| Popis: |
Olivia Liu,1 Suzanne M Grieb,2 Jordan N Halsey,3 Rachel B Levine,4,5 Maria Oliva-Hemker,2,5 Jennifer K Lee5,6 1Johns Hopkins University School of Medicine (JHUSOM), Baltimore, MD, USA; 2Department of Pediatrics, JHUSOM, Baltimore, MD, USA; 3Department of Plastic and Reconstructive Surgery, JHUSOM, Baltimore, MD, USA; 4Department of Medicine, JHUSOM, Baltimore, MD, USA; 5Office of Faculty, JHUSOM, Baltimore, MD, USA; 6Department of Anesthesiology and Critical Care Medicine, JHUSOM, Baltimore, MD, USACorrespondence: Jennifer K Lee, Johns Hopkins University School of Medicine, Department of Anesthesiology and Critical Care Medicine, 1800 Orleans Street, Suite 6321, Baltimore, MD, 21287, USA, Tel +1-410-955-6412, Email Jennifer.lee@jhmi.eduBackground: Gender inequity persists in high-level leadership within academic medicine. Understanding the perspectives of early career women faculty could clarify how to recruit and support women who pursue high-level leadership. This study explored the specific priorities and concerns that may influence the recruitment of women leaders in the future.Methods: Twenty-five assistant professors (mean: 1.8 years at rank) completed the Early Career Women’s Leadership Program and participated in semi-structured, in-depth interviews in 2023. Data were analyzed using an iterative, thematic constant comparison process informed by constructivist grounded theory.Results: The authors identified four themes. In theme one, participants described the importance of being seen and valued as a whole person, with consideration of their personal and professional lives. They sought mentorship and leadership positions that supported their work-life integration. In theme two, women balanced an interplay between the individual and the collective when considering themselves as future leaders. From the individual perspective, participants prioritized personal values like humility and compassion when discussing preferred leadership styles. From the collective perspective, they prioritized inclusivity and teamwork. Theme three showed discomfort with the unknown with a desire to fully understand a leadership position and its impact on personal and professional life. Participants wondered about having the authority and resources to realistically make meaningful change and whether they could adequately prepare to lead. The fourth theme was representation mattered. Participants valued having women leaders who have experienced similar challenges as themselves. These leaders inspired participants to believe that they could also achieve and succeed in high-level leadership.Conclusion: Early career women balanced numerous factors when considering whether to pursue high-level leadership in academic medicine. Understanding women’s priorities and concerns can enable institutions to prepare women faculty to lead and ultimately recruit and retain them in high-level leadership.Keywords: leadership, women, gender, equity |
