PURPOSE: There exists a growing consensus that career flexibility is critical to recruiting and retaining talented faculty, especially women faculty. This study was designed to determine both accessibility and content of work-life policies for faculty at leading medical schools in the United States. METHODS: The sample includes the top ten medical schools in the United States published by U.S. News and World Report in August 2006. We followed a standardized protocol to collect seven work-life policies at each school: maternity leave, paternity leave, adoption leave, extension of the probationary period for family responsibilities, part-time faculty appointments, job sharing, and child care. A review of information provided on school websites was followed by e-mail or phone contact if needed. A rating system of 0-3 (low to high flexibility) developed by the authors was applied to these policies. Rating reflected flexibility and existing opinions in published literature. RESULTS: Policies were often difficult to access. Individual scores ranged from 7 to 15 out of a possible 21 points. Extension of the probationary period received the highest cumulative score across schools, and job sharing received the lowest cumulative score. For each policy, there were important differences among schools. CONCLUSIONS: Work-life policies showed considerable variation across schools. Policy information is difficult to access, often requiring multiple sources. Institutions that develop flexible work-life policies that are widely promoted, implemented, monitored, and reassessed are likely at an advantage in attracting and retaining faculty while advancing institutional excellence.
PURPOSE: There exists a growing consensus that career flexibility is critical to recruiting and retaining talented faculty, especially women faculty. This study was designed to determine both accessibility and content of work-life policies for faculty at leading medical schools in the United States. METHODS: The sample includes the top ten medical schools in the United States published by U.S. News and World Report in August 2006. We followed a standardized protocol to collect seven work-life policies at each school: maternity leave, paternity leave, adoption leave, extension of the probationary period for family responsibilities, part-time faculty appointments, job sharing, and child care. A review of information provided on school websites was followed by e-mail or phone contact if needed. A rating system of 0-3 (low to high flexibility) developed by the authors was applied to these policies. Rating reflected flexibility and existing opinions in published literature. RESULTS: Policies were often difficult to access. Individual scores ranged from 7 to 15 out of a possible 21 points. Extension of the probationary period received the highest cumulative score across schools, and job sharing received the lowest cumulative score. For each policy, there were important differences among schools. CONCLUSIONS: Work-life policies showed considerable variation across schools. Policy information is difficult to access, often requiring multiple sources. Institutions that develop flexible work-life policies that are widely promoted, implemented, monitored, and reassessed are likely at an advantage in attracting and retaining faculty while advancing institutional excellence.
Authors: Daniel M Blumenthal; Andrew R Olenski; Robert W Yeh; Doreen DeFaria Yeh; Amy Sarma; Ada C Stefanescu Schmidt; Malissa J Wood; Anupam B Jena Journal: Circulation Date: 2017-02-07 Impact factor: 29.690
Authors: Rochelle D Jones; Jacquelyn Miller; C Ann Vitous; Chris Krenz; Kathleen T Brady; Ann J Brown; Gail L Daumit; Amelia F Drake; Victoria J Fraser; Katherine E Hartmann; Judith S Hochman; Susan Girdler; Adina L Kalet; Anne M Libby; Christina Mangurian; Judith G Regensteiner; Kimberly Yonkers; Reshma Jagsi Journal: J Womens Health (Larchmt) Date: 2020-04-15 Impact factor: 2.681
Authors: Emily A Wagner; Jaclyn H Jansen; Hannah DeLuna; Katherine Anderson; Marla C Doehring; Julie L Welch Journal: Womens Health Rep (New Rochelle) Date: 2022-01-31