Flexibility in Faculty Work-Life Policies at Medical Schools in the Big Ten Conference: A Ten-Year Follow-up Study

• Published in: Women's health reports (New Rochelle, N.Y.) N.Y.), 2022-01, Vol.3 (1), p.67-77
• Main Authors: Wagner, Emily A, Jansen, Jaclyn H, DeLuna, Hannah, Anderson, Katherine, Doehring, Marla C, Welch, Julie L
• Format: Article
• Language: English
• Subjects: academic employment; burnout; gender equity; lactation support; Original; Original Article; wellness; work-life
• ISSN: 2688-4844; 2688-4844
• DOI: 10.1089/whr.2021.0070

Background: Flexible work-life policies for medical school faculty are necessary to support career progress, advancement, retention, and job satisfaction. Objective: Our objective was to perform a 10-year follow-up descriptive assessment of the availability of flexible work-life policies for faculty in medical schools in the Big Ten Conference. Design: In this descriptive study, a modified objective scoring system was used to evaluate the flexibility of faculty work-life policies at 13 medical schools in the Big Ten Conference. Policy information was obtained from institutional websites and verified with the human resources offices. Scores from the 2011 study and 2020 were compared. Results: Michigan State and Ohio State Universities offered the most flexible policies (score 17.75/22) with the University of Michigan following (score 16.75/22). The largest delta scores, indicating more flexible policies in the past decade, were at University of Michigan (6) and University of Minnesota (5.25). Policies for parental leave and part-time faculty varied widely. Most schools earned an additional point in the newly added category of “flexible scheduling and return-to-work policies.” Nearly every institution reported dedicated lactation spaces and improved childcare options. Limitations: Limitations included missing policy data and interpretation bias in reviewing the policy websites, unavailable baseline data for schools that joined the Big Ten after the 2011 study, and unavailable baseline data for the additional category of return-to-work policies. Conclusions: While progress has been made, every institution should challenge themselves to review flexibility in work-life policies for faculty. It is important to advance a healthy competition with the goal to achieve more forward-thinking policies that improve retention, recruitment, and advancement of faculty. Big Ten institutions can continue to advance their policies by providing greater ease of access to options, further expansion of parental leave and childcare support, and offering more flexible policies for part-time faculty.