AWAEM newsletter (Mar-April 2013)


Published on

Academy for Women in Academic Emergency Medicine

Published in: Health & Medicine, Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

AWAEM newsletter (Mar-April 2013)

  1. 1. 1In My Opinion - Words of Wisdom On AWAEM 2012-2013 2The Power of Sponsorship: Overcoming Obstacles and Fear 3Featured Women in Academic EM - Jane Brice & Basmah Safdar 4Resident Perspective: The Time Has Come 5Book Review: Switch - How to Change Things When Change is Hard 62013 SAEM Annual Meeting AWAEM Didactic Schedule - Education, Food & Friends! 8Available Committees 2012-2013 9Table of ContentsA bimonthly update toinform you of thecurrent activities of ourAcademy in an effort tomake this organizationa strong advocate forwomen in academicemergency medicine.AWAEMAWARENESSMarch-April,2013ANNOUNCEMENTSJoin us for the first ever joint event between AWAEM, AAWEP & EMRA!Women in EM ReceptionFriday, May 17th, 5:00-6:30pmWestin Peachtree Atlanta (Conference Hotel)PT-200 Conference Room 3 (7th Level)
  2. 2. 2My tenure as president will soon be over. I will hand theleadership of AWAEM to Esther Choo with full confidence that shewill do a stellar job. However, I will still step down with a sense ofdisappointment as this wonderful journey comes to an end. I havefully enjoyed working with all of you, and especially enjoyed meetingthe members who make up AWAEM. I know so many more womenthan I knew before this year began. Our members are bright, educated,and thoughtful. They are dedicated to their careers and families, andhave, for the most part, found a balance in their lives that satisfiesthem.Together we have solved or helped to solve problems broughtforth by our members, which brings me to some of the achievementsthat our committee chairs and our members have accomplished. Theseare only a handful of our activities, so please forgive me if I have madeany important omissions.DIDACTICS:Alyson McGregor and her committee members, Esther Choo,Basmah Safdar, Jeannette Wolfe, Tracy Madsen, and Preeti Jois,have created didactic programs for SAEM that have been very wellreceived. Jeannette single-handedly created the professionalism trackheld during our AWAEM didactic session. This year’s lineup is sure tobe educational and inspiring.REGIONAL MEETINGS:Angela Fisher-Silar, with the help of her resident, LauraMedford-Davis, arranged for AWAEM to host sessions at variousSAEM Regional meetings. Laura created a mentor network forresidents, which continues to grow and become a strong supportsystem for women in medicine.NATIONAL MEETINGS:We have had a presence at CORD, and Scientific Assembly forthe past three years. These meetings have allowed us to meet ourmembers and discuss their needs. The Wellness Committee grew outof these discussions.WELLNESS:Dara Kass has been working on a number of issues that affect thehealth and needs of our members. Many are related to childbirth andchildcare. I know from personal experience...when things are notgoing well at home, nothing goes well.RESEARCH:Marna Greenberg, Basmah Safdar, Alyson McGregor, andEsther Choo, along with many others, have been working on the 2014Consensus Conference On Gender Specific Medicine sponsored byAWAEM and AEMJ.AWAEM AWARENESS:This newsletter is something that all of us can take pride in, but isreally the brainchild of Stacey Poznanski. I have been afraid to ask herhow much effort she puts into the publication. Leila Getto has steppedup to help her and I look forward to reading what has becomesomething that symbolizes AWAEM for me.AWAEM AWARDS:Kinjal Sethuraman has established the process that allows ourAcademy to recognize the accomplishments of women in academicmedicine. I am hopeful that these national awards will draw evenfurther attention to the outstanding accomplishments of women inemergency medicine.NETWORKING RECEPTION:For the first time we will have a reception shared with theAmerican Association for Women Emergency Physicians and theEmergency Medicine Residents Association. This reception wascoordinated and planned by Laura Medford-Davis and will be heldduring SAEM.There are many other ongoing activities, such as our membershipdrive, headed by Neha Raukar, and the resident/medical studentmembership initiative, headed by Michelle Lall. AWAEM is involvedin global medicine thanks to the efforts of Bhakti Hansoti, and we willhave a shared didactic program during SAEM on global health as aresult of Bhakti’s efforts.You are hearing the memories of one of my most memorableyears. When I was asked to accept the nomination of President-elect itwas with fear and trembling that I said yes. But, thanks to ourmembers and leaders, it has been a wonderful experience.I thank all of you and hand the future leadership of AWAEM tocapable hands.In My Opinion - from your AWAEM PresidentWords of Wisdom On AWAEM 2012-2013By Gloria Kuhn, DOAWAEMAWARENESSMarch-April,2013“You  just  dont  luck  into  things  as  much  as  youd  like  to  think  you  do.  You  build  step  by  step,  whether  its  friendships  or  opportuni=es.”  -­‐Barbara  Bush
