From the President's Dexk
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AWNings

The newsletter of the Academic Women's Network

at Washington University School of Medicine

Vol. 8 No. 1, March 1999

 

From the President's Desk

Happy New Year to all!

We closed 1998 with a most encouraging response to the Contemporary Women's Health Issues symposium. We had a fantastic turnout and the course was very well received. Kudos to Kathleen Hall and Marion Peters for their outstanding job developing this event. The organizational support from the CME office was indispensable. We look forward to offering this course in December 1999 and encourage all of you to submit topics of interest and suggest talented speakers whom we can approach now. Send these to any AWN board member as soon as possible.

AWN has submitted Marilyn Siegel, MD as a candidate from Washington University School of Medicine for consideration for the Chancellor's Faculty Achievement Award. Faculty contributions in scholarship, research, teaching, and service to the university are criteria that will be considered. Recipients should be announced in May.

In anticipation of our annual Spring Dinner and our student leadership awards, please submit the names of graduate student nominees (medical and preclinical) for consideration by the AWN board members. We also plan to optimize our networking time at the dinner by providing opportunities for members to gain information about the AWN committees including Membership, Promotions, Mentoring, Publications and Programs. Learn more about the workings and mission of AWN. We want your input!

Barbara Zehnbauer

President, Academic Women's Network

Women's Health Update

By Helen Kornblum

Inequities in Physicians' Pay

"Female physicians still suffer from what might be called stipendicitis: an acute failure of the wallet to perform as expected. According to the latest Physician Compensation and Production survey (as reported in the New York Times, January 12, 1999), the average incomes of female doctors continue to lag behind those of their male counterparts, not just by a few thousand dollars, but by tens of thousands, and in some specialties by more than $100,000 a year." The gap lately has widened for a number of specialties, rather than diminished . . . . There is no single or simple explanation for why women's average compensation is uniformly so much less than the men's. Some of the disparity is a result of statistical skewing, arising because for many specialties the number of male practitioners far exceeds the number of women." Natalie Angier, writer of the Times article, cites at least two other reasons for the difference. "One big reason for the difference is patient volume. Most of a doctor's income is based on the number of patients seen, and male doctors generally see more patients per year than female doctors do. Add to this discrepancy the fact that female physicians usually spend comparatively more time with each patient. One study found that male physicians managed to dispense with the majority of their patients in less than 11 minutes each, while female doctors could manage such celerity with only a third of their case load. The result? The women earn less for more." (One can readily extrapolate to other related situations.)

10 Differences Between Men and Women That make a Difference in Women's Health

"Women's Health Research" has identified the 10 most important discoveries in the field of gender based biology. The findings have the potential to revolutionize the way we understand health and disease for both men and women. These gender differences were selected based on their relative importance to the health of women and to improving scientific understanding of a woman's unique biology. Each was the result of research published in leading scientific journals. (from The Society for the Advancement of Women's Health Research.)

  • After consuming the same amount of alcohol, women have higher blood alcohol content than men, even when you allow for size differences.
  • Women who smoke are 20 to 70 percent more likely to develop lung cancer than men who smoke the same amount of cigarettes.
  • Women tend to wake up from anesthesia more quickly than men ‰ an average of 7 minutes for women and 11 minutes for men.
  • Some pain medications (known as kappa-opiates) are far more effective in relieving pain in women than in men.
  • Women are more likely than men to have a second heart attack within a year of the first one.
  • The same drug can cause different reactions and different side effects in women and men; even common drugs like antihistamines and antibiotics.
  • Just as women's stronger immune systems protect them from disease, it makes them more likely to get autoimmune diseases such as rheumatoid arthritis, lupus, scleroderma, and multiple sclerosis.
  • During unprotected intercourse with an infected partner, women are two times more likely than men to contract a sexually transmitted disease and ten times more likely to contract HIV.
  • Depression is 2 to 3 times more common in women than in men, in part because women's brains make less of the hormone serotonin.
  • After menopause, women lose more bone mass than men, which is why 80% of people with osteoporosis are women.

Author Exploits Women's Fears

"The speed with which the book, The Breast Cancer Prevention Diet, has become a national best seller shows how eager women are to find something that offers hope against breast cancer," wrote a recent Post Dispatch editorial (12-26-98). "Unfortunately, the book, by NBC correspondent Dr. Tim Arnot, offers false hope." There is no scientifically proven diet that can prevent breast cancer. Arnot had the audacity to say on a program with Katie Couric last November, that he "wasn't aware that prevention was sort of a red-flag word." Not only is it a "red-flag" word when it comes to women's fears, but it "sells". Let's hope that women䴜s health, which was neglected for so long, doesn't become a tool for marketing.

