Females Of Strain Research Articles

Overcoming barriers for women entering the urology workforce in the United Kingdom

Background: Urology has considerable gender disparity with just 10.3% of UK consultant posts held by women and lower than the 13.2% average across all surgical specialties. Medicine is no longer a male-dominated vocation, with women making up the majority of medical graduates for almost 30 years. To recruit the highest calibre doctors, urology needs to appeal and be accessible to all talented individuals. Objective: In this paper we explore barriers to workforce diversity and propose solutions to the current problems. Methods: A literature review was conducted and authors’ opinions explored. Results: Reasons for women avoiding a career in urology include perceptions of urology as a ‘male’ specialty, lack of female role models, less mentoring and sponsorship of female medical students and trainees, and the use of derogatory and devaluing language. We suggest solutions to overcome these barriers for the benefit of profession. Conclusions: While there is a way to go to reach gender parity, there are reasons to be optimistic. We propose to see more women supported through mentoring programmes, more female representation on panels and in leadership positions to raise the profile of women in urology. We need to create a workplace culture and flexible working patterns that encourages all genders to excel.

Supplemental Material for Addressing Female Trainee Experiences of Sexual Harassment and Discrimination in a Veterans Affairs Mental Health Service

Supplemental Material for Addressing Female Trainee Experiences of Sexual Harassment and Discrimination in a Veterans Affairs Mental Health Service

Examining the barriers faced by female surgical trainees: a qualitative study.

Today, women make up 56% of medical students, yet just 13% of surgical consultants - a number that has remained static since 2013. This qualitative study explored some of the barriers to female success in modern surgery. Semistructured qualitative interviews were undertaken primarily with female surgical trainees to determine the barriers they face. Male trainees and training programme directors (TPDs) were also interviewed for triangulation. 20 interviews were performed (16 female trainees, 3 male trainees, and 1 TPD) between October 2019 and March 2020. Family pressures and becoming a mother were significant barriers for women training in surgery - a barrier that did not apply to male trainees who were fathers, often resulting in women choosing to train less than full time (LTFT). Unfortunately LTFT training presents further obstacles for female trainees. The set-up of the national training programme in surgery provides many non-gender-specific barriers, chiefly moving hospital every 6months causing disrupted training and long commutes, disproportionately affecting females with child care responsibilities. Sexism and discrimination are still common, both from colleagues and patients. Many participants perceived inherent differences between genders in communication and methods for coping with stress. Greater gender equality in surgery may be achieved by changes in the structure and organisation of training to reduce the tension between the professional role and the predominantly female-led role of raising children. Better equality and diversity training and awareness at all levels in surgery may help to mitigate some of the conscious and unconscious bias that still exists.

A longitudinal study assessing the impact of ongoing COVID-19 pandemic among hematology-oncology trainees.

11033 Background: Hematology-Oncology (HO) trainees faced significant challenges due to the COVID-19 pandemic highlighted by a previous survey (Durani, Urshila, et al. "Impact of COVID-19 on Hematology-Oncology Trainees: A Quantitative and Qualitative Assessment." JCO Oncology Practice (2021): OP-21). Despite the positive impact of effective vaccines, the pandemic is still ongoing; thus, the challenges remain. Our aim is to evaluate how well the trainees have adapted to changes in their clinical training environment after the early phase of the COVID-19 pandemic. Methods: A cross-sectional internet-based survey (Shih, Grace, et al. "The impact of the COVID‐19 pandemic on the education and wellness of US Pediatric Anesthesiology Fellows." Pediatric Anesthesia 31.3 (2021): 268-274) from December 10, 2021, to January 10, 2022, was obtained from the trainees enrolled in Accreditation Council for Graduate Medical Education (ACGME)-accredited HO fellowship programs in the United States in their fourth (PGY4), fifth (PGY5), and sixth (PGY6) postgraduate year. Results: The survey was completed by 102 trainees. Demographics of the participants are reported in Table. Interestingly, 51% reported an impact of COVD-19 on their employment plans, primarily due to the inability to interview in person (24%, n=23). Trainees experienced several stressors due to the pandemic, including fear of getting sick from a patient (71%) or a coworker (66%). Approximately 27% (n=26) experienced mental health issues requiring additional care. Less than one-third of the trainees were concerned about clinical expertise and procedural skills. Trainees also felt that the change of conference to virtual format impacted their learning activities compared to in-person education (66%, n=64). Most trainees (52%, n=53) reported limited involvement in COVID-related research and journal club education. Most had access to socialization (59%, n=60), virtual office hours (70%, n=72), and telehealth visits (83%, n=85). Female trainees (18%) were more likely to seek mental health care than the male trainees (7.8%) (P=.02). Female trainees (33%) also reported facing more challenges in their employment plans compared to males (16%) (P=.003). Conclusions: Our study highlights the challenges experienced by hematology-oncology trainees with the ongoing COVID-19 pandemic and reveals the gender gap related to employment plans and seeking mental health care. [Table: see text]

