residents do not feel fully supported by their colleagues in taking parental leave …”

Section: Introductionmentioning

confidence: 99%

“…3,[25][26][27] A majority of ophthalmology residents reported receiving negative feedback or actions regarding parenthood during training, and many residents do not feel fully supported by their colleagues in taking parental leave. [27][28][29][30][31] Currently, there are limited data on whether these negative perceptions and concerns are based on objective measures of performance of residents who take parental leave during training. In a single-center study of 25 ophthalmology residents, we previously reported no difference in any measures of resident performance between those who took parental leave and their peers.…”

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confidence: 99%

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Association Between Parental Leave and Ophthalmology Resident Physician Performance

et al. 2022

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ImportanceAlthough parental leave is essential in enhancing resident wellness and fostering inclusive workplace environments, residents may often feel discouraged from using parental leave owing to perceived stigma and concerns about possible negative effects on their training.ObjectiveTo examine parental leave usage across multiple institutions and compare residency performance metrics between residents who took parental leave vs their peers who did not take leave.Design, Setting, and ParticipantsThis was a retrospective cross-sectional analysis conducted from April 1, 2020, to July 28, 2022, of educational records. Multicenter data were obtained from 10 Accreditation Council for Graduate Medical Education (ACGME)–accredited ophthalmology programs across the US. Included ophthalmology residents graduated between 2015 and 2019. Data were analyzed from August 15, 2021, to July 25, 2022.ExposuresPerformance metrics of residents who used parental leave during residency were compared with those of residents who did not take parental leave.Main Outcomes and MeasuresMeasures of performance included the Ophthalmic Knowledge Assessment Program (OKAP) scores, ACGME milestones scores, board examination pass rates, research activity, and surgical volumes.ResultsOf the 283 ophthalmology residents (149 male [52.7%]) included in the study, 44 (15.5%) took a median (IQR) parental leave of 4.5 (2-6) weeks. There were no differences in average OKAP percentiles, research activity, average ACGME milestones scores, or surgical volume between residents who took parental leave and those who did not. Residents who pursued fellowship were less likely to have taken parental leave (odds ratio [OR], 0.43; 95% CI, 0.27-0.68; P &lt; .001), and residents who practiced in private settings after residency were more likely to have taken parental leave (OR, 3.56; 95% CI, 1.79-7.08; P &lt; .001). When stratified by sex, no differences were identified in performance between female residents who took parental leave compared with residents who did not take leave, except a mild surgical number difference in 1 subspecialty category of keratorefractive procedures (difference in median values, −2; 95% CI, −3.7 to −0.3; P = .03).Conclusions and RelevanceIn this multicenter cross-sectional study, no differences in performance metrics were identified between residents taking parental leave compared with their peers. These findings may provide reassurance to trainees and program directors regarding the unlikelihood, on average, that taking adequate parental leave will affect performance metrics adversely.

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Section: Introductionmentioning

confidence: 99%

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confidence: 99%

Association Between Parental Leave and Ophthalmology Resident Physician Performance

et al. 2022

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“…We sought to understand and describe current parental leave policies in neurology residencies and analyze perceived barriers to increasing the duration of paid leave. These important questions have not been well addressed in neurology in the way that they have been in surgical subspecialties [6][7][8][9][10] and medical subspecialities including psychiatry [11] and pediatrics [12,13]. Awareness of the most relevant barriers to increasing parental leave during neurology residency is critical to achieving better policies for trainees in our field, which could also lead to improved health outcomes for children and better experiences for the physician parent.…”

Section: Introductionmentioning

confidence: 99%

Barriers to increasing paid parental leave in U.S. neurology residencies: a survey of program directors

Conway,

Wang,

Prasad

2024

BMC Med Educ

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Background The American Board of Psychiatry and Neurology (ABPN) and the Accreditation Council for Graduate Medical Education (ACGME) require that residency programs allow at least 6 weeks of parental leave. The American Medical Association (AMA) recommends 12 weeks of paid parental leave. Despite these recommendations, there is little information about parental leave policies across U.S. neurology residencies. The objective of our study was to assess parental leave policies in U.S. adult neurology residencies and barriers to increasing the duration of leave. Methods We distributed an anonymous online survey to U.S. adult neurology program directors (PDs) to assess demographics, components and length of parental leave, perceived impact on residents’ clinical training and academic development, and barriers to increasing the length of leave. Results We contacted 163 PDs and received 54 responses (response rate of 33%). 87% reported policies for both childbearing and non-childbearing residents. The average maximal length of leave allowed without extension of training was 8.5 weeks (range 0–13) for childbearing and 6.2 weeks (range 0–13) for non-childbearing residents. Most PDs felt that parental leave had a positive impact on resident wellness and neutral impact on clinical competency, academic opportunities, and career development. The most common barriers to providing a 12-week paid policy were concerns about equity in the program (82%), staffing of clinical services (80%), and impact on clinical training (78%). Conclusions Although most programs in our study have parental leave policies, there is significant variability. Policies to improve parental leave should focus on addressing common barriers, such as additional solutions to staffing clinical services.

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confidence: 99%

“…Leave affects surgical training and research for residents, and many residents report negative feedback or actions from co-residents, attendings, and program directors for time taken for leave. (4) Family and maternity leave policies play a vital role in the psychological and physical well-being of mothers and their children. Paid maternity leave has been associated with decreased rates of postpartum depression, infant mortality, and readmission to the hospital for infants and mothers as well as improved attachment of infants to mothers and increased pediatric visit attendance.…”

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confidence: 99%

Maternity and family leave experiences among female ophthalmologists

Daly

Kraus

Campbell

et al. 2022

Preprint

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Objective: To evaluate family and maternity leave policies and examine the social and professional impacts on female ophthalmologists Participants: Participants were recruited through the Women in Ophthalmology online list-serv to complete a survey evaluating maternity leave policies and their impacts. Survey questions were repeated for each birth event after medical school for up to five birth events. Results: The survey was accessed 198 times, and 169 responses were unique. Most participants were practicing ophthalmologists (92.3%), with a minority in residency (5.3%), in fellowship (1.2%), on disability/leave (0.6%), or retired (0.6%). Most participants (78.3%) were within their first ten years of practice. Experiences were recorded for each leave event, with 169 responses for the first leave, 120 for the second, 28 for the third, and 2 for the fourth. Nearly half of participants reported the information they received about maternity leave to be somewhat or extremely inadequate (first: 49.7%; second: 42.1%; third: 40.9%). Many reported a greater sense of burnout after returning to work (first: 60.9%, second: 58.3%, third: 45.5%). A minority of participants received full pay during the first through third maternity leave events, 39%, 27%, and 33%, respectively. About a third of participants reported being somewhat or very dissatisfied with their maternity leave experience (first: 42.3%, second: 35.0%; third: 27.3%). Conclusions: Female ophthalmologists have varying experiences with maternity leave, but many encounter similar challenges. This study demonstrates that many women receive inadequate information about family leave, desire more weeks of leave, experience a wide variation in pay practices, and lack support for breastfeeding. Understanding the shared experiences of women in ophthalmology identifies areas where improvements are needed in maternity leave practices within the field to create a more supportive environment for physician mothers.

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Attitudes toward parental leave and breastfeeding during ophthalmology residency

Cited by 7 publications

References 17 publications

Association Between Parental Leave and Ophthalmology Resident Physician Performance

Association Between Parental Leave and Ophthalmology Resident Physician Performance

Barriers to increasing paid parental leave in U.S. neurology residencies: a survey of program directors

Maternity and family leave experiences among female ophthalmologists

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