  3. 3. 3Last issue I discussed the importance of networkingand provided tips to building a diverse network. Now thatyou have started focusing on expanding your network, let’sdiscuss one of the greatest benefits that may come from thatnetwork – Sponsorship. According to a 2010 HarvardBusiness Review (HBR) article, “Why Men Still Get MorePromotions Than Women”, it was noted both men andwomen are mentored yet men are still getting morepromotions. So what is the secret? Women are overmentored and under sponsored. In another HBR article in2011, “The Sponsor Effect: Breaking Through the LastGlass Ceiling”, the title captures the major point thatsponsorship may be the “last glass ceiling” holding womenback from top positions. The study noted a vast majority ofhighly qualified women lack political allies to propel,inspire and protect them at the levels of higher management.Conducted by the Center for Work-Life Policy, the researchdemonstrated that sponsorship accounts for up to 30% ingetting more stretch assignments, promotions and payraises. Yet, research noted more than 75% women stillbelieve hard work and long hours alone, and notconnections, leads to advancement. If you are in that 75%please read this article with an open mind.Before we get into the why and how, it is important todefine sponsorship. A sponsor is someone more senior,successful, well connected within their community andwilling to advocate for you. They will “pull” you up versusthe “push” up found in mentoring relationships. The mentordoes not pre-determine the path but draws on theirexperiences to provide counsel. Thus, mentors don’tactively change the trajectory of your career. This differsfrom a sponsor who works on your behalf and pulls youalong, setting the path for your journey. A sponsor providesstretch opportunities, helps you form critical connectionsand promotes your visibility. Behind closed doors they goto bat for you, toot your horn, often protect you from“attacks”, and ensure you are treated fairly. Yes, yourrecord of performance counts, but it is the confidence inyour future ability that gets you to the next level. A sponsorcan advocate for you in critical conversations at higherlevels. Mentoring may get you to the glass ceiling butsponsoring is what breaks the glass ceiling.Sponsorship is not a one way street. There arerewards for the sponsor as well. One of the most importantbenefits is the satisfaction in “paying it forward”. Inaddition, part of their recognition as a senior leader is theirability to identify and bring top talent forward in theorganization. You need to find ways to help your sponsorand make them look good. This can be done by taking workoff their plate and going the extra mile on a project. Youalso can offer them valuable insight into lower levels of theorganization and help them better understand the culture.For senior leaders, maintaining connections at differentlevels in the organization helps them maintain a morecomplete picture. As women we probably appreciate evenmore than men that it is more personally satisfying watchingsomeone you have invested in succeed than receiving yourown awards. That sense of fulfillment is priceless.So, getting to action. Take your network and createwithin it a network of sponsors. First, note the plural anddon’t think a single sponsor will suffice. You want multiplesponsors at different levels within your organization andoutside your organization. As you move up your sponsornetwork will change just as your goals changes. Yoursponsor network needs to be strategic, and rather thanfocused on your current job, it should be positioning you forlong-range career growth. Remember, an important role ofa sponsor is their ability to get you into stretch assignments.Make sure you are ready to venture into the uncomfortableand push yourself. This sometimes can lead you downexciting new paths. Trust in your sponsor who may seepotential in you that you have yet to recognize....Continued on Page 7The opinions and assertions are those of the author and donot necessarily reflect those of the Air Force MedicalService or the Department of Defense. The Power of SponsorshipOvercoming Obstacles and FearBy Linda Lawrence, MD“Mentoring mayget you tothe glass ceilingbut sponsoring iswhat breaksthe glass ceiling.”AWAEMAWARENESSMarch-April,2013Col (Dr) Linda Lawrencehas spent 20+ years in theAir Force and is currentlythe Commander (CEO) atAir Force hospital in Aviano,Italy.  She is also a PastPresident/Chair of Board ofDirectors for ACEP.
