AWAEM Awareness Mar-Apr 2013

March-April, 2013

AWAEMAWARENESS

A bimonthly update to inform you of the current activities of our Academy in an effort to make this organization a strong advocate for women in academic emergency medicine.

Table of Contents

In My Opinion - Words of Wisdom On AWAEM 2012-2013

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Featured Women in Academic EM - Jane Brice & Basmah Safdar

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Resident Perspective: The Time Has Come

Book Review: Switch - How to Change Things When Change is Hard

The Power of Sponsorship: Overcoming Obstacles and Fear

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2013 SAEM Annual Meeting AWAEM Didactic Schedule - Education, Food & Friends!

Available Committees 2012-2013

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ANNOUNCEMENTS Join us for the first ever joint event between AWAEM, AAWEP & EMRA! Women in EM Reception Friday, May 17th, 5:00-6:30pm Westin Peachtree Atlanta (Conference Hotel) PT-200 Conference Room 3 (7th Level)

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AWAEM AWARENESS March-April, 2013

“You just don't luck into things as much as you'd like to think you do.

You build step by step, whether it's friendships or opportuni=es.”

-­‐Barbara Bush

In My Opinion - from your AWAEM President Words of Wisdom On AWAEM 2012-2013

By Gloria Kuhn, DO My tenure as president will soon be over. I will hand the leadership of AWAEM to Esther Choo with full confidence that she will do a stellar job. However, I will still step down with a sense of disappointment as this wonderful journey comes to an end. I have fully enjoyed working with all of you, and especially enjoyed meeting the members who make up AWAEM. I know so many more women than I knew before this year began. Our members are bright, educated, and thoughtful. They are dedicated to their careers and families, and have, for the most part, found a balance in their lives that satisfies them.

Together we have solved or helped to solve problems brought forth by our members, which brings me to some of the achievements that our committee chairs and our members have accomplished. These are only a handful of our activities, so please forgive me if I have made any important omissions.

DIDACTICS: Alyson McGregor and her committee members, Esther Choo, Basmah Safdar, Jeannette Wolfe, Tracy Madsen, and Preeti Jois, have created didactic programs for SAEM that have been very well received. Jeannette single-handedly created the professionalism track held during our AWAEM didactic session. This year’s lineup is sure to be educational and inspiring.

REGIONAL MEETINGS: Angela Fisher-Silar, with the help of her resident, Laura Medford-Davis, arranged for AWAEM to host sessions at various SAEM Regional meetings. Laura created a mentor network for residents, which continues to grow and become a strong support system for women in medicine.

NATIONAL MEETINGS: We have had a presence at CORD, and Scientific Assembly for the past three years. These meetings have allowed us to meet our members and discuss their needs. The Wellness Committee grew out of these discussions.

WELLNESS: Dara Kass has been working on a number of issues that affect the health and needs of our members. Many are related to childbirth and childcare. I know from personal experience...when things are not going well at home, nothing goes well.

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RESEARCH: Marna Greenberg, Basmah Safdar, Alyson McGregor, and Esther Choo, along with many others, have been working on the 2014 Consensus Conference On Gender Specific Medicine sponsored by AWAEM and AEMJ. AWAEM AWARENESS: This newsletter is something that all of us can take pride in, but is really the brainchild of Stacey Poznanski. I have been afraid to ask her how much effort she puts into the publication. Leila Getto has stepped up to help her and I look forward to reading what has become something that symbolizes AWAEM for me.

AWAEM AWARDS: Kinjal Sethuraman has established the process that allows our Academy to recognize the accomplishments of women in academic medicine. I am hopeful that these national awards will draw even further attention to the outstanding accomplishments of women in emergency medicine.

NETWORKING RECEPTION: For the first time we will have a reception shared with the American Association for Women Emergency Physicians and the Emergency Medicine Residents Association. This reception was coordinated and planned by Laura Medford-Davis and will be held during SAEM. There are many other ongoing activities, such as our membership drive, headed by Neha Raukar, and the resident/medical student membership initiative, headed by Michelle Lall. AWAEM is involved in global medicine thanks to the efforts of Bhakti Hansoti, and we will have a shared didactic program during SAEM on global health as a result of Bhakti’s efforts.

