Dr. Simone Thavaseelan

Yeah, you know, Nancy Spector out of Drexel runs this executive leadership program called ELAM and she publishes about mid-career invisibility. And the need for women who are at their mid-career to get a leadership opportunity that kind of has visibility to allow them to develop the skill set to then apply for the highest levels of leadership within medicine, including chair, dean.

Chief Medical Officer positions. And so I think the needs at this point in career are vast. It's leadership training, it's preparation for transition or transition preparedness physically in terms of moving or perhaps seeking a different employment opportunity if the current one doesn't fit or is no longer right for you. It's strategic planning around your goals in your career.

Chief Medical Officer positions. And so I think the needs at this point in career are vast. It's leadership training, it's preparation for transition or transition preparedness physically in terms of moving or perhaps seeking a different employment opportunity if the current one doesn't fit or is no longer right for you. It's strategic planning around your goals in your career.

Chief Medical Officer positions. And so I think the needs at this point in career are vast. It's leadership training, it's preparation for transition or transition preparedness physically in terms of moving or perhaps seeking a different employment opportunity if the current one doesn't fit or is no longer right for you. It's strategic planning around your goals in your career.

It's self-assessment of your strengths and weaknesses and really figuring out what does one want in their career now that they have a number of years of experience. You know, what do they really desire? Where do they want to have impact and spend their time and efforts? And then how do you get there? What's step number one to step number five? And I think some of that includes building your career.

It's self-assessment of your strengths and weaknesses and really figuring out what does one want in their career now that they have a number of years of experience. You know, what do they really desire? Where do they want to have impact and spend their time and efforts? And then how do you get there? What's step number one to step number five? And I think some of that includes building your career.

It's self-assessment of your strengths and weaknesses and really figuring out what does one want in their career now that they have a number of years of experience. You know, what do they really desire? Where do they want to have impact and spend their time and efforts? And then how do you get there? What's step number one to step number five? And I think some of that includes building your career.

network around you of board of directors to give you that support to provide some of that guidance and sponsorship. And I think SWOO is early into doing this. Our cohort of late and mid-career women is relatively small, as is expected, because our organization is bottom-heavy. Whereas we might be 11% of practicing urologists, we're now 30% of trainees.

network around you of board of directors to give you that support to provide some of that guidance and sponsorship. And I think SWOO is early into doing this. Our cohort of late and mid-career women is relatively small, as is expected, because our organization is bottom-heavy. Whereas we might be 11% of practicing urologists, we're now 30% of trainees.

network around you of board of directors to give you that support to provide some of that guidance and sponsorship. And I think SWOO is early into doing this. Our cohort of late and mid-career women is relatively small, as is expected, because our organization is bottom-heavy. Whereas we might be 11% of practicing urologists, we're now 30% of trainees.

And so that's going to change over time, but it's slow. And so I think part of this is SWOO's efforts to make sure we are gaining effective allyship with leaders at the AUA so that the men in urology are poised to be successful allies for us. And the more we work with the AUA as an organization, the more I think the AUA sees the value of us as a method of making sure that

And so that's going to change over time, but it's slow. And so I think part of this is SWOO's efforts to make sure we are gaining effective allyship with leaders at the AUA so that the men in urology are poised to be successful allies for us. And the more we work with the AUA as an organization, the more I think the AUA sees the value of us as a method of making sure that

And so that's going to change over time, but it's slow. And so I think part of this is SWOO's efforts to make sure we are gaining effective allyship with leaders at the AUA so that the men in urology are poised to be successful allies for us. And the more we work with the AUA as an organization, the more I think the AUA sees the value of us as a method of making sure that

their work is properly diversified so that the voices of urologists are a diverse group. So I think in addition, our task force currently underway to help design initiatives and programming that's specific to mid-career will help us internally increase our offerings to this group of women.

their work is properly diversified so that the voices of urologists are a diverse group. So I think in addition, our task force currently underway to help design initiatives and programming that's specific to mid-career will help us internally increase our offerings to this group of women.

their work is properly diversified so that the voices of urologists are a diverse group. So I think in addition, our task force currently underway to help design initiatives and programming that's specific to mid-career will help us internally increase our offerings to this group of women.

But some of the work we're doing with the outside organizations, I think, is that advocacy piece that we're doing at the professional society level.

But some of the work we're doing with the outside organizations, I think, is that advocacy piece that we're doing at the professional society level.

But some of the work we're doing with the outside organizations, I think, is that advocacy piece that we're doing at the professional society level.

You know, the genesis of that talk, I had actually asked Dr. Green to give that talk in another meeting. I remember that talk too. I remember when I sent her the invite, she wrote back saying, are you sure that I'm the right person to give this talk? And my co-chair, Mark Litwin, who was chair at UCLA at the time, said, absolutely, you're the right person.