  4. 4. 4Jane Brice, MD, MPHAssociate Professor, EMUniv of North Carolina School of MedicineAfter completing medical schoolat the University of NorthCarolina, Jane Brice moved toPennsylvania where she receivedher Emergency Medicineresidency training at University ofPittsburgh.In addition to the above title, Janealso serves as an adjunctAssociate Professor in theDepartment of Social Medicineand as an Assistant Professor inthe Department of Epidemiologyin the School of Public Health.With over 40 publications, Jane’s research endeavors haveexpanded evidence-based medicine for emergency medicalservices, disaster preparedness, educational approaches to patientsand providers and management of stroke, cardiac arrest andtrauma, to name a few.Jane’s passion for mentorship is evident through the numerousmedical students and residents she has taken under her wing. Shecreated a program that provides medical students with a structuredresearch experience. As a result of her dedication, many studentshave received research awards and grants for their work and wenton to fill faculty positions in academic emergency medicine.Jane received the UNC School of Medicine TeachingExcellence Award in 2005. Her leadership and teaching expertisewas honored by the Fellow of the Academy of Educators. She wasinducted into Alpha Omega Alpha honor society in 2004 by a voteof the UNC medical student membership. This was followed byinduction into the Frank Porter Graham Honor Society in 2005 bythe Graduate and Professional Student Federation of the Universityof North Carolina, specifically for excellence in mentoring.Recently, Jane was awarded the prestigious Roy ’62 and ChristineHayworth Medical Alumni Distinguished Teaching Professorship,which recognizes early mid-career faculty with substantialdemonstrated excellence in leadership and innovative teaching.Basmah Safdar, MD, MSAssistant Professor, EMYale School of MedicineBasmah Safdar is featured for hercommitment to women’s healthresearch. She completed hermedical school training inPakistan at The Aga KhanUniversity. After transitioning tothe United States, she received herEmergency Medicine training atYale New Haven Hospital inConnecticut. She then took on afaculty position at Yale asAssistant Professor and recentlycompleted a Master of Science inCardiovascular Epidemiology atHarvard School of Public Health.Basmah’s key focus of interest is undifferentiated chest painand the role of gender in cardiac disease. She serves as Director ofthe Chest Pain Center in the Emergency Department and the Co-Chair of the Heart and Vascular Chest Pain Center at Yale, whichoversees all acute coronary syndrome patients, including thosewho received emergent PCI. In addition, Basmah is the MedicalDirector of the Women’s Heart Program, which has beeninstrumental in educating medical providers and the public abouttopics pertinent to women’s health.In 2011, she was selected as a keynote speaker for theWomen’s Cardiac Issues Now Symposium held in Hartford,Connecticut and presented “Depression as a Cardiac Risk Factor-A Myth or a Reality.” She helped create a large databaseconsisting of 2000 women and 1000 men which she uses toexamine young women with myocardial infarctions. This study,entitled “Variations in Recovery: Role of Gender on Outcomes ofYoung AMI Patients” focuses on presentation, type of infarctionand its impact on medical and social outcomes.Featured Women in Academic EM:Commitment to Research & MentorshipBy Priya Kuppusamy, MD,"Dr. Safdar is just an outstanding human being.She serves as an outstanding role model as awoman who has navigated the complicated watersof pursuing a career in academic medicine…and she has done this with a sense ofpoise and grace.”Leigh Evans, MDYale School of MedicineAWAEMAWARENESSMarch-April,2013"Dr. Brice is an outstanding candidate,given her dedication to emergency medicine research,dedication to the development of women cliniciansand researchers, and remarkable track record ofscholarship.”Charles Cairns, MDProfessor and Chair, UNC Department of EM