You are hearing the memories of one of my most memorable years. When I was asked to accept the nomination of President-elect it was with fear and trembling that I said yes. But, thanks to our members and leaders, it has been a wonderful experience.

I thank all of you and hand the future leadership of AWAEM to capable hands.

AWAEM AWARENESS March-April, 2013

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The Power of Sponsorship

Overcoming Obstacles and Fear

By Linda Lawrence, MD

Col (Dr) Linda Lawrence has spent 20+ years in the Air Force and is currently the Commander (CEO) at Air Force hospital in Aviano, Italy. She is also a Past President/Chair of Board of Directors for ACEP. Last issue I discussed the importance of networking and provided tips to building a diverse network. Now that you have started focusing on expanding your network, let’s discuss one of the greatest benefits that may come from that network – Sponsorship. According to a 2010 Harvard Business Review (HBR) article, “Why Men Still Get More Promotions Than Women”, it was noted both men and women are mentored yet men are still getting more promotions. So what is the secret? Women are over mentored and under sponsored. In another HBR article in 2011, “The Sponsor Effect: Breaking Through the Last Glass Ceiling”, the title captures the major point that sponsorship may be the “last glass ceiling” holding women back from top positions. The study noted a vast majority of highly qualified women lack political allies to propel, inspire and protect them at the levels of higher management.

Conducted by the Center for Work-Life Policy, the research demonstrated that sponsorship accounts for up to 30% in getting more stretch assignments, promotions and pay raises. Yet, research noted more than 75% women still believe hard work and long hours alone, and not connections, leads to advancement. If you are in that 75% please read this article with an open mind.

Before we get into the why and how, it is important to define sponsorship. A sponsor is someone more senior, successful, well connected within their community and willing to advocate for you. They will “pull” you up versus the “push” up found in mentoring relationships. The mentor does not pre-determine the path but draws on their experiences to provide counsel. Thus, mentors don’t actively change the trajectory of your career. This differs from a sponsor who works on your behalf and pulls you along, setting the path for your journey. A sponsor provides stretch opportunities, helps you form critical connections and promotes your visibility. Behind closed doors they go to bat for you, toot your horn, often protect you from “attacks”, and ensure you are treated fairly. Yes, your record of performance counts, but it is the confidence in your future ability that gets you to the next level. A sponsor can advocate for you in critical conversations at higher levels. Mentoring may get you to the glass ceiling but sponsoring is what breaks the glass ceiling.

Sponsorship is not a one way street. There are rewards for the sponsor as well. One of the most important benefits is the satisfaction in “paying it forward”. In addition, part of their recognition as a senior leader is their ability to identify and bring top talent forward in the

organization. You need to find ways to help your sponsor and make them look good. This can be done by taking work off their plate and going the extra mile on a project. You also can offer them valuable insight into lower levels of the organization and help them better understand the culture.

For senior leaders, maintaining connections at different levels in the organization helps them maintain a more complete picture. As women we probably appreciate even more than men that it is more personally satisfying watching someone you have invested in succeed than receiving your own awards. That sense of fulfillment is priceless.

So, getting to action. Take your network and create within it a network of sponsors. First, note the plural and don’t think a single sponsor will suffice. You want multiple sponsors at different levels within your organization and outside your organization. As you move up your sponsor network will change just as your goals changes. Your sponsor network needs to be strategic, and rather than focused on your current job, it should be positioning you for long-range career growth. Remember, an important role of a sponsor is their ability to get you into stretch assignments.

Make sure you are ready to venture into the uncomfortable and push yourself. This sometimes can lead you down exciting new paths. Trust in your sponsor who may see potential in you that you have yet to recognize. ...Continued on Page 7 The opinions and assertions are those of the author and do not necessarily reflect those of the Air Force Medical Service or the Department of Defense.

