Obstacles to Promotion? Values of Women Faculty about Career Success and Recognition

Buckley, Lenore M.; Sanders, Karen M.; Shih, Margaret; Kallar, Surinder K.; Hampton, Carol L.

doi:10.1097/00001888-200003000-00021

Cited by 103 publications

(53 citation statements)

References 12 publications

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“…Several studies have indicated that female academic physicians spend a greater amount of time in these roles as opposed to research when compared with male academicians. 59,60 Quantifying time spent with residents and medical students participating in teaching capacities is often difficult, although faculty members in academic medicine have attempted to popularize the use of an ''Educators Portfolio'' to standardize these contributions.…”

Section: Discussionmentioning

confidence: 99%

Gender Disparities in Scholarly Productivity within Academic Otolaryngology Departments

Eloy

Svider

Chandrasekhar

et al. 2012

Otolaryngol.--head neck surg.

169

206

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Objective. To examine whether there are gender disparities in scholarly productivity within academic otolaryngology departments, as measured by academic rank and the h-index, a published, objective measure of research contributions that quantifies the number and significance of papers published by a given author.Study Design and Setting. Analysis of bibliometric data of academic otolaryngologists.Methods. Faculty listings from academic otolaryngology departments were used to determine academic rank and gender. The Scopus database was used to determine h-index and publication range (in years) of these faculty members. In addition, 20 randomly chosen institutions were used to compare academic otolaryngologists to faculty members in other surgical specialties.Results. Mean h-indices increased through the rank of professor. Among academic otolaryngologists, men had significantly higher h-indices than women, a finding also noted on examination of faculty members from other specialties. Men had higher research productivity rates at earlier points in their career than women did. The productivity rates of women increased and equaled or surpassed those of men later in their careers. Men had higher absolute h-index values at junior academic ranks. Women academic otolaryngologists of senior rank had higher absolute h-indices than their male counterparts.Conclusions. The h-index measures research significance in an objective manner and indicates that although men have higher overall research productivity in academic otolaryngology, women demonstrate a different productivity curve. Women produce less research output earlier in their careers than men do, but at senior levels, they equal or exceed the research productivity of men. Keywordsgender, gender disparity, h-index, academic promotion, academic productivity, faculty productivity, surgical faculty productivity, academic physician scientific productivity, academic rank determination, academic rank in surgical specialties Received July 13, 2012; revised September 19, 2012; accepted October 8, 2012. T he proportion of women pursuing careers in medicine has dramatically increased, as women now comprise nearly half of US medical students.1-6 Although this trend is consistent with societal strides in gender equality, further examination among specific medical disciplines reveals notable demographic differences. Women have disproportionately entered primary care and nonsurgical careers, while surgical specialties have traditionally had difficulty recruiting and retaining female trainees. 3,[7][8][9] In addition, women are underrepresented in academic practice

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Section: Discussionmentioning

confidence: 99%

Gender Disparities in Scholarly Productivity within Academic Otolaryngology Departments

Eloy

Svider

Chandrasekhar

et al. 2012

Otolaryngol.--head neck surg.

169

206

View full text Add to dashboard Cite

show abstract

“…34 Mentoring can improve career well-being and reduce work-family conflict. 10 Our program, like others, focused on addressing the key gender barriers to career success and satisfaction that women in medicine have reported, including a lack of mentors and role models, [13][14][15][16][17] work-life balance, 3,4 the constraints of gender roles, 5,17,35,36 sexism, 4,17,37 and exclusion from networking. 4,37,38 Our findings indicate that having female mentors available who have navigated these personal and professional challenges is a valuable resource to a female mentee.…”

Section: Discussionmentioning

confidence: 99%

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

Welch¹,

Jimenez²,

Walthall³

et al. 2012

Journal of Graduate Medical Education

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Background Women in medicine report many gender-specific barriers to their career success and satisfaction, including a lack of mentors and role models. The literature calls for innovative strategies to enhance mentorship for women in medicine. Objective To describe the content, perceived value, and ongoing achievements of a mentoring program for women in emergency medicine. Methods The program offered mentoring for female faculty and residents in an academic emergency medicine department. Volunteers participated in group mentoring sessions using a mosaic of vertical and peer mentoring. Sessions focused on topics specific to women in medicine. An anonymous, electronic survey was sent to women who participated during 2004–2010 to assess the perceived value of the program and to collect qualitative feedback. Preliminary achievements fulfilling the program's goals were tracked. Results A total of 46 women (64%) completed the survey. The results showed a positive perceived value of the program (average, 4.65 on a 5-point Likert scale) in providing mentors and role models (4.41), in offering a supportive environment (4.39), in providing discussions pertinent to both personal (4.22) and professional development (4.22), while expanding networking opportunities (4.07). Notable achievements included work on the creation of a family leave policy, establishing lactation space, collaboration on projects, awards, and academic advancement. Conclusion This innovative model for mentoring women is perceived as a valuable asset to the academic department and residency. It offers the unique combination of expanding a female mentor pool by recruiting alumni and using a mosaic of vertical and peer mentoring.

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“…1 Progress reports (Nathan et al, 2000;Nathan, 2002) have revealed that, despite these efforts, the largest remaining barriers for clinical investigators are continued lack of financial resources, over commitment, and lack of time. These issues are important and need to be addressed, as well as other less overt issues in physician-investigators' environments such as overwhelming regulatory requirements, conflicting roles between work and family, and institutional priorities that emphasize clinical service, which have an equal or greater bearing on the success and sustainability of physicians in clinical research careers (Buckley et al, 2000b;Andrews, 2002;Kupfer et al, 2002;Wolf, 2002).…”

Section: Introductionmentioning

confidence: 99%

Viewing Clinical Research Career Development Through the Lens of Social Cognitive Career Theory

Bakken

Byars‐Winston

Wang

2006

Adv Health Sci Educ Theory Pract

103

115

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Issues such as, over commitment, insufficient time, and lack of funding, threaten physicians' entry and sustainability in a research career pathway. Social cognitive career theory is presented as a conceptual framework to critically examine the limitations of the National Institutes of Health's (NIH) efforts to promote the career development of physician-scientists. Special attention is given to the unique challenges of promoting this career pathway for women and underrepresented minorities. The authors propose enhanced recommendations for the career development of physician-scientists and research questions for future studies and program development aimed at advancing the nation's efforts to promote clinical research.

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Obstacles to Promotion? Values of Women Faculty about Career Success and Recognition

Cited by 103 publications

References 12 publications

Gender Disparities in Scholarly Productivity within Academic Otolaryngology Departments

Gender Disparities in Scholarly Productivity within Academic Otolaryngology Departments

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

Viewing Clinical Research Career Development Through the Lens of Social Cognitive Career Theory

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