学术医学领域中的女性指导：系统评价。
Mentorship of Women in Academic Medicine: a Systematic Review.
机构信息
Division of General Internal Medicine, Medical College of Wisconsin, Milwaukee, WI, USA.
Milwaukee VA Medical Center, Milwaukee, WI, USA.
出版信息
J Gen Intern Med. 2019 Jul;34(7):1322-1329. doi: 10.1007/s11606-019-04955-2.
BACKGROUND
Women remain underrepresented in academic medicine, particularly in leadership positions. This lack of women in leadership has been shown to have negative implications for both patient care and educational outcomes. Similarly, the literature demonstrates that female physicians are less likely to have mentors, despite the proven benefits of mentorship for career advancement. The objective of this review is to identify and describe models of mentorship for women in academic medicine.
METHODS
We searched PubMed, PsycINFO, Education Resources Information Center, and Cochrane Databases of Systematic Reviews following PRISMA guidelines in June 2017. We included original English language studies that described a mentorship program in the USA that involved academic medical doctorates and that were created for women or provided results stratified by gender.
RESULTS
Our search returned 3625 results; 3309 references remained after removal of duplicates. Twenty articles met inclusion criteria. The majority of the programs were designed for junior faculty and used the dyad model of mentoring (i.e., one mentor/one mentee). Frequently cited objectives of these programs were to improve scholarship, promotion, and retention of female faculty. Program evaluations were primarily survey-based, with participant-reported satisfaction being the most frequent measured outcome. Most results showed very high satisfaction. Gender concordance between mentor and mentee did not impact satisfaction. Eight articles reported objective outcomes, including publications, retention, and promotion, and each of these demonstrated an improvement after program implementation.
DISCUSSION
Our review suggests that mentorship programs designed for women, regardless of the model, are met with high satisfaction and can help promote and retain women in academic medicine. No clear best practices for mentorship emerged in the literature. Institutions, therefore, can individualize their mentorship programs and models to available resources and goals. These results demonstrate the importance of more widespread implementation of mentorship programs to more effectively facilitate professional development and success of women in academic medicine.
背景
女性在学术医学领域的代表性仍然不足，尤其是在领导层中。这种领导层中缺乏女性的情况已被证明对患者护理和教育成果都有负面影响。同样，文献表明，尽管导师制对职业发展有明显的好处，但女性医生获得导师的可能性较小。本综述的目的是确定和描述学术医学领域女性的导师模式。
方法
我们按照 PRISMA 指南于 2017 年 6 月在 PubMed、PsycINFO、教育资源信息中心和 Cochrane 系统评价数据库中进行了搜索。我们纳入了描述美国学术医学博士的导师计划的原始英文研究，该计划是为女性创建的，或按性别分层提供结果。
结果
我们的搜索返回了 3625 个结果；去除重复项后，仍有 3309 篇参考文献。有 20 篇文章符合纳入标准。这些计划大多是为初级教员设计的，采用了导师指导的二元模式（即一个导师/一个学员）。这些计划经常提到的目标是提高女性教员的学术水平、晋升和留任。计划评估主要是基于调查的，参与者报告的满意度是最常测量的结果。大多数结果显示满意度非常高。导师和学员之间的性别一致性并不影响满意度。有 8 篇文章报告了客观结果，包括出版物、保留和晋升，每一项都表明在实施计划后有所改善。
讨论
我们的综述表明，为女性设计的导师计划，无论模式如何，都得到了很高的满意度，并可以帮助促进和留住学术医学领域的女性。文献中没有明确的导师制最佳实践。因此，机构可以根据可用资源和目标来个性化他们的导师计划和模式。这些结果表明，更广泛地实施导师计划对于更有效地促进学术医学领域女性的专业发展和成功至关重要。
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