  5. 5. 5As the end of my penultimate year of residency nears,the time has come. All of the seniors have their jobssquared away. Fellowships have been awarded, chiefresident spots have been secured, private practice contractshave been signed, and now the torch is being passed on. It’sour turn to determine what we want to do with the rest ofour lives. My co-residents are individually realizing whoprefers the autonomy of private practice and who prefers theconstant engagement of academics. The clock is ticking. Ofcourse, life is circuitous, so we’ve all been here before:picking a college, deciding to go to medical school,choosing a specialty. However, this time it feels different -this time we are finally, at long last, choosing our REALjobs. Our grown-up jobs.While somewhat overwhelming, this time in ourresidencies certainly serves to reinforce the value of anexcellent mentor. As much as our spouses and parents wantto help guide us through the upcoming decisions, they havenot been there. They can’t understand what it’s truly like tonavigate the waters of being a woman in EmergencyMedicine, determining which way to go at each fork in theroad. Balancing career, personal life, health, and trying tosqueeze in some sleep is not easy for any working woman,and it is particularly difficult in Emergency Medicine.Whether within your own program or through AWAEM,finding a mentor with whom you can truly relate is essential.Your mentor doesn’t have to be one single person,you can have several! Try having one at your program andone through AWAEM. Whatever you do, find someone youcan connect with, a mentor who understands your goals andthe challenges that you may face in realizing those goals. Amentor who is compatible with you personally and haschosen the career path which you intend to follow is ideal. Ifyour mentor is familiar with the specific hospital or practicethat you prefer, that is an excellent match, but any womanmentor in your field will be tremendously helpful. Therelationship I have formed with my mentor has beeninvaluable. My mentor has helped me confirm my intent togo into academic EM, start developing my niche inacademics, chart my course for the years followingresidency, and determine how to approach my Chair aboutsupporting my goals.As much as I depend on my mentor to help me sortthrough career decisions, I am realizing that the time hascome in another way. With major career decisions looming,it’s easy to get caught up in my own needs and wants. Tocounteract that, I have been striving to open myself toothers, and, as result, I’ve been realizing that I have a greatdeal to offer others who are also pursuing a career inEmergency Medicine. As an intern, I felt that I wasn’t inany place to serve as a mentor, as I was still trying to figureout how to be a doctor and learning to practice EmergencyMedicine. Now that I am nearing the end of two years ofresidency, I am in the perfect place to mentor those a year ormore behind me. Still close enough to remember the stressof interviews and the match, I have much to offer medicalstudents. Having learned to navigate the off-servicerotations and decode the style and quirks of each attending, Iam in a perfect position to lend a hand to the interns. WhileI still have a great deal to learn, I now understand that therewill always be someone who knows more than you, andsomeone who knows less. Sometimes it’s even the sameperson.Everyone has something to teach, just as everyonehas something to learn. Since I have benefitted so muchfrom my mentor and other faculty, I believe it is my turn topass on the knowledge that has been imparted to me, bothclinical and practical. We should all strive to support andbuild each other up in every way possible. It’s a tough road,but we can all be successful. Together we can shine.To succeed, we should not hesitate to stand on theshoulders of those who have gone before us, and we mustencourage those who follow to stand on our shoulders. Thetime has come.Resident PerspectiveThe Time Has ComeBy Suzanne Bryce, MD“In learning you will teach,and in teaching you will learn.”― Phil CollinsAWAEMAWARENESSMarch-April,2013
  6. 6. 6Is there a “change” youwould like to see in yourdepartment or institution? Achange that will improve thework environment, patientcare, or the climate forfaculty? A culture shift? Amore flexible work-lifepolicy? A more supportivechildcare option? A bettercharting system? A facultydevelopment program? Theaddition of lactation space?Whatever the change, thebook Switch offers greatinsight into bringing aboutchange in an organization.For change to happen,somebody has to start acting differently, thinking differently.Will this be you? Your team? There are numerous examples inthe book of how individuals, like you, can lead transformativechange...and you don’t have to have lots of authority orresources!The premise of the book centers on the followingPsychology theory: To change behavior, you must understandthat our minds