Perspectives of Female Cardiology Trainees on Interventional Cardiology Training and Careers: A Canadian Nationwide Survey.

Women remain distinctly under-represented in cardiology and interventional cardiology (IC) in particular. Female physicians have reported harassment and discrimination based on gender. Respecting the principles of diversity, equality and inclusivity is crucial in a modern workforce. In this nationwide survey, we aimed to investigate Canadian female resident perceptions of cardiac catheterization training and examine barriers to women pursuing a career in IC. A high perception of sexism and concerns around family were identified as potential barriers to an IC career amongst females.

Differences in Fitness between Firefighter Trainee Academy Classes and Normative Percentile Rankings

Fire academy training classes may have trainees with a range of different fitness capabilities. Documentation of trainee fitness could indicate the need for flexibility in physical training emphases. Therefore, data from six academy classes (males = 274; females = 31) were analyzed, including: Illinois agility test (IAT), push-ups, pull-ups, leg tucks, multistage fitness test, backwards overhead 4.54 kg medicine ball throw (BOMBT), 10-repetition maximum deadlift, and 18 kg kettlebell farmers carry. A one-way ANOVA, with the Bonferroni post hoc test, calculated between-class fitness differences. Normative fitness test data were produced via percentile ranks. Classes 5 and 6 had the most females (n = 15). Class 1 completed the IAT faster than all classes (p ≤ 0.009). Classes 1 and 4 had a further BOMBT distance than Classes 5 and 6, and Class 3 outperformed Class 6 (p ≤ 0.044). Class 4 completed more leg tucks than Class 5 (p = 0.047). Class 1 had a greater deadlift than Classes 3, 4, and 6, and Class 2 outperformed Classes 3–6 (p ≤ 0.036). Class 3 was slower in the farmers carry compared to all classes (p ≤ 0.002). Percentile rankings showed that most females (48–100%) were in the 0–29% rank. Staff should implement individualized programs where appropriate for trainees as cohort fitness differences exist. Female trainees may need targeted maximal strength and power development.

Abstract No. 284 Demographic trends in female interventional radiology trainees with the advent of the integrated interventional radiology residency: a 12-month update

Abstract No. 284 Demographic trends in female interventional radiology trainees with the advent of the integrated interventional radiology residency: a 12-month update

Gastroenterology Trainees' Attitudes and Knowledge towards Patients with Disorders of Gut-Brain Interaction.

Disorders of gut-brain interaction (DGBI) are highly prevalent, estimated to affect about 40% of the global population. Patients with DGBI are still inadequately treated and face stigma which adversely impacts their disease course. A 12-question multiple-choice anonymous survey was distributed electronically to all adult gastroenterology fellowship program directors across the United States. Data were collected on demographics, training, attitudes, and knowledge in managing patients with DGBI. 9.8% and 15.9% of all trainees reported that their attendings and peers often demonstrated a dismissive attitude towards patients with DGBI, respectively. 21.4% of all trainees often felt frustrated or burned out when seeing patients with DGBI with increasing odds of burnout by years of training (OR 4.4 for F3 trainees, trainees in their third year of training). Significantly, more female trainees reported frustration and burnout when seeing patients with DGBI (p =0.005). 28.6% of all trainees report they often do not want to see patients with DGBI in their outpatient GI practice, including 39.6% of F3 trainees. 27.1% of F3 trainees reported that they were uncomfortable with titrating neuromodulators and only 31.6% of all trainees were comfortable knowing when to refer to a gastropsychologist. Many trainees expressed some unwillingness and discomfort in managing patients with DGBI. Potential interventions will require a multi-pronged and longitudinal approach with education and training initiatives at the trainee level and beyond and exploring systemic healthcare delivery innovations to remove barriers.

