This newsletter provides updates on the activities of AWAEM (Academy of Women in Academic Emergency Medicine). It begins with announcements about upcoming events, including a joint reception between AWAEM, AAWEP, and EMRA at the 2013 SAEM Annual Meeting. The president reflects on her tenure and highlights achievements over the past year, including educational programs, regional meetings, national conference presence, initiatives around wellness, research, communications, and awards. She expresses pride in the organization's accomplishments and confidence in passing leadership to the incoming president. One article discusses the importance of sponsorship over mentoring for career advancement, defining sponsors as senior advocates who provide opportunities, connections, and advocacy behind closed doors. It encourages growing

1. 1
In My Opinion - Words of Wisdom On AWAEM 2012-2013 2
The Power of Sponsorship: Overcoming Obstacles and Fear 3
Featured Women in Academic EM - Jane Brice & Basmah Safdar 4
Resident Perspective: The Time Has Come 5
Book Review: Switch - How to Change Things When Change is Hard 6
2013 SAEM Annual Meeting AWAEM Didactic Schedule - Education, Food & Friends! 8
Available Committees 2012-2013 9
Table of Contents
A bimonthly update to
inform you of the
current activities of our
Academy in an effort to
make this organization
a strong advocate for
women in academic
emergency medicine.
AWAEMAWARENESS
March-April,2013
ANNOUNCEMENTS
Join us for the first ever joint event between AWAEM, AAWEP & EMRA!
Women in EM Reception
Friday, May 17th, 5:00-6:30pm
Westin Peachtree Atlanta (Conference Hotel)
PT-200 Conference Room 3 (7th Level)

2. 2
My tenure as president will soon be over. I will hand the
leadership of AWAEM to Esther Choo with full confidence that she
will do a stellar job. However, I will still step down with a sense of
disappointment as this wonderful journey comes to an end. I have
fully enjoyed working with all of you, and especially enjoyed meeting
the members who make up AWAEM. I know so many more women
than I knew before this year began. Our members are bright, educated,
and thoughtful. They are dedicated to their careers and families, and
have, for the most part, found a balance in their lives that satisfies
them.
Together we have solved or helped to solve problems brought
forth by our members, which brings me to some of the achievements
that our committee chairs and our members have accomplished. These
are only a handful of our activities, so please forgive me if I have made
any 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 well
received. Jeannette single-handedly created the professionalism track
held during our AWAEM didactic session. This year’s lineup is sure to
be educational and inspiring.
REGIONAL MEETINGS:
Angela Fisher-Silar, with the help of her resident, Laura
Medford-Davis, arranged for AWAEM to host sessions at various
SAEM Regional meetings. Laura created a mentor network for
residents, which continues to grow and become a strong support
system for women in medicine.
NATIONAL MEETINGS:
We have had a presence at CORD, and Scientific Assembly for
the past three years. These meetings have allowed us to meet our
members and discuss their needs. The Wellness Committee grew out
of these discussions.
WELLNESS:
Dara Kass has been working on a number of issues that affect the
health and needs of our members. Many are related to childbirth and
childcare. I know from personal experience...when things are not
going well at home, nothing goes well.
RESEARCH:
Marna Greenberg, Basmah Safdar, Alyson McGregor, and
Esther Choo, along with many others, have been working on the 2014
Consensus Conference On Gender Specific Medicine sponsored by
AWAEM and AEMJ.
AWAEM AWARENESS:
This newsletter is something that all of us can take pride in, but is
really the brainchild of Stacey Poznanski. I have been afraid to ask her
how much effort she puts into the publication. Leila Getto has stepped
up to help her and I look forward to reading what has become
something that symbolizes AWAEM for me.
AWAEM AWARDS:
Kinjal Sethuraman has established the process that allows our
Academy to recognize the accomplishments of women in academic
medicine. I am hopeful that these national awards will draw even
further attention to the outstanding accomplishments of women in
emergency medicine.
