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  • Item type:Publication,
    Advancing Women Physicians in Academic Medicine: A Scoping Review Open PDF 
    (2025)
    Purpose: Multiple studies have described higher rates of attrition for women in academic medicine, but actionable strategies to retain women in the field have not been well studied in the current era. This study reviewed the existing literature for studied interventions to support the advancement of women physicians in academic medicine. Method: A scoping review was conducted by searching the PubMed, Embase, and Scopus databases for articles describing interventions intended to support women physicians on September 12, 2022, and updated on August 23, 2024. All articles from inception of the databases through the search dates were included. Search terms included female physician , mentoring , leadership , career development , job satisfaction , advancement , and synonyms. Articles related to inequities in patient care, interventions related to nonphysician health care workers, and studies describing sexism without measured solutions were excluded from the analysis. Kirkpatrick's framework for the evaluation of educational programs was used to further classify results by 4 levels of evaluation for an educational or training program: reaction, learning, behavior, and results. Results: A total of 2,813 articles underwent abstract screening and full-text review, with 64 articles included in the final analysis. Seven studies (10.9%) were randomized controlled trials. Only 2 studies (3.1%) specifically examined mid- or late-career women. Career development programs (15 [23.4%]), mentorship programs (10 [15.6%]), and women's interest groups (7 [10.9%]) were the most described interventions. Outcome measures were most commonly satisfaction with the intervention (22 [34.4%]), self-perceived improvement in skills (17 [26.6%]), and representation or recruitment of women into a field (12 [18.8%]). Conclusions: This study describes 64 articles of studied interventions to support the advancement of women in medicine. Additional studies are needed and should emphasize rigorous study methods, a focus on institutional solutions, and identifying and targeting the needs of women physicians beyond their early career.
  • Item type:Publication,
    Expanding focus: reimagining and broadening women’s leadership programs in academic medicine Open PDF 
    (Oxford University Press (OUP), 2025-12-03)
    Iyer, Maya S
    ;
    Jagsi, Reshma
    ;
    Singer, Kanakadurga
    ;
    Overholser, Barbara
    ;
    Spector, Nancy D
    In light of increasing legislation aimed at prohibiting diversity, equity, and inclusion (DEI) efforts at publicly funded universities in the United States, women-only leadership programs (WOLPs) have come under increasing pressure, which could undermine gender equity advancements, particularly in academic medicine. Women-only leadership programs have traditionally offered a unique advantage for women over mixed-gender leadership programs by fostering psychologically safe spaces to share experiences, teaching leadership competencies while using a gender equity lens in areas where it makes sense, and providing essential support in the form of mentorship and sponsorship. Women-only leadership program participation is also ­associated with increased promotion rates, retention rates, and leadership roles. Given the current political environment, this is a pivotal moment—and a key opportunity—to elevate the work of WOLPs by expanding their reach to include all individuals who can benefit from their programming and help build a more inclusive and equitable field. To this end, WOLPs must reimagine, reframe, and rebrand their work to continue cultivating the future generation of health care leaders, focusing on a central tenet of WOLPs: different people have different experiences and are treated differently. As the national focus on DEI work evolves, it is imperative that WOLPs evolve and expand spaces for leadership development for all talented individuals to ensure that there continues to be progress in gender representation and leadership advancement.
  • Item type:Publication,
    Gender issues in fundamental physics: A bibliometric analysis Open PDF 
    (2021)
    Strumia, A.
    I analyze bibliometric data about fundamental physics worldwide from 1970 to now, extracting quantitative data about gender issues. I do not find significant gender differences in hiring rates, hiring timing, career gaps and slowdowns, abandonment rates, citation, and self-citation patterns. Furthermore, various bibliometric indicators (number of fractionally counted papers, citations, etc.) exhibit a productivity gap at hiring moments, at career level, and without integrating over careers. The gap persists after accounting for confounding factors and manifests as an increasing fraction of male authors going from average to top authors in terms of bibliometric indices, with a quantitative shape that can be fitted by higher male variability. © 2021 Alessandro Strumia. Published under a Creative Commons Attribution 4.0 International (CC BY 4.0) license.
  • Item type:Publication,
    The contribution of formal and informal mentorship to faculty productivity: Views of faculty in public affairs programs Open PDF 
    (Routledge, 2023)
    Scutelnicu Todoran, Gina
    This study examines how mentorship opportunities contribute to the productivity and career growth of public affairs faculty, stratified by gender and race. The study uses primary data coming from an original survey administered at two different points in time (2017 and 2021) to faculty who are part of NASPAA member schools. Results indicate that women and faculty from racially under-represented groups are more likely to receive formal mentoring whereas men and white faculty are more likely to benefit from informal mentoring. Additionally, results show that the relationship between mentoring approaches and research effort differed by the faculty’s member gender and race with formal mentoring contributing to the research effort of men and white faculty across all academic ranks and university types, and informal mentoring contributing to the research effort of mid-career faculty of all genders and races. This study aims to inform individuals and universities about mentoring trends and contributions.
  • Item type:Publication,
    Trends in tertiary education: gender and academia
    (2022)
    Pedraja-Rejas, L.
    ;
    Muñoz-Fritis, C.
    ;
    Araneda-Guirriman, C.
    The aim of this article is to analyze the scientific production related to gender in the academic staff in the context of tertiary education. To this end, a bibliometric and content analysis of journal articles indexed to Web of Science published between 1991 and 2020 is developed. Data analysis is carried out with the help of Bibliometrix and VOSviewer. The results show that, despite a strong increase in scientific production in the last decade, many articles in the sample relegate the issue of gender to one more analysis variable, which causes it to lose many times the relevance of the study. We concluded that, there are still several subtopics to address in the discussion of the gender of the academic staff. © 2022, Universidad del Zulia. All rights reserved.
  • Item type:Publication,
    Seeking Gender Equity in Pharmacy Academia
    (2023)
    Devraj, R
    ;
    Warholak, T
    ;
    Planas, LG
    Gender inequity is a critical diversity, equity, and inclusion issue that has continued to lead to workplace disparities. While gender-based differences in pay are well documented, there are multiple other facets of academic worklife (eg, teaching, research, service, resources, etc) wherein gender inequities exist but have never been systematically identified or reported. The COVID-19 pandemic has further exacerbated these inequities. One reason for continued existence of gender disparities in the workplace is lack of focused attention and emphasis on this issue. A recently formed Gender Equity Task Force has taken the first steps to systematically explore gender inequity in all areas of academic pharmacy worklife. The purpose of this Commentary is to highlight the scope of the problem of gender inequity in pharmacy academia and offer solutions that the Academy can implement to mitigate the impact of gender inequity in the future.
  • Item type:Publication,
    Five Strategies Leaders in Academic Medicine Can Implement Now to Enhance Gender Equity Open PDF 
    (2023)
    Allan, JM
    ;
    Brooks, AK
    ;
    Crusto, C
    ;
    Feld, LD
    ;
    Oxentenko, AS
    Abundant disparities for women in medicine contribute to many women physicians considering leaving medicine. There is a strong financial and ethical case for leaders in academic medicine to focus on strategies to improve retention. This article focuses on five immediate actions that leaders can take to enhance gender equity and improve career satisfaction for all members of the workplace.