Article2022

Sponsorship and Negotiation for Women Otolaryngologists at Midcareer: A Content Analysis

Janice L. Farlow · Nicole M. Mott · Taylor C. Standiford · Sarah M. Dermody · Stacey L. Ishman · Dana Mara Thompson +3 more

17 citations0/0 files storedOtolaryngology

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Diversity and Career in Medicine Gender Diversity and Inequality Mentoring and Academic Development

Abstract

OBJECTIVE: To explore challenges and opportunities for supporting midcareer women otolaryngologists in the areas of negotiation and sponsorship. STUDY DESIGN: Qualitative approach using semistructured interviews. SETTING: Online multi-institutional interviews. METHODS: This study was performed from June to August 2021. Women otolaryngologists representing diverse subspecialties, training, and practice environments were recruited via a purposive criterion-based sampling approach. Semistructured interviews were transcribed, coded, and analyzed via an inductive-deductive approach to produce a thematic content analysis. RESULTS: Among the 12 women interviewees, who represented 7 subspecialties, the majority were Caucasian (58%) and in academic practice (50%). The median residency graduation year was 2002 (range, 1982-2013). Participants expressed several challenges that women otolaryngologists face with respect to negotiation, including the absence of systematic formal negotiation training, gendered expectations that women experience during negotiations, and a perceived lack of power in negotiations. Obstacles to effective sponsorship included difficulty in the identification of sponsors and the influence of gender and related systemic biases that hindered sponsorship opportunities. CONCLUSION: Notable gender disparities exist for negotiation and sponsorship in the midcareer stage for women otolaryngologists. Women start at a disadvantage due to a lack of negotiation training and access to sponsors, which is exacerbated by systemic gender bias and power differentials as women advance in their careers. This study highlights opportunities to improve negotiation and sponsorship for women, with the goal of promoting a more diverse workforce.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 17 citations exist upstream.

References

2005How Many Interviews Are Enough?2015Sample Size in Qualitative Interview Studies 2014Standards for Reporting Qualitative Research 2013Purposeful Sampling for Qualitative Data Collection and Analysis in Mixed Method Implementation Research 2004Groups of diverse problem solvers can outperform groups of high-ability problem solvers 2020Standards for reporting qualitative research: a synthesis of recommendations 2017Comparison of postoperative outcomes among patients treated by male and female surgeons: a population based matched cohort study 2020Women Physicians and Promotion in Academic Medicine

Cited by

2023Assessment of Demographic Changes of Workforce Diversity in Otolaryngology, 2013 to 2022

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.