“Mentoring may get you to the glass ceiling but sponsoring is what breaks the glass ceiling.”

AWAEM AWARENESS March-April, 2013

Featured Women in Academic EM: Commitment to Research & Mentorship

By Priya Kuppusamy, MD,

Jane Brice, MD, MPH Associate Professor, EM Univ of North Carolina School of Medicine After completing medical school at the University of North Carolina, Jane Brice moved to Pennsylvania where she received her Emergency Medicine residency training at University of Pittsburgh.

In addition to the above title, Jane also serves as an adjunct Associate Professor in the Department of Social Medicine and as an Assistant Professor in the Department of Epidemiology in the School of Public Health.

With over 40 publications, Jane’s research endeavors have expanded evidence-based medicine for emergency medical services, disaster preparedness, educational approaches to patients and providers and management of stroke, cardiac arrest and trauma, to name a few.

Jane’s passion for mentorship is evident through the numerous medical students and residents she has taken under her wing. She created a program that provides medical students with a structured research experience. As a result of her dedication, many students have received research awards and grants for their work and went on to fill faculty positions in academic emergency medicine.

Jane received the UNC School of Medicine Teaching Excellence Award in 2005. Her leadership and teaching expertise was honored by the Fellow of the Academy of Educators. She was inducted into Alpha Omega Alpha honor society in 2004 by a vote of the UNC medical student membership. This was followed by induction into the Frank Porter Graham Honor Society in 2005 by the Graduate and Professional Student Federation of the University of North Carolina, specifically for excellence in mentoring.

Recently, Jane was awarded the prestigious Roy ’62 and Christine Hayworth Medical Alumni Distinguished Teaching Professorship, which recognizes early mid-career faculty with substantial demonstrated excellence in leadership and innovative teaching.

"Dr. Brice is an outstanding candidate, given her dedication to emergency medicine research, dedication to the development of women clinicians and researchers, and remarkable track record of scholarship.”

Charles Cairns, MD Professor and Chair, UNC Department of EM

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Basmah Safdar, MD, MS Assistant Professor, EM Yale School of Medicine Basmah Safdar is featured for her commitment to women’s health research. She completed her medical school training in Pakistan at The Aga Khan University. After transitioning to the United States, she received her Emergency Medicine training at Yale New Haven Hospital in Connecticut. She then took on a faculty position at Yale as Assistant Professor and recently completed a Master of Science in Cardiovascular Epidemiology at Harvard School of Public Health.

Basmah’s key focus of interest is undifferentiated chest pain and the role of gender in cardiac disease. She serves as Director of the Chest Pain Center in the Emergency Department and the CoChair of the Heart and Vascular Chest Pain Center at Yale, which oversees all acute coronary syndrome patients, including those who received emergent PCI. In addition, Basmah is the Medical Director of the Women’s Heart Program, which has been instrumental in educating medical providers and the public about topics pertinent to women’s health.

In 2011, she was selected as a keynote speaker for the Women’s Cardiac Issues Now Symposium held in Hartford, Connecticut and presented “Depression as a Cardiac Risk FactorA Myth or a Reality.” She helped create a large database consisting of 2000 women and 1000 men which she uses to examine young women with myocardial infarctions. This study, entitled “Variations in Recovery: Role of Gender on Outcomes of Young AMI Patients” focuses on presentation, type of infarction and its impact on medical and social outcomes.

"Dr. Safdar is just an outstanding human being.

She serves as an outstanding role model as a woman who has navigated the complicated waters of pursuing a career in academic medicine… and she has done this with a sense of poise and grace.”