Gender-Specific Attitudes of Internal Medicine Residents Toward Gastroenterology.

Female representation among gastroenterology (GI) fellows has remained around 30%, yet women comprise over 50% of internal medicine (IM) residents. We aim to identify the gender-specific barriers of IM residents toward pursuing GI. We surveyed IM residents in the Northeast by emailing 168 IM programs a survey link to be distributed to their residents. A 4-point Likert barrier scale and bivariate analysis were performed with "yes" and "no," where "yes" was analyzed as "somewhat of a barrier" and above. Females received a third table assessing female-specific barriers. Significance was set at < 0.05. Of 215 survey responses, 56.3% (n = 121) were female. Response rate could not be determined due to resident identity protection and inconsistent responses of survey dissemination from programs. Females had significantly greater concerns about fertility, maternity leave, radiation exposure, work-life balance, stress, and burnout compared to males (p < 0.05). For females, 48.7% felt a lack of gender diversity in GI, 54.6% felt a lack of female GI mentors, and 43.7% felt there is a lack of respect as a female in GI. No gender differences existed in motivation to pursue GI, exposure to GI, and access to GI mentors, or GI-related research. Our study reveals that female IM trainees had greater concerns surrounding fertility, radiation exposure, and maternity leave compared to male IM trainees. Lack of gender diversity and lack of female GI mentors were noted barriers for female IM trainees. Addressing these barriers may help increase female representation in GI.

Experiences of Canadian Female Orthopaedic Surgeons in the Workplace: Defining the Barriers to Gender Equity.

Only 13.6% of orthopaedic surgeons in Canada are women, even though there is nothing inherent to the practice of orthopaedic surgery that favors men over women. Clearly, there is a need to identify, define, and measure the barriers faced by women in orthopaedic surgery. An electronic survey was distributed to 330 female-identifying Canadian orthopaedic surgeons and trainees and included the validated Gender Bias Scale (GBS) and questions about career burnout. The barriers for women in Canadian orthopaedics were identified using the GBS. The relationships between the GBS and burnout were investigated. Open-text questions explored the barriers perceived by female orthopaedic surgeons. The survey was completed by 220 female orthopaedic surgeons and trainees (66.7%). Five barriers to gender equity were identified from the GBS: Constrained Communication, Unequal Standards, Male Culture, Lack of Mentoring, and Workplace Harassment. Career burnout correlated with the GBS domains of Male Privilege (r = 0.215; p < 0.01), Disproportionate Constraints (r = 0.152; p < 0.05), and Devaluation (r = 0.166; p < 0.05). Five main themes emerged from the open-text responses, of which 4 linked closely to the barriers identified in the GBS. Work-life integration was also identified qualitatively as a theme, most notably the difficulty of balancing disproportionate parental and childcare responsibilities alongside career aspirations. In this study, 5 barriers to workplace equity for Canadian female orthopaedic surgeons were identified using the validated GBS and substantiated with qualitative assessment using a mixed-methods approach. Awareness of these barriers is a necessary step toward dismantling them and changing the prevailing culture to be fair and equitable for all. A just and equitable orthopaedic profession is imperative to have healthy and thriving surgeons who are able to provide optimal patient care.

Defining Sources and Ramifications of Mistreatment Among Female Vascular Surgery Trainees

Defining Sources and Ramifications of Mistreatment Among Female Vascular Surgery Trainees

Views of Diagnostic Radiology Residency Program Directors Regarding Methods to Increase Female and Under-Represented in Medicine Residents: A Cross-sectional Study

