Dr. Suzette Sutherland
speaker
230 appearances
4 recordings
1 series
first heard Aug 2024
last heard Jan 2025
Dr. Suzette Sutherland’s voice in public audio — every appearance, attributed to the second.
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Appearances
So maybe you can speak a little bit more to that, put that in more profound terms than I did.
I wanted to add to that really quickly as I know the firsthand experiences of so many women talking about the leaky pipeline who didn't get regular check-ins and they were so miserable or whatever the situation was that by the time somebody checked in with them, they'd already found another opportunity. They had one foot out the door. They get excited about that. moving on.
And it's really hard to pull somebody back once they have a foot out the door. And so that organization lost that opportunity to retain that very highly qualified person because they didn't check in enough and stop the train before it hit the station, so to speak.
Yeah. And what is it? Two to three years is the average ramp up period before a junior faculty, somebody new gets to their productivity level where they're sort of on automatic pilot and they can do their thing. Right. So that's a huge cost right there. And I will say I've I've navigated both arenas, the academic arena as well as a private practice arena.
I have a lot of friends in private practice as well as I'm sure I know you do, too. But that idea of an all-male group wanting to have a woman come into their group because they know they need it to be competitive in that community and they hire a woman and then that woman's really not supported, right? And then that woman ends up leaving after a few years.
She has her two to three year guarantee on which then she has to go on a productivity model and she's like, I'm not happy. and then she leaves and you have to start all over again. So I think you said that, and it's really important.
Those regular check-ins, I mean, it should be for any new hire, no matter what your gender is or your race or ethnicity, but that's a part of really having an inclusive environment where people feel they're part of that process and they're being checked in on, right, and considered. So it's really important.
Look, thank you. We need to wrap this up at this point. I could talk about this all day with you, but I think, you know, you brought home some great points and great advice, not only for the individual, the women, the men, underrepresented minorities, but also some really great points for those leaders out there, how they can develop a good diverse culture and foster it, right?
And nurture it is the word you use. That's really great. So Thank you so much, Dr. Javier. Santiago Lastra from the University of California, San Diego. You can see why we had her as a guest on here. She's an absolute expert in this area and very, very entertaining podcast here today. So thanks so much.
Hello and welcome once again to Backtable Urology Podcast, your educational resource for all things urological and then some. As a reminder, Backtable Urology offers many informative episodes that you can find on iTunes, Spotify, And of course, on backtable.com.
I'm your host today, Dr. Suzette Sutherland, and I'm super excited to have two guests today to talk to us about the 2023 AUA census data. We have Dr. Amanda North and Dr. Matthew Nielsen.
This is vital data about our urological community, about our urological workforce, and our practice patterns that really help us to inform our future directions for policy efforts and overall urological care as well. So again, super excited to be talking about some of the pertinent things that came out of the AUA census data with all of you here today.
So before we get started, I'm going to do a formal introduction, of course, of our two guests. They are very well known in the broader urological community already, but I'll go ahead and do the formal introduction nonetheless. First, we have Dr. Amanda North.
She is chair of the AUA Data Committee, so the committee that really was quite responsible for all of the data here, collecting it with the AUA census, putting it together, and then looking at what does it really mean. She's associate professor of pediatric urology, so that's her specialty, and she's division chief now at Children's Hospital at Montfiori in the Bronx, New York.
So welcome, Dr. Amanda North. Thank you so much for having us. Our next guest is Dr. Matthew Nielsen. He's chair of the AUA Science and Quality Council, so also was quite involved in the data and what does it mean for us. He's professor of urology and may know chair of urology at University of North Carolina in Chapel Hill, and his specialty is urologic oncology. Hello, Dr. Nielsen.
Thanks for being with us.
So let's just dive in, shall we? We're going to talk, first of all, about the data itself, how it's collected, how it's acquired, and who it really represents. When we look overall, we do see some of the data that's in there that it really had a response rate of about 13.5%, I think, if that number is correct.
of our urological workforce that answered the surveys and whether you think that that's really an accurate representation, I mean, of who we are and how we use that information then to make some decisions in the future. So I'll just throw that out to both of you or maybe starting with Dr. Nielsen.
And with that also describing what were your roles in this process and your committees and how many other committees and if there are influential people that should be mentioned who should be given, you know, accolades for their work they did for all of this data?
So a question I have for you then is, when you look at those who do respond, is there something about the demographics of those who respond? Is it mostly academic urologists that end up responding or more community urologists? Or what did you find out?
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