Women and cardiac electrophysiology as a career path

Cardiac electrophysiology (EP) has a low representation of women physicians, with 13% of first-year women trainees.¹ Lack of female role models, discrimination, and concerns for radiation were some of the barriers to recruiting more women into EP.² A survey by the American College of Cardiology (ACC), Women in Cardiology (WIC) Leadership Section published in 2017³ highlighted that women were less likely to be married (74% vs 89%; P < .05), to have children (72% vs 86%; P < .05), and to have a spouse providing childcare at home (13% vs 57%; P < .05), compared to men. To widen the pathway for women in EP, intentional and collaborative networking efforts are vital. Early exposure to the field and mentorship will potentially help prevent de-selecting EP as a career choice. Several opportunities within and outside HRS are either in place or being developed.

The HRS Leadership and Diversity, Equity, and Inclusion Council have developed a strategic timeline and actionable items to increase women EP faculty. The HRS GLOWE (Growth and Leadership Opportunity for Women in EP) program addresses challenges for early-career women in EP. Such efforts will make a complete circle by expanding the pool of role models and sponsors. It is also important to highlight that HRS boasts 6 women presidents whose stories serve as a powerful inspiration.⁴

Outside HRS-led initiatives, the ACC Diversity, Equity & Inclusion Internal Medicine-Cardiology Program Mentor Matching Program is an excellent starting point for early mentorship.⁵ Another platform is the WIC Leadership Section of the ACC. WIC hosts events at the state level that promote effective networking by addressing medical students and residents while looking ahead at the women leaders in cardiology and EP. At the ACC Annual Sessions WIC-lounge sessions cover relevant topics—career path in EP, childbearing, radiation, job negotiation, and best practices for mentorship.

Social media is another avenue. Joining Twitter and following #WIC and #womeninEP hashtags is another fun way to engage. LinkedIn, Instagram, and Facebook each have a role in individual and collective growth for women in EP. These allow connections with mentors outside of EP or one’s institution that are safe spaces to find guidance.

For electrophysiologists at all levels, interaction with medical students/residents and opening an intentional dialogue about EP will help widen the applicant pool. Part of these efforts must be to educate and undo the myths about radiation exposure and the duration of EP procedures. With the advancement of intracardiac echo and 3-D mapping, radiation exposure is low, especially for ablation procedures. These advancements have also shortened procedure time, which is not widely known.

It is essential to advertise that there is room for clinician scientists and nonproceduralists in EP. Regarding flexibility and work–family dynamics, EP offers a “sub-specialty negotiation advantage,” allowing for potentially customized schedules. One can avoid radiation-exposure cases during pregnancy and develop a niche within the field (devices, atrial fibrillation, ventricular tachycardia), and EP-only calls tend to be lighter. The number of years of training are currently being addressed. ACC’s pilot alternate training pathway proposal, with a total of 4 years to complete general and EP fellowships, is underway.⁶

I negotiated my contract and customized for work–family aspects of life. With 2 kids and an interventional cardiology spouse, so far I am enjoying the path and feel supported as a woman in EP. I sincerely hope and wish for more women to join our field, which is intellectually stimulating and clinically gratifying.