Award Recognition Research Articles

Shadows in Academia: Disparity in Academic Award Recognition For Global South Scholar

Shadows in Academia: Disparity in Academic Award Recognition For Global South Scholar

Science Needs You: Mobilizing for Diversity in Award Recognition

Dek : Examining the examiners.

Do social media use and patient satisfaction scores correlate with online award recognition among hip and knee arthroplasty specialists?

IntroductionThe physician–patient interaction now begins before patients arrive in the office. Online ratings, social media profiles, and online award status are all components of physician online reputation which contributes to the patient's initial impressions. Therefore, it is important to understand the interplay of these factors and determine if there is a consistent trend indicating the value of this information. MethodsWe Identified all (N ​= ​160) registered American Association of Hip and Knee Surgeons (AAHKS) in New England using the https://findadoctor.aahks.net/tool for Massachusetts (MA), Connecticut (CT), Rhode Island (RI), Vermont (VT), New Hampshire (NH), and Maine (ME) on 6/26/2023. We collected surgeon age, fellowship graduation year, and practice type (i.e. Academic or Private). The average 5-star rating and number of ratings were collected from four websites. Any professional-use Facebook, Instagram, Twitter, LinkedIn, YouTube Channel, Personal Websites, or Institutional Websites were identified and a modified SMI Score was calculated. Finally, Castle Connolly Top Doctor, Local Magazine (e.g. Boston Magazine) Top Doctor, or the presence of having any award was noted for each surgeon. ResultsWe identified several significant trends indicating that online awards were associated with higher online ratings. Social media presence, as determined by SMI Score, was also correlated with higher ratings overall and a higher likelihood of having an online award. ConclusionGiven the observed trends and reported importance patients place on ratings and awards, surgeons may consider increasing online engagement via social media and encouraging patients to share their experience via online ratings.

The implementation and impact of an advanced practice recognition program.

Meaningful job recognition is a pillar for sustaining healthy work environments and proven beneficial for job satisfaction and retention. However, few dedicated award recognition programs exist for advanced practice registered nurses (APRNs), and no available literature evaluates the impact on professional practice, sense of belonging, and job retention or satisfaction. The purpose of this study was to introduce a novel award recognition program for APRNs and physician associates (PAs) in a large academic medical system and evaluate it's impact on job satisfaction, retention, and sense of belonging. Five awards were created to recognize areas of achievement for clinically practicing APRNs or PAs within an academic health system. Nomination letters were collected, deidentified, and reviewed by an award committee. Winners were announced and received a plaque. A survey was sent to employed APRNs evaluating their response to the program. The survey was sent to both APRNs (83%) and PAs (17%). Survey end points included job satisfaction, willingness to stay in role for 1 and 5 years, sense of community, something to work toward, and increasing recognition of APRNs. Results showed statistical significance in three areas. Advanced practice registered nurses or PAs who were aware of award opportunities and/or nominated for an award showed higher job satisfaction, more likely to stay in job for 1 year, and felt a greater level of recognition. Dedicated APRN award programs may have a positive impact on job satisfaction and retention. This model may be extrapolated to provide greater opportunities for meaningful recognition among clinical APRNs.

Arbitrability of Data Protection Disputes: Personal Data, Personalized Justice?

Abstract This article explores the interplay between international arbitration and data subject compensation claims under the General Data Protection Regulation (GDPR). The analysis focuses on the validity and enforcement of arbitration agreements and the resulting awards. The article argues that despite potential skepticism, arbitration can offer significant benefits to data subjects, and that compensation claims under the GDPR should be considered arbitrable under the New York Convention and CJEU case law. The article further argues that EU courts have a duty to refer disputes to arbitration, and that the mandatory provisions of EU law have limited means of interfering with this duty. Furthermore, it establishes that the misapplication of GDPR provisions does not automatically justify the denial of arbitral award recognition. The article argues that this is a natural extension of trust traditionally shown to arbitrators, and that such trust should not be easily cast aside.

