Framework for advancing equity in academic medicine and science: Perspectives from early career female faculty during the COVID-19 pandemic.

Autor:	Spencer S; Department of Pharmacology, University of Minnesota Medical School, 3-212 McGuire Translational Research Facility, 2001 6th St SE, Minneapolis, MN 55455, United States., Burrows C; Department of Pharmacology, University of Minnesota Medical School, 3-212 McGuire Translational Research Facility, 2001 6th St SE, Minneapolis, MN 55455, United States., Lacher SE; Department of Pharmacology, University of Minnesota Medical School, 3-212 McGuire Translational Research Facility, 2001 6th St SE, Minneapolis, MN 55455, United States., Macheledt KC; Department of Pharmacology, University of Minnesota Medical School, 3-212 McGuire Translational Research Facility, 2001 6th St SE, Minneapolis, MN 55455, United States., Berge JM; Department of Pharmacology, University of Minnesota Medical School, 3-212 McGuire Translational Research Facility, 2001 6th St SE, Minneapolis, MN 55455, United States., Ghebre RG; Department of Pharmacology, University of Minnesota Medical School, 3-212 McGuire Translational Research Facility, 2001 6th St SE, Minneapolis, MN 55455, United States.
Jazyk:	angličtina
Zdroj:	Preventive medicine reports [Prev Med Rep] 2021 Dec; Vol. 24, pp. 101576. Date of Electronic Publication: 2021 Sep 28.
DOI:	10.1016/j.pmedr.2021.101576
Abstrakt:	Early-career female faculty, both physician scientists and basic researchers, have disproportionately experienced negative professional, financial, and personal consequences associated with the novel coronavirus disease 2019 (COVID-19) pandemic. This career phase represents a critical time for establishing a network of mentors and collaborators, demonstrating professional independence, and balancing new teaching, research, and service duties while simultaneously navigating personal and familial responsibilities. Persistent gender inequality perpetuated by adherence to traditional gender roles place early-career women faculty at a further disadvantage. Women in academic medicine and research do not attain promotion, leadership positions, and other established markers of success at the same rate as their male counterparts. This disparity was the impetus for the creation of a Recruitment and Retention action group within the Center for Women in Medicine and Science (CWIMS) at the University of Minnesota Medical School (UMN). This perspective piece is written from the viewpoint of a group of female-identifying early-career faculty participating in a career development program for early-stage and newly appointed faculty at UMN, sponsored by the Recruitment and Retention CWIMS action group and our Office of Faculty Affairs. We describe areas of stress exacerbated by the COVID-19 pandemic: work, financial, and work-life well-being, and propose an adapted diversity, equity and inclusion (DEI) model to guide the response to future challenges within a faculty competency framework. We offer recommendations based on the DEI-competency framework, including opportunities for lasting positive change that can emerge from this challenging moment of our collective history. Competing Interests: The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper. (© 2021 Published by Elsevier Inc.)
Databáze:	MEDLINE
Externí odkaz:	Zobrazit plný text záznamu