Organizational Change to Support Success of Women
It has been well doeumented that women in academie medicine experience gender-based obstacles to their career success and satisfaction, and that the manifestations of these obstacles are similar to those reported in other disciplines of academia as well as other professions. Nationally, women faeulty in academie medicine experience, to the present, lower salaries than male colleagues at comparable ranks and level of expertise, slower rates of promotion, lesser access to the resources essential to career success such as mentoring, career development information, space and personnel, and lower likelihood of professional recognition for their accomplishments and contributions (Conley 1993; DeAngelis 1995; ACP 1991; Carr 1992 and 1993; Tesch 1995; Etzkowitz 1994; Bickei 1988). Women are imderrepresented in leadership roles and have a profound experience of isolation fi-om colleagues and information. These observations have been reported at every academie medical institution that has evaluated them (Carr 1993, Grosz 1991, Boyer et al. 1988, Dean’s Office 1993, Committee on Work 1989), have been quantified in my own institution (Provost’s Committee 1989), and have been confirmed in national analyses performed by the Association of American Medical Colleges (Bickei 1988, 1994, and 1995).
KeywordsOrganizational Change Academic Medicine Department Director Career Success Woman Faculty
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