Dr. Valantine is professor of cardiovascular medicine and senior associate dean for leadership and diversity, Stanford University School of Medicine, Stanford, California. Dr. Sandborg is associate chair of pediatrics and vice president of medical affairs, Lucile Packard Children's Hospital at Stanford, Palo Alto, California.
Acad Med. 2013 Oct;88(10):1411-3. doi: 10.1097/ACM.0b013e3182a34952.
Central to the daily struggles that successful working women face is the misalignment of the current work culture and the values of the workforce. In addition to contributing to work-life integration conflicts, this disconnect perpetuates the gender leadership gap. The dearth of women at the highest ranks of academic medicine not only sends a clear message to women that they must choose between career advancement and their personal life but also represents a loss of talent for academic health centers as they fail to recruit and retain the best and the brightest. To close the gender leadership gap and to meet the needs of the next generation of physicians, scientists, and educators, the authors argue that the culture of academic medicine must change to one in which flexibility and work-life integration are core parts of the definition of success. Faculty must see flexibility policies, such as tenure clock extensions and parental leaves, as career advancing rather than career limiting. To achieve these goals, the authors describe the Stanford University School of Medicine Academic Biomedical Career Customization (ABCC) model. This framework includes individualized career plans, which span a faculty member's career, with options to flex up or down in research, patient care, administration, and teaching, and mentoring discussions, which ensure that faculty take full advantage of the existing policies designed to make career customization possible. The authors argue that with vision, determination, and focus, the academic medicine community can eliminate the gender leadership gap to achieve 50/50 by 2020.
成功职业女性每天面临的核心问题是当前工作文化与劳动力价值观的错位。这种脱节不仅加剧了工作与生活的冲突，还导致性别领导差距长期存在。在学术医学领域的最高层缺乏女性，不仅向女性传递了一个明确的信息，即她们必须在职业发展和个人生活之间做出选择，而且还代表着学术医疗中心失去了人才，因为它们无法招聘和留住最优秀、最聪明的人才。为了缩小性别领导差距，满足下一代医生、科学家和教育工作者的需求，作者认为，学术医学文化必须改变，灵活性和工作生活融合成为成功的核心要素。教师必须将任期时钟延长和育儿假等灵活政策视为职业发展而非职业限制的政策。为了实现这些目标，作者描述了斯坦福大学医学院学术生物医学职业定制（ABCC）模型。该框架包括跨越教师职业生涯的个性化职业计划，以及在研究、患者护理、管理和教学方面灵活调整的选择，并进行指导讨论，以确保教师充分利用现有政策，使职业定制成为可能。作者认为，只要有远见、决心和专注，学术界就可以消除性别领导差距，到 2020 年实现 50/50 的目标。
