What strategies have been successful for challenging gender disparities in ophthalmology?
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Fostering the advancement of women in academia
In academic ophthalmology, the presence of women has increased over time.
However, while the gender gap is rapidly closing at the lower ranks, up to the assistant professor level, there are still barriers that prevent women from reaching senior ranks and leadership positions.
Personally, we have advanced our academic careers by accessing mentorship within and outside our institutions and have been successful in reaching the rank of professor. However, we both felt that there was a gap that existed in providing a clear path, scaffolding or network to help us toward that goal. To help our peers in academia advance in their careers and grow in a way that is more structured and organized, we founded Women Professors of Ophthalmology (WPO), a faculty development initiative within the Association of University Professors of Ophthalmology (AUPO).
WPO uses a networking approach based on three arms. The first is a mentorship program called WPO-Net, which consists of seven livestreamed sessions held by a core group of facilitators, including full professors and peer mentors who have previously completed the program. It is different from a traditional one-on-one mentorship approach. The program begins with three sessions related to the developmental network mapping exercise adapted from the work of Kram and Higgins. Individuals map out their careers and their lives, identifying their important roles and people who support them. This creates an intentional map for us to help them highlight the gaps and strengths in their network and make an active plan with accountability for the remainder of the year. Sessions that follow are centered on CV review and biosketch development, leadership pathways, research efforts and self-reflection. In addition to these virtual sessions, we create opportunities for in-person networking at conferences such as the American Academy of Ophthalmology annual meeting and the AUPO annual meeting, in which we organize receptions for WPO members and mentees. WPO-Net has been a great way for women to connect with mentors and peers, creating bonds with each other and developing partnerships and collaborations.
In addition, there are two other arms that we have created within WPO. One of them is WPO Journey into Academia, a series of podcasts in which we have the opportunity to interview academic and thought leaders, women and men, who share their stories, discuss the challenges that women face in academic ophthalmology and give strategic advice on how they can advance in their career. The other one is an annual national webinar in which we invite speakers to discuss one specific issue, such as what we wish we had known along the way of building our journey in academia or adopting a legacy mindset in your life and career. These webinars have been well attended by our academic colleagues both within and outside WPO and have provided an engaging and interactive forum to discuss important issues in academia.
Rukhsana G. Mirza, MD, MS, is a professor of ophthalmology and medical education at Northwestern University Feinberg School of Medicine in Chicago.
Misha Syed, MD, MEHP, is a professor of ophthalmology and vice chair of academic affairs at The University of Texas Medical Branch John Sealy School of Medicine in Galveston, Texas.
Empowering women in clinical trials research
When it comes to tackling gender disparities in ophthalmology, there needs to be a top-down and bottom-up approach.
One example is clinical trials, an area in which gender gaps are readily apparent. As someone with particular interest in this space, I have both witnessed and encountered some of the challenges that exist. For instance, clinical trial sponsors typically seek investigators who have experience in conducting research studies, which is understandable given the high stakes and cost of these trials. However, this can lead to a situation in which the pool of investigators becomes limited, with newcomers never getting the chance to gain the experience that is needed — it is a catch-22.
How can we fix this? The remedy does need a top-down component, and thankfully, there have been contributions from several angles. Many of our industry partners and research organizations have been more intentional in their investigator selection process. Our societies have made a conscious effort to enhance diversity on the podium; I recently attended the Clinical Trials at the Summit, and it was inspiring to see so many fellow women colleagues on the stage. And on an individual level, I have seen many leaders in ophthalmology — men and women — actively promote women for various opportunities.
But in order for these efforts to be fruitful, we must concurrently set women up for success. There are a growing number of initiatives that support this objective. Conceptualized by Women in Ophthalmology (WIO) CEO Lisa M. Nijm, MD, JD, and executed by board member Lejla Vajzovic, MD, the WIO Clinical Trials Training Program is a longitudinal program that enriches participants with necessary research skill sets, taking you step by step through the process of successfully adding clinical trials to your practice. It consists of three 3-hour webinars in addition to the WIO in-person Summer Symposium session and reception that will be held this year in Carlsbad, California. The American Society of Retina Specialists Women in Retina section has a similar incubator program in place. Additionally, the WIO Speakers Bureau is designed to increase the visibility of women on the podium while the WIO Mentorship Program is a wonderful way for women in the field to connect and help each other grow. These are exactly the types of strategies that are needed to not only elevate women but empower them to fly.
Christina Y. Weng, MD, MBA, is professor of ophthalmology at Baylor College of Medicine in Houston.
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