Dr. Keating: Research Health Scientist, the William S. Middleton Memorial Veterans Hospital, Madison, WI. Dr. Jasper: Research Intern, the Department of Medicine, University of Wisconsin-Madison School of Medicine and Public Health, Madison, WI. Dr. Musuuza: Research Health Scientist, the William S. Middleton Memorial Veterans Hospital, and Associate Research Specialist, the Department of Medicine, University of Wisconsin-Madison School of Medicine and Public Health, Madison, WI. Dr. Templeton: Professor and Vice-Chair for Diversity, Equity, and Inclusion in the Orthopedic Surgery, the Department of Orthopedic Surgery, the University of Kansas School of Medicine, Kansas City, KS. Dr. Safdar: Professor of Medicine and Vice Chair of Research, the Department of Medicine, the University of Wisconsin-Madison School of Medicine and Public Health, and the Associate Chief of Staff-Research, the William S. Middleton Memorial Veterans Hospital, Madison, WI.
J Contin Educ Health Prof. 2022 Jul 1;42(3):197-203. doi: 10.1097/CEH.0000000000000419. Epub 2022 Feb 17.
Midcareer women faculty face unique career challenges that may benefit from mentorship and sponsorship, yet such programs focused on the needs of this career phase are scarce in academic medicine. Many midcareer faculty require intentional and individual career planning to choose a path from the broad array of options in academic medicine. Ambiguous promotion criteria, increased workloads because of service or citizenship tasks, and a lack of sponsorship are among the barriers that inhibit midcareer faculty's growth into the high-visibility roles needed for career advancement. In addition, issues faced by women midcareer faculty members may be further exacerbated by barriers such as biases, a disproportionate share of family responsibilities, and inequities in recognition and sponsorship. These barriers contribute to slower career growth and higher attrition among women midcareer faculty and ultimately an underrepresentation of women among senior leadership in academic medicine. Here, we describe how a mentoring program involving individuals (eg, mentors, mentees, and sponsors) and departments/institutions (eg, deans and career development offices) can be used to support midcareer faculty. We also provide recommendations for building a mentoring program with complementary support from sponsors targeted toward the specific needs of women midcareer faculty. A robust midcareer mentoring program can support the career growth and engagement of individual faculty members and as a result improve the diversity of academic medicine's highest ranks.
中年女性教职员工面临着独特的职业挑战，可能需要指导和赞助，但在学术医学领域，针对这一职业阶段需求的此类计划却很少。许多中年教职员工需要有针对性的个人职业规划，才能在学术医学领域广泛的选择中选择一条道路。晋升标准不明确、服务或公民任务增加的工作量，以及缺乏赞助等障碍，阻碍了中年教职员工成长为职业发展所需的高知名度角色。此外，中年女性教职员工所面临的问题可能会因偏见、家庭责任不成比例、认可和赞助方面的不平等进一步加剧。这些障碍导致中年女性教职员工的职业发展速度较慢，离职率较高，最终导致学术医学领域的高层领导中女性代表不足。在这里，我们描述了如何使用涉及个人（例如导师、学员和赞助人）和部门/机构（例如院长和职业发展办公室）的指导计划来支持中年教职员工。我们还提供了有关建立指导计划的建议，该计划需要得到赞助人的支持，以满足中年女性教职员工的特定需求。一个强大的中年指导计划可以支持个别教职员工的职业发展和参与，从而提高学术医学领域最高层的多样性。
