Thread by @MacDeptMed

This is @TChanMD taking over the account this morning. Getting ready to live tweet the talk by Dr Gillian Hawker (@UofTDoMChair) who will be speaking on the important topic of #MindingTheGap in #AcademicMedicine!

Dr. Hawker starts with a great quote: "I'm not here to bash men."
This is VERY true, men are our allies in the fight for equity. - TC
#HeForShe

@UofTDoMChair @ @MacDeptMed
There is a strong business case for DIVERSITY.
Diversity can help with...
Decision-making, problem-solving
Productivity
Worker satisfaction
Community Engagement
Fosters innovation.
Promotes organizational values

#WomenInMedicine

@UofTDoMChair @ @MacDeptMed
Not much difference between Academic Medicine in Canada and US.
Full professor in US - 22%
Full Prof in Canada - 23%

At a recent committee Dr. Hawker was asked: Is it because women don't make the grade???
#WomenInMedicine

@UofTDoMChair @ @MacDeptMed
The Paradox of Meritocracy (Sarah Kaplan at @rotmanschool) has taught us that it is NOT about lowering the bar to let "lesser" quality in... it's because there is bias. There is a strong tendency towards institutional reproduction.
#WomenInMedicine

@UofTDoMChair @ @MacDeptMed
Data from the @Harvard Implicit Association Test - We have been socialized to assume that women are more associated with family, and men are associated with careers.

#WomenInMedicine

@UofTDoMChair @ @MacDeptMed
A study by Brooks had two voices (male and female voice) pitch to VC (same script). Guess what happened?
VCs granted money to men more often.

pnas.org/content/111/12…

#WomenInMedicine

@UofTDoMChair @ @MacDeptMed
Female applicants have to have more experience / more qualifications to get same evaluations.
Same for promotions...
#WomenInMedicine

@UofTDoMChair @ @MacDeptMed
Recommendations for men are longer: more references to resume, publications, pts, colleagues.
Recommendations for women: shorter, more ladened with hedging and doubt

#WomenInMedicine

@UofTDoMChair @ @MacDeptMed
But remember...
Male is a gender too. (Male on male bullying is out there gents!)

Have any men felt pressured to stop advocating for #HeForShe??#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
What are key things?
1. Implement transparent
2. Data monitoring
3. Attention to the work environment
4. Mentorship (...and more importantly Sponsorship)
#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
What are key things?
5. Recruitment - wait for a critical mass
6. Clear job posting - WITHOUT gendered language
7. Blind resume review
8. Standardize the interview - otherwise panelists might wander into dangerous grounds
#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
9. Think about what "stopping the clock means"
10. Unconscious bias testing.
11. Meeting during "regular business hours"
12. Support during career transitions (including parental leave)
13. Alt. work arrangements (sharing, flex)
#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
14. Parental leave expectations for ALL - Scandanavia does this well. It's expected and normalized. Everyone does it - to decrease stigma.

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
Now, turning to mentorship:
Remember that women can be mentored by men.
But maybe women don't need more mentors... they may need more SPONSORS.

What's the difference?
Mentors advise you.
Sponsors advocate for you. They open doors

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
In her first 100 days as Chair Dr. Hawker started noticed a pattern.
Like the epidemiologist that she was, she looked at local data.

25% women full profs, F>M assist/assoc
50% of trainees
Variability across training programs

#WomenInMedicine

... and so they knew they have a leaky pipeline!

BUT WHY?

.@UofTDoMChair @ @MacDeptMed

Qualitative study by U of T Department of Med
bmcmedicine.biomedcentral.com/articles/10.11…

WHY was there a gap?
1. Unfair/non-transparent recruitment
2. Bias
3. Social exclusion (back rooms/whisky, sports/beers)
4. Locker Room talk
5. Representation

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
Audit your rounds
Audit your conferences/panels.
Survey your people. Take the pulse.

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed
This is unsurprising...

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed

Many people don't know what Microaggressions are... Make sure you educate people. muse.jhu.edu/article/715809…

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed

Do you know any UNTOUCHABLES?
(Those who bring in the bacon and have more clout...)
it will be easier for them to get away with being unprofessional - be wary.

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed

NEVER finish a search without a full list of eligible candidates.
People will tend to forget people who are quieter, but hard working.

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed

AS A LEADER, DEAL WITH THE UNPROFESSIONALISM.
Incorporate professionalism into awards, promotions, appointments.
Protocols for trainee complaints against faculty.
Make fair processes.
Take it seriously - have consequences.

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed

Enhance mentorship
- incorporate it in promotion

Check In:
- check in with new faculty (at 1.5 years)
- Attention to subtle differences in support - e.g. clinical support, teaching expectations, research perks.

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed

Address Structural barriers:
- flexible work hours
- breast pumping facilities
- timing of rounds, meetings, etc.
- create system redundancy
- equity score cards for subgroups

#WomenInMedicine

.@UofTDoMChair @ @MacDeptMed

Wow!! They really have increased their women leadership at U of T to 50%, and a dramatic increase from 11%-->28% for visible minorities in those positions.

#WomenInMedicine