Achieving a Critical Mass of Women Biomedical Faculty: Impact of 3 US Programs

描述（由申请人提供）：虽然有许多女性教师的职业发展计划，妇女继续以惊人的高比率离开学术医学。本研究将探讨保留和职业成功的影响，个别女教师谁参加了三个长期的国家方案，其中每一个针对一个单独的职业阶段，相比，妇女和男子，在相同的职业阶段，谁没有参加这些方案。本研究还旨在阐明有助于个人及其机构的经验的模式和过程，作为一种手段，以确定障碍和促进者-历史和新的，个人和机构-面临女教师在学术健康中心（AHC）获得领导地位和转变机构文化。在由学术医学领域备受尊敬的女性和男性高级领导人组成的咨询委员会的指导下，研究的目标是评估参与密集的职业发展培训方案对处于职业生涯早期和中期阶段的女性教师及其机构在保留和晋升方面的影响，同时验证和阐明参与这些计划影响职业轨迹的方式。我们将试图发现如何保留，学术晋升和行政进步的影响结果（一）个人的动态和个人/专业发展的领导力发展计划中解决的因素;（二）机构的组织因素，派遣女教师到这样的计划; ㈢这些因素如何促进参与这些方案的妇女的领导能力发展和性别平等经验;以及（iv）这些因素的相互作用如何已经或能够导致组织文化的变化，以确保机构有能力利用女科学教师的智力资本。沿着这一回顾性分析，我们将前瞻性地确定新出现的挑战，影响妇女助理和副教授参加密集的职业发展计划，并创建一个基础设施，为未来的研究保留和晋升。此外，这项研究将提供一套全面的研究结果，可以作为未来设计创新的以女性为中心的领导力计划的基础，并提供有关文化变革的有用信息，以改善美国领先的科学思想的招聘和保留。公共卫生相关性：尽管有许多针对女教师的职业发展计划，但女性离开学术医学的比例仍然高得惊人。这项研究将评估在过去20年中已经到位的三个具体干预措施的有效性，以支持学术健康中心内的妇女的职业发展。这项研究的结果将确定这些干预措施可以解决女教师在获得领导职位时面临的历史和新的、个人和机构的障碍和促进因素，并帮助或阻碍改变机构文化的方式。

DESCRIPTION (provided by applicant): Although there are numerous career development programs for women faculty, women continue to leave academic medicine at alarmingly high rates. This study will examine the impact on retention and career success of individual women faculty who participated in three long-standing national programs, each of which targeted a separate career stage, as compared to women and men, at the same career stages, who did not participate in these programs. This research also aims to elucidate the patterns and processes that contribute to the experience of individuals and their institutions as a means to identify the barriers and facilitators -historic and new, individual and institutional - that face women faculty in attaining positions of leadership at academic health centers (AHCs) and transforming institutional culture. Informed by the guidance of an Advisory Board composed of highly respected female and male senior leaders in academic medicine, the goal of the research is to assess the impact of participation in intensive career development training programs on individual women faculty at early and mid-career stages and their institutions, in terms of retention and promotion, while verifying and illuminating the ways in which participation in these programs affect career trajectories. We will attempt to discover how the findings on retention, academic promotion and administrative advancement are influenced by (i) individual dynamics and personal/professional development factors addressed in leadership development programs; (ii) organizational factors in institutions that send their women faculty to such programs; (iii) how these factors may have led to enhancement of leadership development and gender experience for women participating in these programs; and (iv) how the interaction of these factors has or can lead to a change in organizational culture to ensure the ability of institutions to capitalize on the intellectual capital of women science faculty members. Along with this retrospective analysis, we will prospectively identify new emerging challenges that affect women Assistant and Associate Professors attending intensive career development programs, and create an infrastructure for future research on retention and promotion. Additionally, this study will provide a comprehensive set of findings which can serve as the basis for a future design of an innovative women-focused leadership program as well as providing helpful information on the culture change needed to improve recruitment and retention of America's leading scientific minds. PUBLIC HEALTH RELEVANCE: Although there are many career development programs for women faculty, women continue to leave academic medicine at alarmingly high rates. This research will assess the efficacy of three specific interventions that have been in place over the last 20 years to support women's career development within academic health centers. The results of this research will identify the ways in which interventions such as these can address the obstacles and facilitators, historic and new, individual and institutional, which face women faculty in attaining positions of leadership and help or hinder changing institutional culture.