Bickel Janet, Wara Diane, Atkinson Barbara F, Cohen Lawrence S, Dunn Michael, Hostler Sharon, Johnson Timothy R B, Morahan Page, Rubenstein Arthur H, Sheldon George F, Stokes Emma
Women in Medicine, AAMC, Washington, DC 20037, USA.
Acad Med. 2002 Oct;77(10):1043-61. doi: 10.1097/00001888-200210000-00023.
The AAMC's Increasing Women's Leadership Project Implementation Committee examined four years of data on the advancement of women in academic medicine. With women comprising only 14% of tenured faculty and 12% of full professors, the committee concludes that the progress achieved is inadequate. Because academic medicine needs all the leaders it can develop to address accelerating institutional and societal needs, the waste of most women's potential is of growing importance. Only institutions able to recruit and retain women will be likely to maintain the best housestaff and faculty. The long-term success of academic health centers is thus inextricably linked to the development of women leaders. The committee therefore recommends that medical schools, teaching hospitals, and academic societies (1) emphasize faculty diversity in departmental reviews, evaluating department chairs on their development of women faculty; (2) target women's professional development needs within the context of helping all faculty maximize their faculty appointments, including helping men become more effective mentors of women; (3) assess which institutional practices tend to favor men's over women's professional development, such as defining "academic success" as largely an independent act and rewarding unrestricted availability to work (i.e., neglect of personal life); (4) enhance the effectiveness of search committees to attract women candidates, including assessment of group process and of how candidates' qualifications are defined and evaluated; and (5) financially support institutional Women in Medicine programs and the AAMC Women Liaison Officer and regularly monitor the representation of women at senior ranks.
美国医学院协会（AAMC）的“增加女性领导力项目实施委员会”研究了四年里女性在学术医学领域晋升的数据。由于终身教职人员中女性仅占14%，正教授中女性仅占12%，委员会得出结论认为所取得的进展并不充分。鉴于学术医学需要尽可能多培养出来的领导者来应对日益增长的机构和社会需求，浪费大多数女性的潜力变得越来越重要。只有能够招聘和留住女性的机构才有可能留住最优秀的住院医师和教职人员。因此，学术健康中心的长期成功与女性领导者的培养有着千丝万缕的联系。委员会因此建议医学院、教学医院和学术团体：（1）在部门评估中强调教职人员的多样性，根据女性教职人员的发展情况评估系主任；（2）在帮助所有教职人员最大限度地利用其教职任命的背景下，针对女性的职业发展需求，包括帮助男性成为更有效的女性导师；（3）评估哪些机构做法往往更有利于男性而非女性的职业发展，比如将“学术成功”主要定义为一种独立行为，并奖励无限制的工作投入（即忽视个人生活）；（4）提高招聘委员会吸引女性候选人的效率，包括评估团队流程以及候选人资格的定义和评估方式；（5）为机构的医学女性项目以及美国医学院协会女性联络官提供资金支持，并定期监测高级职位中女性的占比情况。