STUDY ON THE LEGAL ISSUES OF INTERNATIONAL ARBITRATION INSTITUTION SETTLING IN CHINA

The international arbitration institutions settling in China is not only the need of building an attractive arbitration seat in China, but also the need of facilitating dispute settlement between Chinese and foreign parties, promoting the development of arbitration institutions and serving international trade and investment. Due to China's previous legislative and judicial practices, international arbitration institutions are faced with difficulties such as uncertain institutional identification, limited business scope and unclear award recognition and enforcement. However, as China's ascension arbitration credibility construction, China is taking active measures in judicial, administrative and legislative aspect to clarify the legal status of international arbitration institutions, broaden the business scope, promote the validity of arbitration agreement determination, and clear the nationality of arbitration award to recognition and enforcement. These positive measures demonstrate China's friendly attitude of vigorously supporting arbitration, and create a good prospect for international arbitration institutions in China.

Article: State Aid Through Arbitration Awards: EU Law as a Ground for Non-enforcement

The relationship between international investment law (IIL) and EU law is not without problems as evidenced by the Achmea ruling. These tensions have become more evident in the Micula case in which the commission resorted to the state aid rules in order to attack arbitration awards arising from intra-EU Bilateral investment treaties (BITs) (deeming its enforcement as state aid). Despite its two rulings relating to the Micula saga, the Court of Justice of the European Union (CJEU) has not yet validated (or not) the application of state aid rules to the enforcement of intra-EU awards. Hopefully, the upcoming general court’s judgment shall rule on the merits of the Micula case thereby dispelling doubts. Nevertheless, it is foreseeable that further clarifying judgments will be required concerning the recognition and enforcement of intra-EU awards in non-EU jurisdictions. This article reviews the current situation to show that, while state aid rules could adequately prevent the enforcement of an intra-EU award within EU borders, they lack effectiveness for blocking enforcement beyond its borders. Arbitration award, intra-EU BIT, State aid, Tax benefit repeal, Damages, Award recognition, Award enforcement, Public policy, Micula, Achmea, ICSID Convention, New York Convention.

The 2022 Outstanding Civil Engineering Achievement Awards

From among 11 projects that garnered Honor Award recognition, three also took home top prizes — the OPAL (Outstanding Projects and Leaders) trophy, Silver, and Bronze awards — as Outstanding Civil Engineering Achievements. Awards were presented Oct. 25 at the OPAL Gala during ASCE's annual convention in Anaheim, California. From skyscrapers to underground reservoirs and everything in between, these 11 projects stood out as the best of the best.

Gender Equity in Membership, Leadership, and Award Recognition in the Wilderness Medical Society.

Despite near gender parity for women entering medical careers, women remain underrepresented in medical societies. This study evaluated the gender distribution associated with Wilderness Medical Society (WMS) activities. A retrospective review was performed on the gender breakdown of the following WMS members: a single-day 2020 snapshot, conference attendees 2012 through 2020, conference presenters from winter 2017 through winter 2021, and leadership and awards data from 1984 through 2021. Genderize.io was used to generate probability-based gender categorizations (male/female) based on first names or pronoun associations. Gender was assigned in 91% (4043/4461) of 2020 WMS members, 92% (6179/6720) of 2012-2020 conference attendees, and 100% of remaining categories. Women represented 28% (1143/4043) of members, 27% (1679/6179) of conference attendees, 31% (143/465) of all conference presenters, 20% (62/303) of mainstage presenters, 23% (17/75) of all board members, 38% (14/37) of committee chairs, and 10% (2/20) of board presidents. Women received 18% (42/228) of recognition awards and 31% (15/48) of research grants issued. Although women comprise a minority of WMS participants, gender distribution was similar across categories for membership, conference presenters, total board positions, and research grant awards. Relative underrepresentation was seen in the highest leadership levels, in recognition awards, and in mainstage presenters. Ongoing auditing may help to identify and address sources of bias and/or barriers to participation. Although it is only one of many components of equity, identifying successes and future opportunities for gender balance can strengthen the base of the WMS, promote growth, and ensure a strong leadership pipeline.

Pediatric AIDS-Therapeutic Successes Built on a Foundation of Pediatric Clinical Pharmacology with Pharmacokinetic-Pharmacodynamic Modeling.

Pediatric AIDS-Therapeutic Successes Built on a Foundation of Pediatric Clinical Pharmacology with Pharmacokinetic-Pharmacodynamic Modeling.

Gender Inequities in Transfusion Medicine Society Recognition Awards.

