PDF(Pubmed)
Abstract：
Despite decades of faculty professional development programs created to prepare women for leadership, gender inequities persist in salary, promotion, and leadership roles. Indeed, men still earn more than women, are more likely than women to hold the rank of professor, and hold the vast majority of positions of power in academic medicine. Institutions demonstrate commitment to their faculty\'s growth by investing resources, including creating faculty development programs. These programs are essential to help prepare women to lead and navigate the highly matrixed, complex systems of academic medicine. However, data still show that women persistently lag behind men in their career advancement and salary. Clearly, training women to adapt to existing structures and norms alone is not sufficient. To effectively generate organizational change, leaders with power and resources must commit to gender equity. This article describes several efforts by the Office of Faculty in the Johns Hopkins University School of Medicine to broaden inclusivity in collaborative work for gender equity. The authors are women and men leaders in the Office of Faculty, which is within the Johns Hopkins University School of Medicine dean\'s office and includes Women in Science and Medicine. Here, we discuss potential methods to advance gender equity using inclusivity based on our institutional experience and on the findings of other studies. Ongoing data collection to evaluate programmatic outcomes in the Johns Hopkins University School of Medicine will be reported in the future.
摘要：
尽管数十年来创建了教师专业发展计划，以准备妇女的领导，性别不平等在工资中持续存在，促销,和领导角色。的确,男人仍然比女人挣得更多，比女性更有可能担任教授，并在学术医学中担任绝大多数权力职位。机构通过投资资源来表现出对教师增长的承诺，包括创建教师发展计划。这些计划对于帮助女性做好领导和驾驭高度矩阵的准备至关重要，学术医学的复杂系统。然而,数据仍然显示，女性在职业发展和工资方面一直落后于男性。显然,仅仅培训妇女适应现有的结构和规范是不够的。为了有效地产生组织变革，拥有权力和资源的领导人必须致力于性别平等。本文介绍了约翰·霍普金斯大学医学院教师办公室为扩大性别平等协作工作的包容性所做的几项努力。作者是教师办公室的男女领导人，这是在约翰霍普金斯大学医学院院长的办公室，包括妇女在科学和医学。这里,我们根据我们的机构经验和其他研究结果，讨论了利用包容性促进性别平等的潜在方法。未来将报告约翰霍普金斯大学医学院正在进行的数据收集，以评估计划结果。
