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This paper examines the predictors of belief in the efficacy of complementary and alternative medicine (CAM) and its use, including cognitive factors (scientific reasoning, health literacy, locus of control), beliefs (holistic and magical health beliefs pseudoscientific beliefs, and trust in doctors), sociodemographic factors, and cancer diagnosis. The sample consisted of 177 women (41.8% with a cancer diagnosis; Mage = 38.81, SD = 11.43). Beliefs in efficacy and use of CAM were the main outcome measures; preference for CAM over conventional treatment was a secondary outcome measure. Pseudoscientific/magical beliefs and external locus of control were the strongest predictors of positive attitudes toward CAM and its higher use, as well as preference for CAM instead of conventional treatment. Cancer diagnosis predicted only higher CAM use, but not more positive attitudes to CAM, nor preference for CAM instead of conventional medicine. Women with cancer had significantly more pseudoscientific beliefs than women without cancer and had a higher external locus of control over their health. Women with pseudoscientific/magical beliefs favor CAM treatments independently of the cancer diagnosis, although the diagnosis of cancer also contributes to their higher use of CAM. In other words, it seems improbable that women would turn toward CAM treatment only after being diagnosed with cancer. [ABSTRACT FROM AUTHOR]

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This article discusses the life and contributions of William Ritchie Russell, a neurologist known for his research on post-traumatic amnesia (PTA) and traumatic brain injury (TBI). Russell's interest in neurology was influenced by his mother, Beatrice Ritchie, who was denied a license to practice medicine due to her gender but went on to lead a network of hospitals during World War I. During World War II, Russell worked at the Military Hospital for Head Injuries in Oxford, where he pioneered the use of rehabilitation and coordinated long-term care for patients with neurological conditions. He also developed a system to store clinical data using index cards, which allowed him to study the outcomes of over 1,000 patients. Russell's work continued after the war, and he established a cohort of over 3,000 veterans with brain injuries, which remains one of the largest datasets on long-term outcomes after TBI. His contributions to the field of neurology highlight the importance of comprehensive care and longitudinal research in improving the lives of patients. [Extracted from the article]

In examining the influence of National Institute of Health (NIH) funding on gender distribution within dermatology leadership roles, a cross-sectional analysis of Accreditation Council for Graduate Medical Education (ACGME) accredited dermatology residencies was conducted. The gender of leadership faculty was verified using online resources, while institutions were categorized by their 2022 NIH dermatology funding status. Results revealed that male dermatologists predominantly occupied department chair roles, whereas female dermatologists were more frequently found in associate program director roles, regardless of funding status. Notably, women held most program director positions in the top NIH-funded group, though this difference was not statistically significant due to a smaller sample size. The overall gender distribution has shown progress from 2021, with a significant rise in female associate program directors and a narrowing gender gap for chairs and program directors. Despite NIH funding rank playing a minimal role in gender distribution, our study underscores positive strides towards gender equality in dermatology leadership. Further advocacy for gender balance and additional research on underlying factors are essential for continued progress. [ABSTRACT FROM AUTHOR]

Backgrounds: Chevalier Jackson (1865–1958) was a pioneering force in the medical world, whose extraordinary contributions to surgery and public health have left an indelible impact. He developed the endoscope and perfected the bronchoscope, and his mastery of these tools enabled him to transform the prognosis of foreign body aspiration from 98% mortality to 98% survival. He was also a passionate advocate of public health chairing the national committee on lye legislation, which culminated in the Caustic Poison Act, responsible for poison and antidote labels. Yet Jackson's accomplishments were not limited to these. The aim of this manuscript was to shed light on Chevalier Jackson's lesser-known contributions to surgical science and culture, and to celebrate and honor the life of this remarkable surgeon. Methods: Digital and physical historical records from the National Library of Medicine, Smithsonian Institution, Heinz History Center in Pittsburgh PA, and Sunrise Mill Museum, Montgomery County PA were reviewed for Chevalier Jackson's scientific, cultural, and social contributions to the field of surgery. Results: Among his lesser-known contributions, Chevalier Jackson was the first to describe erosive esophagitis. He developed the first standardized tracheotomy procedure, still in use today. He was ahead of his time in many ways, pioneering a multidisciplinary approach to medicine, advocating for patient-centered care, and advancing the inclusion of women in the medical profession. Conclusion: Chevalier Jackson's legacy extends far beyond the tools and techniques he invented. He was a champion of social justice, a protector of patients, and an inspiration to medical professionals across the globe. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Anaesthesia / Journal Canadien d'Anesthésie is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Summary: More and more women chose medicine as their profession. Female students and graduates outnumber their male colleagues in Austria and the EU. However, the career paths of men and women differ after a certain point, and more and more female talent is lost along the career stages. Women hold only 30% of professor positions at state medical universities in Austria and only 11.9% of all chief physicians are female. Motherhood and related absence is the main career obstacle, but gender bias and missing role models are also factors hindering women to thrive. Improved working conditions would be beneficial for all members of the medical profession. Future generations (Generation Y, Generation Z) will likely expedite changes toward a better work-life balance and claim the right to find fulfillment besides work. Compatibility of family and work and the chance to individualize career paths could be important factors for employers to find and bind their employees. Additionally, (gender) diverse teams improve the group process and collective intelligence. Therefore, patient care and innovation can only benefit from a diverse medical workforce. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has had a dramatic impact on practicing physicians, with effects in clinical practice, academic pursuits, research endeavors, and personal lives. Women in medicine have been uniquely impacted. We examined the impact of the pandemic on the careers of pediatric cardiologists in the Northeast with an anonymous online survey. Participants reported demographic data, information on work hours, administrative burden, career satisfaction, academic productivity, and burnout. We approached 490 cardiologists and received 127 completed surveys (response rate 26%; 49% female). Among all respondents, 72% reported increased burnout, 43% reported decreased career satisfaction, and 57% reported decreased academic productivity. In multivariable ordinal regression analysis, when compared to male physicians, females were 2.4 times more likely to report decreased overall career satisfaction (p = 0.027), 2.6 times more likely to report decreased academic productivity (p = 0.028), and 2.6 times more likely to report increased feelings of burnout "to a large degree" (p = 0.022). Among all respondents, decreased career satisfaction was independently associated with increased household responsibility (OR = 4.4, p = 0.001). Increased administrative burden was independently associated with decreased academic productivity (OR = 2.6, p = 0.038). Open-ended responses highlighted loss of community due to remote work and blurring of the boundaries between work and home. Conversely, respondents appreciated flexibility to work remotely. In conclusion, the majority of pediatric cardiologists in the Northeast experienced negative career impacts due to the COVID-19 pandemic. Important gender differences emerged, with female physicians disproportionately reporting increased burnout, decreased career satisfaction, and decreased academic productivity. [ABSTRACT FROM AUTHOR]