Leigh Evans, MD Yale School of Medicine

AWAEM AWARENESS March-April, 2013

Resident Perspective The Time Has Come

By Suzanne Bryce, MD

As the end of my penultimate year of residency nears, the time has come. All of the seniors have their jobs squared away. Fellowships have been awarded, chief resident spots have been secured, private practice contracts have been signed, and now the torch is being passed on. It’s our turn to determine what we want to do with the rest of our lives. My co-residents are individually realizing who prefers the autonomy of private practice and who prefers the constant engagement of academics. The clock is ticking. Of course, life is circuitous, so we’ve all been here before: picking a college, deciding to go to medical school, choosing a specialty. However, this time it feels different this time we are finally, at long last, choosing our REAL jobs. Our grown-up jobs.

While somewhat overwhelming, this time in our residencies certainly serves to reinforce the value of an excellent mentor. As much as our spouses and parents want to help guide us through the upcoming decisions, they have not been there. They can’t understand what it’s truly like to navigate the waters of being a woman in Emergency Medicine, determining which way to go at each fork in the road. Balancing career, personal life, health, and trying to squeeze in some sleep is not easy for any working woman, and it is particularly difficult in Emergency Medicine.

Whether within your own program or through AWAEM, finding a mentor with whom you can truly relate is essential.

Your mentor doesn’t have to be one single person, you can have several! Try having one at your program and one through AWAEM. Whatever you do, find someone you can connect with, a mentor who understands your goals and the challenges that you may face in realizing those goals. A mentor who is compatible with you personally and has chosen the career path which you intend to follow is ideal. If your mentor is familiar with the specific hospital or practice that you prefer, that is an excellent match, but any woman mentor in your field will be tremendously helpful. The relationship I have formed with my mentor has been invaluable. My mentor has helped me confirm my intent to

“In learning you will teach, and in teaching you will learn.” ― Phil Collins

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go into academic EM, start developing my niche in academics, chart my course for the years following residency, and determine how to approach my Chair about supporting my goals.

As much as I depend on my mentor to help me sort through career decisions, I am realizing that the time has come in another way. With major career decisions looming, it’s easy to get caught up in my own needs and wants. To counteract that, I have been striving to open myself to others, and, as result, I’ve been realizing that I have a great deal to offer others who are also pursuing a career in Emergency Medicine. As an intern, I felt that I wasn’t in any place to serve as a mentor, as I was still trying to figure out how to be a doctor and learning to practice Emergency Medicine. Now that I am nearing the end of two years of residency, I am in the perfect place to mentor those a year or more behind me. Still close enough to remember the stress of interviews and the match, I have much to offer medical students. Having learned to navigate the off-service rotations and decode the style and quirks of each attending, I am in a perfect position to lend a hand to the interns. While I still have a great deal to learn, I now understand that there will always be someone who knows more than you, and someone who knows less. Sometimes it’s even the same person.

Everyone has something to teach, just as everyone has something to learn. Since I have benefitted so much from my mentor and other faculty, I believe it is my turn to pass on the knowledge that has been imparted to me, both clinical and practical. We should all strive to support and build each other up in every way possible. It’s a tough road, but we can all be successful. Together we can shine.

To succeed, we should not hesitate to stand on the shoulders of those who have gone before us, and we must encourage those who follow to stand on our shoulders. The time has come.

AWAEM AWARENESS March-April, 2013

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Book Review by Julie Welch, MD

Switch: How to Change Things When Change Is Hard Book Authors: Chip Heath and Dan Heath

Is there a “change” you would like to see in your department or institution? A change that will improve the work environment, patient care, or the climate for faculty? A culture shift? A more flexible work-life policy? A more supportive childcare option? A better charting system? A faculty development program? The addition of lactation space?

Whatever the change, the book Switch offers great insight into bringing about change in an organization.

For change to happen, somebody has to start acting differently, thinking differently.

Will this be you? Your team? There are numerous examples in the book of how individuals, like you, can lead transformative change...and you don’t have to have lots of authority or resources!

The premise of the book centers on the following Psychology theory: To change behavior, you must understand that our minds are ruled by two systems that compete for control- the rational side (the Rider) and the emotional side (the Elephant). The rational, logical mind wants to improve an aspect of the work environment. The emotional mind loves the comfort of the current routine. The rational mind wants to be in top physical shape and run a marathon. The emotional mind wants to curl up on the couch with a bowl of ice cream. The tension that is created must be overcome. Once it is, change can occur rapidly, with impressive results.