Diagnostic radiology remains one of the least diverse medical specialties. Recent reports have found that the number of female and under-represented in medicine (URiM) residents have not increased despite efforts to increase representation over the last decade. Given the critical role of residency program directors in selecting diverse applicants, this study was performed to identify which strategies were most preferred to increase the number of female and/or URiM residents by directors of diagnostic radiology residency training programs. This was an anonymous, cross-sectional study of diagnostic radiology residency program directors that included a survey about program characteristics, demographics, and strategies to increase the number of female and/or URiM residents. The questionnaire was submitted to 181 potential participants with a 19.9% response rate. The most preferred strategies to increase diversity involved directly recruiting medical students, promoting mentorship, increasing the number of diverse teaching faculty, and unconscious bias training. The least supported strategies included deemphasizing exam scores, accepting more international graduates, accepting a minimum number of female and/or URiM applicants, and de-identifying applications. Female and/or URiM program directors indicated a statistically significant preference for medical student recruitment and providing an opportunity to discuss workplace issues for female and/or URiM trainees (p < 0.05). Diagnostic radiology residency program directors endorsed a wide variety of strategies to increase diversity. Recruitment of female and/or URiM medical students and promoting the number of diverse faculty members and mentorship of trainees by these faculty appear to be the most preferred strategies to increase female and/or URiM residents. Female and/or URiM program directors placed a greater importance on recruiting diverse applicants and supporting safe discussion of workplace issues faced by female and/or URiM radiology residents.

Gender Matters: Understanding Transitions in Surgical Education.

IntroductionDiverse transitions are elemental to medical career trajectories. The effective navigation of such transitions influences a sense of belonging and wellbeing, positive relationships, and good engagement and attainment within new contexts. Using Multiple and Multidimensional Transitions (MMT) theory as an analytical lens, this paper aims to answer the research question: “What gendered transitions do female surgeons experience, and how do these gendered transitions impact them?”MethodsWe conducted a qualitative study drawing on narrative inquiry, with face-to-face and online semi-structured interviews with 29 female surgeons across nine surgical specialities in Ireland and Scotland. This paper is part of a larger study including male surgeons, other colleagues and patients of female surgeons. The female surgeons in this paper were purposively sampled using maximum variation sampling across several levels (consultants, trainees and middle-grade doctors), as well as six who had transitioned out of surgery. Framework analysis was employed to interrogate the interview data.ResultsFive overarching types of transitions were identified across surgical education but only three of these transitions—work, culture and health—were primarily experienced by female surgeons (not male surgeons so were considered gendered), thereby impacting social, academic, and psychological domains. The remaining two types of transition—education and geography—were seemingly experienced equally by female and male surgeons, so are beyond the scope of this paper focused on female surgeons’ gendered experiences.ConclusionThis novel qualitative study drawing on MMT theory illustrates how multiple gendered transitions interact and impact female surgeons across the surgical education continuum. Aligned with MMT theory, family members and others are also purportedly affected by female surgeons’ transitions. Healthcare educators, leaders and policymakers need to better understand gendered transitions and their impacts to improve support for female surgical trainees on their educational journeys.

Transforming the journey together: Baseline findings from a longitudinal, co-designed study on psychiatry trainee experiences of training and wellbeing.

Junior doctors have high rates of burnout resulting in downstream impacts on patient care. The aim of this study is to capture cross-sectional data on a cohort of psychiatry trainees. These data will be used to inform a wider project investigating psychiatry trainee mental health and wellbeing. This paper reports on the 2019 baseline data of psychiatry trainees enrolled in a formal education course at the University of Sydney, Australia. The data were collected with an online survey using a range of validated mental health and wellbeing scales. This descriptive study involved psychiatry trainees as co-designers. Our research findings are in keeping with the existing literature on the poor mental health and wellbeing of doctors with significantly higher levels of anxiety and exhaustion found in female trainees and carers. Despite this, the cohort had high scores on the flourishing scale. Concern around the wellbeing of junior doctors in Australia appears justified. We need to move beyond focussing on individual action to systems-based approaches to improving wellbeing and ongoing sustainability of the psychiatry trainee workforce in NSW.

Disparities in Research during Plastic Surgery Training: How Can We Level the Playing Field?