Women's Health Internationally

The United Nations Commission on the Status of Women will meet the first two weeks of March in NYC. The topic will be "Women's Health." All member countries will discuss the status of women's health. The U.S. will send a special delegation.

Women's Health is Multi-faceted

The Institute of Medicine recently issued its report on lesbian health. Current assessments and directions for the future are discussed. It can't be a "one size fits all" approach. There must be appropriate research for lesbian health.

Women's Health Information

For information resources publications, call: 1-800-WOMAN or www.4WOMAN.gov.

 

Sea Change in Higher Ed Offers Women Chances for Power

In five years, we will have a sea change in higher education," predicts Judith Sturnick, the new director of the Office of Women at the American Council on Education (ACE). "We will never in our lifetimes see a lack of change. Turmoil will never cease," she said at the first conference of Wisconsin Women in Higher Education Leadership.

In her keynote address, Sturnick focused on the meeting's theme of power, pointing out: "Women back away and treat power as a dirty word. We need to take the word into our vocabulary and make it ours: Real power is the ability to influence others to take effective action."

Noting the link between power and leadership, Sturnick defined leadership as "The ability to facilitate process, see beyond the present moment, empower others, clarify, remain open and allow others to discover for themselves."

Women know how to develop collaborative leadership models, build bases of support, develop networks and create long-lasting change. Women also have staying power, she said. "We can not only survive but help our institutions succeed."

Women face special challenges

But organizational snares still entrap women:

  • Women must overcome stereotyped accusations, such as being too emotional and not as dedicated as men.
  • Women are held to higher performance standards.
  • Women must learn the rules of the game with less help and less access to and support from insiders.
  • Women have less access to professional development: "We don't get nominated for professional development in a male environment."
  • Differences in male and female communication styles mean "Men do not understand the way we work," often misjudging women as weak, incapable or shallow.

Such challenges create a great need for more women to fill the leadership pipeline in higher ed. She said women residents last an average of 2.2 years less than their male counterparts, and are less likely to go on to another residency. Even after a failure, men pick themselves up, tap into their networks and go on to second, third or even fourth residencies. But "Women personalize and internalize what happens to us as a result of a systematized gender bias," she said.

Male leadership styles often follow traditional patterns:

  • Men define situations and decisions as win-lose
  • Men work at a relentless pace without breaks
  • Men perceive work as life's highest priority and strongly identify themselves with their work
  • Men prefer live action and have little time for reflection
  • Men generally have difficulty sharing information
  • Men work via exclusion, command and control

Women's leadership styles are often in stark contrast:

  • Women bring their emotions to work and are caring and helping in general
  • Women share information and set aside time for sharing and connecting. Spontaneity is OK.
  • Women take time for reflection, asking why is this working and not this, and how can we change? Women build in mid-course corrections.
  • A woman's identity is complex and multi-faceted.
  • Women work via inclusion, consensus building and a collaborative structure.
  • Women have long-term focus with a social vision.

Gender differences in communication reflect how women and men view power. Men are often declarative: "As president of this institution, I . . . " while women are less likely to strive for dominance or even to hold the floor. "Women communicate to establish intimacy," Sturnick said. "Men may view this as mere chit-chat, not seeing that we're using communication to listen, connect, share information and ask questions."

Understand levels and sources of power

Women's ways of communicating actually reflect the highest levels of power. In Real Power, Janet Hageberg lists six levels:

  1. No power.
  2. Power by association.
  3. Power by title. "In most of our organizations, this has nothing to do with competence," Sturnick observed.
  4. Who you are-your inner self. "Know who you are, your weaknesses and strengths, and then pull in others to balance your weaknesses," she suggested.
  5. What you know - competence, knowledge, experience.
  6. What you share with others, which Sturnick called the most powerful power. "Sharing tasks, decision-making and knowledge is much more characteristic of women than of men. This is what we need to lead organization."

Other sources of a woman's power can include:

  • Information or expertise.
  • Networks, especially to test current realities.
  • Luck or opportunity. "Many careers are shaped by serendipity; it's best to have a life plan so you can recognize and act on these opportunities," Sturnick said.
  • Self-determination."Women sometimes stay trapped. They don't want to leave a situation," Sturnick said. Instead of feeling trapped, view staying where you are as a choice you can make, she advised.
  • Mission. Completing a life mission statement can give you much power.
  • Integrity. "Moral authority . . . has no greater power."

