Men’s Fear of Mentoring in the #MeToo Era — What’s at Stake for Academic Medicine?
Women in medicine experience sexual harassment and discrimination, with some men fearing mentorship due to potential false allegations. This deprives women of career opportunities and perpetuates gender inequality. To address this, self-reflection and support are needed to create an inclusive environment and promote women's career advancement in medicine.
Who does she think she is? Women, leadership and the ‘B’(ias) word
Women's leadership efficacy parallels that of males, but they face a double bind: adhering to gender expectations can impede leadership, and vice versa. Gender disparities are exacerbated by implicit prejudice, societal norms, and unequal expectations. These discrepancies are caused by social and organizational factors rather than talent. Practical ideas are aimed at increasing women's leadership representation.
Photoquote
In retrospect, Dr. Dennis, who had a fulfilling career, regrets not addressing gender imbalances and their own privilege as a male earlier. They eventually engaged in mentorship and allyship with women, finding it rewarding. They now take satisfaction in women's success but wish they had supported gender diversity earlier in their career.
Photoquote
Talk to your peers and colleagues about sexual harassment and assault and erode the status that some serial harassers continue to enjoy. Do not collaborate with them. Do not invite them to meetings, to seminars. Do not invite them to be a PI on a training grant or to participate in a graduate program.
How to be an active bystander
This guide was created to assist organizations in implementing bystander actions as part of their efforts to prevent sexist and sexually harassing behaviors. It defines bystander action and describes four important stages for establishing successful bystander programs.
Toward a Conceptualization of Mentoring
“Sponsoring involves being a kind of guarantor. Sponsoring within the context of mentoring involves three essential behaviors: protecting, supporting, and promoting”.
Photoquote "Push-Pull Mentoring"
This method consists of pushing people ahead of you and pulling people behind you.
Mentoring for Social Inclusion: A Critical Approach to Nurturing Mentor Relationships
Helen Colley's book expands on the concept that mentorship has the ability to perpetuate inequality and that mentors should be aware of their impact within and beyond the mentorship relationship.
Photoquote
Bill Tholl, the founding executive director of the Canadian Health Leadership network, affirms that It is necessary but not sufficient to mentor those that are behind you but also sponsor them. The distinction there is not just to point to doors, but to actually help doors open.
In health care, do the people in power reflect the people they serve?
Despite initiatives to promote diversity on Ontario healthcare boards, visible minorities account for just 22% of LHIN boards and 14% of hospital boards. Prioritizing professional backgrounds, time restraints, and fundraising duties are all obstacles. Camille Orridge emphasizes the need of taking a comprehensive strategy to ensuring that community perspectives are heard.
That’s all-white then – an all-white panel on ‘minorities and justice'
The author describes her experience as a white speaker on an all-white panel at a conference about "minorities and justice." It emphasizes representation difficulties, white privilege, and the need of admitting and combating racism in the criminal justice system. She pledges to do anti-racist acts and advocates for more inclusion and accountability in social justice dialogues.
Got yourself an all-white panel? Just click on rentaminority.com
The website "Rentaminority.com" satirizes the superficial attitude to diversity by offering to "rent" minorities for events. It drew unexpected attention, emphasizing the need of true diversity initiatives. The paper emphasizes the significance of openly and substantively addressing diversity concerns, moving beyond tokenism.
Photoquote "Women’s visibility in academic seminars: Women ask fewer questions than men"
The graph shows the percentage of questions asked by women during seminars. They concluded that when a man asked the first question, women asked fewer questions compared to when a woman asked the first question.
Advancing equity, diversity, and inclusion
The Lancet Group is committed to avoiding all-male panels (manels). Their editors will not participate on panels when there are no women. They aim for a minimum of 50% female speakers at their events and emphasize the importance of women as panelists, not simply moderators or chairs.
Photoquote
A post where Andre Picard states that he no longer wants to partake in manels, all male panels.
Photoquote
A post where Shailja emphasizes the importance of recognizing and empowering women. It encourages reading, citing, and crediting women's work, teaching and publishing women's contributions, acknowledging and awarding women's achievements, promoting and supporting women in various fields, listening to and believing women's voices, and ensuring equal pay for women.
9 out of 10 people are biased against women: global study
According to a global research conducted by the United Nations Development Programme, approximately 90% of individuals have prejudices against women, which affects politics and corporate leadership. Surprisingly, roughly one-third of respondents support violence against women. Gender equality progress has stagnated, necessitating more effective strategies to counteract these ingrained prejudices.
Mansplaining, explained in one simple chart
A map of questions to ask oneself to identify whether or not one is mansplaining.