Dr. Yahir Santiago-Lastra

of Black women trainees. The disproportionate exiting of academic medicine by Black physicians is another really unfortunate and important emergency that needs to be addressed. And there are a lot of factors that impact women there. Perhaps the environment isn't welcoming.

of Black women trainees. The disproportionate exiting of academic medicine by Black physicians is another really unfortunate and important emergency that needs to be addressed. And there are a lot of factors that impact women there. Perhaps the environment isn't welcoming.

of Black women trainees. The disproportionate exiting of academic medicine by Black physicians is another really unfortunate and important emergency that needs to be addressed. And there are a lot of factors that impact women there. Perhaps the environment isn't welcoming.

Maybe, for example, speaking back to the compensation structure, maybe the compensation structure that's there is just not built in for women to succeed. And one really important one that we haven't really touched on is the tax if you are pregnant. The tax if you're pregnant, if you go on leave, You know, what happens with your compensation for that time?

Maybe, for example, speaking back to the compensation structure, maybe the compensation structure that's there is just not built in for women to succeed. And one really important one that we haven't really touched on is the tax if you are pregnant. The tax if you're pregnant, if you go on leave, You know, what happens with your compensation for that time?

Maybe, for example, speaking back to the compensation structure, maybe the compensation structure that's there is just not built in for women to succeed. And one really important one that we haven't really touched on is the tax if you are pregnant. The tax if you're pregnant, if you go on leave, You know, what happens with your compensation for that time?

When you come back from leave and you choose to breastfeed, are you going to falter in your productivity because you need to take time to pump? And that takes away from the time that you need to see more patients. So a lot of employers are understanding that as being incredibly important and are trying to put some fixes in. Oh, let's give some RVUs, some breastfeeding RVUs, accommodations.

When you come back from leave and you choose to breastfeed, are you going to falter in your productivity because you need to take time to pump? And that takes away from the time that you need to see more patients. So a lot of employers are understanding that as being incredibly important and are trying to put some fixes in. Oh, let's give some RVUs, some breastfeeding RVUs, accommodations.

When you come back from leave and you choose to breastfeed, are you going to falter in your productivity because you need to take time to pump? And that takes away from the time that you need to see more patients. So a lot of employers are understanding that as being incredibly important and are trying to put some fixes in. Oh, let's give some RVUs, some breastfeeding RVUs, accommodations.

Let's figure out a comp plan for maternity leave, etc. The problem with those fixes is that they really only work at a departmental or institutional level. And there isn't like a widespread policy. So you may be in a really supportive environment. I have been in those supportive environments myself. Again, I consider myself a very fortunate person.

Let's figure out a comp plan for maternity leave, etc. The problem with those fixes is that they really only work at a departmental or institutional level. And there isn't like a widespread policy. So you may be in a really supportive environment. I have been in those supportive environments myself. Again, I consider myself a very fortunate person.

Let's figure out a comp plan for maternity leave, etc. The problem with those fixes is that they really only work at a departmental or institutional level. And there isn't like a widespread policy. So you may be in a really supportive environment. I have been in those supportive environments myself. Again, I consider myself a very fortunate person.

But I have seen that the wide and vast majority of locations don't have those accommodations and they don't take those things into consideration, especially if the woman is the only. So if there are no other women in that department, that can be incredibly and disproportionately impacting for that female physician.

But I have seen that the wide and vast majority of locations don't have those accommodations and they don't take those things into consideration, especially if the woman is the only. So if there are no other women in that department, that can be incredibly and disproportionately impacting for that female physician.

But I have seen that the wide and vast majority of locations don't have those accommodations and they don't take those things into consideration, especially if the woman is the only. So if there are no other women in that department, that can be incredibly and disproportionately impacting for that female physician.

And their partners may not want to change a comp plan to accommodate maternity leave or breastfeeding. So that is what affects the pipeline. It's not a numbers issue. There are plenty of deserving, really kick-ass women that we could recruit and retain into our field. that we do not because of that. And then the other promotions myth up top, two things that happen there.

And their partners may not want to change a comp plan to accommodate maternity leave or breastfeeding. So that is what affects the pipeline. It's not a numbers issue. There are plenty of deserving, really kick-ass women that we could recruit and retain into our field. that we do not because of that. And then the other promotions myth up top, two things that happen there.

And their partners may not want to change a comp plan to accommodate maternity leave or breastfeeding. So that is what affects the pipeline. It's not a numbers issue. There are plenty of deserving, really kick-ass women that we could recruit and retain into our field. that we do not because of that. And then the other promotions myth up top, two things that happen there.

One is that because people enter these leadership roles and then they don't leave them until they have to be like escorted out in a walker, there isn't opportunity for the women or the young women that are rising. Again, not my experience or even young voices at all.

One is that because people enter these leadership roles and then they don't leave them until they have to be like escorted out in a walker, there isn't opportunity for the women or the young women that are rising. Again, not my experience or even young voices at all.