Background:Lack of female and ethnically underrepresented in medicine (UIM) surgeons remains concerning in academic plastic surgery. One barrier to inclusion may be unequal opportunity to publish research. This study evaluates the extent of this challenge for plastic surgery trainees and identifies potential solutions.Methods:Data were collected on academic plastic surgeons' research productivity during training. Bivariate analysis compared publication measures between genders and race/ethnicities at different training stages (pre-residency/residency/clinical fellowship). Multivariate analysis determined training experiences independently associated with increased research productivity.Results:Overall, women had fewer total publications than men during training (8.89 versus 12.46, P = 0.0394). Total publications were similar between genders before and during residency (P > 0.05 for both) but lower for women during fellowship (1.32 versus 2.48, P = 0.0042). Women had a similar number of first-author publications during training (3.97 versus 5.24, P = 0.1030) but fewer middle-author publications (4.70 versus 6.81, P = 0.0405). UIM and non-UIM individuals had similar productivity at all training stages and authorship positions (P > 0.05 for all). Research fellowship completion was associated with increased total, first-, and middle-author training publications (P < 0.001 for all).Conclusions:Less research productivity for female plastic surgery trainees may reflect a disparity in opportunity to publish. Fewer middle-author publications could indicate challenges with network-building in a predominately male field. Despite comparable research productivity during training relative to non- UIM individuals, UIM individuals remain underrepresented in academic plastic surgery. Creating research fellowships for targeting underrepresented groups could help overcome these challenges.

MP10-06 A NOVEL ONLINE PHYSICIAN GROUP-COACHING PROGRAM TO REDUCE BURNOUT IN FEMALE TRAINEES: A RANDOMIZED CONTROLLED TRIAL

You have accessJournal of UrologyCME1 May 2022MP10-06 A NOVEL ONLINE PHYSICIAN GROUP-COACHING PROGRAM TO REDUCE BURNOUT IN FEMALE TRAINEES: A RANDOMIZED CONTROLLED TRIAL Kerri Thurmon, Pari Shah, Krithika Suresh, Nathalie Dieujuste, Christine Jones, Adrienne Mann, and Tyra Fainstad Kerri ThurmonKerri Thurmon More articles by this author , Pari ShahPari Shah More articles by this author , Krithika SureshKrithika Suresh More articles by this author , Nathalie DieujusteNathalie Dieujuste More articles by this author , Christine JonesChristine Jones More articles by this author , Adrienne MannAdrienne Mann More articles by this author , and Tyra FainstadTyra Fainstad More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000002532.06AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Female physician trainees are disproportionately affected by burnout compared to their male counterparts. This phenomenon is multifactorial, but growing evidence suggests that perceptions of stressful work relationships, demanding attendings, and a culture where resident needs feel inconsequential lead to exhaustion, negativism, and reduced personal efficacy. We hypothesize that a structured professional coaching program targeting women residents would lead to decreased burnout in this at-risk group. METHODS: We conducted a pilot randomized clinical trial involving 101 female-identifying resident physicians in GME at the University of Colorado between January 1, 2021, and June 30, 2021. Residents were recruited from a broad array of specialties, including both non-surgical (n=82) and surgical (n=19). The intervention consisted of a 6-month, web-based group coaching program developed by trained life-coaches (TF and AM). The primary outcome, of burnout, was measured using the Maslach Burnout Inventory (MBI). Secondary outcomes included Imposter Phenomenon, Self-Compassion, and Moral Injury. Statistical analysis was conducted from July 1, to September 25, 2021 on an intent-to-treat basis. RESULTS: Among the 101 female residents in the study, after 6 months of professional coaching, emotional exhaustion decreased in the intervention group by a mean of 3.26 points compared to an increase of 1.07 points in the control group by the end of the study (p=0.03). The intervention group experienced a significant reduction in presence of imposter syndrome compared to controls (-1.16 vs +0.11; p=0.002). Self-compassion increased in the intervention group by a mean of 5.55 points compared to a reduction of 1.32 points in the control group (p <0.001). No statistically significant differences in depersonalization, professional accomplishment or moral injury were observed. CONCLUSIONS: Professional coaching may be a sustainable intervention to decrease emotional exhaustion and feelings of imposter syndrome while increasing self-compassion amongst female physician trainees. This could lead to increased resident wellbeing, personal efficacy and development. Source of Funding: University of Colorado Department of Medicine Program for Academic Clinician Educators © 2022 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 207Issue Supplement 5May 2022Page: e148 Advertisement Copyright & Permissions© 2022 by American Urological Association Education and Research, Inc.MetricsAuthor Information Kerri Thurmon More articles by this author Pari Shah More articles by this author Krithika Suresh More articles by this author Nathalie Dieujuste More articles by this author Christine Jones More articles by this author Adrienne Mann More articles by this author Tyra Fainstad More articles by this author Expand All Advertisement PDF DownloadLoading ...