The Rider and the Elephant each have strengths and weaknesses. These must balance out to move towards change.

Picture the small, rational Rider perched atop the huge, emotional Elephant. Although the Rider holds the reigns, his control is limited if the Elephant disagrees on which way to go.

The Rider is outmatched by the Elephant’s power and size.

Conflict can occur when the Elephant is focused on short term gratification, while the Rider is focused on long term benefits.

The emotional side wins when we get angry, gamble, overeat, and procrastinate. Change fails when “the Rider simply can’t keep the Elephant on the Road long enough to reach the destination.” However, the Elephant has incredible strengths, too, with emotions of love, compassion, and loyalty. It is the Elephant who drives change, stands up for what’s right, and has the energy and passion to lead the charge. The Rider can also have weaknesses that inhibit change. When the rational mind overanalyzes and overthinks every detail, the Rider is paralyzed to make a decision. If you want to change something, you have to appeal to both sides.

There are 3 basic concepts to frame your approach to influencing change: 1. DIRECT the Rider: You will need to appeal to the rational, logical, analytical side. The Rider provides the direction and the planning, and therefore need facts, data, evidence, and examples. You have to be prepared with research, a logic model to follow, interventions, timelines, solutions, and outcome measures. This will script critical moves and point to the destination. Provide clarity and clear direction.

2. MOTIVATE the Elephant: You have to find the emotional side of the issue. The Elephant provides the energy to drive the change. Engage them to feel the importance, be inspired, and get fired up. They must feel passionate and motivated about the issue. They must feel it is the right thing to do. If fear of change is in the way and it scares the Elephant, shrink the change into small parts. Break down the change to make people feel they are closer to the finish line than they thought. Lastly, “cultivate a sense of identity and instill the growth mindset.” Help them embrace the idea, the dream, and the hope into their own vision of the future.

3. SHAPE the Path: You must clear the way for successful change to occur. What looks like a “people problem,” is often a “situation or environment problem.” This “situation or environment” is the Path. When the Path changes, behaviors change. Shaping the Path involves “tweaking the environment” and “building habits.” A simple example combining both is a checklist – a tool used to reduce errors in numerous patient care settings. Make desirable behaviors and attitudes habitual and encourage these habits. Finally, “rally the herd” with practices that support positive behaviors, because behavior is contagious and spreads. Embrace the power of role modeling and leading by example. Others will follow.

Simply put: SEE-FEEL-CHANGE. Present evidence that makes people feel something.

“Whether a disturbing look at the problem, or a hopeful glimpse at a solution…it’s something that hits you at the emotional level.” For example, no one in leadership wants to be last. Compare your institution to other institutions. Do your research and present data and facts that show your institution’s poor standing. This will hit the emotional side. Then pour on other ways to hit other feelings in order incite passion and motivation. Follow up by presenting solutions and direction to shaping the path to change.

In summary, if you effectively appeal to both sides, the rational Rider and the emotional Elephant, then there will be “understanding with motivation” and “passion with direction.”

Change will follow.

AWAEM AWARENESS March-April, 2013

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The Power of Sponsorship

Overcoming Obstacles and Fear

By Linda Lawrence, MD

...Continued from Page 2

You must help your sponsor help you. This is probably one of the greatest challenges for women as it requires you to be very clear about your goals and share those goals. In addition, you must make certain your sponsor knows your skills and accomplishments. Help to create that shared vision of why you are right for more senior positions.

Probably the most damaging obstacle to sponsorship for women is our own lack of confidence in our professional abilities, continued practice of undervaluing our contributions, and a failure to engage in self-promotion.

Men more than women believe our contributions will be inherently recognized by those above us.

Women tend to shy away from selfpromotion out of concern of damaging their own network by appearing boastful or arrogant in the eyes of their peers and bosses. You must learn to campaign for yourself, think bigger and know your value.

