Pregnancy and parental leave among obstetrics and gynecology residents: results of a nationwide survey of program directors

Hariton, Eduardo; Matthews, Blake; Burns, Abigail; Akileswaran, Chitra; Berkowitz, Lori R.

doi:10.1016/j.ajog.2018.04.017

Cited by 57 publications

(50 citation statements)

References 16 publications

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“…In a recently published survey of obstetrics and gynecology PDs that did not differentiate between male and female residents, 82.8% of PDs thought becoming a parent negatively affected resident performance, and 50.9% thought becoming a parent decreased resident well-being. 13 General surgery PDs similarly report that having children negatively influences female residents' work compared to male residents (61% vs 34%) and that having children during residency somewhat or significantly diminishes well-being of female surgical residents more than male residents (31% vs 9%). 8 Given the number of residents who become parents during residency, anticipating and meeting the needs of this growing group is imperative to ensure family medicine training supports residents' well-being and facilitates adequate learning opportunities.…”

Section: Discussionmentioning

confidence: 98%

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Perceptions of Parenting Residents Among Family Medicine Residency Directors

Morris

Lindbloom

Kruse

et al. 2018

Fam Med

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Background and Objectives: Parenting during residency is increasingly common, and resident parents face unique demands on their time and emotional and cognitive resources. Physicians at all levels of training perceive negative impacts of parenting on career and family life. Surveys of program directors (PDs) in other specialties reveal concern about performance and quality of life of parenting residents. The primary aims of this study were to examine family medicine PDs’ perceptions of parenting residents’ performance and the adequacy of parenting support structures. Methods: Data were collected from the 2017 Council of Academic Family Medicine (CAFM) Educational Research Alliance (CERA) Family Medicine Residency Program Directors survey. Directors provided the number and status of parenting residents and rated adequacy of parenting resources, resident performance, and impact of parenting on residents using a Likert scale. Results were compared between male/female PDs and male/female residents. Results: Response rate was 57.1%. Less than half of PDs reported adequate parenting support structures in their program (46%). Over 40% of PDs reported that 81%-100% of female residents who take parental leave end up extending their residency training, the most common response category. PDs did not report gender-based differences in performance of parenting residents. PDs most often reported significantly worse well-being for female parenting residents but perceived improved well-being of male parents. Conclusions: Less than half of family medicine PDs feel their program has adequate parenting resources. Female parenting residents commonly extend residency training. PDs perceive parenting negatively impacts well-being of female residents, but not male residents.

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Section: Discussionmentioning

confidence: 98%

“…The lack of specific parental leave policies has been documented across specialty training programs and is associated with career dissatisfaction in general surgery residents. 1,11,13 Further studies are warranted to elucidate the relationships between other specific support structures and resident performance and well-being.…”

Section: Discussionmentioning

confidence: 99%

Perceptions of Parenting Residents Among Family Medicine Residency Directors

Morris

Lindbloom

Kruse

et al. 2018

Fam Med

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“…Barriers to childbearing and early childrearing during residency are multifactorial and include a variety of administrative, logistical, regulatory, and political challenges. Reported barriers include inadequate parental leave policies, lack of perceived institutional support for new parents, inflexibility of scheduling upon return to work, limited access to scheduled and emergency childcare, and lack of adequate lactation support for working mothers . With these barriers, it is not surprising that resident physicians report decreased career satisfaction after childbirth, especially in procedural specialties, which are more likely to have shortened maternity leaves .…”

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confidence: 99%

The Birth of a Return to work Policy for New Resident Parents in Emergency Medicine

Gordon

Sebok‐Syer

Dohn

et al. 2019

Academic Emergency Medicine

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Objective: With the rising number of female physicians, there will be more children than ever born in residency, and the current system is inadequate to handle this increase in new resident parents. Residency is stressful and rigorous in isolation, let alone when pregnant or with a new child. Policies that ease these stressful transitions are generally either insufficient or do not exist. Therefore, we created a comprehensive return-to-work policy for resident parents and piloted its implementation. Our policy aims to: 1) establish a clear, shared understanding of the regulatory and training requirements as they pertain to parental leave; 2) facilitate a smooth transition for new parents returning to work; and 3) summarize the local and institutional resources available for both males and females during residency training.Method: In Fall 2017, a task force was convened to draft a return-to-work policy for new resident parents. The task force included nine key stakeholders (i.e., residents, faculty, and administration) at our institution and was made up of three graduate medical education (GME) program directors, a vice chair of education, a designated institutional official (DIO), a chief resident, and three members of our academic department's faculty affairs committee. The task force was selected because of individual expertise in gender equity issues, mentorship of resident parents, GME, and departmental administration.Results: After development, the policy was piloted from November 2017 to June 2018. Our pilot implementation period included seven new resident parents. All of these residents received schedules that met the return-to-work scheduling terms of our return-to-work policy including no overnight shifts, no sick call, and no more than three shifts in a row. Of equal importance, throughout our pilot, the emergency department schedules at all of our clinical sites remained fully staffed and our sick call pool was unaffected. Conclusion:Our return-to-work policy for new resident parents provides a comprehensive guide to training requirements and family leave policies, an overview of available resources, and a scheduling framework that makes for a smooth transition back to clinical duties.

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“…2, [14][15][16] Policies within medical schools 17 and among both obstetrics and gynecology residency training programs and academic surgeons, however, often fail to align with these expressed ideals. 18,19 For example, a lack of paid maternity leave may undermine the likelihood that women meet recommendations for exclusive breastfeeding and, as the APHA itself has argued, may perpetuate inequities among lowerincome women, who cannot afford to take unpaid time off. 20 A recent study of family and childbearing leave policies at top US medical schools found the mean length of full salary support during childbearing leave was 8.6 weeks-well short of either the 12 weeks endorsed by the American Academy of Pediatrics or the 14 weeks recommended by the APHA to support breastfeeding and the overall health of new mothers and their infants.…”

mentioning

confidence: 99%

Parental Leave, Lactation, and Childcare Policies at Top US Schools of Public Health

et al. 2019

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Objectives. To describe policies related to parental leave, breastfeeding, and childcare for faculty and staff at top schools of public health in the United States.Methods. We identified the top 25 schools of public health from the US News and World Report rankings. We reviewed each institutional Web site to identify publicly available policies as of July 2018.Results. For birth mothers, 80% (20/25) of the schools provided paid childbearing leave to faculty (mean = 8.2 weeks), and 48% (12/25) provided paid childbearing leave for staff (mean = 5.0 weeks). For nonbirth parents, 68% (17/25) provided paid parental leave for faculty and 52% (13/25) for staff (range = 1-15 weeks). We found that 64% (16/25) of the schools had publicly available lactation policies, and 72% (18/25) of the schools had at least 1 university-run on-campus childcare center.Conclusions. The majority of top US schools of public health provide paid leave to faculty birth mothers. However, most schools fall short of the 14 weeks recommended by the ). Reprints can be ordered at http://www. ajph.org by clicking the "Reprints" link.

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Pregnancy and parental leave among obstetrics and gynecology residents: results of a nationwide survey of program directors

Cited by 57 publications

References 16 publications

Perceptions of Parenting Residents Among Family Medicine Residency Directors

Perceptions of Parenting Residents Among Family Medicine Residency Directors

The Birth of a Return to work Policy for New Resident Parents in Emergency Medicine

Parental Leave, Lactation, and Childcare Policies at Top US Schools of Public Health

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