MP10-08 LONGITUDINAL COMPARISON OF SURGICAL CASE LOGS BETWEEN FEMALE AND MALE: UROLOGY RESIDENTS

You have accessJournal of UrologyCME1 May 2022MP10-08 LONGITUDINAL COMPARISON OF SURGICAL CASE LOGS BETWEEN FEMALE AND MALE: UROLOGY RESIDENTS Kathryn A. Marchetti, Emma C. Bethel, Stephanie Daignault - Newton, Charlie Ferrer, Suzanne Merril, Thomas Guzzo, Adam Klausner, Richard Lee, John Lynch, Jay D. Raman, Adam Reese, Patrick Shenot, R. Houston Thompson, Stanley Zaslau, and Kate H. Kraft Kathryn A. MarchettiKathryn A. Marchetti More articles by this author , Emma C. BethelEmma C. Bethel More articles by this author , Stephanie Daignault - NewtonStephanie Daignault - Newton More articles by this author , Charlie FerrerCharlie Ferrer More articles by this author , Suzanne MerrilSuzanne Merril More articles by this author , Thomas GuzzoThomas Guzzo More articles by this author , Adam KlausnerAdam Klausner More articles by this author , Richard LeeRichard Lee More articles by this author , John LynchJohn Lynch More articles by this author , Jay D. RamanJay D. Raman More articles by this author , Adam ReeseAdam Reese More articles by this author , Patrick ShenotPatrick Shenot More articles by this author , R. Houston ThompsonR. Houston Thompson More articles by this author , Stanley ZaslauStanley Zaslau More articles by this author , and Kate H. KraftKate H. Kraft More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000002532.08AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Multiple studies suggest that gender inequity exists within medicine. Per AUA census data, a higher percentage of female residents pursue fellowship training following residency. While there are multiple measures for the quality of training and trainee preparedness for independent practice, surgical case logs are a critical component in the assessment of both. We aim to determine if disparities exist in the number and type of surgical cases completed by female residents compared to their male peers. METHODS: ACGME surgical case logs were collected from 12 accredited urology residency programs from 2010 to 2020. The number and type of cases of each graduate were collected and recorded. This information was correlated with resident year of graduation and gender. Residents with incomplete data logs were excluded.The median, and 25th and 75th percentile number of cases were calculated by gender, and then compared between female and male residents using Wilcoxon rank sum test. RESULTS: A total of 378 residents were included in the study, and 71 (18.8%) were female. Female residents completed a median total of 2164 cases during residency, compared to a median total of 2259 cases (p=0.17) completed by their male peers. Female residents completed on average 23 to 43 fewer cases per year than male residents (p=0.18–0.25, per year) (Figure 1). There was no significant difference between female and male trainees in the median total number of cases across case types, including general urology, endourology, reconstructive surgery, oncology, pediatrics, radiology, and cystoscopy. CONCLUSIONS: While male residents logged approximately 100 more surgical cases compared to female residents throughout residency, this difference was not statistically significant. Urology training programs and the ACGME work to provide an equal, balanced training environment for all residents. Further studies are needed to elucidate why female residents are more likely to pursue fellowship training after residency. Source of Funding: none © 2022 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 207Issue Supplement 5May 2022Page: e149 Advertisement Copyright & Permissions© 2022 by American Urological Association Education and Research, Inc.MetricsAuthor Information Kathryn A. Marchetti More articles by this author Emma C. Bethel More articles by this author Stephanie Daignault - Newton More articles by this author Charlie Ferrer More articles by this author Suzanne Merril More articles by this author Thomas Guzzo More articles by this author Adam Klausner More articles by this author Richard Lee More articles by this author John Lynch More articles by this author Jay D. Raman More articles by this author Adam Reese More articles by this author Patrick Shenot More articles by this author R. Houston Thompson More articles by this author Stanley Zaslau More articles by this author Kate H. Kraft More articles by this author Expand All Advertisement PDF DownloadLoading ...

