Bauman Melissa D, Howell Lydia P, Villablanca Amparo C
Dr. Bauman is assistant professor, Department of Psychiatry and Behavioral Sciences, University of California Davis School of Medicine, Davis, California. Dr. Howell is professor and chair, Department of Pathology and Laboratory Medicine, University of California Davis School of Medicine, Davis, California. Dr. Villablanca is professor and Frances Lazda Endowed Chair in Women's Cardiovascular Medicine, Department of Internal Medicine, University of California Davis School of Medicine, Davis, California.
Acad Med. 2014 Nov;89(11):1462-6. doi: 10.1097/ACM.0000000000000403.
Although more female physicians and scientists are choosing careers in academic medicine, women continue to be underrepresented as medical school faculty, particularly at the level of full professor and in leadership positions. Effective interventions to support women in academic medicine exist, but the nature and content of such programs varies widely.
Women in medicine programs can play a critical role in supporting women's careers and can improve recruitment and retention of women by providing opportunities for networking, sponsorship, mentorship, and career development. The University of California Davis School of Medicine established the Women in Medicine and Health Science (WIMHS) program in 2000 to ensure the full participation and success of women in all roles within academic medicine. The authors describe the components and evolution of the WIMHS program.
A steady increase in the number and percentage of female faculty and department chairs, as well as a relatively low departure rate for female faculty, strong and growing internal partnerships, and enthusiastic support from faculty and the school of medicine leadership, suggest that the WIMHS program has had a positive influence on recruitment and retention, career satisfaction, and institutional climate to provide a more inclusive and supportive culture for women.
Going forward, the WIMHS program will continue to advocate for broader institutional change to support female faculty, like creating an on-site child care program. Other institutions seeking to address the challenges facing female faculty may consider using the WIMHS program as a model to guide their efforts.
尽管越来越多的女医生和女科学家选择从事学术医学职业，但医学院教职员工中女性的比例仍然较低，尤其是在正教授级别和领导职位上。虽然存在支持学术医学领域女性的有效干预措施，但此类项目的性质和内容差异很大。
医学领域女性项目在支持女性职业发展方面可以发挥关键作用，通过提供建立人际关系、获得赞助、接受指导和职业发展的机会，能够提高女性的招聘率和留用率。加利福尼亚大学戴维斯分校医学院于2000年设立了医学与健康科学领域女性（WIMHS）项目，以确保女性在学术医学的所有角色中充分参与并取得成功。作者描述了WIMHS项目的组成部分和发展历程。
女性教职员工和系主任的数量及比例稳步增加，女性教职员工的离职率相对较低，内部合作关系稳固且不断发展，教职员工和医学院领导给予热情支持，这表明WIMHS项目对招聘和留用、职业满意度以及机构氛围产生了积极影响，为女性提供了更具包容性和支持性的文化。
展望未来，WIMHS项目将继续倡导更广泛的机构变革以支持女性教职员工，比如设立现场儿童保育项目。其他试图应对女性教职员工所面临挑战的机构，可考虑以WIMHS项目为典范来指导自身工作。
