National Academies of Sciences. Beyond bias and barriers: Fulfilling the potential of women in Academic Science and Engineering. Washington, DC: The National Academy Press, 2007.
2.
ChangS, MorahanPS, MagraneD, et al.Retaining faculty in academic medicine: The impact of career development programs for women. J Womens Health (Larchmt), 2016; 25:687–696.
3.
CarnesM, DevinePG, Baier ManwellL, et al.The effect of an intervention to break the gender bias habit for faculty at one institution: A cluster randomized, controlled trial. Acad Med, 2015; 90:221–230.
4.
VillablancaA, BeckettL, NettiksimmonsJ, HowellL. Career flexibility and family friendly policies: An NIH Study to enhance women's careers in biomedical sciences. J Womens Health (Larchmt), 2011; 20:1485–1496.
5.
HowellP, BeckettL, NettiksimmonsJ, VillablancaA. Generational and gender perspectives toward career flexibility: An approach to ensuring the faculty workforce of the future. Am J Med (APM Perspectives), 2012; 125:719–727.
6.
PololiL, KernD, CarrP, ConradP, KnightS. The culture of academic medicine: Faculty perceptions of the lack of alignment between individual and institutional values. J Gen Intern Med, 2009; 24:1289–1295.
7.
WarnerE, CarpinhaR, WeberG, HillE, ReedeJ. Faculty promotion and attrition: The importance of coauthor network reach at an Academic Medical Center. J Gen Intern Med, 2015; 31:60–67.
8.
FreischlagJ, SilvaM. Bouncing up: Resilience and women in academic medicine. JACS, 2016. http://dx.doi.org/10.1016/j.jamcollsurg.2016.03.033
