scholarly journals The Importance of Female Mentors and Safety in the Workplace to Female Otolaryngology Applicants When Creating Rank Lists

2021 ◽  
pp. 014556132110298
Author(s):  
Madeline Goosmann ◽  
Amy M. Williams ◽  
Jeewanjot Grewal ◽  
Jena Patel ◽  
Lamont Jones ◽  
...  
Keyword(s):  
Career Development ◽  
Electronic Mail ◽  
Geographic Location ◽  
Program Directors ◽  
Demographic Information ◽  
Leadership Positions ◽  
Training Environment ◽  
Rank List ◽  
Research Mentor ◽  
Disproportionate Number

Objectives: The aim of this research is to understand the importance of female career mentors, research mentors, co-residents, and program directors/chairs to current female otolaryngology residents when applying to residency. The importance of safety in the workplace was also investigated. Methods: Surveys were sent via electronic mail to 119 programs, and program directors were asked to distribute them to female residents. Using the Likert scale, participants ranked the importance of various factors when creating a rank list, in particular, importance of safety in the workplace and importance of female mentors in various leadership positions. Demographic information, geographic location, LGBTQ identification, and fellowship plans were also collected. Results: There were 62 participants nationally. Eighty-seven percent (n = 54) of participants stated that having at least 1 female attending and having female co-residents was “very important” or “important” when ranking programs. A number of respondents replied that having a female career development mentor (38.7% [n = 24] and 43.5% [n = 27]), female program director or chair (4.8% [n = 3] and 16.1% [n = 10]), and female research mentor (12.9% [n = 8] and 29% [n = 18]) was “very important” or “important,” respectively. Ninety-three percent (n = 58) replied that feeling safe in their training environment was “very important” or “important.” Conclusion: Having female mentors as well as safety in the workplace in residency is important to a vast majority of residents and applicants when creating a rank list. Programs with women in these roles may gain a disproportionate number of female residents because they may be more desirable places than those without women in these roles.

Women in Leadership Positions in Academic Cardiology: A Study of Program Directors and Division Chiefs

2019 ◽  
Vol 28 (2) ◽  
pp. 225-232 ◽  
Author(s):  
Muhammad Shahzeb Khan ◽  
Muhammad Shariq Usman ◽  
Tariq Jamal Siddiqi ◽  
Muhammad Talha Ayub ◽  
Kaneez Fatima ◽  
...  
Keyword(s):  
Program Directors ◽  
Women In Leadership ◽  
Leadership Positions

scholarly journals Exploring the Opportunities and Challenges of Female Health Leaders in Three Regional States of Ethiopia: A Phenomenological Study

2021 ◽  
Author(s):  
Sualiha Abdulkader Muktar ◽  
Binyam Fekadu Desta ◽  
Heran Demissie ◽  
Wubishet Kebede Heyi ◽  
Elias Mamo Gurmamo ◽  
...  
Keyword(s):  
Career Development ◽  
Women Leaders ◽  
Low Income ◽  
Organizational Support ◽  
Health Sector ◽  
Qualitative Inquiry ◽  
Organizational Level ◽  
Leadership Positions ◽  
Use Of Resources ◽  
Societal Norms

Abstract Background: Gender equity involves fairness in all aspects of life for women and men and is usually determined by social, political, economic, and cultural contexts. The proportion of female leaders in healthcare within the health sector is low. The aim of this study was to explore and describe the experiences, opportunities, and challenges faced by women in their path towards becoming leaders within the health sector.Methods: This study was conducted using the phenomenological method of qualitative inquiry. A purposive sampling technique was used to identify six women leaders. Semi-structured interviews were conducted through telephone by the investigators. The qualitative data analysis was conducted parallel with data collection using steps of thematic analysis.Results: This study identified individual, societal, and organizational level opportunities and challenges that had an influence on the career paths of female health leaders in Ethiopia. The leadership positions were an opportunity in the career development of women who had long-term goals, were known for their empathy, and exercised wise use of resources. In addition, women who had the support of close family members and their peers are more likely to compete and rise to leadership positions. Furthermore, women who received organizational support in the form of affirmative action, training, development, and recognition also tended to rise to leadership positions. However, women who assumed leadership positions but whose day-to-day decision-making was influenced by their supervisors, those who had experienced sexual harassment, and those under the influence of societal norms were less likely to attain leadership positions.Conclusion: This study explored the opportunities and challenges of women leaders in the health sector in a low-income country. The findings highlight individual, social, organizational, and societal factors influencing the career development of women leaders. Therefore, enhancing the leadership capacity of women, and improving social and organizational support is recommended. In addition, addressing the low level of self-image among women and patriarchal societal norms at the community level is recommended.

