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DiversifyingTheSurgicalWorkforce:TheImportanceofLeadership
MaryHawnMDMPHProfessorandChair
StanfordDepartmentofSurgery
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PurposeofMyTalk
DefineDiversityandInclusion
WhyisitImportant?
DescribeImpactofBias
ImportanceofEffectiveLeadershiptoAchieveGoals
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Diversity
Nosingle definition:Complex,multidimensionalconcept
Primarydimensionsofdiversity(hardtochange):humandifferencesthatareinbornshapeourbasicself-imageinfluencehowweviewtheworld.
Thesixprimarydimensionsincludeage,ethnicity,gender,physicalabilities/qualities,race,sexualorientation.
Secondarydimensionsarethosethatareacquired,potentiallychangeableInclude,butarenotlimitedto,educational,geographiclocation,income,maritalstatus,militaryexperience,religiousbeliefs,andworkexperience,etc.
Griggs,1995McGrawHill
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DiversityisImportantforSuccess
Ifyouwantaccesstothebesttalent– youneedtoconsiderall talent
Diverseteamsmakebetterdecisions30%rule
Youcan’tbewhatyoucan’tsee
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Arediversitymetricssufficient?
Noteverythingthatcountscanbecountedandnoteverythingthatcanbecountedcounts
• AlbertEinstein
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• LikeDiversity,Inclusionhardtodefineasasingleconcept
• Diversitywithoutinclusionwillatbestfailandmayleadtobacklash
• UnlikeDiversity,muchmoredifficulttomeasure
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4KeyLeversofInclusion
1.InclusiveLeadership-Makingsureeveryonespeaksupandisheard-Empoweringteammemberstomakedecisions-Safeenvironmenttoproposenovelideas-Takingadvice-Givingactionablefeedback-Sharecreditforsuccess
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4KeyLeversofInclusion
2.Authenticity-Over30%ofWomen,Asians,Blackssaytheyhavetoconstraintheirauthenticselfto‘fitin’totheworkplace-Inscienceandtechfields‘actinglikeaman’regardlessofgenderleadstosuccessinleadership
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4KeyLeversofInclusion
3.NetworkingandVisibilitySponsorship
– someoneinpowerwhoelevatestheirprotégé’svisibilitywithinthecorridorsofpower
- putstheirreputationonthelinefortheirprotégéHavingsponsorshipisassociatedwithcareersatisfactionLackingsponsorshipisassociatedwithdroppingoutofthefield
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4KeyLeversofInclusion
4.ClearcareerpathstosuccessRecognizethatnotonepath/trajectoryworksforall
Creatingalternativepaths
Removingbarriersthatblockalternativepaths
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PipelinebyGender(2015)
Students
Men Women
Residents
Men Women
AsstProf
Men Women
AssocProf
Men Women
Prof
Men Women
Chair
Men Women
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RecentProgressatChairLevel(**maynotbeexhaustive)
• MaryHawn• Omeida Valazquez – firsthispanic• SandraWong– firstasian• BetsyTuttleNewhouse• MelinaKibbe• Sharmilla Dissanaike• MaryKillakey• MarthaZeiger• NitaAhuja• JenniferTseng• RebeccaMinter• **noBlackfemalechairyet
Chair
Men Women
Chairs2017
Men Women
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Biasesfacingfemalesurgeons
Male+Surgeon=Surgeon
Woman+Surgeon=WomanSurgeon–Oftenconfusedfornurse,MA,tech,assistant
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RecentdataonWomeninMedicine• Femaletraineesmorelikelytosufferdepressionduringtraining
• Lesslikelytobeintroducedas’Doctor’bypeers
• Referralswilldiminishwhenhavebadoutcome,thesameisnottrueformen
• Womenearnlessthantheirmalepeers,lesslikelytoadvanceintoleadershipandoftenleadershipisin‘supportive’roles
• Womenhospitalistsandsurgeons’patientshavebetteroutcomes
• Allthisfeedsintowomenfeelingliketheyhavetobetwiceasgoodtogetrespectandadvancement
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Networking&Visibility
Reputation:Whatitis.