Introduction: Medicine remains an inequitable profession for women. Challenges are compounded for underrepresented women in medicine (UWiM), yet the complex features of underrepresentation and how they influence women's career paths remain underexplored. This qualitative study examined the experiences of trainees self-identifying as UWiM, including how navigating underrepresentation influenced their envisioned career paths. Methods: Ten UWiM family medicine trainees from one Canadian institution participated in semi-structured group interviews. Thematic analysis of the data was informed by feminist epistemology and unfolded during an iterative process of data familiarization, coding, and theme generation. Results: Participants identified as UWiM based on visible and invisible identity markers. All participants experienced discrimination and "otherness", but experiences differed based on how identities intersected. Participants spent considerable energy anticipating discrimination, navigating otherness, and assuming protective behaviours against real and perceived threats. Both altruism and a desire for personal safety and inclusion influenced their envisioned careers serving marginalized populations and mentoring underrepresented trainees. Discussion: Equity, diversity, and inclusion initiatives in medical education risk being of little value without a comprehensive and intersectional understanding of the visible and invisible identities of underrepresented trainees. UWiM trainees' accounts suggest that they experience significant identity dissonance that may result in unintended consequences if left unaddressed. Our study generated the critical awareness required for medical educators and institutions to examine their biases and meet their obligation of creating a safer and more equitable environment for UWiM trainees. [ABSTRACT FROM AUTHOR]

The first IUD was designed by the German physician Ernst Gräfenberg; Helena Wright began using it with her patients from 1929 onwards (chapter 5), becoming one of the first doctors to recommend IUDs in England, together with Norman Haire. While the women doctors Rusterholz studied show a clear conscience of women's discrimination, contemporary feminist organisations and some of their most important leaders kept their distance from the birth control movement. The international scope of the family planning movement and the important role played by women doctors, especially British women doctors, in this movement, is discussed in chapters 3 and 4. [Extracted from the article]

We aimed to investigate whether implicit linguistic biases exist in letters of recommendation (LORs) for applicants to radiation oncology (RO) residency. LORs (n = 487) written for applicants (n = 125) invited to interview at a single RO residency program from the 2015 to 2019 application cycles were included for analysis. Linguistic Inquiry and Word Count (LIWC) software was used to evaluate LORs for length and a dictionary of predetermined themes. Language was evaluated for gender bias using a publicly available gender bias calculator. Non-parametric tests were used to compare linguistic domain scores. The median number of the LORs per applicant was 4 (range 3–5). No significant differences by applicant gender were detected in LIWC score domains or gender bias calculator (P > 0.05). However, LORs for applicants from racial/ethnic backgrounds underrepresented in medicine were less likely to include standout descriptors (P = 0.008). Male writers were less likely to describe applicant characteristics related to patient care (P < 0.0001) and agentic personality (P = 0.006). LORs written by RO were shorter (P < 0.0001) and included fewer standout descriptors (P = 0.014) but were also more likely to include statements regarding applicant desirability (P = 0.045) and research (P = 0.008). While language was globally male-biased, assistant professors were less likely than associate professors (P = 0.0064) and full professors (P = 0.023) to use male-biased language. Significant linguistic differences were observed in RO residency LORs, suggesting that implicit biases related to both applicants and letter writers may exist. Recognition, and ideally eradication, of such biases are crucial for fair and equitable evaluation of a diverse applicant pool of RO residency candidates. [ABSTRACT FROM AUTHOR]

