Athena SWAN and ADVANCE: effectiveness and lessons learned

Athena SWAN and ADVANCE: effectiveness and lessons learne

Male Spouses of Women Physicians: Communication, Compromise, and Carving Out Time

As the numbers of female physicians continue to grow, fewer medical marriages are comprised of the traditional dyad of male physician and stay - at - home wife. The “two - career family” is an increasingly frequent state for both male and female physicians’ families, and dual - doctor marriages are on the rise. This qualitative study explored the contemporary medical marriage from the perspective of male spouses of female physicians. In 2010, we conducted semi - structured, in - depth interviews with nine spouses of internal medicine resident and faculty physicians. Interviewers queried work - home balance, career choices, and support networks. We used an interpretive, inductive, iterative approach to thematically analyze interview transcripts and develop broad, consensus - derived themes. A conceptual framework based on three major themes emerged: “A time for us? Really?”, “Supporting and protecting her, sometimes at my expense,’” and “Hers is a career, mine is a job.” This framework described the inflexibility of physicians’ time and its impact on spousal time, career development, and choices. Having a set time for synchronizing schedules, frequent verbal support, and shared decision - making were seen a s important by the husbands of female, full - time physicians. This exploratory study examined the contemporary medical marriage from the male spouse’s perspective and highlights specific strategies for success. Keywords: Academic Medicine, Gender, Career, Qualitative Research, Work - Life Balance, Medical Marriag

Difficult Dialogues: Faculty Responses to a Gender Bias Literacy Training Program

Diversity training is challenging and can evoke strong emotional responses from participants including resistance, shame, confusion, powerlessness, defensiveness, and anger. These responses create complex situations for both presenters and other learners. We observed 3 experienced presenters as they implemented 41 gender bias literacy workshops for 376 faculty from 42 STEMM (science, technology, engineering, mathematics, medicine) departments at one Midwestern university. We recorded questions and answers as well as participants’ non-verbal activity during each 2.5-hour workshop. Employing content analysis and critical incident technique, we identified content that elicited heightened activity and challenging dialogues among presenters and faculty. Results from analysis of this observational data found three important findings: (1) presenters continually reinforced the idea that implicit bias is ordinary and pervasive, thus avoiding participant alienation by allowing participants to protect their self-worth and integrity; (2) difficult dialogues were managed calmly without verbal sparring or relinquishing control; (3) the presenters created an environment where individuals were more likely to accept threatening information

A gender bias habit-breaking intervention led to increased hiring of female faculty in STEMM departments

Addressing the underrepresentation of women in science is a top priority for many institutions, but the majority of efforts to increase representation of women are neither evidence-based nor rigorously assessed. One exception is the gender bias habit-breaking intervention (Carnes et al., 2015), which, in a cluster-randomized trial involving all but two departmental clusters (N = 92) in the 6 STEMM focused schools/colleges at the University of Wisconsin – Madison, led to increases in gender bias awareness and self-efficacy to promote gender equity in academic science departments. Following this initial success, the present study compares, in a preregistered analysis, hiring rates of new female faculty pre- and post-manipulation. Whereas the proportion of women hired by control departments remained stable over time, the proportion of women hired by intervention departments increased by an estimated 18 percentage points (OR = 2.23, dOR = 0.34). Though the preregistered analysis did not achieve conventional levels of statistical significance (p \u3c 0.07), our study has a hard upper limit on statistical power, as the cluster-randomized trial has a maximum sample size of 92 departmental clusters. These patterns have undeniable practical significance for the advancement of women in science, and provide promising evidence that psychological interventions can facilitate gender equity and diversity

Low agreement among reviewers evaluating the same NIH grant applications

Obtaining grant funding from the National Institutes of Health (NIH) is increasingly competitive, as funding success rates have declined over the past decade. To allocate relatively scarce funds, scientific peer reviewers must differentiate the very best applications from comparatively weaker ones. Despite the importance of this determination, little research has explored how reviewers assign ratings to the applications they review and whether there is consistency in the reviewers’ evaluation of the same application. Replicating all aspects of the NIH peer-review process, we examined 43 individual reviewers’ ratings and written critiques of the same group of 25 NIH grant applications. Results showed no agreement among reviewers regarding the quality of the applications in either their qualitative or quantitative evaluations. Although all reviewers received the same instructions on how to rate applications and format their written critiques, we also found no agreement in how reviewers “translated” a given number of strengths and weaknesses into a numeric rating. It appeared that the outcome of the grant review depended more on the reviewer to whom the grant was assigned than the research proposed in the grant. This research replicates the NIH peer-review process to examine in detail the qualitative and quantitative judgments of different reviewers examining the same application, and our results have broad relevance for scientific grant peer review

Discovering Directions for Change in Higher Education Through the Experiences of Senior Women Faculty

The Women in Science and Engineering Leadership Institute (WISELI) at the University of Wisconsin–Madison, an NSF-funded ADVANCE Institutional Transformation project, employed the “discovery interviews” method to characterize the experiences of senior women faculty in science and engineering on campus. This method allowed WISELI to reach its aims of (1) gaining information from senior women that would inform the programs developed by WISELI, and (2) building relationships among the senior women and WISELI. The discovery interview process also had some unintended consequences, including creation of an expectation of advocacy that exceeded the original intent of the project. This method was well-matched to the needs of WISELI as a change agent at the UW-Madison, and has contributed a great deal to its Institutional Transformation efforts, primarily by changing WISELI’s perceptions of what leadership means to senior women faculty. Copyright Springer Science + Business Media, Inc. 2006Institutional change, senior women faculty , discovery interviews, women in science and engineering, I23,

Outcomes and secondary prevention strategies for male hip fractures

To access publisher full text version of this article. Please click on the hyperlink in Additional Links fieldOBJECTIVE: To assess clinical outcomes and determine whether osteoporosis assessment and secondary prevention strategies were performed for male veterans hospitalized for hip fractures. DESIGN: Retrospective chart review for male veterans hospitalized for hip fracture from January 1993 through July 1999. SETTING: The Veterans Affairs Medical Center, Madison, WI. RESULTS: Medical charts were available for 46 of 53 male patients admitted for hip fracture during the study period. Three subjects were excluded because hip fracture was associated with high-impact trauma. Mean age of the 43 study patients was 72 years (range 43-91 y), and mean length of hospitalization was 16 days (median 11 d, range 3-108 d). Thirty-two (82%) of 39 veterans whose disposition was documented were discharged to a nursing home. Eleven (26%) of 43 men died within 12 months after fracture. Twelve (28%) had fractured previously. Four (10%) subsequently had another fracture. Three of 9 patients with documented ambulation status were ambulatory at 1 year. Three patients received a bone mass measurement within a prespecified time interval of 6 months subsequent to fracture. No patient's records included a diagnosis of osteoporosis either before or within 6 months after fracture. One-third of the patients had documentation of calcium or multivitamin supplementation at discharge. One patient was receiving calcitonin at the time of fracture and continued to receive it afterward. No other patient was prescribed antiresorptive therapy by the time of hospital discharge. CONCLUSIONS: Male veterans with hip fractures received inadequate evaluation and treatment for osteoporosis, although a substantial portion had documentation of recurrent fractures. Education of clinicians and creation of algorithms for management of established osteoporosis may improve outcomes for these individuals