Characterislikeatreeandreputation likeashadow.Theshadow iswhatwethink ofit;thetreeistherealthing.
AbrahamLincoln
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Reputation:WhydoIwantit?• Unlikehighschool,havingareputationisimportantforadvancement.• Youcanbedoingreallygreatthings,butunlessyourrecognizedforyouraccomplishmentsyouwillhavetroublewithacademicadvancement.
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Reputation:HowdoIgetit?
Beingavailable
TeamplayerBeingaffable
NetworkingBeingable
DemonstrateknowledgeDemonstratepassion
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ABILITYTicketstoSuccess– Grades– TestScores– Awards– Letters– Research– Volunteerism
Youhavetoberecognized(haveareputation)fordoingthesewell.
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Reputation:HowdoIkeepit?
Ittakestwentyyearstobuildareputationandfiveminutestoruinit.
WarrenBuffett
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TicketPunching
Buildingyourreputation• Youstartwithacertainamountofgoodwill• Youcanmakemistakes• Youcanbelate• Youcanupsetsomeoneunintentionally• Andasyoudotheseyouwillusesometickets…..
TicketstoFailure• Inflatedselfworth“I”• Tooimportant• Problemswithoutsolutions
• Ifyouaresurroundedbyalotofproblems,timetogetamirror
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Reputation:CanIchangeit?
Areputationoncebrokenmaypossiblyberepaired,buttheworldwillalwayskeeptheireyeonthespotwherethecrackwas.
JosephHall
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Leasteffectiveorbadpractices• Holdstrongbeliefthatyoucanmakeobjectivejudgement• Claimtoberaceorgenderblind• Holdstrongbeliefthatyourdepartment/disciplineisameritocracy• Assumingbiastrainingissufficient
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WhyareTeamsImportant?
• Thepowerofteamstoaccomplishsomuchmorethananindividual• Collectivewisdom• Diversityofideas
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HowtoMotivateHighPerformingTeams
• Importanceofinclusivity• Everyonehasarole• Everyonecontributes• Alternateleading/following
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HowtoMotivateHighPerformingTeams
Rewardscanvaryimmensely
MoneySenseofcontributionRecognitionPurpose
…..anddoughnuts
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• mul ·ti ·pli ·ers• noun• leaderswhousetheirintelligencetoamplifythesmartsandcapabilitiesofthepeoplearoundthem;ideasflowandproblemsgetsolved.
• Thesearetheleaderswhoinspirethepeoplewithwhomtheyworktostretchthemselvesandsurpassexpectations.
• Theseleadersusetheirsmartstomakeeveryonearoundthemsmarterandmorecapable.
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• di·mi·nish ·ers• noun• thosewhobelievethattheyareperpetuallysmarterthanothersandtherebysquashtheintelligenceofthosetheylead
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LeadLikeaGardener
• Theworldhaschanged,yetweoftendemandunrealisticlevelsofknowledgeinleadersandforcethemintoineffectiveattemptstomicromanage.
• Thetemptationtoleadaschessmaster,controllingeachmoveoftheorganization,mustgiveway toanapproachasagardener,enablingratherthandirecting.
• Agardeningapproachtoleadershipisanythingbutpassive.Theleaderactsasan“Eyes-On,Hands-Off”enablerwhocreatedandmaintainsanecosysteminwhichtheorganizationoperates.
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Reputation:CanIchangeit?The‘unfair’reputation‘SecondGeneration’GenderBias
• Notovert,difficulttoputyourfingeron• Feelingofbeingpassedover• Effectivefemaleleaderslesslikelytobe‘likeable’
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Whohasitall?
‘WhyWomenStillCan’tHaveitAll’- AtlanticMonthlyEssayAnn-MarieSlaughter
Discourseisdestructivetowomen-Makesourinherentchoicesthefocusofour‘success’orlackthereof.-Mendon’ttalkthisway-Ingeneral,itleadstowomenbeingcriticalofwomen