Gender disparities for female physicians in academic medicine are longstanding. Female pediatric cardiologists experience inequities in scholarship opportunities, promotion, leadership positions, and compensation. Mentorship groups have been successfully implemented in other subspecialities with promising results. We created a peer mentorship group for female pediatric cardiologists in the Northeast and completed a needs assessment survey of eligible participants. Our goal was to better understand the current challenges and identify resources to overcome these barriers. Our objectives were to (1) describe the creation of a novel mentorship program for female pediatric cardiologists and trainees in the Northeast United States, and (2) report the results of a formal needs assessment survey of all eligible participants. All female pediatric cardiology fellows and practicing pediatric and adult congenital heart disease specialists from 15 academic centers in New England were invited to join a free group with virtual meetings. A formal needs assessment survey was provided electronically to all eligible members. The vast majority of respondents agreed that the Women in Pediatric Cardiology (WIPC) group is a valuable networking and mentorship experience (90%) and would recommend this group to a colleague (95%). Members have witnessed or experienced inequities in a broad range of settings. Common challenges experienced by respondents include dependent care demands, lack of mentorship, inadequate research support, and inequitable clinical responsibilities. Resources suggested to overcome these barriers include mentorship, sponsorship, transparency in compensation, and physician coaching. Mentorship groups have the potential to address many challenges faced by women in medicine. The WIPC Northeast program provides a forum for community, collaboration, education, and scholarship. [ABSTRACT FROM AUTHOR]

Background: Several recent studies across the field of medicine have indicated gender disparity in the reception of prestigious awards and research grants, placing women in medicine at a distinct disadvantage. Gender disparity has been observed in neurology, critical care medicine and within various professional societies. In this study, we have examined the longitudinal trends of gender parity in awards and grants within the Neurocritical Care Society (NCS). Methods: A retrospective analysis was conducted of all available data longitudinally from 2004, when NCS first granted awards through 2019. We used self-identified gender in the membership roster to record gender for each individual. For individuals without recorded gender, we used a previously validated double verification method using a systematic web-based search. We collected data on six awards distributed by the NCS and divided these awards into two main categories: (1) scientific category: (a) Christine Wijman Young Investigator Award; (b) Best Scientific Abstract Award; (c) Fellowship Grant; (d) INCLINE Grant; and (2) non-scientific category: (a) Travel Grant; and (b) Presidential Citation. Available data were analyzed to evaluate longitudinal trends in awards using descriptive statistics and simple or multiple linear regression analyses, as appropriate. Results: A total of 445 awards were granted between the years 2004 and 2019. Thirty-six awards were in the scientific category, while 409 awards were in the non-scientific category. Only 8% of women received NCS awards in the scientific awards category, whereas 44% of women received an award in the non-scientific category. Most notable in the scientific category are the Best Scientific Abstract Award and the Fellowship Grant, in which no woman has ever received an award to date, compared to 18 men between both awards. In contrast, women are well represented in the non-scientific awards category with an average of 5% increase per year in the number of women awardees. Conclusions: Our data reveal gender disparity, mainly for scientific or research awards. Prompt evaluation of the cause and further actions to address gender disparity in NCS grants and recognition awards is needed to establish gender equity in this area. [ABSTRACT FROM AUTHOR]

Background: Since 2017, women have made up over 50% of medical school matriculants; however, only 16% of department chairs are women-a number that has remained stagnant and demonstrates the underrepresentation of women in leadership positions in medicine.Objective: To better understand the challenges women face in leadership positions and to inform how best to advance women leaders in Hospital Medicine.Design, Setting, and Participants: Using hermeneutical phenomenological methods, we performed semi-structured qualitative interviews of ten female division heads from hospital medicine groups in the USA, transcribed verbatim, and coded for thematic saturation using Atlas.ti software.Measurements: Qualitative themes and subthemes.Key Results: Ten women hospitalist leaders were interviewed from September through November 2019. Participants identified four key challenges in their leadership journeys: lack of support to pursue leadership training, bullying, a sense of sacrifice in order to achieve balance, and the need for internal and external validation. Participants also suggested key interventions in order to support women leaders in the future: recommending a platform to share experiences, combat bullying, advocate for themselves, and bolster each other in sponsorship and mentorship roles. Finally, participants identified how they have unique strengths as women in leadership, and are transforming the culture of medicine with a focus on diversity and flexibility.Conclusion: Women in leadership positions face unique challenges, but also have a unique perspective as to how to support the next generation of leaders. [ABSTRACT FROM AUTHOR]