NETWORKING RECEPTION:
For the first time we will have a reception shared with the
American Association for Women Emergency Physicians and the
Emergency Medicine Residents Association. This reception was
coordinated and planned by Laura Medford-Davis and will be held
during SAEM.
There are many other ongoing activities, such as our membership
drive, headed by Neha Raukar, and the resident/medical student
membership initiative, headed by Michelle Lall. AWAEM is involved
in global medicine thanks to the efforts of Bhakti Hansoti, and we will
have a shared didactic program during SAEM on global health as a
result of Bhakti’s efforts.
You are hearing the memories of one of my most memorable
years. When I was asked to accept the nomination of President-elect it
was with fear and trembling that I said yes. But, thanks to our
members and leaders, it has been a wonderful experience.
I thank all of you and hand the future leadership of AWAEM to
capable hands.
In My Opinion - from your AWAEM President
Words of Wisdom On AWAEM 2012-2013
By Gloria Kuhn, DO
AWAEMAWARENESSMarch-April,2013
“You
just
don't
luck
into
things
as
much
as
you'd
like
to
think
you
do.
You
build
step
by
step,
whether
it's
friendships
or
opportuni=es.”
-­‐Barbara
Bush

3. 3
Last issue I discussed the importance of networking
and provided tips to building a diverse network. Now that
you have started focusing on expanding your network, let’s
discuss one of the greatest benefits that may come from that
network – Sponsorship. According to a 2010 Harvard
Business Review (HBR) article, “Why Men Still Get More
Promotions Than Women”, it was noted both men and
women are mentored yet men are still getting more
promotions. So what is the secret? Women are over
mentored and under sponsored. In another HBR article in
2011, “The Sponsor Effect: Breaking Through the Last
Glass Ceiling”, the title captures the major point that
sponsorship may be the “last glass ceiling” holding women
back from top positions. The study noted a vast majority of
highly 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 research
demonstrated that sponsorship accounts for up to 30% in
getting more stretch assignments, promotions and pay
raises. Yet, research noted more than 75% women still
believe hard work and long hours alone, and not
connections, 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 to
define sponsorship. A sponsor is someone more senior,
successful, well connected within their community and
willing to advocate for you. They will “pull” you up versus
the “push” up found in mentoring relationships. The mentor
does not pre-determine the path but draws on their
experiences to provide counsel. Thus, mentors don’t
actively change the trajectory of your career. This differs
from a sponsor who works on your behalf and pulls you
along, setting the path for your journey. A sponsor provides
stretch opportunities, helps you form critical connections
and promotes your visibility. Behind closed doors they go
to bat for you, toot your horn, often protect you from
“attacks”, and ensure you are treated fairly. Yes, your
record of performance counts, but it is the confidence in
your future ability that gets you to the next level. A sponsor
can advocate for you in critical conversations at higher
levels. Mentoring may get you to the glass ceiling but
sponsoring is what breaks the glass ceiling.
Sponsorship is not a one way street. There are
rewards for the sponsor as well. One of the most important
benefits is the satisfaction in “paying it forward”. In
addition, part of their recognition as a senior leader is their
ability to identify and bring top talent forward in the
organization. You need to find ways to help your sponsor
and make them look good. This can be done by taking work
off their plate and going the extra mile on a project. You
also can offer them valuable insight into lower levels of the
organization and help them better understand the culture.
For senior leaders, maintaining connections at different
levels in the organization helps them maintain a more
complete picture. As women we probably appreciate even
more than men that it is more personally satisfying watching
someone you have invested in succeed than receiving your
own awards. That sense of fulfillment is priceless.
So, getting to action. Take your network and create
within it a network of sponsors. First, note the plural and
don’t think a single sponsor will suffice. You want multiple
sponsors at different levels within your organization and
outside your organization. As you move up your sponsor
network will change just as your goals changes. Your
sponsor network needs to be strategic, and rather than
focused on your current job, it should be positioning you for
long-range career growth. Remember, an important role of
a sponsor is their ability to get you into stretch assignments.
Make sure you are ready to venture into the uncomfortable
and push yourself. This sometimes can lead you down
exciting new paths. Trust in your sponsor who may see
potential in you that you have yet to recognize.