are ruled by two systems that compete forcontrol- the rational side (the Rider) and the emotional side (theElephant). The rational, logical mind wants to improve anaspect of the work environment. The emotional mind loves thecomfort of the current routine. The rational mind wants to bein top physical shape and run a marathon. The emotional mindwants to curl up on the couch with a bowl of ice cream. Thetension that is created must be overcome. Once it is, changecan occur rapidly, with impressive results.The Rider and the Elephant each have strengths andweaknesses. These must balance out to move towards change.Picture the small, rational Rider perched atop the huge,emotional Elephant. Although the Rider holds the reigns, hiscontrol is limited if the Elephant disagrees on which way to go.The Rider is outmatched by the Elephant’s power and size.Conflict can occur when the Elephant is focused on short termgratification, while the Rider is focused on long term benefits.The emotional side wins when we get angry, gamble, overeat,and procrastinate. Change fails when “the Rider simply can’tkeep the Elephant on the Road long enough to reach thedestination.” However, the Elephant has incredible strengths,too, with emotions of love, compassion, and loyalty. It is theElephant who drives change, stands up for what’s right, and hasthe energy and passion to lead the charge. The Rider can alsohave weaknesses that inhibit change. When the rational mindoveranalyzes and overthinks every detail, the Rider isparalyzed to make a decision. If you want to change something,you have to appeal to both sides.There are 3 basic concepts to frame your approach toinfluencing change:1. DIRECT the Rider: You will need to appeal to therational, logical, analytical side. The Rider provides thedirection and the planning, and therefore need facts, data,evidence, and examples. You have to be prepared withresearch, a logic model to follow, interventions, timelines,solutions, and outcome measures. This will script criticalmoves and point to the destination. Provide clarity and cleardirection.2. MOTIVATE the Elephant: You have to find theemotional side of the issue. The Elephant provides the energyto drive the change. Engage them to feel the importance, beinspired, and get fired up. They must feel passionate andmotivated about the issue. They must feel it is the right thingto do. If fear of change is in the way and it scares the Elephant,shrink the change into small parts. Break down the change tomake people feel they are closer to the finish line than theythought. Lastly, “cultivate a sense of identity and instill thegrowth mindset.” Help them embrace the idea, the dream, andthe hope into their own vision of the future.3. SHAPE the Path: You must clear the way forsuccessful change to occur. What looks like a “peopleproblem,” is often a “situation or environment problem.” This“situation or environment” is the Path. When the Path changes,behaviors change. Shaping the Path involves “tweaking theenvironment” and “building habits.” A simple examplecombining both is a checklist – a tool used to reduce errors innumerous patient care settings. Make desirable behaviors andattitudes habitual and encourage these habits. Finally, “rallythe herd” with practices that support positive behaviors,because behavior is contagious and spreads. Embrace thepower of role modeling and leading by example. Others willfollow.Simply put:SEE-FEEL-CHANGE.Present evidence that makes people feel something.“Whether a disturbing look at the problem, or a hopefulglimpse at a solution…it’s something that hits you at theemotional level.” For example, no one in leadership wants tobe last. Compare your institution to other institutions. Do yourresearch and present data and facts that show your institution’spoor standing. This will hit the emotional side. Then pour onother ways to hit other feelings in order incite passion andmotivation. Follow up by presenting solutions and direction toshaping the path to change.In summary, if you effectively appeal to both sides, therational Rider and the emotional Elephant, then there will be“understanding with motivation” and “passion with direction.”Change will follow.Book Review by Julie Welch, MDSwitch: How to Change Things When Change Is HardBook Authors: Chip Heath and Dan HeathAWAEMAWARENESSMarch-April,2013