Background: Several studies in critical care and neurology demonstrate women under-representation in professional societies; representation trends within the Neurocritical Care Society (NCS) are unknown. We examined longitudinal gender parity trends in membership and leadership within NCS. Methods: A retrospective study of NCS membership and leadership rosters was conducted. To determine gender, self-reported binary gender was extracted. For individuals without recorded gender, a systematic Web-based search to identify usage of gender-specific pronouns in publicly available biographies was performed. According to previously published methods, available photographs were utilized to record presumed gender identification in the absence of available pronoun descriptors. We analyzed available data longitudinally from 2002 to 2019 and performed descriptive statistical and linear regression analyses. Results: In overall membership, the proportion of women members demonstrated an average 11% increase between 2005 and 2018 (95% confidence interval (CI) − 8.1 to 30.1, p = 0.08). The proportion of women Board of Directors (BOD) members increased significantly over time to 50% in 2019. There was an increase in women Officers from 0% in the first 3 years (2002–2004) to 40% in 2019, with two women Presidents out of 17 from 2002 to 2019. For available Executive Committee rosters, there was a statistically significant nearly 3% increase per year (95% CI 1.5–4; p = 0.0007) in the proportion of women members. Rosters for Committee members and chairpersons were also incomplete, but in an analysis of the available data, there was a statistically significant increase of 5% per year analyzed (95% CI 0.5–9.7; p = 0.04) in the proportion of women Committee members. We also found a statistically significant 4.3% increase per year analyzed (95% CI 2.4–6.1; p = 0.003) in the proportion of women Committee chairpersons. Conclusions: This is the first study of longitudinal gender parity trends within neurocritical care. We report that from 2002 to 2019, the NCS has undergone a significant increase in women representation in general membership, committee membership, and leadership positions. [ABSTRACT FROM AUTHOR]

Background: The medical workforce has been feminized for the last two decades worldwide. Nonetheless, women remain under-represented among intensivists. We conducted a survey among French women intensivists to assess their professional and personal quality of life and their perception of potential gender discrimination at work. Methods: We conducted an observational descriptive study by sending a survey, designed by the group FEMMIR (FEmmes Médecins en Médecine Intensive Réanimation), to women intensivists in France, using primarily the Société de Réanimation de Langue Française (SRLF) mailing list. The questionnaire was also available online between September 2019 and January 2020 and women intensivists were encouraged to answer through email reminders. It pertained to five main domains, including demographic characteristics, work position, workload and clinical/research activities, self-fulfillment scale, perceived discrimination at work and suggested measures to implement. Results: Three hundred and seventy-one women responded to the questionnaire, among whom 16% had an academic position. Being a woman intensivist and pregnancy were both considered to increase difficulties in careers' advancement by 31% and 73% of the respondents, respectively. Almost half of the respondents (46%) quoted their quality of life equal to or lower than 6 on a scale varying from 1 (very bad quality of life) to 10 (excellent quality of life). They were 52% to feel an imbalance between their personal and professional life at the cost of their personal life. Gender discrimination has been experienced by 55% of the respondents while 37% confided having already been subject of bullying or harassment. Opportunities to adjust their work timetable including part-time work, better considerations for pregnant women including increasing the number of intensivists and the systematic replacement during maternity leave, and the respect of the law regarding the paternity leave were suggested as key measures to enable better professional and personal accomplishment by women intensivists. Conclusion: In this first large French survey in women intensivists, we pointed out issues felt by women intensivists that included an imbalance between professional and personal life, a perceived loss of opportunity due to the fact of being a woman, frequent reported bullying or harassment and a lack of consideration of the needs related to pregnancy and motherhood. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this multicenter cross-sectional study was to analyze a cohort of breast (BC) and gynecological cancer (GC) patients regarding their interest in, perception of and demand for integrative therapeutic health approaches. Methods: BC and GC patients were surveyed at their first integrative clinic visit using validated standardized questionnaires. Treatment goals and potential differences between the two groups were evaluated. Results: 340 patients (272 BC, 68 GC) participated in the study. The overall interest in IM was 95.3% and correlated with older age, recent chemotherapy, and higher education. A total of 89.4% were using integrative methods at the time of enrolment, primarily exercise therapy (57.5%), and vitamin supplementation (51.4%). The major short-term goal of the BC patients was a side-effects reduction of conventional therapy (70.4%); the major long-term goal was the delay of a potential tumor progression (69.3%). In the GC group, major short-term and long-term goals were slowing tumor progression (73.1% and 79.1%) and prolonging survival (70.1% and 80.6%). GC patients were significantly more impaired by the side-effects of conventional treatment than BC patients [pain (p = 0.006), obstipation (< 0.005)]. Conclusion: Our data demonstrate a high overall interest in and use of IM in BC and GC patients. This supports the need for specialized IM counseling and the implementation of integrative treatments into conventional oncological treatment regimes in both patient groups. Primary tumor site, cancer diagnosis, treatment phase, and side effects had a relevant impact on the demand for IM in our study population. [ABSTRACT FROM AUTHOR]

Background: Sexual harassment of women is a pervasive problem. Prior studies found that sexual harassment of female providers by patients is common, but guidance on addressing this problem is limited. Objective: To understand the experiences of female providers with sexual harassment by patients with a focus on how practicing providers address these events. Design: Qualitative study using semi-structured interviews. Participants: Twenty female, internal medicine providers, including resident physicians, staff physicians, and nurse practitioners at a large, urban, academic hospital in the USA. Approach: Interviews were analyzed for themes. Key Results: Two themes were explored: first, the experiences with sexual harassment and, second, the strategies to address sexual harassment. We coded four sub-themes regarding participant experiences: (1) their descriptions of the types of harassment, (2) the context of the event, (3) the impact of the harassment, and (4) their preparation to address the harassment. We coded seven sub-themes on strategies used by participants: (1) indirect strategies, (2) confrontation, (3) modifying the clinical encounter, (4) modifying self, (5) alerting others, (6) debrief, and (7) report. Conclusion: Our qualitative study found that sexual harassment of female providers by patients is an ongoing problem, disruptive to the patient-provider relationship, and a possible threat to the well-being of both provider and patient. Formal training on how to address this problem was lacking, but all providers had developed or adapted strategies based on personal experiences or role modeling. Educating providers on strategies is an important next step to addressing this problem. [ABSTRACT FROM AUTHOR]