...Continued on Page 7
The opinions and assertions are those of the author and do
not necessarily reflect those of the Air Force Medical
Service or the Department of Defense.
The Power of Sponsorship
Overcoming Obstacles and Fear
By Linda Lawrence, MD
“Mentoring may
get you to
the glass ceiling
but sponsoring is
what breaks
the glass ceiling.”
AWAEMAWARENESSMarch-April,2013
Col (Dr) Linda Lawrence
has spent 20+ years in the
Air Force and is currently
the Commander (CEO) at
Air Force hospital in Aviano,
Italy. She is also a Past
President/Chair of Board of
Directors for ACEP.

4. 4
Jane Brice, MD, MPH
Associate Professor, EM
Univ of North Carolina School of Medicine
After completing medical school
at the University of North
Carolina, Jane Brice moved to
Pennsylvania where she received
her Emergency Medicine
residency training at University of
Pittsburgh.
In addition to the above title, Jane
also serves as an adjunct
Associate Professor in the
Department of Social Medicine
and as an Assistant Professor in
the Department of Epidemiology
in the School of Public Health.
With over 40 publications, Jane’s research endeavors have
expanded evidence-based medicine for emergency medical
services, disaster preparedness, educational approaches to patients
and providers and management of stroke, cardiac arrest and
trauma, to name a few.
Jane’s passion for mentorship is evident through the numerous
medical students and residents she has taken under her wing. She
created a program that provides medical students with a structured
research experience. As a result of her dedication, many students
have received research awards and grants for their work and went
on to fill faculty positions in academic emergency medicine.
Jane received the UNC School of Medicine Teaching
Excellence Award in 2005. Her leadership and teaching expertise
was honored by the Fellow of the Academy of Educators. She was
inducted into Alpha Omega Alpha honor society in 2004 by a vote
of the UNC medical student membership. This was followed by
induction into the Frank Porter Graham Honor Society in 2005 by
the Graduate and Professional Student Federation of the University
of North Carolina, specifically for excellence in mentoring.
Recently, Jane was awarded the prestigious Roy ’62 and Christine
Hayworth Medical Alumni Distinguished Teaching Professorship,
which recognizes early mid-career faculty with substantial
demonstrated excellence in leadership and innovative teaching.
Basmah Safdar, MD, MS
Assistant Professor, EM
Yale School of Medicine
Basmah Safdar is featured for her
commitment to women’s health
research. She completed her
medical school training in
Pakistan at The Aga Khan
University. After transitioning to
the United States, she received her
Emergency Medicine training at
Yale New Haven Hospital in
Connecticut. She then took on a
faculty position at Yale as
Assistant Professor and recently
completed a Master of Science in
Cardiovascular Epidemiology at
Harvard School of Public Health.
Basmah’s key focus of interest is undifferentiated chest pain
and the role of gender in cardiac disease. She serves as Director of
the Chest Pain Center in the Emergency Department and the Co-
Chair of the Heart and Vascular Chest Pain Center at Yale, which
oversees all acute coronary syndrome patients, including those
who received emergent PCI. In addition, Basmah is the Medical
Director of the Women’s Heart Program, which has been
instrumental in educating medical providers and the public about
topics pertinent to women’s health.
In 2011, she was selected as a keynote speaker for the
Women’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 database
consisting of 2000 women and 1000 men which she uses to
examine young women with myocardial infarctions. This study,
entitled “Variations in Recovery: Role of Gender on Outcomes of
Young AMI Patients” focuses on presentation, type of infarction
and its impact on medical and social outcomes.
Featured Women in Academic EM:
Commitment to Research & Mentorship
By Priya Kuppusamy, MD,
"Dr. Safdar is just an outstanding human being.
She serves as an outstanding role model as a
woman who has navigated the complicated waters
of pursuing a career in academic medicine…
and she has done this with a sense of
poise and grace.”
