R. Jagsi is Newman Family Professor, Department of Radiation Oncology, and director, Center for Bioethics and Social Sciences in Medicine, University of Michigan, Ann Arbor, Michigan; ORCID: https://orcid.org/0000-0001-6562-1228.
N.D. Spector is professor, Department of Pediatrics, Drexel University, Philadelphia, Pennsylvania; ORCID: https://orcid.org/0000-0001-6576-4560.
Acad Med. 2020 Oct;95(10):1479-1482. doi: 10.1097/ACM.0000000000003577.
The Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM) Program for Women is designed to promote the careers of senior female leaders in academic health care in a way that ultimately seeks to transform culture and promote gender equity far beyond the careers of its participants. In an era of increased awareness of gender inequity within academic medicine, the longevity of the ELAM program raises several important questions. First, why is such a program still needed? Second, what exactly does it do, and what has been its influence on its participants and beyond? And third, what lessons can ELAM's example provide to help guide the medical profession as it strives to promote gender equity in the field? In this Invited Commentary, the authors seek to answer these questions from the perspective of a recent program participant and the current program director. The authors review the evidence that identifies how women, even today, face accumulating disadvantage over the course of their academic careers, stemming from repeated encounters with powerful unconscious biases and stereotypes, societal expectations for a gendered division of domestic labor, and still-present overt discrimination and sexual harassment. They describe ELAM's approach, which builds the knowledge and skills of the women who participate in the program, while also intentionally raising their visibility within their home institutions so that they have opportunities to share with institutional leaders what they have learned in ways that not only promote their own careers but also support gender equity in the broader environment. The authors conclude by offering thoughts on how ELAM's model may be leveraged in the future, ideally in partnership with the numerous professional societies, funding agencies, and other organizations that are committed to accelerating the rate of progress toward gender equity at all levels of academic medicine.
赫德维希·范·阿默林格学术医学领导力(ELAM)女性计划旨在以一种最终寻求改变文化和促进性别平等的方式,促进学术医疗保健领域的高级女性领导者的职业发展,其影响远远超出了参与者的职业发展。在学术医学领域性别不平等意识日益增强的时代,ELAM 项目的长期存在提出了几个重要问题。首先,为什么仍然需要这样的项目?其次,它具体做了什么,对参与者及其以外的人有什么影响?第三,ELAM 的例子可以提供哪些经验教训,以帮助指导医学专业,努力在该领域促进性别平等?在这篇特邀评论中,作者试图从最近的项目参与者和现任项目主任的角度回答这些问题。作者回顾了确定女性即使在今天,在她们的学术生涯中也会因反复遇到强大的无意识偏见和刻板印象、社会对性别分工的期望以及仍然存在的公开歧视和性骚扰而面临累积劣势的证据。他们描述了 ELAM 的方法,该方法建立了参与该计划的女性的知识和技能,同时还在她们的家庭机构中有意提高她们的知名度,以便她们有机会与机构领导人分享她们所学的知识,这不仅促进了她们自己的职业发展,也支持了更广泛环境中的性别平等。最后,作者提出了关于如何在未来利用 ELAM 模式的想法,理想情况下,与众多致力于加速学术医学各级性别平等进展速度的专业协会、资助机构和其他组织合作。