Power can be used to either benefit or harm the organization. Symptoms of one with dysfunctional power dynamics include: a rigid hierarchy, politics running amok, decreased and inaccurate communications, increased conflict, a demoralized culture, decreased creativity, increased control and manipulation, along with a loss of trust and respect.

Begin tomorrow to use power differently

How can we use power to change things? Sturnick suggested women can empower others, if they will:

  • Share resources
  • Speak the truth
  • Articulate your vision and goals
  • Share information
  • Support mentoring and professional development
  • Connect actions to outcomes
  • Respect and value others

Create balance in your life

Women also need to respect and value themselves. "As women, we are the caretakers, but we don't take care of ourselves," Sturnick observed. "Women burn out and flame out and leave, while men burn out but stay as a shell."

Sturnick advocated seeking balance and a sense of order in your life and work. Only by taking good care of yourselves can you persist. You deserve to be happy; getting up in the morning should be a joy. Take time every day to foster your creativity, intellect and spiritual growth.

She advised taking one hour a day to yourself as your inviolate hour, one day a week when you don't work, one weekend a month to go away, and a one-week vacation every three months. "Know your priorities and honor them. The right food and the right exercise should be routine," Strunick said.

Other keys are knowing how to play, living with contentment rather than fear or anxiety or dis-ease, and believing you are loved, which you are.

Balance gives women the time, energy and strength to face the challenges of change. "We can change the course of the institution and of our lives," Sturnick said. "But we cannot lose ourselves in the process."

(excerpted from Women in Higher Education, November 1998)

 

A CONVERSATION WITH
DR. RITA COLWELL

- First woman to head the National Science Foundation

By CLAUDIA DREIFUS

A year ago, when Dr. Rita Colwell was sworn in as the director of the National Science Foundation, new ground in science and politics was broken. Dr. Colwell, a microbiologist now 64 years old, became the first woman and the first biological scientist to head the federal agency, whose $3.6 billion budget provides financing for basic non-medical research in science and engineering.

Before accepting the foundation post, Dr. Colwell was president of the University of Maryland's Biotechnology Institute and one of the world's major experts on cholera.

She spoke during a break in a recent meeting of American Association for the Advancement of Science in Anaheim, Calif.

Q. You went to Purdue University during the early 1950s, the time when the ideology that held that women were best off as housewives and mothers was burning strongest. What was it like to be a woman with scientific ambitions during that era?

A. It felt peculiar wanting to be a scientist when everyone around me majored in home economics. On the other hand, I had encouraging teachers. For instance, at Purdue, I took a course with a bacteriologist named Dorothy Powelson. A woman bacteriologist in those days was unbelievably rare. Her approach was, "Look under the microscope and what do you see?" She got me hooked.

My goal, originally, was to go to medical school. But in the last semester of my senior year, I met this handsome 6-foot-2 physical chemistry graduate student, Jack Colwell, and after one date, we decided to get married. The marriage, incidentally, has lasted for 40-plus years. So I think it was a good decision. But once I made it, medical school was out.

So I began looking for a bacteriology fellowship. I went to the chairman of the department of bacteriology and told him of my new plans. "We don't waste fellowships on women," he declared.

The day was saved by my adviser, Dr. Alan Burdick, a geneticist, and he said, "OK, their loss is our gain. Would you like a fellowship to study genetics?" This was the foundation of my molecular biology career.

Q. Did you encounter much prejudice during those years.

A. Oh, yes. In 1961, my husband was awarded a fellowship in Canada. When I applied for one, too, the Canadian National Research Council rejected me because of their "anti-nepotism" rule, which precluded offering fellowships to husbands and wives. Eventually, I obtained some funds from the National Science Foundation and was offered laboratory space in Ottawa. The University of Washington, where I'd received my doctorate, then appointed me a research assistant professor and granted me a leave of absence. So in this complicated way, I was able to be with my husband and still do my research.

You were always, always, going against the norm, the dogma. And that does wear on a person after a while.

Q. Is the path still full of obstacles?

A. They are there, sometimes. Especially when you're heading organizations that used to be run by men. The academic world is still a closed circle. I try to work around that.

For instance, sometimes at meetings, a woman will suggest something and there's no response afterward. Then, a male colleague says exactly what you said and they say, "By God, that's a good thing to do!" I've learned to seed the conversation quietly with my ideas and then, they get adopted. You don't get the credit, but if you're concerned about credit, nothing gets done.