Leigh Evans, MD
Yale School of Medicine
AWAEMAWARENESSMarch-April,2013
"Dr. Brice is an outstanding candidate,
given her dedication to emergency medicine research,
dedication to the development of women clinicians
and researchers, and remarkable track record of
scholarship.”
Charles Cairns, MD
Professor and Chair, UNC Department of EM

5. 5
As the end of my penultimate year of residency nears,
the time has come. All of the seniors have their jobs
squared away. Fellowships have been awarded, chief
resident spots have been secured, private practice contracts
have been signed, and now the torch is being passed on. It’s
our turn to determine what we want to do with the rest of
our lives. My co-residents are individually realizing who
prefers the autonomy of private practice and who prefers the
constant engagement of academics. The clock is ticking. Of
course, 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 REAL
jobs. Our grown-up jobs.
While somewhat overwhelming, this time in our
residencies certainly serves to reinforce the value of an
excellent mentor. As much as our spouses and parents want
to help guide us through the upcoming decisions, they have
not been there. They can’t understand what it’s truly like to
navigate the waters of being a woman in Emergency
Medicine, determining which way to go at each fork in the
road. Balancing career, personal life, health, and trying to
squeeze 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 and
one through AWAEM. Whatever you do, find someone you
can connect with, a mentor who understands your goals and
the challenges that you may face in realizing those goals. A
mentor who is compatible with you personally and has
chosen the career path which you intend to follow is ideal. If
your mentor is familiar with the specific hospital or practice
that you prefer, that is an excellent match, but any woman
mentor in your field will be tremendously helpful. The
relationship I have formed with my mentor has been
invaluable. My mentor has helped me confirm my intent to
go into academic EM, start developing my niche in
academics, chart my course for the years following
residency, and determine how to approach my Chair about
supporting my goals.
As much as I depend on my mentor to help me sort
through career decisions, I am realizing that the time has
come in another way. With major career decisions looming,
it’s easy to get caught up in my own needs and wants. To
counteract that, I have been striving to open myself to
others, and, as result, I’ve been realizing that I have a great
deal to offer others who are also pursuing a career in
Emergency Medicine. As an intern, I felt that I wasn’t in
any place to serve as a mentor, as I was still trying to figure
out how to be a doctor and learning to practice Emergency
Medicine. Now that I am nearing the end of two years of
residency, I am in the perfect place to mentor those a year or
more behind me. Still close enough to remember the stress
of interviews and the match, I have much to offer medical
students. Having learned to navigate the off-service
rotations and decode the style and quirks of each attending, I
am in a perfect position to lend a hand to the interns. While
I still have a great deal to learn, I now understand that there
will always be someone who knows more than you, and
someone who knows less. Sometimes it’s even the same
person.
Everyone has something to teach, just as everyone
has something to learn. Since I have benefitted so much
from my mentor and other faculty, I believe it is my turn to
pass on the knowledge that has been imparted to me, both
clinical and practical. We should all strive to support and
build 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 the
shoulders of those who have gone before us, and we must
encourage those who follow to stand on our shoulders. The
time has come.
Resident Perspective
The Time Has Come
By Suzanne Bryce, MD
“In learning you will teach,
and in teaching you will learn.”
― Phil Collins
AWAEMAWARENESSMarch-April,2013

6. 6
Is there a “change” you
would like to see in your
department or institution? A
change that will improve the
work environment, patient
care, or the climate for
faculty? A culture shift? A
more flexible work-life
policy? A more supportive
childcare option? A better
charting system? A faculty
development program? The
addition of lactation space?
Whatever the change, the
book Switch offers great
insight into bringing about
change 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 in
the book of how individuals, like you, can lead transformative
change...and you don’t have to have lots of authority or
resources!
The premise of the book centers on the following
Psychology theory: To change behavior, you must understand
that our minds are ruled by two systems that compete for
control- the rational side (the Rider) and the emotional side (the
Elephant). The rational, logical mind wants to improve an
aspect of the work environment. The emotional mind loves the
comfort of the current routine. The rational mind wants to be
in top physical shape and run a marathon. The emotional mind
wants to curl up on the couch with a bowl of ice cream. The
tension that is created must be overcome. Once it is, change
can occur rapidly, with impressive results.
