Department of Medicine, The George Washington University School of Medicine and Health Sciences, Washington, DC, USA.
Department of Internal Medicine, University of Utah School of Medicine, Salt Lake City, USA.
J Gen Intern Med. 2021 Jul;36(7):2039-2047. doi: 10.1007/s11606-021-06771-z. Epub 2021 May 10.
A longstanding gender gap exists in the retention of women in academic medicine. Several strategies have been suggested to promote the retention of women, but there are limited data on impacts of interventions.
To identify what institutional factors, if any, impact women faculty's intent to remain in academic medicine, either at their institutions or elsewhere.
A survey was designed to evaluate institutional retention-linked factors, programs and interventions, their impact, and women's intent to remain at their institutions and within academic medicine. Survey data were analyzed using non-parametric statistics and regression analyses.
Women with faculty appointments within departments of medicine recruited from national organizations and specific social media groups.
Institutional factors that may be associated with women's decision to remain at their current institutions or within academic medicine.
Of 410 surveys of women at institutions across the USA, fair and transparent family leave policies and opportunities for work-life integration showed strong associations with intent to remain at one's institution (leave policies: OR 2.22, 95% CI 1.20-4.18, p = 0.01; work-life: OR 4.82, 95% CI 2.50-9.64, p < 0.001) and within academic medicine (leave policies: OR 2.31, 95% CI 1.09-5.03, p = 0.03; work-life: OR 4.66, 95% CI 2.04-11.36, p < 0.001). Other institutional factors associated with intent to remain in academics include peer mentorship (OR 3.16, 95% CI 1.56-6.57, p < 0.01) and women role models (OR 2.21, 95% CI 1.04-4.68, p = 0.04). Institutions helping employees recognize bias, fair compensation and provision of resources, satisfaction with mentorship, peer mentorship, and women role models within the institutions were associated with intent to remain at an institution.
Our findings suggest that institutional factors such as support for work-life integration, fair and transparent policies, and meaningful mentorship opportunities appear impactful in the retention of women in academic medicine.
在学术医学领域，女性的留任率长期存在性别差距。已经提出了几种策略来促进女性的留任，但干预措施的影响数据有限。
确定哪些机构因素（如果有的话）会影响女性教职员工留在学术医学领域的意愿，无论是在她们所在的机构还是其他地方。
设计了一项调查，以评估与机构保留相关的因素、计划和干预措施，及其影响，以及女性留在所在机构和学术医学领域的意愿。使用非参数统计和回归分析对调查数据进行分析。
从全国性组织和特定社交媒体群组中招募的在美国各机构任职的具有教职的女性。
可能与女性决定留在当前机构或学术医学领域相关的机构因素。
在对美国各地机构的 410 名女性进行调查中，公平透明的家庭休假政策和工作-生活融合机会与留在所在机构的意愿呈强烈关联（休假政策：OR 2.22，95%CI 1.20-4.18，p = 0.01；工作-生活：OR 4.82，95%CI 2.50-9.64，p < 0.001）和学术医学领域（休假政策：OR 2.31，95%CI 1.09-5.03，p = 0.03；工作-生活：OR 4.66，95%CI 2.04-11.36，p < 0.001）。与留在学术界的意愿相关的其他机构因素包括同行指导（OR 3.16，95%CI 1.56-6.57，p < 0.01）和女性榜样（OR 2.21，95%CI 1.04-4.68，p = 0.04）。帮助员工识别偏见、公平薪酬和资源提供、对指导、同行指导和所在机构女性榜样的满意度的机构，与留在机构的意愿相关。
我们的研究结果表明，支持工作-生活融合、公平透明的政策和有意义的指导机会等机构因素似乎对女性在学术医学领域的留任产生了影响。