A Nationwide Cross-Sectional Survey of Anesthesiology Fellowship Program Directors: Attitudes on Parental Leave in Residency and Fellowship Training.

Introduction:Little is known about the impact of parental leave on anesthesiology fellowship directors' perception of their fellows. In addition, use of parental leave during residency can result in “off-cycle” residents applying for a fellowship. This study sought to clarify fellowship directors' attitudes and beliefs on effects of parental leave on fellows and off-cycle fellowship applicants.Methods:An online survey was sent to anesthesiology fellowship program directors through e-mail addresses obtained from websites of the Accreditation Council for Graduate Medical Education and specialty societies. Descriptive statistical analysis was used.Results:In total, 101 fellowship directors (31% response rate) completed the survey. Forty-one (41%) directors had a fellow who took maternity leave in the past 3 years. Among the programs, 49 (49%) have a written policy about maternity leave and 36 (36%) have a written paternity or partner leave policy. Overall, most fellowship directors believed that becoming a parent had no impact on fellow performance and professionalism; more respondents perceived a greater negative impact on scholarly activities, standardized test scores, and procedural volume for female trainees than male trainees. Some fellowship directors (10/94; 11%) reported they do not allow off-cycle residents in their program. Among programs that allow off-cycle residents, more directors perceived it a disadvantage rather than an advantage.Conclusions:Fellowship directors perceive that anesthesiology residents who finish training outside the typical graduation cycle are at a disadvantage for fellowship training.

The impact of mentoring in trauma and orthopaedic training: a systematic review.

Trauma and orthopaedics is renowned for being a challenging yet rewarding career. The value of mentorship in medical and surgical training is known to be beneficial; however, the prevalence and quality of mentorship opportunities in orthopaedics are less well studied. Identifying the strengths and weaknesses of mentoring programmes in orthopaedic training and recognising barriers to effective mentorship are key to unlocking the full potential of future orthopaedic surgeons. A comprehensive search of PubMed, Medline, EMBASE and the Cochrane Library was performed. All studies published in the English language that reported data on mentorship programmes in orthopaedic training were included. A total of 23 studies met the inclusion criteria. These studies demonstrated that formal mentorship programmes in orthopaedics are lacking but are sought after, with a positive influence on satisfaction and future career choice/subspecialty selection identified. Several barriers to mentoring in the field were recognised including the difficulty faced by female trainees, the availability of mentors and time constraints. The opportunity to choose a mentor, a mentor with the same interests, regular meetings and the option of gender congruent mentorship were all identified as crucial requirements for effective mentorship. Mentorship opportunities must be more accessible to all orthopaedic trainees alike and should aim to incorporate the attributes identified to provide the highest calibre of training to prospective orthopaedic surgeons.

Mediating Effects of Pain Catastrophizing on Sleep and Pain Intensity in Army Basic Trainees

Numerous stressors during Army Basic Combat Training can elevate pain. Previous research has shown that disrupted sleep may increase pain and pain catastrophizing. The purpose of this study is to examine the interrelationships between pain catastrophizing, sleep duration, sleep quality, and pain intensity in a military population. Measures included three standardized self-report instruments related to sleep and pain intensity. Linear mixed-model mediation analyses evaluated the direct effect of sleep on pain intensity and the indirect effect of pain catastrophizing on pain intensity. Participants (N = 478, 57.7% male, 20.8 ± 3.96 years) averaged 6.39 ± 1.01 h of sleep per night and reported mild pain intensity ratings of 3.4 ± 2.02. Significant main effects of sleep duration (b = −0.23) and quality (b = 0.11) on pain intensity (p < 0.0001) were observed, however pain catastrophizing did not mediate these relationships (p = 0.30 and p = 0.12). Overall, data suggest that female trainees with poorer sleep quality also report greater levels of pain, a relationship that was significantly mediated by pain catastrophizing. Female trainees also reported greater levels of pain intensity and rumination, which reflects observations made within the general population.