The Rider and the Elephant each have strengths and
weaknesses. 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, his
control 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 term
gratification, 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’t
keep the Elephant on the Road long enough to reach the
destination.” However, the Elephant has incredible strengths,
too, with emotions of love, compassion, and loyalty. It is the
Elephant who drives change, stands up for what’s right, and has
the energy and passion to lead the charge. The Rider can also
have weaknesses that inhibit change. When the rational mind
overanalyzes and overthinks every detail, the Rider is
paralyzed 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 to
influencing change:
1. DIRECT the Rider: You will need to appeal to the
rational, logical, analytical side. The Rider provides the
direction and the planning, and therefore need facts, data,
evidence, and examples. You have to be prepared with
research, a logic model to follow, interventions, timelines,
solutions, and outcome measures. This will script critical
moves and point to the destination. Provide clarity and clear
direction.
2. MOTIVATE the Elephant: You have to find the
emotional side of the issue. The Elephant provides the energy
to drive the change. Engage them to feel the importance, be
inspired, and get fired up. They must feel passionate and
motivated about the issue. They must feel it is the right thing
to do. If fear of change is in the way and it scares the Elephant,
shrink the change into small parts. Break down the change to
make people feel they are closer to the finish line than they
thought. Lastly, “cultivate a sense of identity and instill the
growth mindset.” Help them embrace the idea, the dream, and
the hope into their own vision of the future.
3. SHAPE the Path: You must clear the way for
successful change to occur. What looks like a “people
problem,” 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 the
environment” and “building habits.” A simple example
combining both is a checklist – a tool used to reduce errors in
numerous patient care settings. Make desirable behaviors and
attitudes habitual and encourage these habits. Finally, “rally
the herd” with practices that support positive behaviors,
because behavior is contagious and spreads. Embrace the
power of role modeling and leading by example. Others will
follow.
Simply put:
SEE-FEEL-CHANGE.
Present evidence that makes people feel something.
“Whether a disturbing look at the problem, or a hopeful
glimpse at a solution…it’s something that hits you at the
emotional level.” For example, no one in leadership wants to
be last. Compare your institution to other institutions. Do your
research and present data and facts that show your institution’s
poor standing. This will hit the emotional side. Then pour on
other ways to hit other feelings in order incite passion and
motivation. Follow up by presenting solutions and direction to
shaping the path to change.
In summary, if you effectively appeal to both sides, the
rational Rider and the emotional Elephant, then there will be
“understanding with motivation” and “passion with direction.”
Change will follow.
Book Review by Julie Welch, MD
Switch: How to Change Things When Change Is Hard
Book Authors: Chip Heath and Dan Heath
AWAEMAWARENESSMarch-April,2013

7. 7
...Continued from Page 2
You must help your sponsor
help you. This is probably one of
the greatest challenges for women as
it requires you to be very clear about
your goals and share those goals. In
addition, you must make certain your
sponsor knows your skills and
accomplishments. Help to create
that shared vision of why you are
right for more senior positions.
Probably the most damaging obstacle
to sponsorship for women is our own
lack of confidence in our professional
abilities, continued practice of
undervaluing our contributions, and
a failure to engage in self-promotion.
Men more than women believe our
contributions will be inherently
recognized by those above us.
Women tend to shy away from self-
promotion out of concern of
damaging their own network by
appearing boastful or arrogant in the
eyes of their peers and bosses. You
must learn to campaign for yourself,
think bigger and know your value.
Foot stomp…abandon the myth that
hard work will get you recognized
and earn you a position at the top.
An additional obstacle that
holds us back as women seeking
sponsors is the affinity of like-
mindedness. Both men and women
have a predilection to be drawn to
people like us, to include people who
look and think like us. Well face it,
that may work for men and is one of
the major reasons men tend to be
better sponsored. However, the
reality for women is you will likely
not find your mirror image in a
position above you who has the
capability to pull you along. Both the
sponsor and sponsored need to break
out of the comfortable and embrace
the values diversity can bring to a
relationship. More and more
research is demonstrating the value
of gender diversity with direct
correlation to economic and political
success. Embrace the unique views
we have as women and the ways we
think and problem solve, and as you
are sharing your accomplishments
and goals, weave this thinking into
the conversation.
