We are all in it together……but Is it equitable for all of us?

We are all in it together but Is it equitable for all of us?

1. Work-life balance, focus on childcare 2. Career –impact on promotion and tenure

Impact of COVID-19 Child-care – Balancing home vs. Professional obligations – Less flexibility for many women (Academic/Teaching/Research/Clinical) – Added burden of home-schooling

ChildCare Benefits – Pre-COVID: 49% of academic institutions provided some type of childcare – 62% of these announced expanded childcare options AAMC Data showed: – 15% Residents – 15 % Post-Docs Received ZERO benefits – Vs. Faculty and Staff

Support Services IT Supplies for home Flex schedules/Telecommuting Up to 80 hours (after vacation) for school closures Additional 60 hours Caregiving Pay paid time off Wellness Resources* Virtual Homework Help: Nanny, babysitting, tutoring

Thoughts? Childcare at EVMS Mental Health/Wellness Flexibility Sustainability even after COVID-19 – Pandemic has highlighted the many challenges working mothers face “Thriving, not just Surviving”

How is COVID-19 amplifying known barriers to women’s career advancement?

Actionable solutions Institutional level Formation of a “Pandemic Faculty Merit Committee” New/revised tenure and promotion metrics Framework to ensure that the new metrics are: - policies - adopted college/school-wide Tenure clock fix? Clear metrics, tangible benchmarks and effective communication are critical for decreasing bias in merit and promotion decisions.

Actionable solutions Individual level

Using the curriculum vitae to promote gender equity during the COVID-19 pandemic Vineet M. Arora, Charles M. Wray, View ORCID ProfileAvital Y. O’Glasser, Mark Shapiro, and Shikha Jain PNAS first published September 17, 2020 https://doi.org/10.1073/pnas.2012969117

Thank You Anca Dobrian, PhD, FAHA Professor, Department of Physiological Sciences [email protected] Natasha K. Sriraman MD, MPH, FAAP, FABM Associate Professor, Department of Pediatrics [email protected]