  7. 7. 7...Continued from Page 2 You must help your sponsorhelp you. This is probably one ofthe greatest challenges for women asit requires you to be very clear aboutyour goals and share those goals. Inaddition, you must make certain yoursponsor knows your skills andaccomplishments. Help to createthat shared vision of why you areright for more senior positions.Probably the most damaging obstacleto sponsorship for women is our ownlack of confidence in our professionalabilities, continued practice ofundervaluing our contributions, anda failure to engage in self-promotion.Men more than women believe ourcontributions will be inherentlyrecognized by those above us.Women tend to shy away from self-promotion out of concern ofdamaging their own network byappearing boastful or arrogant in theeyes of their peers and bosses. Youmust learn to campaign for yourself,think bigger and know your value.Foot stomp…abandon the myth thathard work will get you recognizedand earn you a position at the top. An additional obstacle thatholds us back as women seekingsponsors is the affinity of like-mindedness. Both men and womenhave a predilection to be drawn topeople like us, to include people wholook and think like us. Well face it,that may work for men and is one ofthe major reasons men tend to bebetter sponsored. However, thereality for women is you will likelynot find your mirror image in aposition above you who has thecapability to pull you along. Both thesponsor and sponsored need to breakout of the comfortable and embracethe values diversity can bring to arelationship. More and moreresearch is demonstrating the valueof gender diversity with directcorrelation to economic and politicalsuccess. Embrace the unique viewswe have as women and the ways wethink and problem solve, and as youare sharing your accomplishmentsand goals, weave this thinking intothe conversation. Recognize the need to step outof your comfort zone, stop self-sabotaging, get informal and join theclub. Women need to becomecomfortable with informalnetworking and penetrate men’snetworks. All business is not done inthe office and these opportunitiesarise organically and informallythrough male networks. Thus, aswomen we need to be part of thatnetwork to build collaborativerelationships. Men often engagesponsors in informal ways – on thegolf course, in the locker room or inother social networks. Men arecomfortable vocalizing theirambitions and understand hard workis not always enough to getrecognized and advanced. Maybehanging out with male superiors inthe locker room is out, but think ofinformal ways to enter the network.Build relationships with men, dropby and be friendly. Men will takeyou in but you must play ball so tospeak. You have to engage ininformation exchange, trade favorsand help each other out. Womenstruggle much more than men withthe “paying it forward” or “give toget” mindset and fail to appreciaterelationships as multi-faceted,meaning they have value at work andoutside of work. Okay, some of you areprobably thinking “danger, dangerthis will only lead to trouble ormisperceptions,” especially since thespeculation of an affair occurs forsome when seeing the powerfulsenior male and junior female pair.First and foremost, don’t let thathappen. But as women we also muststop avoiding dinners, golf games,meetings or travels for the fear ofgossip. Keep actions appropriateand businesslike and this is whereyour hard work will make adifference. Your performance willsquash the rumors of inappropriatebehavior. Remember that yoursponsor is there to take care of you,and that means confronting therumors and gossip. The best waythey can do that is proactivelypointing out your accomplishmentsand potential. Lastly, as women moving upmay we not forget to becomesponsors ourselves. Abandon thethinking of hard work alone willequal success. Even if that is howyou got to where you are today stopthat mindset so prevalent amongstwomen, reach back and pull up.Remember that sponsorship is a twoway street, rewarding in its own waysfor both parties. As women we canbe some of the most persuasive andpassionate champions for others.Get comfortable advocating foryourself and sharing youraccomplishments, goals and vision.Let go and allow others to advocatefor you, just as you will do for thosebehind you.AWAEMAWARENESSMarch-April,2013 The Power of SponsorshipOvercoming Obstacles and FearBy Linda Lawrence, MD
