| Equalizing the disproportionate clinical burden on the female workforce |
Consider early engagement of departmental leadership to come up with unique scheduling options Discuss potential implications of added burden of changing curriculum to those with educational roles in the department
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| Finding solutions for work–life integration |
Outsource what is still possible, i.e., food delivery, meal prep, laundering Network with other physicians to find alternative childcare options, i.e., older children of colleagues as potential sitters
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| Mitigating negative effects on academic productivity, specifically with regard to publications and professional advancement |
Encourage institutional leadership to extend the promotions timelines or provide interim modified promotions criteria Include all academic work that was accepted to canceled meetings in curriculum vitae Include any role or duty assigned during the pandemic in curriculum vitae Collaborate and distribute workload to continue academic productivity with colleagues in other hospitals, specialties, etc. Create an e‐mail filter to direct all COVID‐19–related e‐mails to declutter inbox
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| Promoting leadership and visibility to be more responsive to the unique perspectives of its women faculty |
Encourage department/institutional leadership to consider moving high risk staff (i.e. pregnant, immunocompromised) from working in clinical “hot zones” Advocate for variable meeting times throughout the day so as not to coincide with the virtual school day for parent clinicians
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| Recognizing and addressing mental health and wellness |
Be kind to yourself and allow time for reflection, i.e., connect with family, maintain exercise, meditation Give yourself time for self‐care and consider utilizing online resources, i.e., Headspace, Talkspace, Calm Engage with departmental/institutional leadership to offer counseling/coaching to staff Find a wellness/resilience buddy to check in with regularly
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