Purpose: To identify gender differences in leadership and academic rank within academic reproductive endocrinology (REI) programs with fellowships in the USA. Methods: Official institutional websites of the 2017–2018 American Board of Obstetrics and Gynecology (ABOG)-accredited reproductive endocrinology fellowship programs were reviewed, and gender representation at each leadership position and academic rank (Division and Fellowship Director and Full, Associate, and Assistant Professor) was recorded. Univariate comparisons were performed using Chi-square tests, with significance at p < 0.05. Results: Among 49 ABOG-accredited reproductive endocrinology programs, 263 faculty were identified, 129 (49.0%) male and 134 (51.0%) female. Division directors were 69.3% male and 30.7% female (p = 0.006). Similarly, fellowship directors were 65.3% male and 34.6% female (p = 0.03). Full professors (n = 101) were more frequently male (70.3% vs. 29.7%, p < 0.001). There was no difference in gender among associate professors (n = 60, 51.7% male vs. 48.3% female, p = 0.79), while significantly more assistant professors were female than male (n = 102, 73.6% vs. 26.4%, p < 0.001). Conclusion: While a majority of residents in obstetrics and gynecology and half of reproductive endocrinology academic faculty are female, women are still underrepresented among leadership positions and full professors in academic reproductive endocrinology programs with fellowship programs. [ABSTRACT FROM AUTHOR]

National surveys of early career faculty also highlighted the devastating impact of the COVID-19-related travel ban and the resultant cancelations of meetings on their careers ([5]). Keywords: COVID-19; gender equity; diversity; virtual lecture EN COVID-19 gender equity diversity virtual lecture 3292 3294 3 10/01/21 20211001 NES 211001 INTRODUCTION Despite extensive work to improve gender equity in academic medicine, women lag in terms of promotions and leadership positions ([1]). [Extracted from the article]

In the case of the career of Diana Beck, we encounter an individual who made significant contributions both to neurosurgery and the overall cause of women in medicine, rather than simply being content at being permitted to practice. Regarding her legacy, an intriguing aspect of the biography of Diana Beck is whether she ought to be considered the world's first female neurosurgeon. Beck's university education was a distinguished one, graduating M.B., B.S. in 1925, while also earning the Julia Cock scholarship, the Gwendoline Lynn prize, and the Grant medal in surgery. [Extracted from the article]

Background: Women remain underrepresented in academic medicine, particularly in leadership positions. This lack of women in leadership has been shown to have negative implications for both patient care and educational outcomes. Similarly, the literature demonstrates that female physicians are less likely to have mentors, despite the proven benefits of mentorship for career advancement. The objective of this review is to identify and describe models of mentorship for women in academic medicine.Methods: We searched PubMed, PsycINFO, Education Resources Information Center, and Cochrane Databases of Systematic Reviews following PRISMA guidelines in June 2017. We included original English language studies that described a mentorship program in the USA that involved academic medical doctorates and that were created for women or provided results stratified by gender.Results: Our search returned 3625 results; 3309 references remained after removal of duplicates. Twenty articles met inclusion criteria. The majority of the programs were designed for junior faculty and used the dyad model of mentoring (i.e., one mentor/one mentee). Frequently cited objectives of these programs were to improve scholarship, promotion, and retention of female faculty. Program evaluations were primarily survey-based, with participant-reported satisfaction being the most frequent measured outcome. Most results showed very high satisfaction. Gender concordance between mentor and mentee did not impact satisfaction. Eight articles reported objective outcomes, including publications, retention, and promotion, and each of these demonstrated an improvement after program implementation.Discussion: Our review suggests that mentorship programs designed for women, regardless of the model, are met with high satisfaction and can help promote and retain women in academic medicine. No clear best practices for mentorship emerged in the literature. Institutions, therefore, can individualize their mentorship programs and models to available resources and goals. These results demonstrate the importance of more widespread implementation of mentorship programs to more effectively facilitate professional development and success of women in academic medicine. [ABSTRACT FROM AUTHOR]

Half of medical school graduates are women, but female doctors experience significant professional tensions. Low numbers of women in leadership roles, high burnout and attrition, and continued harassment suggest a culture that undermines the contributions of women. This manuscript explores research from sociology, business and medicine through a personal lens. Understanding the way gender influences the complex state of women in medicine suggests changes are needed in the architecture of the modern medical workforce. Individuals, mentors and organizations can make changes that would improve the way that the working environment cultivates a diverse workforce to reach its full potential. [ABSTRACT FROM AUTHOR]

