Flexibility in Faculty Work-Life Policies at Medical Schools in the Big Ten Conference

Abstract

Purpose: Women lag behind men in several key academic indicators, such as advancement, retention, and securing leadership positions. Although reasons for these disparities are multifactorial, policies that do not support work-life integration contribute to the problem. The objective of this descriptive study was to compare the faculty work-life policies among medical schools in the Big Ten conference. Methods: Each institution's website was accessed in order to assess its work-life policies in the following areas: maternity leave, paternity leave, adoption leave, extension of probationary period, part-time appointments, parttime benefits (specifically health insurance), child care options, and lactation policy. Institutions were sent requests to validate the online data and supply additional information if needed. Results: Each institution received an overall score and subscale scores for family leave policies and part-time issues. Data were verified by the human resources office at 8 of the 10 schools. Work-life policies varied among Big Ten schools, with total scores between 9.25 and 13.5 (possible score: 0-21; higher scores indicate greater flexibility). Subscores were not consistently high or low within schools. Conclusions: Comparing the flexibility of faculty work-life policies in relation to other schools will help raise awareness of these issues and promote more progressive policies among less progressive schools. Ultimately, flexible policies will lead to greater equity and institutional cultures that are conducive to recruiting, retaining, and advancing diverse faculty.

The Women in Emergency Medicine Mentoring Program: An Innovative Approach to Mentoring

“…32 Additionally, a core group of residents and faculty established dedicated lactation space in the emergency departments at 2 hospitals. Actively nominating women for awards has resulted in 2 departmental, 2 institutional, and 1 national award for female faculty and residents.…”

Sex Differences in Faculty Rank Among Academic Cardiologists in the United States

“…Previous work has identified several drivers of sex differences in academic rank in medicine, including asymmetric home and childcare responsibilities between men and women, 21,22 lack of effective mentorship and role models for women, 23–25 lack of institutional support—particularly for early career female researchers 5 —inconsistent offering of alternative, and part-time tenure tracks for non-researchers, 26–29 sex bias favoring men in the NIH award application review process generally, and for RO1 awards and repeat funding in particular, 17,18 attrition of female academics at higher levels in the academic hierarchy, 30 overt sex discrimination, and unconscious sex bias. 8,12,13,25,30 Female cardiologists report having to contend with many of these challenges.…”

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“…Providing faculty with opportunities to disengage clinically and spend time with loved ones when needed without suffering consequences, including “stop‐the‐clock policies” for tenure and promotion, would enhance work–life integration. Additionally, allowing faculty increased control over their schedules, establishing a culture of teamwork and positive relationships, and conducting periodic wellness assessments with reflective adjustments can also help combat burnout …”