Award recognition by medical societies contributes to professional development, career networking, and academic rank promotion. Previous research has demonstrated that men are the predominant recipients of medical society awards across multiple medical specialties; as such, we sought to understand whether women are underrepresented as award recipients amongst blood banking and transfusion medicine (BBTM) medical societies. We examined recipients of 10 total awards from the Association for the Advancement of Blood and Biotherapies (AABB) and the American Society for Apheresis. Additional evaluation of AABB's National Blood Foundation Hall of Fame inductees was conducted. Gender was determined via online review of pronouns, online photographs, and a web-based gender identification application. Award recipient gender was analyzed and coded independently by two authors, and any discrepancies were adjudicated by author consensus. Of the 330 AABB awards since 1954, significantly more have been conferred to men (81.5%, 269/330; P < .001). Of the 51 American Society for Apheresis awards presented since 1993, 64.7% (33/51; P = .23) have been conferred to men. Compared to the first 10 years of the AABB awards (1954-1964), there has been a significant increase in the proportion of women award recipients in the most recent decade (2010-2021) (18.5%, 5/27 vs 29.4%, 30/102; P < .001). However, additional temporal analysis of the modern era (2000-2021) revealed men have received significantly more AABB awards than women (77.4%, 144/186 vs 22.6%, 42/186; P < .001). Our findings highlight both historic and contemporary inequity for recognition of women within BBTM. Without improvement, gender parity among BBTM award recipients will take approximately 120 years (11% increase in women awardees in 60 years); thus, to ensure the BBTM field continues to progress, we must advocate for equity among all members, including but not limited to gender, race, and ethnicity. Strategies to enhance equity include transparency in the identities of award nominees, award recipients, and individuals on selection committees, the gender ratios of both award nominees and recipients, and implementation of methods for tracking individual demographics over time. These strategies would permit temporal analysis of the ratio of award nominee gender to award recipient gender, and assessment as to whether potential gender inequities improve over time.

Abstract WP35: Promoting Staff Engagement Through Recognition Of Stroke Excellence

Background and Purpose: In 2019, two sister facilities identified opportunities to decrease Door to Needle (DTN) and Door in Door Out (DIDO) times. Several goals were established to decrease these times and were set to reflect recommended “Best Practice” in administering IV Alteplase and transfer to higher level of care for Endovascular Therapy (EVT). It was observed that staff engagement played a crucial role in decreasing both DTN and DIDO times at each facility. To align with the new facility DTN (less than 30 and 45 minutes) and DIDO (less than 90 minutes) goals, a staff engagement program was developed. Methods: To promote staff engagement, the “Recognition of Stroke Excellence” (R.O.S.E.) Award was created to encourage staff commitment in reaching the new goals. “Stroke Teams consisted of ED Providers, nursing staff, ED techs, medical imaging techs, health unit coordinators, lab techs and pre-hospital personnel. Teams that administered IV Alteplase in less than 30 and 45 minutes were presented with a lapel pin, certificate of accomplishment and recognition displayed in the “Stroke Zone”. To address challenges effecting DIDO times at each facility, individual goals were established. Facility one set a DIDO goal of less than 75 minutes while facility two set separate goals of less than 90 and 60 minutes. Stroke Teams that met these expectations were also presented with a lapel pin, certificate of accomplishment and recognition displayed in the “Stroke Zone”. Results: Implementation of the R.O.S.E award increased staff engagement and created friendly competition amongst team members. Staff compete to get the most R.O.S.E. Award recognition lapel pins and “bragging rights” for best DTN and DIDO times. Since the R.O.S.E. award was established, there has been an overall decrease in DTN and DIDO times at each facility. In addition, the percentage of patients receiving IV Alteplase less than 30 and 45 minutes increased across the board. Conclusion: Staff engagement plays a significant role in caring for the acute stroke population and has a positive impact on decreasing DTN and DIDO times. “Recognition of Stroke Excellence” helps to promote a collaborative approach by fostering teamwork and improving staff morale.

Recognizing Gender Parity in Military Medicine: An Analysis of Plenary Speakers and Award Recipients at Military American College of Physicians Chapter Meetings.