Foot stomp…abandon the myth that hard work will get you recognized and earn you a position at the top.

An additional obstacle that holds us back as women seeking sponsors is the affinity of likemindedness. Both men and women have a predilection to be drawn to people like us, to include people who look and think like us. Well face it, that may work for men and is one of the major reasons men tend to be better sponsored. However, the reality for women is you will likely not find your mirror image in a position above you who has the capability to pull you along. Both the sponsor and sponsored need to break out of the comfortable and embrace

the values diversity can bring to a relationship. More and more research is demonstrating the value of gender diversity with direct correlation to economic and political success. Embrace the unique views we have as women and the ways we think and problem solve, and as you are sharing your accomplishments and goals, weave this thinking into the conversation.

Recognize the need to step out of your comfort zone, stop selfsabotaging, get informal and join the club. Women need to become comfortable with informal networking and penetrate men’s networks. All business is not done in the office and these opportunities arise organically and informally through male networks. Thus, as women we need to be part of that network to build collaborative relationships. Men often engage sponsors in informal ways – on the golf course, in the locker room or in other social networks. Men are comfortable vocalizing their ambitions and understand hard work is not always enough to get recognized and advanced. Maybe hanging out with male superiors in the locker room is out, but think of informal ways to enter the network.

Build relationships with men, drop by and be friendly. Men will take you in but you must play ball so to speak. You have to engage in information exchange, trade favors and help each other out. Women struggle much more than men with the “paying it forward” or “give to get” mindset and fail to appreciate relationships as multi-faceted, meaning they have value at work and outside of work.

Okay, some of you are probably thinking “danger, danger this will only lead to trouble or misperceptions,” especially since the speculation of an affair occurs for some when seeing the powerful senior male and junior female pair.

First and foremost, don’t let that happen. But as women we also must stop avoiding dinners, golf games, meetings or travels for the fear of gossip. Keep actions appropriate and businesslike and this is where your hard work will make a difference. Your performance will squash the rumors of inappropriate behavior. Remember that your sponsor is there to take care of you, and that means confronting the rumors and gossip. The best way they can do that is proactively pointing out your accomplishments and potential.

Lastly, as women moving up may we not forget to become sponsors ourselves. Abandon the thinking of hard work alone will equal success. Even if that is how you got to where you are today stop that mindset so prevalent amongst women, reach back and pull up.

Remember that sponsorship is a two way street, rewarding in its own ways for both parties. As women we can be some of the most persuasive and passionate champions for others.

Get comfortable advocating for yourself and sharing your accomplishments, goals and vision.

Let go and allow others to advocate for you, just as you will do for those behind you.

AWAEM Didactics The AWAEM Meeting Initiative Committee has prepared a remarkable Didactic lineup for the2013 SAEM Annual Meeting.

These didactics include cutting edge content, nationally recognized speakers and stimulating formats.

AWAEM Annual Meeting Tips & Tricks for Women Navigating Academic EM May 17th, 8:00a-12:00p Vinings II (6th floor) AGENDA -AWAEM Business Meeting - Navigating the Academic Compass, Directions for Success: An invaluable 80 minute faculty development session for medical students, residents and faculty in all career stages that will include six topics, moderated by Jeannette Wolfe: 1) Pros and Cons of Academic versus Private EM by Kinjal Sethuraman; 2) Tips for Residents to Jump Start their Academic Career by Alyson McGregor; 3) Hitting the Ground Up and Running: A Guide for the First Two Years of Your Academic Career by Stephanie Abbuhl; 4) Educator's Portfolio: How to Stay Organized and On Track by Gloria Kuhn; 5) Networking: Why, How and Where to Connect with Peers and Mentors in Academic EM by Bhakti Hansoti; and 6) Possibilities, Pearls and Pitfalls of Part Time Academics by Jeannette Wolfe.