Negotiation skills are critical to career success, yet many physicians feel ill-equipped to negotiate for professional opportunities. Enhancing competencies in this arena may be especially critical for women and underrepresented minorities to reduce disparities in compensation and resources that begin upon entry into the workforce as junior faculty. This perspective offers a comprehensive overview of negotiation strategies and the job search process for individuals finishing medical training and seeking first-time employment. First, we extrapolate lessons from clinical medicine to provide a negotiation roadmap for residents and fellows. We use both a clinical and an employment scenario to illustrate the concept of principled negotiation in which negotiating partners elicit each other's values and interests and identify options for mutual gain. We then describe approaches to seeking and negotiating job opportunities and discuss typical timelines for these activities. We supply a list of professional needs to consider before a negotiation begins and introduce the concept of a best alternative to negotiated agreement to help ensure essential requirements are met in a final employment offer. Finally, we explore the utility of third-party assistance and published benchmarks and offer best practices for negotiating. [ABSTRACT FROM AUTHOR]

Despite the difficulties women in Pakistan face in their access to education, their numbers have been increasing consistently in medical colleges. However, most of the women medical graduates do not go on to practice medicine after graduation. One of the reasons suggested by Pakistani media and society for this increase in the number of women medical graduates is the desirability of women doctors in Pakistan's marriage market. Based on an ethnographic study of Pakistani women doctors, I examine why women doctors are considered desirable as spouses and how this influences women's access to medical education. I found that women doctors are valued as marital partners because of the status granted to them by their academic credentials, chaste educational experience, and potential to contribute to family income. Because of the value of medical education in marriage, parents are more willing to invest in their daughters' education, facilitating women's access to medical education. I also found that, as a way of bargaining with the patriarchy, women doctors accept the social norms of arranged marriage because it allows them access to professional education, economic opportunities, and a better bargaining position in the marriage market. Overall, I found that, unless underlying patriarchal norms are addressed, potentially empowering projects like women's education will be co-opted by the existing structures of domination. I also discuss potential implications for changing marriage patterns and increasing representation of women in Pakistan's medical workforce. [ABSTRACT FROM AUTHOR]

For the first time, the number of women enrolled in U.S. medical schools has surpassed that of men, making this a fitting time to recall the first woman in the States to graduate from medical school [[1]]. When an acquaintance developed cancer, she confided to Blackwell that she wished Blackwell would study medicine, saying that a great deal of her suffering could have been spared her had she only been cared for by a female physician. Eventually, however, Blackwell's clinic began to grow and attracted additional staff, including a woman physician from Poland and Blackwell's own younger sister. [Extracted from the article]

With the gender composition of the membership in mind, ACMT appears to be doing well, although review of ACMT awards reveals there is still room for improvement. Through conscious attention and focus on gender issues, Medical Toxicology as a specialty has the opportunity to lead in creating a more gender-balanced framework for career advancement in academic medicine and a more equitable environment for all. Gender differences in attending physicians' feedback to residents: a qualitative analysis. [Extracted from the article]

Time is fling, but despite the increased number of women physicians in healthcare, the experiences and challenges faced by these women have not evolved during the past 50 years. The inequality in academia combined with special conditions, such as child-bearing and child-rearing, is the main issues women face in their careers in general medicine and, specifically, nuclear medicine. References 1 McMurray JE, Linzer M, Konrad TR, Douglas J, Shugerman R, Nelson K. The work lives of women physicians results from the physician work life study. [Extracted from the article]

This commentary summarizes insights and discussions about the status of women leaders in STEM (science, technology, engineering, and medicine). While many academic institutions now train close to 50 % female students in STEM disciplines, there is a major underrepresentation of qualified women in leadership roles. Women are admitted to the basements of STEM institutions, but only few make it to the top floor. We see male superstars receiving well-deserved recognitions and advancements. Unfortunately, their female counterparts are often held back or cut down by both male and female colleagues. Increasing reports of acts of discrimination reported by women in STEM fields are a symptom. Unilateral hierarchy is the root cause. Just increasing the quote/proportion of women and underrepresented minorities at an institution is therefore not enough to address the underlying problem. At Stanford Radiology, we started a major initiative to increase the representation of qualified women and other underrepresented minorities in our leadership teams in order to ensure that every member of the Department has an advocate at the leadership table, when decisions are being made. Diverse leadership teams are vital to creating a culture of respect and inclusion for everyone. [ABSTRACT FROM AUTHOR]

Interviews conducted with Arab women in Israel who sought treatment from traditional women healers show that such women undergo a change of both a personal and a social nature after the visit. This study enumerates and analyzes the aspects of this change and concludes that visiting traditional Arab women healers constitutes a coping path that empowers clients. Such empowerment, achieved primarily by clients who maintain regular, extended contact with healers, is not social but personal and follows traditional norms without challenging them. This is a model of practical empowerment that derives from the accepted norms of its culture, implying the existence of an empowering agent and an individual who are involved in a process of growth in a social context that embodies numerous restrictions. [ABSTRACT FROM AUTHOR]

Women represent a significant proportion of pediatric radiologists in the United States, as shown on surveys by the American College of Radiology (ACR) and the Society for Pediatric Radiology (SPR). This review discusses the characteristics of this subgroup of specialists and issues uniquely related to them. [ABSTRACT FROM AUTHOR]

