title: Organizational Context and Female Faculty's Perception of the Climate for Women in Academic Medicine.
abstract: Gender inequalities in the careers of faculty in academic medicine could partially be attributed to an organizational climate that can exclude or be nonsupportive of women faculty. This study explores the climate for women faculty from a systems perspective at the organizational and individual levels based on the perceptions of women faculty. Race differences were also investigated.
  
  
  
  Cross-sectional survey data from women faculty (N = 3127) at 13 purposively sampled medical schools and an institutional assessment of organizational characteristics were used. Organizational factors related to the climate for women were identified using bivariate statistics. The association between perceived climate for women and organizational characteristics, individual perceptions of the work environment and individual career, and personal characteristics with control variables were investigated using hierarchical linear regression models. Organizational effects by race/ethnicity were estimated using interaction terms.
  
  
  
  The climate for women faculty varied across institutions and by classification as minority-serving institutions (MSIs). Respondent's report of existence of an office for women's affairs, trust in leadership, and satisfaction with mentoring were positively associated with the climate for women. Perceived workplace discrimination and work-family conflict were inversely associated with a positive climate. No race/ethnicity differences were observed in the multivariable analysis.
  
  
  
  The climate for women faculty in academic medicine should not be regarded constant across organizations, specifically between MSIs and non-MSIs. Efforts to advance a positive climate for women could focus on improving trust in leadership, increasing support for structures/offices for women, and mitigating perceived discrimination and work-family conflict.
authors.affiliation: 1 Office for Diversity Inclusion and Community Partnership, Harvard Medical School , Boston, Massachusetts.|2 Department of Global Health and Social Medicine, Harvard Medical School , Boston, Massachusetts.
authors.forename: René
authors.initials: R
authors.lastname: Carapinha
authors.affiliation: 3 The Harvard Clinical and Translational Science Center , Harvard Medical School, Boston, Massachusetts.
authors.forename: Caitlin M
authors.initials: CM
authors.lastname: McCracken
authors.affiliation: 1 Office for Diversity Inclusion and Community Partnership, Harvard Medical School , Boston, Massachusetts.|4 Department of Medicine, Massachusetts General Hospital , Boston, Massachusetts.
authors.forename: Erica T
authors.initials: ET
authors.lastname: Warner
authors.affiliation: 1 Office for Diversity Inclusion and Community Partnership, Harvard Medical School , Boston, Massachusetts.
authors.forename: Emorcia V
authors.initials: EV
authors.lastname: Hill
authors.affiliation: 1 Office for Diversity Inclusion and Community Partnership, Harvard Medical School , Boston, Massachusetts.|5 Department of Social and Behavioral Sciences, Harvard School of Public Health , Boston, Massachusetts.
authors.forename: Joan Y
authors.initials: JY
authors.lastname: Reede
mesh_terms: D002322:Career Mobility; D003430:Cross-Sectional Studies; D005180:Faculty, Medical / Q000458:organization & administration; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D007857:Leadership; D008404:Massachusetts; D008611:Mentors / Q000523:psychology*; D015279:Organizational Culture; D010465:Perception; D010822:Physicians, Women / Q000523:psychology*; D011287:Prejudice; D012577:Schools, Medical / Q000458:organization & administration; D063507:Sexism / Q000523:psychology*; D012938:Social Perception; D011795:Surveys and Questionnaires
keywords: academic medicine; intersectionality; minority serving institutions; organizational climate; women faculty