Peer Mentoring to Overcome Obstacles for Midcareer Women Clinician-Scientists in Academic Medicine

同行指导克服学术医学领域职业中期女性临床医生科学家的障碍

• 批准号: 10093329
• 负责人: Reshma Jagsi
• 金额: $ 34.32万
• 依托单位: UNIVERSITY OF MICHIGAN AT ANN ARBOR
• 依托单位国家: 美国
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-09-21 至 2025-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10093329
• 关键词: Address; Aptitude; Area; Attention; Automobile Driving; Awareness; Baseline Surveys; Biomedical Research; Career Mobility; Categories; Climate; Clinical; Disadvantaged; Educational Curriculum; Ensure; Ethnic Origin; Evidence based intervention; Faculty; Female; Financial compensation; Future Generations; Gender; Glean; Grant; Home environment; Individual; Influentials; Intervention; Interview; K-Series Research Career Programs; Knowledge; Leadership; Learning; Lesbian Gay Bisexual Transgender Queer; Medical Students; Medicine; Mentored Patient-Oriented Research Career Development Award; Mentorship; Methods; Modeling; Motivation; Movement; Observational Study; Outcome; Participant; Perception; Physicians; Policies; Population; Positioning Attribute; Productivity; Publications; Qualitative Methods; Race; Randomized; Reading; Recording of previous events; Reporting; Research; Research Personnel; Resources; Respondent; Scientist; Sex Orientation; Sexual Harassment; Societies; Specific qualifier value; Survey Methodology; Surveys; Talents; Testing; Time; United States National Institutes of Health; Update; Videoconferences; Woman; Work; arm; base; burnout; career; career development; cohort; design; experience; follow-up; gender difference; gender disparity; gender equity; insight; interest; intersectionality; leadership development; learning materials; member; men; novel; parity; peer; peer coaching; programs; randomized trial; success; therapy design; therapy development; treatment arm; trial design

Abstract Despite long-standing gender parity in the number of medical students, women remain underrepresented in the senior ranks of the physician-scientist workforce, and research suggests that the mid-career transition is a point at which many careers stall. Research is needed to identify effective, scalable interventions to promote the careers of female physician-scientists throughout the career cycle, and particularly at the mid-career stage when they are positioned to ascend to senior leadership. We previously generated actionable insights by investigating the early career experiences of a national cohort of highly apt, research-oriented faculty members with clinical doctorates: recipients of NIH K08 and K23 career development awards. This cohort has been uniquely informative given its relative homogeneity in terms of high aptitude and motivation to pursue careers as clinician-researchers and the resources initially invested in supporting their advancement to independence. Ten years after our original study, we now propose to evaluate the impact of an intervention for women in this national K-awardee cohort as its members enter mid-career, a time when individuals begin to gain resources and influence in the form of endowed professorships, honorary society participation, and leadership positions. Although there is strong evidence to suggest a need for an intervention to promote women’s careers in biomedical research and some evidence to inform intervention design, we propose a brief period of observational research to optimize the intervention for this particular mid-career cohort, who reached this critical transition point just as the #metoo movement and potential backlash (including possible withholding of sponsorship by senior men) developed. Therefore, in our first two aims, we propose survey and qualitative methods to illuminate the mechanisms driving differences in career outcomes by gender in the post-#metoo era and to explore the impact of the intersection of gender with other categories of disadvantage such as race or sexual orientation, in order to inform the final design of our intervention. In our third aim, which is the primary focus of the grant, we will implement and evaluate a peer mentorship intervention designed to mitigate the differential challenges faced by women as they navigate the transition to senior leadership. We will compare outcomes, including career advancement, productivity, and burnout among women randomized to either a control arm provided with curricular materials or an intervention arm provided with the same materials but also engaged in peer mentorship teams modeled on the Leadership Learning Model Framework developed for the Executive Leadership in Academic Medicine Program, which is partnering with us in this work. This study will be the first to test a readily scalable peer mentorship intervention that targets individuals at the critical mid- career transition to senior leadership in biomedical research careers. Our prior research within this uniquely informative cohort has yielded not only numerous influential publications but also inspired new policies and programs, demonstrating the potential for this proposal to have broad impact.

摘要 尽管医科学生数量上的性别平等由来已久，但女性在 医生-科学家队伍中的高级人员，研究表明，职业生涯中期的过渡是一种 很多职业生涯停滞不前的时候。需要进行研究以确定有效的、可扩展的干预措施以促进 女性内科科学家在整个职业生涯周期中的职业生涯，特别是在职业生涯中期阶段 当他们准备好升任高级领导层时。我们之前通过以下方式获得了可操作的见解 调查一组高度能干、以研究为导向的全国教职员工的早期职业经历 拥有临床博士学位：NIH K08和K23职业发展奖获得者。这群人一直是 提供独特的信息，因为它在追求职业的高度能力和动力方面相对同质性 作为临床医生和研究人员，他们最初投入的资源支持他们走向独立。 在我们最初研究的十年后，我们现在建议评估干预对女性在这方面的影响 随着成员进入职业生涯中期，国家K奖获得者队列，这是个人开始获得资源的时候 并以捐赠教授、荣誉社会参与和领导职位的形式产生影响。 尽管有强有力的证据表明有必要进行干预以促进妇女的职业生涯 生物医学研究和一些为干预设计提供信息的证据，我们提出了一个简短的时期 观察性研究，以优化这一特定的职业中期队列的干预，他们达到了 关键的转折点就像#MeToo运动和潜在的反弹(包括可能扣留 高级男子的赞助)发展起来。因此，在我们的前两个目标中，我们提出了调查和定性 说明在#MeToo之后按性别划分职业结果差异的驱动机制的方法 时代和探索性别与种族等其他类别劣势的交集的影响 或性取向，以便为我们干预的最终设计提供信息。在我们的第三个目标中，这是主要的 作为赠款的重点，我们将实施和评估旨在缓解 女性在过渡到高级领导层时面临的不同挑战。我们会比较一下 结果，包括职业发展、工作效率和职业倦怠的女性随机分为两组 配备有课程材料的控制臂或配备有相同材料的干预臂 参与同龄人指导团队，模仿为 学术医学项目的执行领导力，这是我们在这项工作中的合作伙伴。这项研究将 成为第一个测试易于扩展的同伴指导干预措施的人，该干预措施针对处于关键中期的个人 在生物医学研究领域向高级领导层的职业过渡。我们之前在这方面的研究是独一无二的 信息量大的群体不仅产生了许多有影响力的出版物，而且还激励了新的政策和 计划，展示了这一提议产生广泛影响的潜力。