Mentoring is an essential part of success in the academic medical center. The provision of effective mentoring is key to the success of the increasing numbers of women entering medicine. However, the gender distribution within the hierarchy of medicine has not changed in that the power still resides with men in the system. Currently, men are attempting to mentor women, and so as the proportion of women in medicine continues to grow, they will become more influential in this setting and will become increasingly responsible for providing mentoring to men. In either case, effective communication across gender lines is an essential aspect of the mentoring process. Psychologists in academic medical settings can provide guidance to faculty and staff on the critical aspects of social development and communication, which may affect how women and men are mentored and the success of this mentoring process, whether across or within gender lines. [ABSTRACT FROM AUTHOR]

The number of women in medicine is increasing. There is evidence that women practice in different ways than men; are interested in different aspects of medicine; work fewer hours; and receive less pay for equivalent hours than men. Women are also less likely to be represented in the higher echelons of power within academic medicine. Women's careers are adversely affected by pregnancy, childcare, family responsibilities, and gender role conflict although there is evidence that this does not need to be the case. This article reviews the current literature on gender differences in medicine and makes recommendations to ensure women have a voice to determine their place in medicine in the future. The positive changes that women bring to medicine are highlighted and the barriers for women in the profession are outlined. [ABSTRACT FROM AUTHOR]

Gustatory sweating results from a disruption of the auriculotemporal nerve pathways. Damage to the nerve may cause a misdirected re-growth that results in parasympathetic innervation of sympathetic receptors and, therefore, facial sweating and flushing with gustatory stimulation. Over the past 300 years, the history of gustatory sweating has included observations of typhus-induced parotiditis, war injuries, and occupational accidents. Despite religious and personal persecution, Lucja Frey (1889–1943) systematically investigated gustatory sweating. Following the discovery of a German World War II document regarding Lucja Frey, an international committee was organized to research the history of gustatory sweating and of Dr. Frey's contributions to the understanding of the syndrome. Twenty original scientific publications from 1700 to 1950 on gustatory sweating were reviewed. Frey was the first to describe gustatory sweating as a disorder of both sympathetic and parasympathetic innervation. She proposed novel pathologic and pharmacologic mechanisms to explain the syndrome. Subsequent discoveries, including the work of André-Thomas in 1927, have provided a more complete understanding of gustatory sweating and the pathologic mechanism of aberrant neuronal regeneration. [ABSTRACT FROM AUTHOR]

CONTEXT: Although few data are available, many believe that part-time primary care physicians (PCPs) are less productive and provide lower quality care than full-time PCPs. Some insurers exclude part-time PCPs from their provider networks. OBJECTIVE: To compare productivity, quality of preventive care, patient satisfaction, and risk-adjusted resource utilization of part-time and full-time PCPs. DESIGN: Retrospective cohort study. SETTING: Boston. PARTICIPANTS: PCPs affiliated with 2 academic outpatient primary care networks. MEASUREMENTS: PCP productivity, patient satisfaction, resource utilization, and compliance with screening guidelines. RESULTS: Part-time PCP productivity was greater than that of full-time PCPs (2.1 work relative value units (RVUs)/bookable clinical hour versus 1.3 work RVUs/bookable clinical hour, P < .01). A similar proportion of part-time PCPs (80%) and full-time PCPs (75%) met targets for mammography, Pap smears, and cholesterol screening (P = .67). After adjusting for clinical case mix, practice location, gender, board certification status, and years in practice, resource utilization of part-time PCPs ($138 [95% confidence interval (CI), $108 to $167]) was similar to that of full-time PCPs ($139 [95% CI, $108 to $170], P = .92). Patient satisfaction was similar for part-time and full-time PCPs. CONCLUSIONS: In these academic primary care practices, rates of patient satisfaction, compliance with screening guidelines, and resource utilization were similar for part-time PCPs compared to full-time PCPs. Productivity per clinical hour was markedly higher for part-time PCPs. Despite study limitations, these data suggest that academic part-time PCPs are at least as efficient as full-time PCPs and that the quality of their work is similar. [ABSTRACT FROM AUTHOR]

Reflects on the goals of the American College of Gastroenterology. Background of Sara Jordan, one of the prominent women in gastroenterology; Information on how women have changed the practice of medicine; Barriers for women in choosing a career in gastrointestinal.

Opinion. Describes an outpatient unit led by a group of women at San Francisco General Hospital, University of California, San Francisco. Exploration of areas of women's leadership; Description of challenges and rewards available to women leaders; Background about the outpatient unit; Promotion of women's leadership.

The article focuses on Jewish women physicians in Central Europe in the early twentieth century. To become medical doctors, these women had to overcome educational obstacles, family opposition, misogynism and anti-Semitism. As physicians, Jewish women achieved personal self-fulfillment, economic independence and had a chance to help others, while combining marriage, family and career. Female Jewish physicians successfully practiced medicine in a variety of fields in Central Europe before the Nazi era and in many cases, after emigration as well. The analysis focuses on Central European Jewish with medical degrees and is based on information gleaned from published and unpublished memoirs, biographies and biographical dictionaries, questionnaires and interviews, as well as secondary literature. The methodology used in this project is that of a social historian, the author's approach is primarily empirical and descriptive. The article describes a discussion of family backgrounds of women in the study population and then focuses on their choice of medicine as a career, obstacles they overcame to become physicians and the specific medical career paths selected.