Recognize the need to step out
of your comfort zone, stop self-
sabotaging, get informal and join the
club. Women need to become
comfortable with informal
networking and penetrate men’s
networks. All business is not done in
the office and these opportunities
arise organically and informally
through male networks. Thus, as
women we need to be part of that
network to build collaborative
relationships. Men often engage
sponsors in informal ways – on the
golf course, in the locker room or in
other social networks. Men are
comfortable vocalizing their
ambitions and understand hard work
is not always enough to get
recognized and advanced. Maybe
hanging out with male superiors in
the locker room is out, but think of
informal ways to enter the network.
Build relationships with men, drop
by and be friendly. Men will take
you in but you must play ball so to
speak. You have to engage in
information exchange, trade favors
and help each other out. Women
struggle much more than men with
the “paying it forward” or “give to
get” mindset and fail to appreciate
relationships as multi-faceted,
meaning they have value at work and
outside of work.
Okay, some of you are
probably thinking “danger, danger
this will only lead to trouble or
misperceptions,” especially since the
speculation of an affair occurs for
some when seeing the powerful
senior male and junior female pair.
First and foremost, don’t let that
happen. But as women we also must
stop avoiding dinners, golf games,
meetings or travels for the fear of
gossip. Keep actions appropriate
and businesslike and this is where
your hard work will make a
difference. Your performance will
squash the rumors of inappropriate
behavior. Remember that your
sponsor is there to take care of you,
and that means confronting the
rumors and gossip. The best way
they can do that is proactively
pointing out your accomplishments
and potential.
Lastly, as women moving up
may we not forget to become
sponsors ourselves. Abandon the
thinking of hard work alone will
equal success. Even if that is how
you got to where you are today stop
that mindset so prevalent amongst
women, reach back and pull up.
Remember that sponsorship is a two
way street, rewarding in its own ways
for both parties. As women we can
be some of the most persuasive and
passionate champions for others.
Get comfortable advocating for
yourself and sharing your
accomplishments, goals and vision.
Let go and allow others to advocate
for you, just as you will do for those
behind you.
AWAEMAWARENESSMarch-April,2013 The Power of Sponsorship
Overcoming Obstacles and Fear
By Linda Lawrence, MD

8. AWAEM Annual Meeting
Tips & Tricks for Women
Navigating Academic EM
May 17th, 8:00a-12:00p
Vinings II (6th floor)
AGENDA
-AWAEM Business Meeting
-Navigating the Academic Compass,
Directions for
Success: An
invaluable 80
minute faculty
development
session for medical
students, residents
and faculty in all career stages that will
include six topics, moderated by
Jeannette Wolfe: 1) Pros and Cons of
Academic versus Private EM by Kinjal
Sethuraman; 2) Tips for Residents to
Jump Start their Academic Career by
Alyson McGregor; 3) Hitting the Ground
Up and Running: A Guide for the First
Two Years of Your Academic Career by
Stephanie Abbuhl; 4) Educator's Portfolio:
How to Stay Organized and On Track by
Gloria Kuhn; 5) Networking: Why, How
and Where to Connect with Peers and
Mentors in Academic EM by Bhakti
Hansoti; and 6) Possibilities, Pearls and
Pitfalls of Part Time Academics by
Jeannette Wolfe.
