TY - JOUR
T1 - Increasing Promotion of Women Faculty in Academic Medicine
T2 - Impact of National Career Development Programs
AU - Chang, Shine
AU - Guindani, Michele
AU - Morahan, Page
AU - Magrane, Diane
AU - Newbill, Sharon
AU - Helitzer, Deborah
N1 - Funding Information:
This work was supported by grant funding from NICHD (R01 HD064655, "Achieving a Critical Mass of Women Biomedical Faculty: Impact of Three US Programs") for RFA-GM-09-012 "Research on Causal Factors and Interventions that Promote and Support the Careers of Women in Biomedical and Behavioral Science and Engineering." This work was also supported, in part, by the NIH/NCI under award number P30CA016672 and used the Biostatistics Resource Group (Guindani). The NIH provides funds for selected expenses for certain AAMC staff associated with the AAMC Faculty Roster under contract 75N94019C00007.
Funding Information:
This work was supported by grant funding from NICHD (R01 HD064655, ‘‘Achieving a Critical Mass of Women Biomedical Faculty: Impact of Three US Programs’’) for RFA-GM-09-012 ‘‘Research on Causal Factors and Interventions that Promote and Support the Careers of Women in Biomedical and Behavioral Science and Engineering.’’ This work was also supported, in part, by the NIH/NCI under award number P30CA016672 and used the Biostatistics Resource Group (Guindani). The NIH provides funds for selected expenses for certain AAMC staff associated with the AAMC Faculty Roster under contract 75N94019C00007.
Publisher Copyright:
© 2020, Mary Ann Liebert, Inc., publishers 2020.
PY - 2020/6/1
Y1 - 2020/6/1
N2 - Background: Three national career development programs (CDPs) - Early and Mid-Career Programs sponsored by the Association of American Medical Colleges and the Hedwig van Ameringen Executive Leadership in Academic Medicine sponsored by Drexel University - seek to expand gender diversity in faculty and institutional leadership of academic medical centers. Over 20 years of success and continued need are evident in the sustained interest and investment of individuals and institutions. However, their impact on promotion in academic rank remains unknown. The purpose of the study is to compare promotion rates of women CDP participants and other faculty of similar institutional environment and initial career stage. Methods: The study examined retrospective cohorts of 2,719 CDP participants, 12,865 nonparticipant women, and 26,810 men, from the same institutions, with the same degrees, and first years of appointment in rank. Rates of promotion to Associate and Full Professor ranks in respective cohorts of Assistant and of Associate Professors were compared using Kaplan-Meier survival curves and log-rank tests, and logistic regression adjusting for other predictors of academic success. Results: In adjusted analyses, participants were more likely than men and non-participant women to be promoted to Associate Professor and as likely as men and more likely than non-participant women to be promoted to Full Professor within 10 years. Within 5 years, CDP participants were more likely than nonparticipant women to be promoted to Associate Professor and as likely as to be promoted to Full Professor; in the same interval, participants were promoted to both higher ranks at the same rates as men. For both intervals, nonparticipant women were significantly less likely than men to be promoted to either rank. Conclusions: The higher rates of promotion for women participating in national CDPs support the effectiveness of these programs in building capacity for academic medicine.
AB - Background: Three national career development programs (CDPs) - Early and Mid-Career Programs sponsored by the Association of American Medical Colleges and the Hedwig van Ameringen Executive Leadership in Academic Medicine sponsored by Drexel University - seek to expand gender diversity in faculty and institutional leadership of academic medical centers. Over 20 years of success and continued need are evident in the sustained interest and investment of individuals and institutions. However, their impact on promotion in academic rank remains unknown. The purpose of the study is to compare promotion rates of women CDP participants and other faculty of similar institutional environment and initial career stage. Methods: The study examined retrospective cohorts of 2,719 CDP participants, 12,865 nonparticipant women, and 26,810 men, from the same institutions, with the same degrees, and first years of appointment in rank. Rates of promotion to Associate and Full Professor ranks in respective cohorts of Assistant and of Associate Professors were compared using Kaplan-Meier survival curves and log-rank tests, and logistic regression adjusting for other predictors of academic success. Results: In adjusted analyses, participants were more likely than men and non-participant women to be promoted to Associate Professor and as likely as men and more likely than non-participant women to be promoted to Full Professor within 10 years. Within 5 years, CDP participants were more likely than nonparticipant women to be promoted to Associate Professor and as likely as to be promoted to Full Professor; in the same interval, participants were promoted to both higher ranks at the same rates as men. For both intervals, nonparticipant women were significantly less likely than men to be promoted to either rank. Conclusions: The higher rates of promotion for women participating in national CDPs support the effectiveness of these programs in building capacity for academic medicine.
KW - career
KW - development
KW - gender
KW - promotion
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U2 - 10.1089/jwh.2019.8044
DO - 10.1089/jwh.2019.8044
M3 - Article
C2 - 32466701
AN - SCOPUS:85086419046
SN - 1540-9996
VL - 29
SP - 837
EP - 846
JO - Journal of Women's Health
JF - Journal of Women's Health
IS - 6
ER -