Supporting Midcareer Women Faculty in Academic Medicine Through Mentorship and Sponsorship.

Autor:	Keating JA; Dr. Keating: Research Health Scientist, the William S. Middleton Memorial Veterans Hospital, Madison, WI. Dr. Jasper: Research Intern, the Department of Medicine, University of Wisconsin-Madison School of Medicine and Public Health, Madison, WI. Dr. Musuuza: Research Health Scientist, the William S. Middleton Memorial Veterans Hospital, and Associate Research Specialist, the Department of Medicine, University of Wisconsin-Madison School of Medicine and Public Health, Madison, WI. Dr. Templeton: Professor and Vice-Chair for Diversity, Equity, and Inclusion in the Orthopedic Surgery, the Department of Orthopedic Surgery, the University of Kansas School of Medicine, Kansas City, KS. Dr. Safdar: Professor of Medicine and Vice Chair of Research, the Department of Medicine, the University of Wisconsin-Madison School of Medicine and Public Health, and the Associate Chief of Staff-Research, the William S. Middleton Memorial Veterans Hospital, Madison, WI., Jasper A, Musuuza J, Templeton K, Safdar N
Jazyk:	angličtina
Zdroj:	The Journal of continuing education in the health professions [J Contin Educ Health Prof] 2022 Jul 01; Vol. 42 (3), pp. 197-203. Date of Electronic Publication: 2022 Feb 17.
DOI:	10.1097/CEH.0000000000000419
Abstrakt:	Abstract: Midcareer 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 midcareer 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 because of service or citizenship tasks, and a lack of sponsorship are among the barriers that inhibit midcareer faculty's growth into the high-visibility roles needed for career advancement. In addition, issues faced by women midcareer 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 midcareer faculty and ultimately an underrepresentation of women among senior leadership in academic medicine. Here, we describe how a mentoring program involving individuals (eg, mentors, mentees, and sponsors) and departments/institutions (eg, deans and career development offices) can be used to support midcareer faculty. We also provide recommendations for building a mentoring program with complementary support from sponsors targeted toward the specific needs of women midcareer faculty. A robust midcareer 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. Competing Interests: Disclosures: The authors declare no conflict of interest. (Copyright © 2022 The Alliance for Continuing Education in the Health Professions, the Association for Hospital Medical Education, and the Society for Academic Continuing Medical Education.)
Databáze:	MEDLINE
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