Medical school origins of award-winning anaesthetists; analysis of a complete national dataset.

BACKGROUND: The ultimate aim of medical education is to produce successful practitioners, which is a goal that educators, students and stakeholders support. These groups consider success to comprise optimum patient care with consequently positive career progression. Accordingly, identification of the common educational features of such high-achieving doctors will facilitate the generation of clinical excellence amongst future medical trainees. In our study we source data from British clinical merit award schemes and subsequently identify the medical school origins of anaesthetists who have achieved at least national distinction. METHODS: Britain operates Distinction Award/Clinical Excellence Award schemes which honour National Health Service doctors in Scotland, Wales and England who are identified as high achievers. This quantitative observational study used these awards as an outcome measure in an analysis of the 2019-20 dataset of all 901 national award-winning doctors. Where appropriate, Pearson's Chi-Square test was applied. RESULTS: The top five medical schools (London university medical schools, Edinburgh, Dundee, Aberdeen and Glasgow) were responsible for 56.4% of the anaesthetist award-winners, despite the dataset representing 85 medical schools. 93.6% of the anaesthetist merit award-winners were from European medical schools. 8.06% of the anaesthetist award-winners were international medical graduates compared with 11.5% non-anaesthetist award-winners being international medical graduates. CONCLUSIONS: The majority of anaesthetists who were national merit award-winners originated from only five, apparently overrepresented, UK university medical schools. In contrast, there was a greater diversity of medical school origins among the lower grade national award-winners; tier 3 award-winners represented 20 different medical schools from three continents. As well as ranking educationally successful university medical schools, this study assists UK and international students, by providing a roadmap for rational decision making when selecting anaesthetist and non-anaesthetist medical education pathways that are more likely to fulfil their career ambitions.

A positive reminder to reflect on achievements.

With nominations open for the BVA Young Vet of the Year 2024, last year's winner Henry Lamb describes his experience of securing the prestigious award.

APF Charles l. Brewer Award for Distinguished Teaching of Psychology: Viji Sathy.

The APF Gold Medal for Impact in Psychology recognizes Viji Sathy for her dedication to inclusive teaching practices, promoting diversity and equity in classrooms and higher education. Dr. Sathy has continually pushed the boundaries of student learning experiences. Her innovative teaching methods, including flipped classrooms and makerspace courses, have transformed learning environments and ensured that every student feels empowered. Dr. Sathy's advocacy for diversity and inclusion spans globally. Her efforts as a workshop facilitator and keynote speaker at over 100 institutions worldwide have left a mark on the global discourse surrounding inclusive education. Her contributions to initiatives like the Chancellor's Science Scholars program and the development of the MCAD dashboard underscore her commitment to fostering a more inclusive academic landscape. Dr. Sathy's passion will continue to inspire educators to prioritize inclusivity in teaching and learning. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Analysis of Gender Discrepancies in Leadership Roles and Recognition Awards in the Child Neurology Society.

BACKGROUND AND OBJECTIVES: Gender disparities have been demonstrated across several medical specialties, including neurology. Although women have comprised most of the child neurology trainees since 2007, it is not apparent whether this demographic shift is reflected in the Child Neurology Society (CNS) awards and leadership. This study aimed to evaluate the differences in gender representation among leadership positions and award recipients within the CNS. The primary outcome measure was the total number of board of director (BOD) positions or awards given by gender each year. METHODS: A retrospective review of publicly available data was conducted on CNS members, post-training award recipients, and BOD positions, including nomination records, from 1972 to 2023. Data abstracted were restricted to gender to preserve member and nominee anonymity. Gender identification and consensus were determined through a combination of strategies and study members. Data analysis included descriptive statistics, Pearson χ2 test, and the exact binomial test to compare gender proportions and the probability of being underrepresented in awards, leadership, and nominations over time. Data are presented according to the Strengthening the Reporting of Observational Studies in Epidemiology guidelines. RESULTS: From 1972 to 2023, women represented 29% (44/152) of the BOD positions and 26% (61/236) of post-training award recipients presented by the CNS. Despite the increase in the proportion of women in child neurology, the overall gap in gender representation in leadership positions remains broadly stable. Only 13% (4/32) of CNS presidents have been women, a significant underrepresentation (95% CI 2.3%-52%, p < 0.004), although the representation of women in nonpresidential positions increased from 2003 to 2023. Women are also underrepresented as overall awardees (95% CI 12%-38%, p < 0.00001) except for the Philip R. Dodge Young Investigator Award, which is an investigator-initiated application. DISCUSSION: Women remain underrepresented at the highest levels of recognition in child neurology despite representing most of the field. Reasons for disparities are known to be multifactorial and likely include gender bias and structural sexism. We present several discussion topics that seek to rationalize this disparity and provide suggestions for improving diversity, equity, and inclusion for leadership roles and awards.

APF Gold Medal Award for Impact in Psychology: Shinobu Kitayama.

The APF Gold Medal for Impact in Psychology recognizes Shinobu Kitayama for his groundbreaking research in cultural psychology and neuroscience. Kitayama has significantly advanced the understanding of the self, psychological and neural processes, and culture. His pioneering work challenges conventional assumptions of universal cognition, revealing how culture intricately shapes the brain, behavior, and well-being. Dr. Kitayama's contributions extend beyond academia, emphasizing the significance of cultural congruence and competence in diverse realms, including international aid programs, health care, and responses to public health crises. He has opened new avenues for understanding human cognition and behavior and underscored the importance of cultural competence in addressing contemporary challenges. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

APF Gold Medal Award for Impact in Psychology: Jennifer Joy Freyd.

The APF Gold Medal for Impact in Psychology recognizes Jennifer Joy Freyd for her trailblazing research and advocacy, which has reshaped the understanding of trauma, betrayal, and responses to sexual violence. Her theory of betrayal trauma challenged prevailing assumptions, particularly regarding survivors of child sexual abuse. Dr. Freyd's resilience and commitment to justice have inspired countless individuals worldwide and influenced therapeutic approaches, policy reforms, and societal attitudes toward trauma and gender-based violence. Dr. Freyd has also served as a prominent figure in significant social movements that empower victims, such as #MeToo. Through initiatives like the Center for Institutional Courage, she continues to advocate for survivors' rights and promote ethical research practices, aiming for a more equitable society where survivors find validation and healing. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Midcareer Satisfaction and Likelihood of Leaving Current Position of Former Career Development Awardees.

This study assesses career satisfaction, discrepancies between ideal and expected careers, and likelihood of leaving current positions among former K awardees.