Peer Mentoring to Overcome Obstacles for Midcareer Women Clinician-Scientists in Academic Medicine

同行指导克服学术医学领域职业中期女性临床医生科学家的障碍

• 批准号: 10093329
• 负责人: Reshma Jagsi
• 金额: $ 34.32万
• 依托单位: UNIVERSITY OF MICHIGAN AT ANN ARBOR
• 依托单位国家: 美国
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-09-21 至 2025-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10093329
• 关键词: Address; Aptitude; Area; Attention; Automobile Driving; Awareness; Baseline Surveys; Biomedical Research; Career Mobility; Categories; Climate; Clinical; Disadvantaged; Educational Curriculum; Ensure; Ethnic Origin; Evidence based intervention; Faculty; Female; Financial compensation; Future Generations; Gender; Glean; Grant; Home environment; Individual; Influentials; Intervention; Interview; K-Series Research Career Programs; Knowledge; Leadership; Learning; Lesbian Gay Bisexual Transgender Queer; Medical Students; Medicine; Mentored Patient-Oriented Research Career Development Award; Mentorship; Methods; Modeling; Motivation; Movement; Observational Study; Outcome; Participant; Perception; Physicians; Policies; Population; Positioning Attribute; Productivity; Publications; Qualitative Methods; Race; Randomized; Reading; Recording of previous events; Reporting; Research; Research Personnel; Resources; Respondent; Scientist; Sex Orientation; Sexual Harassment; Societies; Specific qualifier value; Survey Methodology; Surveys; Talents; Testing; Time; United States National Institutes of Health; Update; Videoconferences; Woman; Work; arm; base; burnout; career; career development; cohort; design; experience; follow-up; gender difference; gender disparity; gender equity; insight; interest; intersectionality; leadership development; learning materials; member; men; novel; parity; peer; peer coaching; programs; randomized trial; success; therapy design; therapy development; treatment arm; trial design

Abstract Despite long-standing gender parity in the number of medical students, women remain underrepresented in the senior ranks of the physician-scientist workforce, and research suggests that the mid-career transition is a point at which many careers stall. Research is needed to identify effective, scalable interventions to promote the careers of female physician-scientists throughout the career cycle, and particularly at the mid-career stage when they are positioned to ascend to senior leadership. We previously generated actionable insights by investigating the early career experiences of a national cohort of highly apt, research-oriented faculty members with clinical doctorates: recipients of NIH K08 and K23 career development awards. This cohort has been uniquely informative given its relative homogeneity in terms of high aptitude and motivation to pursue careers as clinician-researchers and the resources initially invested in supporting their advancement to independence. Ten years after our original study, we now propose to evaluate the impact of an intervention for women in this national K-awardee cohort as its members enter mid-career, a time when individuals begin to gain resources and influence in the form of endowed professorships, honorary society participation, and leadership positions. Although there is strong evidence to suggest a need for an intervention to promote women’s careers in biomedical research and some evidence to inform intervention design, we propose a brief period of observational research to optimize the intervention for this particular mid-career cohort, who reached this critical transition point just as the #metoo movement and potential backlash (including possible withholding of sponsorship by senior men) developed. Therefore, in our first two aims, we propose survey and qualitative methods to illuminate the mechanisms driving differences in career outcomes by gender in the post-#metoo era and to explore the impact of the intersection of gender with other categories of disadvantage such as race or sexual orientation, in order to inform the final design of our intervention. In our third aim, which is the primary focus of the grant, we will implement and evaluate a peer mentorship intervention designed to mitigate the differential challenges faced by women as they navigate the transition to senior leadership. We will compare outcomes, including career advancement, productivity, and burnout among women randomized to either a control arm provided with curricular materials or an intervention arm provided with the same materials but also engaged in peer mentorship teams modeled on the Leadership Learning Model Framework developed for the Executive Leadership in Academic Medicine Program, which is partnering with us in this work. This study will be the first to test a readily scalable peer mentorship intervention that targets individuals at the critical mid- career transition to senior leadership in biomedical research careers. Our prior research within this uniquely informative cohort has yielded not only numerous influential publications but also inspired new policies and programs, demonstrating the potential for this proposal to have broad impact.

抽象的 尽管医学生的长期性别均等，但妇女的代表性不足 身体科学家劳动力的高级排名，研究表明，职业过渡是一个 很多职业停滞不前。需要研究以确定有效的可扩展干预措施以促进 在整个职业周期中，尤其是在职业阶段，女性身体科学家的职业生涯 当他们有位置升级为高级领导。我们以前通过 调查全国性的高度恰当，以研究为导向的教师的早期职业经历 拥有临床博士学位：NIH K08和K23职业发展奖的获得者。这个队列一直 鉴于其相对同质性在高能力和追求者的动力方面具有独特的信息 作为临床研究者和最初投资的资源，用于支持他们的独立发展。 我们最初的研究十年后，我们现在建议评估干预对妇女的影响 国家k-awardee队列作为其成员进入中期职业者，这个时候个人开始获得资源 并以赋予教授职位，荣誉社会参与和领导职务的形式影响。 尽管有强有力的证据表明需要进行干预以促进妇女的职业 生物医学研究和一些证据以告知干预设计，我们提出了一个简短的时期 观察性研究以优化该特定中级职业人群的干预措施，后者达到了这一目标 就像#MeToo运动和潜在的反弹一样（包括可能的预扣） 高级男子的赞助）发展。因此，在我们的前两个目标中，我们提出了调查和定性 阐明在＃metoo中通过性别驱动职业成果差异的机制的方法 时代并探索性别与其他类别灾难（例如种族）的交集的影响 或性取向，以告知我们干预的最终设计。在我们的第三个目标中，这是主要目标 赠款的重点，我们将实施和评估旨在减轻旨在减轻的同伴心态干预措施 妇女在过渡到高级领导时面临的差异挑战。我们将比较 妇女的成果，包括职业发展，生产力和倦怠 配有课程材料或提供相同材料的干预臂提供的控制臂 参与了以领导才能学习模型框架为基础的同伴心态团队 学术医学计划的执行领导力，该计划正在与我们合作。这项研究会 成为第一个测试易于扩展的同伴心态干预措施的人 职业过渡到生物医学研究职业的高级领导。我们在这一独特之中的先前研究 信息丰富的队列不仅产生了许多有影响力的出版物，而且还激发了新的政策和 计划，证明了该提议产生广泛影响的潜力。