scholarly journals Sex Differences in Faculty Rank and Leadership Positions Amongst Hematologists and Oncologists in United States: A Cross-Sectional Study

Blood ◽  
2019 ◽  
Vol 134 (Supplement_1) ◽  
pp. 3399-3399
Author(s):  
Irbaz Riaz ◽  
Rabbia Siddiqi ◽  
Umar Zahid ◽  
Urshila Durani ◽  
Kaneez Fatima ◽  
...  
Keyword(s):  
United States ◽  
Sex Differences ◽  
Clinical Experience ◽  
Program Directors ◽  
Leadership Positions ◽  
H Index ◽  
Full Professorship ◽  
Adjusted Model ◽  
Stratified Analysis ◽  
Multivariable Adjusted Model

Introduction: We have previously reported underrepresentation of female faculty at senior academic ranks in hematology/oncology (H/O). In this analysis we aimed to investigate the influence of sex in attaining leadership positions amongst academic hematologists/oncologists in United States. Methods: Faculty members were identified at 146 H/O fellowship programs listed on fellowship and residency electronic interactive database (FREIDA.) Data was collected on demographics, academic rank and research output using Doximity and Scopus databases. We compared the unadjusted characteristics of men and women by using two-sided t-tests and χ2 tests where appropriate. In primary analysis, logistic regression models were used to evaluate sex differences on probability of having full professorship (versus assistant and associate professorship) and of achieving leadership positions including division chief, Program Director (PD) and Associate Program Director (APD). Adjusted models included the following variables: clinical experience in years, number of publications, h-index, appointment at top 20 hospital, clinical trial investigator status and National Institutes of Health funding. Stratified analysis was performed adjusting for duration of clinical experience (≤15 vs >15 years) Results: Fewer women were full Professors (21.9% vs 78.1%), division chiefs (16.7% vs 83.3%), and PDs (30.5% vs 69.5) but the number was similar for Associate Program Directors (47.1% vs 52.9%). In a univariate unadjusted model, women were less likely to be full professors compared to men (OR 0.39; 95% confidence interval [CI], 0.31-0.48; P<.001). However, in the multivariable adjusted model no statistically significant sex difference in full professorship was found (OR 1.05; 95% CI 0.71, 1.57; P=.85; Table). The likelihood of full professorship was positively associated with clinical experience in years, number of first/last author publications, h-index, and being a primary investigator on at least one clinical trial.In a univariate unadjusted model, women were less likely to be division chiefs as compared to males (OR 0.35; 95% CI, 0.16, 0.80; P=.01). However, in the multivariable adjusted model, there was no statistically significant sex difference in achieving the position of division chief (OR 0.57; 95% CI 0.20, 1.58; P=.28; Table). No significant difference was found between females and males for being program directors or associate program directors in both univariate and multivariate analysis. Similarly, a stratified analysis adjusting for duration of clinical experience (≤15 vs >15 years) found no significant sex differences in attaining leadership position (Table) Conclusion: We found that women are underrepresented at higher academic ranks and in leadership positions in hematology/oncology, but that sex is not a significant negative predictor to women obtaining leadership positions after correcting for traditional predictors of academic success. However, "non-traditional" and therefore less measurable and analyzable factors such as networking, mentorship, sponsorship, gender bias, balancing work and home responsibilities and many others may contribute and should be further investigated. Disclosures No relevant conflicts of interest to declare.

