Parental Leave in Graduate Medical Education: Recommendations for Reform

Vassallo, Patricia; Jeremiah, Jennifer; Leanne, F; Dubois, L.; Simmons, Debra L.; Chretien, Katherine C.; Amin, Alpesh; Coleman, David L.; Collichio, Frances A.

doi:10.1016/j.amjmed.2018.11.006

Cited by 37 publications

(41 citation statements)

References 17 publications

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“…Surgical residents and residents in programs with male leadership perceive less support of pregnancies during training 26 . However, the influx of female residents into medical school and training programs as well as the Accreditation Council for Graduate Medical Education (ACGME) Common Program Requirements for trainee well‐being drive the need to define family leave and meet the needs of trainee parents 27 . In 2017, a group of internal medicine physicians in positions of leadership within medical schools and residency departments at multiple institutions formed the Family Leave Workgroup to define family leave in graduate medical education (GME) 27 .…”

Section: Discussionmentioning

confidence: 99%

Women in Otolaryngology: Experiences of Being Female in the Specialty

et al. 2020

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Objectives A broad survey of women otolaryngologists on the current state of the field, including opportunities for advancement, support of family leave, and prevalence of harassment, has not been performed since 1998. An update on the experiences of female otolaryngologists is vital to continue to advance the specialty. Study Design Anonymous web‐based survey. Methods Survey of members of the Women in Otolaryngology (WIO) section of the American Academy of Otolaryngology–Head and Neck Surgery (all members of the AAO‐HNS that identify as female are automatically members of this section). Distributed via AAO‐HNS. Results Five hundred thirty‐five responses out of 2303 total WIO members (response rate of 23.2%). Respondents ranged in age from 25 to >65 years. Respondents reported that in the residency programs they attended, 29% of residents, 13% of faculty, and 7% of department leaders were women. Forty‐four percent disagreed that their department leaders and 39% disagreed that their male co‐residents were supportive of women starting families in training. Younger respondents were more likely to feel that their department leaders were supportive of female residents, maternity leave, etc. Harassment in the current work environment did not differ by age; 53% reported harassment‐free, 31% subtle undertones, 8% noticeable tones, 2% significant harassment. Harassment in the workplace varied by region; the greatest level of harassment was in the Midwest. Conclusions Women otolaryngologists continue to experience harassment in the workplace. It is encouraging that younger otolaryngologists feel more supported by their departments in both their careers and their personal lives. This survey highlights critical areas for continued growth within our specialty. Level of Evidence IV Laryngoscope, 131:E380–E387, 2021

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Section: Discussionmentioning

confidence: 99%

Women in Otolaryngology: Experiences of Being Female in the Specialty

et al. 2020

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“…While leave policies are often set at the institutional or medical school level, department leadership can be strong advocates for fostering change to institutional policies. Faculty leadership should consider a 6‐ to 8‐week parental leave policy separate of vacation or sick leave, access to FMLA regardless of level of training, and parental leave for non–birth parents . Fair and transparent family leave or significant life event policies should provide adequate compensation and the option for flexible scheduling and graduated return to work .…”

Section: Retention Strategiesmentioning

confidence: 99%

Gender Disparities in Academic Emergency Medicine: Strategies for the Recruitment, Retention, and Promotion of Women

Agrawal

Madsen

Lall

et al. 2019

AEM Education and Training

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Although women comprise half of all medical students, the number of female academic emergency medicine (EM) physicians remains at approximately 27%. In addition, despite having equivalent credentials, female EM faculty remain underrecognized and undercompensated when compared to their male counterparts. Recent studies have shown superior outcomes among patients treated by EM physicians who are women; however, disparities in advancement persist. This white paper, prepared on behalf of the Academy for Women in Academic Emergency Medicine, describes recent evidence demonstrating gender disparities in the EM workforce including content presented at the 2019 Society for Academic Emergency Medicine Annual Scientific Meeting. The authors describe strategies to address the identified problems. Specific recommendations include individual as well as institutional/systems-level approaches to creating directed programming and initiatives to recruit, support, and promote women at all aspects of the career continuum.

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“…[4][5][6] Parenting-related considerations can affect specialty and program choice as well as the training experience, including the possibility of extending the duration of training. [7][8][9][10] However, trainee perceptions about parenting challenges and resources are not completely understood. Most studies examining trainees with children focus on 1 specialty 9,[11][12][13][14][15][16] or examine 1 aspect of parenting-parental leave, [17][18][19][20] childcare, 1 or lactation.…”

Section: Introductionmentioning

confidence: 99%

Parenting While in Training: A Comprehensive Needs Assessment of Residents and Fellows

Magudia¹,

Ng²,

Bick

et al. 2020

Journal of Graduate Medical Education

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Background Parenting issues can affect physicians' choice of specialty or subspecialty, as well as their selection of individual training programs, because of the distinctive challenges facing residents and fellows with children. Specific information about how residents perceive these challenges is limited. Objective We sought to better understand the challenges associated with parenting during residency and fellowship training in order to inform policy and research. Methods In 2017, a voluntary online questionnaire was distributed to all 2214 Partners HealthCare graduate medical education trainees across 285 training programs. The survey queried attitudes of and about trainees with children and assessed needs and experiences related to parental leave, lactation, and childcare. Responses were compared between subgroups, including gender, surgical versus nonsurgical specialty, parental status, and whether the respondent was planning to become a parent. Results A total of 578 trainees (26%) responded to the questionnaire. Of these, 195 (34%) became parents during training. An additional 298 (52%) planned to become parents during training. Respondents overwhelmingly agreed that their institution should support trainees with children (95%) and that doing so is important for trainee wellness (98%). However, 25% felt that trainees with children burden trainees without children. Childcare access, affordability, and availability for sufficient hours were identified as key challenges, along with issues related to parental leave, lactation facilities, and effect on peers. Conclusions This survey highlights trainees' perspectives about parenting during their clinical training, signaling parental leave, lactation facilities, and childcare access and affordability as particular challenges and potential targets for future interventions.

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Parental Leave in Graduate Medical Education: Recommendations for Reform

Cited by 37 publications

References 17 publications

Women in Otolaryngology: Experiences of Being Female in the Specialty

Women in Otolaryngology: Experiences of Being Female in the Specialty

Gender Disparities in Academic Emergency Medicine: Strategies for the Recruitment, Retention, and Promotion of Women

Parenting While in Training: A Comprehensive Needs Assessment of Residents and Fellows

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