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: 10267186
• 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/10267186
• 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; 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; 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 尽管医学生人数长期以来一直保持性别平等，但妇女在医学教育中的代表性仍然不足。 医生-科学家劳动力的高级职位，研究表明，职业生涯中期的过渡是一个 许多职业在这一点上停滞不前。需要进行研究，以确定有效的、可扩展的干预措施， 女医生-科学家在整个职业周期的职业生涯，特别是在职业生涯中期阶段 当他们晋升到高级领导层时。我们以前通过以下方式生成可操作的见解： 调查一个全国性的高度适应的、以研究为导向的教师群体的早期职业经历 临床博士学位：NIH K 08和K23职业发展奖获得者。这群人已经 由于其在高能力和追求职业的动机方面的相对同质性，因此具有独特的信息性 作为临床研究人员，以及最初为支持他们走向独立而投入的资源。 在我们最初的研究十年后，我们现在建议评估干预措施对女性的影响 国家K-获奖者队列，因为其成员进入职业生涯中期，个人开始获得资源的时间 和影响力的形式赋予教授，荣誉社会参与，和领导职位。 虽然有强有力的证据表明，需要采取干预措施，以促进妇女的职业生涯， 生物医学研究和一些证据，告知干预设计，我们建议一个简短的时期， 观察性研究，以优化这一特定的职业生涯中期队列的干预措施， 关键的过渡点，就像#metoo运动和潜在的反弹（包括可能的扣留）一样， 由资深男性赞助）。因此，在我们的前两个目标，我们建议调查和定性 说明#年后按性别分列的职业结果差异的驱动机制的方法 并探讨性别与种族等其他类别的不利条件交叉的影响 或性取向，以告知我们干预的最终设计。在我们的第三个目标，这是主要的 重点补助金，我们将实施和评估旨在减轻同伴指导干预 妇女在向高级领导层过渡时面临的不同挑战。我们将比较 结果，包括职业发展，生产力和倦怠的妇女随机分配到任何一个 设置有课程材料的控制臂或设置有相同材料的干预臂，但还 参与以领导力学习模型框架为模型的同伴指导团队， 学术医学计划的行政领导，这是与我们合作开展这项工作。本研究将 成为第一个测试一个容易扩展的同伴指导干预，针对个人在关键的中期， 职业过渡到生物医学研究事业的高级领导。我们之前的研究在这个独特的 这群信息丰富的人不仅出版了许多有影响力的出版物，而且还激发了新的政策， 计划，表明这一建议有可能产生广泛的影响。