- Managing People in Academic
Emergency Medicine: Tools of the Trade
for New Investigators by Kinjal
Sethuraman
- Technology: How Women Can
Maximize Their Productivity by
Utilizing Social Media, A Social Media
Primer by Bhakti Hansoti
Mining the Hidden Science in Your
EM Research: Gender-Specific Study
Design and Analysis
May 18th, 8:00 – 9:30am
International Room C (6th floor)
Two hours of the SAEM General
Assembly meeting has been designated
for AWAEM’s support of Gender-Specific
Emergency Medicine. This first didactic
aims to stimulate interest in research on
gender-specific medicine and understand
the challenges and solutions of
performing gender-based analyses. This
session will be a
moderated panel led
by Esther Choo. A
statistical expert,
Heemun Kwok, will
discuss a framework
for considering
relevant gender-
specific research questions within
diverse areas of emergency medicine
research and analytical strategies for
approaching the question of the impact
on gender on clinical outcomes. Two
additional EM researchers, Deborah
Diercks and David Wright, will
demonstrate how they have applied
these methods in their own work using
specific approaches and analytical
methods.
Gender-Specific Men’s Health –
Top 5 Plays of the Day
May 18th, 9:30-10:00am
International Room C (6th floor)
The second presentation in the SAEM
General Assembly will take the audience
through five physiologic systems using
the ESPN style of “Top 5 Plays of the
Day”. Each expert presenter, led by
Alyson
McGregor,
will update
the audience
on the top
Gender-
Specific EM
articles for
2012-13 and how they impact men’s
health. You will hear updates in
Cardiology with Basmah Safdar, Sports
Medicine with Neha Raukar, Traumatic
Injuries with Federico Vaca, Sepsis with
David Portelli and Neurologic
Emergencies with Nina Gentile. Hold
onto your hat! This fast paced program
will be sure to provide a stimulating
learning opportunity.
AWAEM Didactics
The AWAEM Meeting Initiative Committee
has prepared a remarkable Didactic lineup for
the2013 SAEM Annual Meeting.
These didactics include cutting edge content,
nationally recognized speakers and
stimulating formats.
Women in EM Reception
AWAEM, AAWEP, & EMRA
Friday, May 17th
5:00-6:30pm
Westin Peachtree Atlanta
(Conference Hotel)
PT-200 Conference Rm 3
(7th Level)
AWAEM Annual
Networking Luncheon &
Awards Presentation
May 17, 2013 12:00p-2:00p
Conference Room 1-2 (7th floor)

9. AWAEM Guidelines & Policies
Chair: Esther Choo echomd@gmail.com
Co-Chair: Sue Watts
Awards
Chair: Kinjal Sethuraman kinjal.sethuraman@gmail.com
Co-Chair: Priya Kuppusamy
Mentor: Michelle Biros
E-Communications
Chair: Stacey Poznanski stacey.poznanski@gmail.com
Co-Chair: Leila Getto
Mentor: Gloria Kuhn
Medical School Initiatives
Chair: Keme Carter kcarter@medicine.bsd.uchicago.edu
Membership
Chair: Neha Raukar nraukar@gmail.com
Co-Chair: Tracy Sanson
Regional Mentoring
Chair: Angela Fisher
Past Chair & Mentor: Linda Druelinger
ldruelin@medicine.bsd.uchicago.edu
Past Mentor: Kerry Broderick
Research
Chair: Marna Greenberg: mrgdo@ptd.net
Co-Chairs: Esther Choo, Julie Welch, Basmah Safdar
SAEM Meeting Initiatives
Chair: Alyson McGregor amcgregormd@gmail.com
Co-Chairs: Esther Choo, Preeti Jois, Basmah Safdar,
Julie Welch, Jeannette Wolfe, Tracy Madsen
Wellness
Chair: Dara Kass darakass@gmail.com
Resident Initiatives Taskforce:
Co-Chairs: Michelle Lall & Ciera Barclay-Buchanan
Leana Wen (Resident RSA), Suzanne Bryce (Resident RSA)
Global Emergency Medicine Taskforce
Chair: Bhakti Hansoti
Available Committees for 2012-2013
Time to get involved!
If you are interested in helping with any of these committees, as a member or possibly leadership role, please
e-mail the Chair so you can be included. If you do not hear from the Chair within a week (or no Chair is
listed) please contact Gloria Kuhn, DO (gkuhn@med.wayne.edu) as sometimes messages do get lost in the
cyberspace 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 West
AWAEMAWARENESSMarch-April,2013