Despite the advances toward gender parity in medicine, a gap exists in the recognition of women physicians at academic and subspecialty medical conferences as plenary speakers and award winners. Conferences are cornerstones in the practice of medicine because they serve as platforms to showcase physicians' successes and disseminate work. The selection of who is honored at such events can impact an individual's career by creating networks that may lead to future opportunities. Additionally, the trend of who is honored may create expectations in the minds of trainees and early career physicians about what qualities help an individual achieve success. Our group sought to determine whether there was a gender gap in award recognition and speakership opportunities at the American College of Physicians (ACP) annual military chapter meetings. This was a cross-sectional study with data extracted from publicly available conference programs for the Army-Air Force annual ACP meetings and the Navy annual ACP meetings. Five years of data erewere reviewed for invited plenary speakers. Ten years of data were reviewed for award recipients. For an award to be included, it had to have a preset description and criteria for recipient selection. Awards not given annually or awards given for less than 3 years were excluded. Individuals' gender was determined based on the first name and confirmed through internet searches of pronoun descriptors from professional websites. Comparisons were done using Fisher's exact test and chi-square tests when appropriate, with statistical significance set at a two-tailed P-value of <.05. Women comprised 26-30% of the chapter membership and there was no significant difference in gender distribution between the chapters. Fourteen of the 69 plenary speakers were women (20%), with significantly fewer women presenters in the Navy as compared to men. Thirty-six of the 134 award winners were women (27%), which was not significantly different from the overall chapter gender distributions. While women recipients of lifetime, teaching, research, and medical student awards were not significantly different from chapter gender distribution, women faculty were significantly more likely to receive an award for teaching than for research, with women receiving 13 of the 28 teaching awards (41%), and none of the 10 faculty research awards. The military chapter ACP meetings reviewed mirrored civilian data in many ways, although military plenary speaker and award recipient distributions were more representative of the gender distribution of the branches. Review of the nomination process, planning committee selection, and opportunities for diversity training could be optimized to ensure that future conferences have a gender-balanced representation of individuals being honored. Improving upon current practices is important for the growth and retention of women military physicians.

Abstract 9787: Guideline Implementation Trends Following Diabetes and CVD Hospital Award Program

Background: While it is accepted that recognition drives performance improvement over time, less is known about implementation attitudes and behaviors following introduction of a new guideline recognition program. This analysis aims to understand guideline implementation trends within hospitals treating diabetes in patients with stroke and/or heart failure after launch of a diabetes recognition program. Methods: Hospitals participating in American Heart Association’s (AHA) Get With The Guidelines (GWTG)-Stroke and/or GWTG-Heart Failure modules are asked to document adherence to guidelines for diabetes care. A 26-question survey regarding implementation attitudes and behaviors related to guideline adherence for diabetes care of patients with stroke and/or heart failure was sent to a stratified random selection of 678 hospitals participating in GWTG-Stroke and 328 hospitals in GWTG-Heart Failure. A total of 311 surveys were collected. Results: Perceived value of the diabetes recognition award was higher in award-winning (34-44%) compared with non award-winning hospitals (21-24%). Both award winning and non-award winning hospitals reported "limited time due to COVID-19" as a top data entry barrier, and "reason for not prescribing an antihyperglycemic medication with proven CVD benefit" as most difficult to locate. Award-winning hospitals reported higher rates of referral for a diabetes consult as standard practice. Conclusion: This diabetes award recognition program demonstrated higher value in award-winning hospitals, with higher rates of standard practice referrals after a new diabetes diagnosis. Further barriers to achievement of standards were identified, highlighting the need for continued support of hospitals following introduction of recognition programs. Future findings may inform strategies for successful implementation of similar programs, ultimately leading to improved care of those with diabetes and CVD.

Trends in Leadership and Award Recognition Among Women in the American Society of Retina Specialists.

