Career development for women in academic medicine - Multiple interventions in a department of medicine
Career development for women in academic medicine - Multiple interventions in a department of medicine
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DOI：
10.1001/jama.276.11.898
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发表时间：
1996-09-18
影响因子：
120.7
通讯作者：
Stobo, JD
中科院分区：
文献类型：
--
作者：
Fried, LP;Francomano, CA;Stobo, JD
目的.-确定医学学术系中女性基于性别的职业障碍，并报告纠正这些障碍的干预措施（由评估产生）以及这些干预措施的结果。设计。-干预研究，试验前后，通过结构化、自我管理的问卷评估教师的担忧和感知的变化。设置。-约翰·霍普金斯大学医学院医学系，马里兰州巴尔的摩。参与者。-全日制教师干预措施——从 1990 年到 1995 年采取多方面的干预措施，纠正女教师报告的基于性别的职业障碍，包括问题识别、领导力和教师教育，以及改善教师发展、指导和奖励以及减少孤立和结构性职业障碍的干预措施。主要成果措施——保留和晋升值得的女教师、工资公平、指导质量、减少与信息和同事的隔离、女教师融入科学界，并减少性别偏见的表现。结果-年轻女性被保留和晋升，扭转了以前的经验，副教授级别的女性人数在 5 年内增加了 550%（从 1990 年的 4 人增加到 1995 年的 26 人），中期 3 年随访显示，预计 10 年后仍将从事学术医学工作的女教员比例增加了 183%（从 23% [7/30] 1990 年上升到 1993 年的 65% [30/46]）。二分之一到三分之二的女教师报告称，在晋升的及时性、性别偏见的表现、获得教师发展所需信息的机会、隔离和薪资公平方面都有所改善。男性也报告称这些领域有所改善。结论。-此处报告的结果表明，女性职业发展有可能取得实质性进展，为此制定的机构战略可以成功地留住女性从事学术医学工作，而且此类干预措施可能使所有教师受益。长期干预似乎至关重要。
Objective.-To determine the gender-based career obstacles for women in an academic department of medicine and to report the interventions to correct such obstacles (resulting from the evaluation) and the results of these interventions,Design.-Intervention study, before-after trial, with assessment of faculty concerns and perceived change through structured, self-administered questionnaires.Setting.-The Department of Medicine, The Johns Hopkins University School of Medicine, Baltimore, Md.Participants.-Full-time faculty.Interventions.-Multifaceted intervention from 1990 through 1995 to correct gender-based career obstacles reported by women faculty, including problem identification, leadership, and education of faculty, and interventions to improve faculty development, mentoring, and rewards and to reduce isolation and structural career impediments.Main Outcome Measures.-Retention and promotion of deserving women faculty, salary equity, quality of mentoring, decreased isolation from information and colleagues, integration of women faculty into the scientific community, and decreased manifestations of gender bias.Results.-Junior women were retained and promoted, reversing previous experience, with a 550% increase in the number of women at the associate professor rank over 5 years (from 4 in 1990 to 26 in 1995), Interim 3-year follow-up showed a 183% increase in the proportion of women faculty who expected they would still be in academic medicine in 10 years (from 23% [7/30] in 1990 to 65% [30/46] in 1993). One half to two thirds of women faculty reported improvements in timeliness of promotions, manifestations of gender bias, access to information needed for faculty development, isolation, and salary equity, Men also reported improvements in these areas.Conclusions.-The outcomes reported here indicate that it is possible to make substantive improvements in the development of women's careers, that an institutional strategy to this end can be successful in retaining women in academic medicine, and that such interventions are likely to benefit all faculty. Long-term interventions appear essential.