Table 1.

Themes, Subthemes, and Illustrative Excerpts Derived from Free Responses to Program Feedback Survey Questions Focusing on Differences in Training by Gender, Completed by 24 (2017–2018) and 40 (2018–2019) Members of the University

Themes and subthemes	Illustrative excerpts representing subthemes
Theme 1: Male-dominated culture (2017–2018, 2018–2019)
Failure to recognize women or minorities as equal, capable physician/scientists	I believe […] women graduate students might be deemed more incompetent than their male counterparts solely based on their gender by older (particularly older male) advisors. (2017–2018 ♀)
Explicit disrespect, condescension, or discrimination  Suboptimal logistical environment	[…] I feel that women are not given the credit and clout they deserve, both in science and medicine. (2017–2018 ♂)
	I frequently observe female residents and students being called nurses (2018–2019 ♂)
Dearth of female mentors and exemplars  Awareness of status in medical school hierarchies	I've also been disappointed with the lack of balance between male and female speakers during symposium and seminar (2017–2018 ♀)
	I've always felt like when I enter a room/group as a woman there is the expectation that I have to prove my competency or expertise, whereas my male colleagues are immediately accepted as part of the group and their expertise/competency is assumed […] (2018–2019 ♀)
Theme 2: Ton of feathers (2017–2018, 2018–2019)
Unsupportive interpersonal environment	Stuff like that in isolation seems small and petty, but it does impact our career trajectories and it certainly impacts that amount of energy we have to put in day in and day out vs. our male peers. (2017–2018 ♀)
Varying levels of awareness about bias in science and medicine	I haven't witnessed an impact [of gender on perceptions of competence], but I am aware that it exists when listening to other people's experiences. Perhaps I do not pay enough attention. (2018–2019 ♂)
Sense of futility with regard to status quo	Women are absolutely not treated as being as competent as men. There is significant bias, both overt and subconscious against women presenters, and they are more likely to be overlooked for career opportunities and talked over by men. This has improved over the period I have been in the MSTP but it is far from fixed. (2018–2019 ♂)
Theme 3: Fit the mold (2017–2018, 2018–2019)
Implicit bias	Women are at a large disadvantage, as they are more likely [than men] to be seen as incompetent. (2017–2018 ♂)
Gender stereotypes and expectations	Unlike my male colleagues, I have been confused for a nursing student multiple times despite introducing myself as a medical student. (2018–2019 ♀)
Deficit model—an expectation to conform to status quo	I don't think the same degree of enthusiasm would be seen as a weakness from a male, but rather as a strength/positive influence on the lab. (2017–2018 ♀)
Backlash effects and/or fear of reprisal	I have observed that if two people have contrasting ideas, the one who shouts loudest is the one that wins. More often than not that is a male voice. (2018–2019 ♂)
Theme 4: Taking action (2017–2018, 2018–2019)
Recommendations for change	More explicitly demonstrate or talk about our commitment to diversity at recruitment weekends. (2017–2018 ♂)
Acknowledgment of the unfairness of the system	Making sure everyone (not just women) feels supported during the transition to grad school will likely also help, because someone already inclined to leave may be more likely to do so during a difficult transition. (2017–2018 ♀)
	Continue and/or increase frequency of women's panels. (2018–2019 ♀)
Theme 5: Awareness and progress (2018–2019)
Supportive environment within the MSTP	PhD mentors [compared with med school mentors] have been supportive and more focused on research skills and success than parts of my identity like gender, race or ethnicity, and or sexual orientation. (2018–2019 ♀)
Support noticed in grad school	The MSTP was and always has been unbelievably supportive and nurturing, willing to do anything they can to help students achieve their goals. (2018–2019 ♂)
Improvements noticed	I think overall people need to be more thoughtful about their question asking and respect other people's time, so I try to only ask questions that I think will be useful for the whole group to hear, not just anything that pops into my head (2018–2019 ♀)
Individual efforts toward change	I think a lot of what's going on is on the right track. The fact that we have begun to talk about this stuff so openly and make it a focus is huge. It sends the message that even if we don't have solutions, we are at least open to talking about it and validating the feelings of people who feel underrepresented. (2018–2019 ♀)
Imposter syndrome	[…] I carry constant feelings of incompetence and imposter syndrome with me. I think I was unaware of this for a long time until it occurred to me that the men around me aren't having the same feelings […] (2018–2019 ♀)

♂ indicates men's responses; ♀ indicates women's responses.

MSTP, Medical Scientist Training Program.