Thread by @WomeninOnc

Let’s talk #GenderEquity to start. We all know #WomenInMedicine are getting burned out and leaving the workforce. And it’s not because they aren’t “resilient” or “ambitious” but bc there are barriers in place that result in women working twice as hard and not getting recognition

That happens across the board but we see it in #WomenInOncology as well. A pub just out in @ASCOPost w @DrSGraff @NarjustDumaMD @drdonsdizon and colleagues describes some of the challenges and solutions

dailynews.ascopubs.org/do/10.1200/ADN…

The onus of addressing these inequities should not fall on the shoulders of those who are most impacted by these inequities. Unfortunately as @bridgetMDPhD @LekshmiMD and I described in our paper on the #ThirdShift that is exactly what happens.

And as @JulieSilverMD described this has become even worse during the #COVID19 Pandemic w the new #FourthShift.

mgriblog.org/2021/03/30/the…

With an ongoing pandemic, we are seeing these inequities widen and #WomenInMedicine and #WomenInOncology are burning out.
pubmed.ncbi.nlm.nih.gov/32538780/

Dr @KellyCawcuttMD and I have previously described the implicit bias➡️impostor phenomenon ➡️burnout cycle 🔁 which is only worsening during this pandemic.

Many things add to this phenomenon. We describe the impact pre-pandemic when women were not introduced by professional title as often as male colleagues. This can influence perceived expertise/ authority of the individuals being introduced➡️negatively impacts careers trajectory.

There are many other barriers that exist that contribute to the persistent #Paygap and gap in healthcare leadership.

aamc.org/news-insights/…

But as we describe here in @medpagetoday with @MVGutierrezMD @FutureDocs and myself @ShikhaJainMD we could take this moment in history to change things for the better. So how do we do that

medpagetoday.com/opinion/second…

1. We need to be intentional in who is being sponsored and mentored for opportunities. Look who is not at the table. Think outside your normal circle. Get input from people different than you.
2. Collaborate w people different than you. Bring diverse voices to your projects.

3. Sponsor #WomenInMedicine for opportunities. The @WIMSummit (which full disclosure I also lead) is a nonprofit that has many leadership programs for early and mid career #WomenInMedicine.

womeninmedicinesummit.org/publications

4. Don’t rely on the #WomenInMedicine to do the work. Bring #MaleAllies #HeForShe to these discussions. This work won’t happen without all of us moving it forward.

static1.squarespace.com/static/5fdb1ac…

5. These are my top 10 tips for advancing #WomenInMedicine. Tbh there are a lot more but these are just a few. Most importantly, mention her name when she isn’t in the room. Suggest her for opportunities, not because she is a woman, but bc she is the most qualified.

These types of intentional decisions to amplify women help organizations w retention, improve patient care, lead to a better work environment for all. What are some ways you think we could work toward closing the gender gap in healthcare? Share ⬇️
#DrJainTakeover @ShikhaJainMD