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12.07.2018 | Original Research

A Summary Report from the Research Partnership on Women in Science Careers

Zeitschrift:
Journal of General Internal Medicine
Autoren:
MD, FACP Phyllis L. Carr, Sc.D Deborah Helitzer, MD, MPH Karen Freund, Ph.D. Alyssa Westring, Ph.D. Richard McGee, PhD Patricia B. Campbell, PhD Christine V. Wood, M.D. Amparo Villablanca
Wichtige Hinweise

Electronic supplementary material

The online version of this article (https://​doi.​org/​10.​1007/​s11606-018-4547-y) contains supplementary material, which is available to authorized users.

Research Highlights

• Barriers to Career Advancement
• Mentoring, Coaching and Sponsorship
• Career Flexibility and Work-Life Balance
• Pathways to Leadership
• Compensation Equity
• Advocating for Change and Stakeholder Engagement

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.

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