scholarly journals Perceptions on Diversity in Cardiology: A Survey of Cardiology Fellowship Training Program Directors

2020 ◽  
Vol 9 (17) ◽  
Author(s):  
Anna Lisa Crowley ◽  
Julie Damp ◽  
Melanie S. Sulistio ◽  
Kathryn Berlacher ◽  
Donna M. Polk ◽  
...  
Keyword(s):  
Training Program ◽  
Training Programs ◽  
Critical Role ◽  
Program Directors ◽  
Fellowship Training ◽  
Fellowship Program ◽  
Rank List ◽  
Fellowship Training Program ◽  
Definition Of ◽  
Diversity Enhancement

Background The lack of diversity in the cardiovascular physician workforce is thought to be an important driver of racial and sex disparities in cardiac care. Cardiology fellowship program directors play a critical role in shaping the cardiology workforce. Methods and Results To assess program directors’ perceptions about diversity and barriers to enhancing diversity, the authors conducted a survey of 513 fellowship program directors or associate directors from 193 unique adult cardiology fellowship training programs. The response rate was 21% of all individuals (110/513) representing 57% of US general adult cardiology training programs (110/193). While 69% of respondents endorsed the belief that diversity is a driver of excellence in health care, only 26% could quote 1 to 2 references to support this statement. Sixty‐three percent of respondents agreed that “our program is diverse already so diversity does not need to be increased.” Only 6% of respondents listed diversity as a top 3 priority when creating the cardiovascular fellowship rank list. Conclusions These findings suggest that while program directors generally believe that diversity enhances quality, they are less familiar with the literature that supports that contention and they may not share a unified definition of "diversity." This may result in diversity enhancement having a low priority. The authors propose several strategies to engage fellowship training program directors in efforts to diversify cardiology fellowship training programs.

Abstract 103: Women in Leadership Positions in Academic Cardiology: A Study of Program Directors and Division Chiefs

2018 ◽  
Vol 11 (suppl_1) ◽  
Author(s):  
Muhammad Shahzeb Khan ◽  
Kaneez Fatima ◽  
Muhammad Talha Ayub ◽  
Muhammad Shariq Usman ◽  
Tariq Jamal Siddiqi ◽  
...  
Keyword(s):  
Program Directors ◽  
The United States ◽  
Women In Leadership ◽  
Program Director ◽  
Lower Percentage ◽  
Full Professor ◽  
Academic Rank ◽  
Leadership Positions ◽  
Significant Difference

Background: Cross-sectional studies demonstrate that women are often under-represented in key-leadership roles. We sought to examine the proportion of women in cardiology leadership positions and to compare the findings with the disparity prevalent in the overall cardiology faculty. Furthermore, we aspired to compare the proportion of women in leadership positions to the proportion in which they entered the cardiology field. Methods: Cardiology fellowship training programs of all teaching hospitals of the United States were identified from Fellowship and Residency Electronic Interactive Database (AMA FREIDA). Program directors and division chiefs were identified from the institutions’ websites, and their research statistics and years of graduation were extracted from Scopus and Doximity. Results: Data of all (n=512) cardiology fellowship program directors, as well as 69% (n=140) of cardiology division chiefs were collected. A lower percentage of women held the role of division chief (5% vs. 95%) or program director (14% vs. 86%). However, when compared to the proportion of women in the 1992 fellowship cohort, women were significantly overrepresented in the role of program directors, with no significant difference in representation at the level of division chief. When compared to the overall cardiology faculty, program directors had significantly more publications and were more likely to have an academic rank of full professor (40% vs. 28%) or associate professor (37% vs. 23%). Male program directors had a significantly higher number of research publications, H-index and academic rank than their female counterparts; however, such difference was not seen at the level of division chief. Conclusion: Gender disparity is present in both cardiology program director and division chief roles. However, when compared to the historical cohort, significant overrepresentation of women was seen in the program director position, while proportionate representation was seen in the division chief role.

scholarly journals Awareness of Bullying in Residency: Results of a National Survey of Internal Medicine Program Directors

