What Women Need: a Study of Institutional Factors and Women Faculty's Intent to Remain in Academic Medicine.

A longstanding gender gap exists in the retention of women in academic medicine. Several strategies have been suggested to promote the retention of women, but there are limited data on impacts of interventions. To identify what institutional factors, if any, impact women faculty’s intent to remain in academic medicine, either at their institutions or elsewhere. A survey was designed to evaluate institutional retention-linked factors, programs and interventions, their impact, and women’s intent to remain at their institutions and within academic medicine. Survey data were analyzed using non-parametric statistics and regression analyses. Women with faculty appointments within departments of medicine recruited from national organizations and specific social media groups. Institutional factors that may be associated with women’s decision to remain at their current institutions or within academic medicine. Of 410 surveys of women at institutions across the USA, fair and transparent family leave policies and opportunities for work-life integration showed strong associations with intent to remain at one’s institution (leave policies: OR 2.22, 95% CI 1.20–4.18, p = 0.01; work-life: OR 4.82, 95% CI 2.50–9.64, p < 0.001) and within academic medicine (leave policies: OR 2.31, 95% CI 1.09–5.03, p = 0.03; work-life: OR 4.66, 95% CI 2.04–11.36, p < 0.001). Other institutional factors associated with intent to remain in academics include peer mentorship (OR 3.16, 95% CI 1.56–6.57, p < 0.01) and women role models (OR 2.21, 95% CI 1.04–4.68, p = 0.04). Institutions helping employees recognize bias, fair compensation and provision of resources, satisfaction with mentorship, peer mentorship, and women role models within the institutions were associated with intent to remain at an institution. Our findings suggest that institutional factors such as support for work-life integration, fair and transparent policies, and meaningful mentorship opportunities appear impactful in the retention of women in academic medicine.