Gender Differences in Academic Medicine: Retention, Rank, and Leadership Comparisons From the National Faculty Survey

被引:344
作者
Carr, Phyllis L. [1 ,2 ]
Raj, Anita [3 ]
Kaplan, Samantha E. [4 ,5 ]
Terrin, Norma [6 ,7 ]
Breeze, Janis L. [6 ,7 ]
Freund, Karen M. [8 ,9 ]
机构
[1] Massachusetts Gen Hosp, Dept Med, Boston, MA 02114 USA
[2] Harvard Med Sch, Boston, MA USA
[3] Univ Calif San Diego, Sch Med, Div Global Publ Hlth, Ctr Gender Equ & Hlth, San Diego, CA 92103 USA
[4] Boston Univ, Sch Med, Boston, MA 02215 USA
[5] Boston Univ, Sch Med, Divers, Boston, MA 02215 USA
[6] Tufts Clin Translat Sci Inst, Biostat Epidemiol & Res Design, Boston, MA USA
[7] Tufts Med Ctr, Boston, MA USA
[8] Tufts Univ, Sch Med, Tufts Med Ctr, Boston, MA 02111 USA
[9] Tufts Univ, Sch Med, Tufts Med Ctr, Med, Boston, MA 02111 USA
基金
美国国家卫生研究院;
关键词
SEX-DIFFERENCES; WOMEN PHYSICIANS; ADVANCEMENT; COMPENSATION; PRODUCTIVITY; SCHOOLS; MEN;
D O I
10.1097/ACM.0000000000002146
中图分类号
G40 [教育学];
学科分类号
040101 ; 120403 ;
摘要
Purpose Prior studies have found that women in academic medicine do not advance or remain in their careers in parity with men. The authors examined a cohort of faculty from the 1995 National Faculty Survey to identify predictors of advancement, retention, and leadership for women faculty. Method The authors followed 1,273 faculty at 24 medical schools in the continental United States for 17 years to identify predictors of advancement, retention, and leadership for women faculty. Schools were balanced for public or private status and the four Association of American Medical Colleges geographic regions. The authors used regression models to adjust for covariates: seniority, department, academic setting, and race/ethnicity. Results After adjusting for significant covariates, women were less likely than men to achieve the rank of professor (OR = 0.57; 95% CI, 0.43-0.78) or to remain in academic careers (OR = 0.68; 95% CI, 0.49-0.94). When number of refereed publications was added to the model, differences by gender in retention and attainment of senior rank were no longer significant. Male faculty were more likely to hold senior leadership positions after adjusting for publications (OR = 0.49; 95% CI, 0.35-0.69). Conclusions Gender disparities in rank, retention, and leadership remain across the career trajectories of the faculty cohort in this study. Women were less likely to attain senior-level positions than men, even after adjusting for publication-related productivity. Institutions must examine the climate for women to ensure their academic capital is fully utilized and equal opportunity exists for leadership.
引用
收藏
页码:1694 / 1699
页数:6
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