Supporting Midcareer Women Faculty in Academic Medicine Through Mentorship and Sponsorship.
Supporting Midcareer Women Faculty in Academic Medicine Through Mentorship and Sponsorship.
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DOI：
10.1097/ceh.0000000000000419
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发表时间：
2022-07-01
影响因子：
1.8
通讯作者：
Safdar, Nasia
中科院分区：
文献类型：
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作者：
Keating, Julie A.;Jasper, Annie;Musuuza, Jackson;Templeton, Kim;Safdar, Nasia
职业中期女性教师面临着独特的职业挑战，这些挑战可能会受益于指导和赞助，但此类针对这一职业阶段需求的项目在学术医学领域很少见。许多处于职业生涯中期的教师需要有意识的个人职业规划，才能从学术医学的广泛选择中选择一条道路。模糊的晋升标准、因服务或公民任务而增加的工作量以及缺乏赞助都是阻碍职业中期教师成长为职业发展所需的高知名度角色的障碍。此外，女性职业中期教员所面临的问题可能会因偏见、家庭责任不成比例以及认可和资助方面的不平等等障碍而进一步加剧。这些障碍导致职业生涯中期女性教师的职业发展放缓和人员流失率更高，最终导致学术医学高级领导层中女性的代表性不足。在这里，我们描述了如何使用涉及个人（例如导师、受训者、赞助商）和部门/机构（例如院长、职业发展办公室）的指导计划来支持职业生涯中期的教师。我们还提供了建立指导计划的建议，并得到赞助商的补充支持，以满足女性职业中期教师的具体需求。强大的职业生涯中期指导计划可以支持个别教员的职业发展和参与，从而提高学术医学最高级别的多样性。
Mid-career women faculty face unique career challenges that may benefit from mentorship and sponsorship, yet such programs focused on the needs of this career phase are scarce in academic medicine. Many mid-career faculty require intentional and individual career planning to choose a path from the broad array of options in academic medicine. Ambiguous promotion criteria, increased workloads due to service or citizenship tasks, and a lack of sponsorship are among the barriers that inhibit mid-career faculty’s growth into the high-visibility roles needed for career advancement. In addition, issues faced by women mid-career faculty members may be further exacerbated by barriers such as biases, a disproportionate share of family responsibilities, and inequities in recognition and sponsorship. These barriers contribute to slower career growth and higher attrition among women mid-career faculty and ultimately an underrepresentation of women among senior leadership in academic medicine. Here, we describe how a mentoring program involving individuals (e.g., mentors, mentees, sponsors) and departments/institutions (e.g., deans, career development offices) can be used to support mid-career faculty. We also provide recommendations for building a mentoring program with complementary support from sponsors targeted towards the specific needs of women mid-career faculty. A robust mid-career mentoring program can support the career growth and engagement of individual faculty members and as a result improve the diversity of academic medicine’s highest ranks.