Phyllis L Carr1, Deborah Helitzer2, Karen Freund3, Alyssa Westring4, Richard McGee5, Patricia B Campbell6, Christine V Wood5, Amparo Villablanca7. 1. Massachusetts General Hospital, Harvard Medical School, Boston, MA, USA. carr.phyllis@mgh.harvard.edu. 2. Arizona College of Health Solutions, Phoenix, AZ, USA. 3. Tufts University School of Medicine, Boston, MA, USA. 4. Driehaus College of Business, DePaul University, Chicago, IL, USA. 5. Northwestern University Feinberg School of Medicine, Chicago, IL, USA. 6. Campbell-Kibler Associates, Inc., Groton, MA, USA. 7. Women's Cardiovascular Medicine, Davis School of Medicine, University of California, Berkeley, CA, USA.
Abstract
BACKGROUND: In response to the landmark report "Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering," the NIH Office of Research on Women's Health issued a request for applications that funded 14 R01 grants to investigate causal factors to career success for women in STEM. Following completion of the 4-year grants, the grant PIs formed a grassroots collaborative, the Research Partnership on Women in Science Careers. OBJECTIVE: To summarize the work of the Research Partnership, which resulted in over 100 publications. METHODS: We developed six themes to organize the publications, with a "Best Practices" for each theme at the end of each section: Barriers to Career Advancement; Mentoring, Coaching, and Sponsorship; Career Flexibility and Work-Life Balance; Pathways to Leadership; Compensation Equity; and Advocating for Change and Stakeholder Engagement. RESULTS: Women still contend with sexual harassment, stereotype threat, a disproportionate burden of family responsibilities, a lack of parity in compensation and resource allocation, and implicit bias. Strategies to address these barriers using the Bronfenbrenner ecological model at the individual, interpersonal, institutional, academic community, and policy levels include effective mentoring and coaching, having a strong publication record, addressing prescriptive gender norms, positive counter-stereotype imaging, career development training, networking, and external career programs such as the AAMC Early and Mid-Career Programs and Executive Leadership in Academic Medicine (ELAM). CONCLUSIONS: Cultural transformation is needed to address the barriers to career advancement for women. Implementing the best practices noted of the work of the Research Partnership can help to achieve this goal.
BACKGROUND: In response to the landmark report "Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering," the NIH Office of Research on Women's Health issued a request for applications that funded 14 R01 grants to investigate causal factors to career success for women in STEM. Following completion of the 4-year grants, the grant PIs formed a grassroots collaborative, the Research Partnership on Women in Science Careers. OBJECTIVE: To summarize the work of the Research Partnership, which resulted in over 100 publications. METHODS: We developed six themes to organize the publications, with a "Best Practices" for each theme at the end of each section: Barriers to Career Advancement; Mentoring, Coaching, and Sponsorship; Career Flexibility and Work-Life Balance; Pathways to Leadership; Compensation Equity; and Advocating for Change and Stakeholder Engagement. RESULTS:Women still contend with sexual harassment, stereotype threat, a disproportionate burden of family responsibilities, a lack of parity in compensation and resource allocation, and implicit bias. Strategies to address these barriers using the Bronfenbrenner ecological model at the individual, interpersonal, institutional, academic community, and policy levels include effective mentoring and coaching, having a strong publication record, addressing prescriptive gender norms, positive counter-stereotype imaging, career development training, networking, and external career programs such as the AAMC Early and Mid-Career Programs and Executive Leadership in Academic Medicine (ELAM). CONCLUSIONS: Cultural transformation is needed to address the barriers to career advancement for women. Implementing the best practices noted of the work of the Research Partnership can help to achieve this goal.
Authors: Anita Raj; Phyllis L Carr; Samantha E Kaplan; Norma Terrin; Janis L Breeze; Karen M Freund Journal: Acad Med Date: 2016-08 Impact factor: 6.893
Authors: Molly Carnes; Patricia G Devine; Carol Isaac; Linda Baier Manwell; Cecelia E Ford; Angela Byars-Winston; Eve Fine; Jennifer Thurik Sheridan Journal: J Divers High Educ Date: 2012-01-19
Authors: J Lynn Gazley; Robin Remich; Michelle E Naffziger-Hirsch; Jill Keller; Patricia B Campbell; Richard McGee Journal: J Res Sci Teach Date: 2014-10
Authors: Jeane Ann Grisso; Mary Dupuis Sammel; Arthur H Rubenstein; Rebecca M Speck; Emily F Conant; Patricia Scott; Lucy Wolf Tuton; Alyssa Friede Westring; Stewart Friedman; Stephanie B Abbuhl Journal: J Womens Health (Larchmt) Date: 2017-02-28 Impact factor: 2.681
Authors: Jessica L Dunne; Jennifer L Maizel; Amanda L Posgai; Mark A Atkinson; Linda A DiMeglio Journal: Diabetes Date: 2021-08-01 Impact factor: 9.337
Authors: Michelle D Lall; Karl Y Bilimoria; Dave W Lu; Tiannan Zhan; Melissa A Barton; Yue-Yung Hu; Michael S Beeson; James G Adams; Lewis S Nelson; Jill M Baren Journal: JAMA Netw Open Date: 2021-08-02
Authors: Brittany D Bissell; Jackie P Johnston; Rebecca R Smith; Andrea Sikora Newsome; Melissa L Thompson Bastin; Jacinda Abdul-Mutakabbir; Ashley Barlow; Brooke Barlow; Karen Berger; Jessica R Crow; Deepali Dixit; Judith Jacobi; Lamis R Karaoui; Tyree H Kiser; Jill Kolesar; Susannah E Koontz; T Joseph Mattingly; Chelsea Mitchell; Alexsandra Nilges; Megan A Rech; Mojdeh S Heavner Journal: Am J Health Syst Pharm Date: 2021-11-09 Impact factor: 2.637