Focuses on the issues discussed at the first Gastroenterology Leadership Council Workshop for Training Directors in Digestive Diseases in Dallas, Texas on February 19 and 20, 1993. Development of the subspecialty matching programs for trainee applicants; Difficulties experienced by women in the gastroenterologic field; Likely changes in medical education.

According to Kanter and others, when women represent a very small proportion ofa profession their performance will be affected—‘tokens’ often are afraid of achieving outstanding performance. On the other hand, rather than small proportions lowering role performance, perhaps tile ‘Avis syndrome’ operates; perhaps women who enter male professions try harder as they perceive that they are on trial. The present study tests the relation between percentage of women in 17 medical and surgical specialities and percentage of women within each specialty who select the nontraditional roles of teacher, administrator, and researcher [as contrasted to practitioner]. Neither the Kanter hypothesis of direct relationship, nor the A vis hypothesis of inverse relationship was supported. Results indicated that women physicians tend most likely to be overrepresented as teachers and underrepresented as administrators, regardless of their proportion in the specialty. The most powerful position of administrator is primarily occupied by male physicians; perhaps even in medicine, teaching remains a traditional role for women. [ABSTRACT FROM AUTHOR]

Young female health professionals' (N = 139) career plans were classified as vertical (V) if they aspired to advancement, lateral (L) or stationary (S) if they lacked advancement ambitions. Ls planned intensification by gaining further qualifications. Hypotheses concerning the (1) life contingencies, (2) work attitudes, and (3) personalities of the groups were tested. Most support was found for hypothesis 3. Ls and Vs had higher masculinity scores than Ss, and Ls were more andrognous. More Ls planned specialization and had already undertaken further studies. Ls and Vs attached more importance to freedom at work; groups did not differ on other work attitudes nor in their life contingencies (social roles and conflicts), although Ls and Vs specified role conflicts and more coping strategies. The results supported Lewin and Olesen's conceptualization of lateralness, but indicated that it is distinct from stationary patterns. [ABSTRACT FROM AUTHOR]

A personal narrative is presented which explores the author's experience of working in a hospital during pregnancy.

In medicine, the challenges faced by female faculty members who are attempting to achieve academic advancement have been well described. Various strategies have been proposed to increase academic productivity to aid the promotion of women in medicine. We propose an innovative collaboration strategy that encourages completion of an academic writing project. This strategy acknowledges the challenges inherent in achieving work-life balance and utilizes a collaborative work style with a group of peer physicians. The model is designed to encourage the completion and collation of independently prepared sections of an academic paper within a setting that emphasizes social networking and collaboration. This approach has many similarities to the construction of a quilt during a "quilting bee." [ABSTRACT FROM AUTHOR]

Negotiation skills are critical to career success, yet many physicians feel ill-equipped to negotiate for professional opportunities. Enhancing competencies in this arena may be especially critical for women and underrepresented minorities to reduce disparities in compensation and resources that begin upon entry into the workforce as junior faculty. This perspective offers a comprehensive overview of negotiation strategies and the job search process for individuals finishing medical training and seeking first-time employment. First, we extrapolate lessons from clinical medicine to provide a negotiation roadmap for residents and fellows. We use both a clinical and an employment scenario to illustrate the concept of principled negotiation in which negotiating partners elicit each other's values and interests and identify options for mutual gain. We then describe approaches to seeking and negotiating job opportunities and discuss typical timelines for these activities. We supply a list of professional needs to consider before a negotiation begins and introduce the concept of a best alternative to negotiated agreement to help ensure essential requirements are met in a final employment offer. Finally, we explore the utility of third-party assistance and published benchmarks and offer best practices for negotiating. [ABSTRACT FROM AUTHOR]

Focuses on issues concerning low preferences of women to gastroenterology. Efforts of health experts to gain insight as to why only few women are attracted to the field; Determination of factors that influence medical students' career choices; Obligation of medical colleges and resident mentors to improve the ethnic and gender diversity of teaching and administrative faculty.

The article reports on retention of women and minorities in physician-scientist programs in the United States. According to the article, majority of students in the programs have received financial assistance from the U.S. government's Medical Scientists Training Program's (MSTP). A study of about 80,000 medical graduates showed that 30 percent of those graduating from the programs were female.

Recalls the challenge of balancing medical practice and child rearing. Decision of the author to leave family practice and emergency department care during the second trimester of pregnancy; Return to family practice after devoting a year to her born twins; Determination of the author to continue her stint in emergence medicine despite the stress of raising children.

As one Harvard faculty member points out on page 519, the percentage of women in professorial posts in science is much lower than it is for men. This unfavorable ratio of women-to-men in senior jobs is fairly ubiquitous across biomedical research and is all the more surprising given that roughly equal numbers of men and women undertake PhD courses. There are few exceptions to this rule, but the field of telomerase research is one. This area of investigation appears to be dominated by women generally and one woman in particular, Elizabeth Blackburn. [ABSTRACT FROM AUTHOR]