On paper, institutions and businesses have achieved equality, with thoughtful DEI policies in place that seek to end discrimination against women and under-represented groups. But in reality, nothing much has changed. Interested in learning why women aren’t catching up, please join Dr. Jennifer R. Grandis’ insightful seminar.

Speaker: Jennifer R. Grandis, M.D.
Distinguished Professor, Otolaryngology
University of California San Francisco
https://www.facebook.com/jennifergrandismd.This page is focused on Dr. Grandis’s work on gender equity.

Twitter: @JenniferGrandis
When: Thursday, May 11, 2023; 10:00 am – 11:00 am Pacific
Where: HYBRID Seminar| In Person: RLSB 3A003A & 3A003B Combined
OR
Virtual: https://ohsu.webex.com/ohsu/j.php?MTID=mab3caed3ee830580d6f9ba75e9aca153

Seminar Abstract: Women scientists and physicians are underrepresented in leadership positions, experience more discrimination and harassment, and are paid less than their male counterparts. Even with recognition of disparities and institution of measures intended to mitigate them, little has changed. To better understand why we are “stuck” I sought to synthesize the experiences and perspectives of representative women and men in science and medicine at various career stages. I carried out in-depth, semi-structured, in person interviews with 52 women and 52 men who were medical school faculty members at 16 institutions across the United States in 2019. Institutions were recruited using a purposive sampling strategy to seek diversity in geography, ownership (private or public), and prestige. Within institutions, purposive sampling was used to recruit equal numbers of women and men and to seek diversity in degree type (MD, PhD), age, and career stage. A coding scheme was developed through iterative analysis of the interview transcripts. All interview transcripts were then coded with the goal of identifying intersections between features of the academic medicine ecosystem and experiences of and responses to gender inequities. In my talk, I will present the results of this study which has led to several publications in the peer-reviewed literature and a book length manuscript, whose working title is, MIND THE GAP: Why DEI Policies Haven't Advanced Women and Minorities and What to Do About It. All women interviewed recounted experiences of discrimination and harassment on the basis of gender that impacted their sense of belonging in academic medicine, as well as their career advancement. Most men were aware of data showing gender inequities and some took active measures to mitigate those inequities. However, few men, even those in leadership positions, felt responsible or empowered to enact durable change. These results show that consolidation of power without transparency or accountability facilitates and maintains inequities in academic medicine. In my talk, I will argue (as I do in the book), that we need a language and a culture free from retaliation to talk about these experiences: we have to get comfortable feeling uncomfortable.