Q. About your area of research -- cholera. Why was your discovery -- that the cholera bacterium exists in a dormant stage in most of the world's water -- a benchmark in the control of the disease?

A. Because before our findings were published, the medical community always believed cholera was transmitted person to person, that it had a human host or reservoir. We showed it exists in the environment, on plankton, and in a dormant stage between epidemics. The implication of that is that when the plankton populations bloom in the spring and again in the fall in countries like Bangladesh, the bacterial numbers go way up -- along with the increase in numbers in plankton. So if the water that is used directly for drinking has large numbers of cholera bacteria in it, there may then be enough bacteria present to cause the disease.

Q. One idea you've come up with for cholera control in Bangladesh is getting people to filter their drinking water by pouring it through layers of sari cloth. How did such a simple notion come to you?

A. I thought if one could remove the zooplankton -- the copepod on the zoo plankton serve as host to the cholera bacteria in drinking water -- we could go a long way toward curbing the disease.

The problem was that sophisticated water filters were too expensive for Bangladesh, one of the least wealthy countries on earth. So the thought was, "What could be used as a filter that exists in everyday life?" The answer was cloth, sari cloth, which even the poorest of the poor have.

Q. Has your method gained acceptance?

A. Where people use it, yes. Recently, I was in Bangladesh with a crew from Maryland Public Television and we went to a village where we asked a woman if she'd gather water for drinking.

She did that and she could see plankton and various larval stages swimming about the unfiltered water. "The cause of cholera is on the particles in the water," I explained. We then showed her how to use the sari cloth as a filter. The filtered water wasn't crystal clear, but it was clearer than the unfiltered water. There was nothing swimming in it.

After that, the cameraman wanted a shot of her going again to collect water and drinking it, and she said, no-- she wasn't going to ever drink unstrained water anymore. That woman "got it," in a minute!

Q. Let's talk about some of the areas of research the National Science Foundation supports. Do you think now that the Cold War is over that the United States should be financing more research in Antarctica?

A. Oh, absolutely. The things we can learn about atmospherics science, physics, astronomy -- are done extraordinarily well at the South Pole. It's the least contaminated area in the world.

Q. Do you have an opinion about human embryo research?

A. I agree with Harold Varmus, the head of the National Institutes of Health, who said that human stem cell research is very important. It's an opportunity for us to learn how human cells differentiate and the potential is so great for developing a capacity for producing organs. I think the value to humanity, plus the wonderful information it can bring about life and development is so very, very important. I do think it'svery fundamental.

Q. Vice President Gore recently announced a $366 million a year information technology research initiative that the NSF will be heavily involved in and that will finance new computer hardware and software research. Why can't the computer industry, which is doing quite well, finance this sort of thing itself?

A. Because the basic software research requires this kind of investment. You need it in order to keep America at the cutting edge.

Let me just give you a vignette. I recently visited Seattle and the computer science department at the University of Washington and I met incredibly bright young people who were soaring like eagles with their research. Afterward, I went to Microsoft and again met some incredibly bright people. But it was like watching eagles soaring within the aviary. They were netted-in because they had a product-driven challenge.

The United States as a nation, has got to be at the forefront of this technology. The competition is keen from other countries. When they put up a new university in China, the first structure they build is the computer sciences building. Our military, our medical institutions, need to go that next step for those new kinds of languages that will link up a thousand processors for the kinds of research we need to do.

Q. On a different subject, do you think physicists make great husbands?

A. (Laughs) I think, yes. I know that anecdotes don't make statistics, but I was once on a panel for the National Institutes of Health and there were four prominent women there speaking. Afterward, we had lunch together, and it turned out that each one of us was married to a physicist.

We concluded that physicists have interesting work, a wide range of interests and are not overly concerned about their masculinity. Now obviously, you will find physicists who have none of these characteristics. But in general, we all felt this was so.

Q. So your advice to a bright woman looking for an appropriate man is: Go to a physics convention?

A. I'm not quite sure it's that simple. What I think you have to do is find someone who is interested in you as a partner, not as a domestic. My husband is the most gentle and supportive soul I've met in this life. We've been married a long time and it's been a powerful partnership. He's been a superb father and much involved with our two daughters. Both of them are scientists, by the way. Alison, 36, is with the U.S. Geological Survey. Stacie, 33, is an MD/PhD postdoc at Harvard.

Excerpted from the New York Times

February 16, 1999


Last modified: August 14, 2003