  8. 8. AWAEM Annual MeetingTips & Tricks for WomenNavigating Academic EMMay 17th, 8:00a-12:00pVinings II (6th floor)AGENDA-AWAEM Business Meeting-Navigating the Academic Compass,Directions forSuccess: Aninvaluable 80minute facultydevelopmentsession for medicalstudents, residentsand faculty in all career stages that willinclude six topics, moderated byJeannette Wolfe: 1) Pros and Cons ofAcademic versus Private EM by KinjalSethuraman; 2) Tips for Residents toJump Start their Academic Career byAlyson McGregor; 3) Hitting the GroundUp and Running: A Guide for the FirstTwo Years of Your Academic Career byStephanie Abbuhl; 4) Educators Portfolio:How to Stay Organized and On Track byGloria Kuhn; 5) Networking: Why, Howand Where to Connect with Peers andMentors in Academic EM by BhaktiHansoti; and 6) Possibilities, Pearls andPitfalls of Part Time Academics byJeannette Wolfe.- Managing People in AcademicEmergency Medicine: Tools of the Tradefor New Investigators by KinjalSethuraman- Technology: How Women CanMaximize Their Productivity byUtilizing Social Media, A Social MediaPrimer by Bhakti HansotiMining the Hidden Science in YourEM Research: Gender-Specific StudyDesign and AnalysisMay 18th, 8:00 – 9:30amInternational Room C (6th floor)Two hours of the SAEM GeneralAssembly meeting has been designatedfor AWAEM’s support of Gender-SpecificEmergency Medicine. This first didacticaims to stimulate interest in research ongender-specific medicine and understandthe challenges and solutions ofperforming gender-based analyses. Thissession will be amoderated panel ledby Esther Choo. Astatistical expert,Heemun Kwok, willdiscuss a frameworkfor consideringrelevant gender-specific research questions withindiverse areas of emergency medicineresearch and analytical strategies forapproaching the question of the impacton gender on clinical outcomes. Twoadditional EM researchers, DeborahDiercks and David Wright, willdemonstrate how they have appliedthese methods in their own work usingspecific approaches and analyticalmethods.Gender-Specific Men’s Health –Top 5 Plays of the DayMay 18th, 9:30-10:00amInternational Room C (6th floor)The second presentation in the SAEMGeneral Assembly will take the audiencethrough five physiologic systems usingthe ESPN style of “Top 5 Plays of theDay”. Each expert presenter, led byAlysonMcGregor,will updatethe audienceon the topGender-Specific EMarticles for2012-13 and how they impact men’shealth. You will hear updates inCardiology with Basmah Safdar, SportsMedicine with Neha Raukar, TraumaticInjuries with Federico Vaca, Sepsis withDavid Portelli and NeurologicEmergencies with Nina Gentile. Holdonto your hat! This fast paced programwill be sure to provide a stimulatinglearning opportunity.AWAEM DidacticsThe AWAEM Meeting Initiative Committeehas prepared a remarkable Didactic lineup forthe2013 SAEM Annual Meeting.These didactics include cutting edge content,nationally recognized speakers andstimulating formats.Women in EM ReceptionAWAEM, AAWEP, & EMRAFriday, May 17th5:00-6:30pmWestin Peachtree Atlanta(Conference Hotel)PT-200 Conference Rm 3(7th Level)AWAEM AnnualNetworking Luncheon &Awards PresentationMay 17, 2013 12:00p-2:00pConference Room 1-2 (7th floor)
  9. 9. AWAEM Guidelines & PoliciesChair: Esther Choo echomd@gmail.comCo-Chair: Sue WattsAwardsChair: Kinjal Sethuraman kinjal.sethuraman@gmail.comCo-Chair: Priya KuppusamyMentor: Michelle BirosE-CommunicationsChair: Stacey Poznanski stacey.poznanski@gmail.comCo-Chair: Leila GettoMentor: Gloria KuhnMedical School InitiativesChair: Keme Carter kcarter@medicine.bsd.uchicago.eduMembershipChair: Neha Raukar nraukar@gmail.comCo-Chair: Tracy SansonRegional MentoringChair: Angela FisherPast Chair & Mentor: Linda Druelingerldruelin@medicine.bsd.uchicago.eduPast Mentor: Kerry BroderickResearchChair: Marna Greenberg: mrgdo@ptd.netCo-Chairs: Esther Choo, Julie Welch, Basmah SafdarSAEM Meeting InitiativesChair: Alyson McGregor amcgregormd@gmail.comCo-Chairs: Esther Choo, Preeti Jois, Basmah Safdar,Julie Welch, Jeannette Wolfe, Tracy MadsenWellnessChair: Dara Kass darakass@gmail.comResident Initiatives Taskforce:Co-Chairs: Michelle Lall & Ciera Barclay-BuchananLeana Wen (Resident RSA), Suzanne Bryce (Resident RSA)Global Emergency Medicine TaskforceChair: Bhakti HansotiAvailable Committees for 2012-2013Time to get involved!If you are interested in helping with any of these committees, as a member or possibly leadership role, pleasee-mail the Chair so you can be included. If you do not hear from the Chair within a week (or no Chair islisted) please contact Gloria Kuhn, DO ( as sometimes messages do get lost in thecyberspace of e-mail land.We need people like you to keep AWAEM a success!!“I’m a woman of very few words, but lots of action.”- Mae WestAWAEMAWARENESSMarch-April,2013