- Managing People in Academic Emergency Medicine: Tools of the Trade for New Investigators by Kinjal Sethuraman - Technology: How Women Can Maximize Their Productivity by Utilizing Social Media, A Social Media

Primer

by Bhakti Hansoti

AWAEM Annual Networking Luncheon & Awards Presentation May 17, 2013 12:00p-2:00p Conference Room 1-2 (7th floor)

Gender-Specific Men’s Health – Top 5 Plays of the Day May 18th, 9:30-10:00am International Room C (6th floor)

The second presentation in the SAEM General Assembly will take the audience through five physiologic systems using the ESPN style of “Top 5 Plays of the Mining the Hidden Science in Your Day”. Each expert presenter, led by EM Research: Gender-Specific Study Alyson Design and Analysis McGregor, May 18th, 8:00 – 9:30am will update the audience International Room C (6th floor) on the top Two hours of the SAEM General GenderAssembly meeting has been designated Specific EM for AWAEM’s support of Gender-Specific articles for Emergency Medicine. This first didactic 2012-13 and how they impact men’s aims to stimulate interest in research on health. You will hear updates in gender-specific medicine and understand Cardiology with Basmah Safdar, Sports the challenges and solutions of Medicine with Neha Raukar, Traumatic performing gender-based analyses. This Injuries with Federico Vaca, Sepsis with session will be a David Portelli and Neurologic moderated panel led Emergencies with Nina Gentile. Hold

by Esther Choo. A onto your hat! This fast paced program statistical expert, will be sure to provide a stimulating Heemun Kwok, will learning opportunity. discuss a framework for considering relevant genderspecific research questions within diverse areas of emergency medicine Women in EM Reception research and analytical strategies for AWAEM, AAWEP, & EMRA approaching the question of the impact on gender on clinical outcomes. Two Friday, May 17th additional EM researchers, Deborah 5:00-6:30pm Diercks and David Wright, will Westin Peachtree Atlanta demonstrate how they have applied (Conference Hotel) these methods in their own work using PT-200 Conference Rm 3 specific approaches and analytical (7th Level) methods.

AWAEM AWARENESS March-April, 2013

Available Committees for 2012-2013 Time to get involved!

If you are interested in helping with any of these committees, as a member or possibly leadership role, please e-mail the Chair so you can be included. If you do not hear from the Chair within a week (or no Chair is listed) please contact Gloria Kuhn, DO (gkuhn@med.wayne.edu) as sometimes messages do get lost in the cyberspace of e-mail land.

We need people like you to keep AWAEM a success!!

AWAEM Guidelines & Policies Chair: Esther Choo echomd@gmail.com Co-Chair: Sue Watts Awards Chair: Kinjal Sethuraman kinjal.sethuraman@gmail.com Co-Chair: Priya Kuppusamy Mentor: Michelle Biros E-Communications Chair: Stacey Poznanski stacey.poznanski@gmail.com Co-Chair: Leila Getto Mentor: Gloria Kuhn Medical School Initiatives Chair: Keme Carter kcarter@medicine.bsd.uchicago.edu Membership Chair: Neha Raukar nraukar@gmail.com Co-Chair: Tracy Sanson

Regional Mentoring Chair: Angela Fisher Past Chair & Mentor: Linda Druelinger ldruelin@medicine.bsd.uchicago.edu Past Mentor: Kerry Broderick Research Chair: Marna Greenberg: mrgdo@ptd.net Co-Chairs: Esther Choo, Julie Welch, Basmah Safdar SAEM Meeting Initiatives Chair: Alyson McGregor amcgregormd@gmail.com Co-Chairs: Esther Choo, Preeti Jois, Basmah Safdar, Julie Welch, Jeannette Wolfe, Tracy Madsen Wellness Chair: Dara Kass darakass@gmail.com Resident Initiatives Taskforce: Co-Chairs: Michelle Lall & Ciera Barclay-Buchanan Leana Wen (Resident RSA), Suzanne Bryce (Resident RSA) Global Emergency Medicine Taskforce Chair: Bhakti Hansoti

“I’m a woman of very few words, but lots of action.”

- Mae West