This work evaluates trends in achievement of women in the retina field, through an analysis of gender representation in the American Society of Retina Specialists (ASRS). This retrospective, longitudinal study spans 1983 to 2020. Historical data classified by male or female gender were collected from ASRS's overall membership, board of directors and officers, and recipients of the 4 society awards. The proportion of each benchmark held by women was compared with prior decades since the founding of ASRS using the Fisher's exact test. Women's representation increased from 11% of ASRS members in 2007 to 19.7% in 2020. From 2010 to 2019, women received a higher proportion of society awards (21.1%) compared with membership prior to the start of that decade. In 2020, women were proportionally well represented in board of director positions (21.9%) and held a significantly higher proportion of board positions than in the period 1983 to 1989 (P = .02). From 1983 to 2020, women held 4.3% (1 of 23) of presidencies. Although the number of women in retina is increasing, women remain underrepresented in the leadership of ASRS. Interventions to increase exposure to female mentorship and improve childcare benefits are warranted to engage female ophthalmology trainees in retina and ultimately society leadership.

The glass is half full: gender diversity in sleep medicine award recognition.

Zak RS, Lee KA. The glass is half full: gender diversity in sleep medicine award recognition. J Clin Sleep Med. 2021;17(8):1517-1518.

Leveraging the balanced scorecard – a tool for SME advancement

Learning outcomes Illustrate the typical organizational responsibility of a small, medium industry dealing with precision manufacturing products. Introduce a balanced scorecard (BSC) as a concept about the case in the context. Introduce the parameters specific to small and medium enterprise (SME) that could be considered to be part of the key performance indicators. Understand the advantages and disadvantages of using a BSC in SMEs in emerging economies. Case overview/ synopsis Gopika Rani, the recently hired Executive Assistant along with Sanjana M, the Business Development Manager of SEP India Private Ltd. (SEPI), a small medium enterprise, were finalizing a proposal for the forthcoming “India Small Business Excellence Awards 2020.” The proposal was to be considered by the Board of Directors scheduled to meet next week for approvals. Sanjana apprises Gopika on CRISIL’s policy advisory role and its annual awards scheme for SMEs in India. She also details recent modifications announced by the Government of India that had impacted SEPI and was pertinent for filling the application. Gopika understood that SEPI was well-known for the precision and durability of its component, and was poised for growth. The business catered to global suppliers (Tier-1 companies) of the Indian automotive industry that accounted for over 75% and the balance contributed to exports. SEPI’s unique products such as Starter Motor Ignition or the Fuel Vending pump (Automotive) or the non-automotive products such as arrowheads and bowstrings (sports) or the heart-valves (medical) have all the quality certifications. For new product development, customer feedback played a crucial role at all stages of development from prototype to pilot tests. SEPI’s mission “be our customers’ preferred supplier and business partner” drove their personnel and organizational objectives. Also, SEPI could get multiple benefits and be in a strong market position because of this award recognition. Gopika was, however, unclear about SEPI’s business strategies and use of appropriate performance measurement tools. Gopika desired to address the Board of Directors next week on her idea of applying a BSC as a useful “strategic planning and management tool.” The BSC methodology can be used to monitor the performance of SME firms against strategic goals. It can be successfully implemented in smaller organizations because of their simpler set-ups and tendency to arrive at a consensus quickly. However, implementation of BSC within the Indian micro, small and medium enterprises has been scant. Several studies found that the lack of ownership, resistance to change, a scarcity of training and coordination between the departments and lack of funds were among the challenges. The firms also had to make numerous changes to their strategies as business environments evolved. Gopika was convinced that the tool could blend in all the “four perspectives – customer, financial, internal business and learning and growth” and grow. The tool could demonstrate meeting all the prerequisites, “needs to have an exemplary vision, demonstrate outstanding business acumen, use best practices and create a legacy for the others to follow,” that were prerequisites for receipt of this award. Her next project would be to seek approval for the implementation of BSC, a beneficial and apt tool for SEPI. Do you agree with Gopika Rani that BSC is a suitable tool for SEPI? If yes, why? If no, why? Complexity academic level This case study titled leveraging the BSC – a tool for SME advancement is intended for use in the graduate management program (MBA) in subject electives, namely, entrepreneurship, strategy formulation, human resource management or production management. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 3: Entrepreneurship. Supplementary materials Teaching Notes are available for educators only.

Representation by Gender of Recognition Award Recipients from Gastroenterology and Hepatology Professional Societies.