2018 ◽  
Vol 10 (2) ◽  
pp. 209-213 ◽  
Author(s):  
Manasa S. Ayyala ◽  
Saima Chaudhry ◽  
Donna Windish ◽  
Denise Dupras ◽  
Shalini T. Reddy ◽  
...  
Keyword(s):  
Internal Medicine ◽  
Medical Education ◽  
Learning Environment ◽  
National Survey ◽  
Negative Impact ◽  
Geographic Location ◽  
Program Directors ◽  
Residency Programs ◽  
Annual Survey ◽  
Program Characteristics

ABSTRACT Background  Bullying of medical trainees is believed to occur more frequently in medical education than once thought. Objective  We conducted a survey to understand internal medicine program director (PD) perspectives and awareness about bullying in their residency programs. Methods  The 2015 Association of Program Directors in Internal Medicine (APDIM) annual survey was e-mailed to 368 of 396 PDs with APDIM membership, representing 93% of internal medicine residency programs. Questions about bullying were embedded within the survey. Bivariate analyses were performed on PD and program characteristics. Results  Of a total of 368 PD APDIM members, 227 PDs (62%) responded to the survey. Less than one-third of respondents (71 of 227, 31%) reported being aware of bullying in their residency programs during the previous year. There were no significant differences in program or PD characteristics between respondents who reported bullying in their programs and those who did not (gender, tenure as PD, geographic location, or specialty, all P &gt; .05). Those who acknowledged bullying in their program were more likely to agree it was a problem in graduate medical education (P &lt; .0001), and it had a significant negative impact on the learning environment (P &lt; .0001). The majority of reported events entailed verbal disparagements, directed toward interns and women, and involved attending physicians, other residents, and nurses. Conclusions  This national survey of internal medicine PDs reveals that a minority of PDs acknowledged recent bullying in their training programs, and reportedly saw it as a problem in the learning environment.

scholarly journals Examining the Factors Influencing Applicants’ Placement on One General Surgery Program’s Rank Order List

2022 ◽  
pp. 000313482110680
Author(s):  
Alexandra Hahn ◽  
Jessica Gorham ◽  
Alaa Mohammed ◽  
Brian Strollo ◽  
George Fuhrman
Keyword(s):  
Student Performance ◽  
Rank Order ◽  
Univariate Analysis ◽  
Geographic Location ◽  
Geographic Region ◽  
Rank List ◽  
Usmle Step ◽  
Clerkship Grade ◽  
Residency Application ◽  
Letters Of Recommendation

Purpose Surgery residency applications include variables that determine an individual’s rank on a program’s match list. We performed this study to determine which residency application variables are the most impactful in creating our program’s rank order list. Methods We completed a retrospective examination of all interviewed applicants for the 2019 match. We recorded United States Medical Licensing Examinations (USMLE) step I and II scores, class quartile rank from the Medical Student Performance Evaluation (MSPE), Alpha Omega Alpha (AOA) membership, geographic region, surgery clerkship grade, and grades on other clerkships. The MSPE and letters of recommendation were reviewed by two of the authors and assigned a score of 1 to 3, where 1 was weak and 3 was strong. The same two authors reviewed the assessments from each applicant’s interview and assigned a score from 1-5, where 1 was poor and 5 was excellent. Univariate analysis was performed, and the significant variables were used to construct an adjusted multivariate model with significance measured at P < .05. Results Univariate analysis for all 92 interviewed applicants demonstrated that USMLE step 2 scores ( P = .002), class quartile rank ( P = .004), AOA status ( P = .014), geographic location ( P < .001), letters of recommendation ( P < .001), and interview rating ( P < .001) were significant in predicting an applicant’s position on the rank list. On multivariate analysis only USMLE step 2 ( P = .018) and interview ( P < .001) remained significant. Conclusion USMLE step 2 and an excellent interview were the most important factors in constructing our rank order list. Applicants with a demonstrated strong clinical fund of knowledge that develop a rapport with our faculty and residents receive the highest level of consideration for our program.

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