Background: Recognition awards from professional medical societies play an important role in physicians' career advancement. Our aim was to evaluate the gender representation of award recipients from gastroenterology and hepatology societies. Methods: We analyzed the lists of award recipients from the American Association for the Study of Liver Diseases, American College of Gastroenterology, American Gastroenterological Association, and American Society for Gastrointestinal Endoscopy and determined the gender of these award recipients. The primary outcome was the overall representation of women physician award recipients as compared with the representation of women in the specialty. Results: Between 1941 and 2019, there were 921 awards, of which 77 (8.4%) were given to women and 844 (91.6%) to men. There was a significant increase in the proportion of women recipients over time, from 0% in 1970-1984 to 22.0% in 2015-2019 (p for trend <0.0001). Compared with the concurrent representation of women in the specialty, women physician recipients were underrepresented from 1970 to 1981 and 1984 to 2015, equitably represented from 1981 to 1984, and overrepresented from 2015 to 2019. Of the total number of awards in each category, women received 13.8% of teaching/mentorship awards and 3.8% of the highest achievement awards (p = 0.002). The proportion of women recipients varied among the societies, from 6.8% to 14.5%. Conclusions: The representation of women physician recipients of gastroenterology and hepatology society recognition awards has generally been low until most recently, when it has surpassed the proportion of women in the specialty. Because award recognition is important to career development, professional societies should have transparent processes that aim to identify and reduce various forms of bias, including gender-related bias, in all phases of award recognition.

Progress Towards Parity: Female Representation in the American Society of Ophthalmic Plastic and Reconstructive Surgery.

To report female representation within the American Society of Ophthalmic Plastic and Reconstructive Surgery (ASOPRS) at all levels of career achievement over 50 years. Data were extrapolated from published ASOPRS directories and the 50th anniversary booklet. Fellowship, membership, leadership, and awards data were evaluated over 5 decades. Comparisons were made between the first and second 25 years, proportions of early and late career achievements, and time to career progression between males and females. During the first decade, 5.6% of ASOPRS fellows were female (n = 2), which rose to 6.6% (n = 8), 17.6% (n = 32), 22.4% (n = 35), and 39.4% (n = 97) in the second, third, fourth, and fifth decades, respectively. These patterns were echoed in ASOPRS membership. When comparing the first half (1969-1994) to the second half (1995-2018), fellowship (10.5% vs. 30.0%, p < 0.001), membership (8.0% vs. 30.3%, p < 0.001), early career awards (5.6% vs. 28.9%, p = 0.047), program directorship (0.0% vs. 15.7%, p = 0.017), and executive committee female representation (4.5% vs. 16.8%, p < 0.001) increased significantly. However, females were proportionally underrepresented as program directors (p = 0.003), late career award winners (p = 0.001), executive committee members (p < 0.001), and presidents (p = 0.020). Among those reaching leadership positions, females took longer than males to become program directors by a median of 4 years (p = 0.025). There has been a steady increase in female representation in ASOPRS fellowship training and membership. While significant progress has been made, growth in female leadership and award recognition is still needed.

#Shemergency: Use of a Professional Development Group to Promote Female Resident Recruitment and Retention.

Gender inequity in academic medicine is a pervasive challenge. Recommendations have been implemented to reduce inequities for female faculty. However, there are no well-established guidelines for the recruitment and retention of female residents. To address challenges faced by female physicians and support the recruitment and retention of female residents, female emergency medicine residents and attending physicians at the Hospital of the University of Pennsylvania formed a professional development group (PDG), #Shemergency, in July 2017. From July 2017 to July 2018, this PDG developed events and initiatives for female residents that addressed methods to improve awareness of and develop skills relevant to well-described gender disparities in mentorship, speakership and conference representation, compensation, evaluations, wellness and service, and award recognition. Over its first year (July 2017-July 2018), the PDG created a professional community and enhanced mentorship through a number of events and initiatives. The PDG secured funding for 5 residents to attend a national conference and nominated 5 residents and 2 attending physicians for professional organization awards (4 nominees won). After the first year, the PDG expanded the number of joint activities with both male and female colleagues and organized a citywide event for female residents and faculty representing 5 different residency programs. Future work will focus on sustainability (e.g., holding fundraising events), generalizability (e.g., expanding the gender-disparity areas addressed as well as spreading the model to other programs), developing additional events and initiatives (e.g., expanding the number of joint activities with male colleagues), and outcome assessments (e.g., distributing pre- and postevent surveys).