DESIGNED FOR

Medical school leaders, including faculty, human resources professionals, and supervisors.

OVERVIEW AND BENEFITS

AAMC StandPoint^TM Surveys: 2023 State of Medical School Faculty Engagement presents information about the workplace experiences of U.S. medical school faculty since the start of the COVID-19 pandemic. The data analyses chosen for this report provide an overview of faculty engagement and retention measures and highlight areas where medical school leadership has opportunities to create positive change in their workplaces. Key takeaways include: 

• Overall engagement of medical school faculty remained high, even through the challenges of the global pandemic.
• Faculty with a formal mentor, either within their department or medical school or through a professional society, reported higher levels of engagement and satisfaction with the workplace across most survey items than colleagues who did not receive mentoring and/or only received informal mentoring from colleagues.
• Faculty burnout has increased since the pandemic, particularly among women.
• The percentage of women faculty reporting experiences of sexual harassment and disrespect based on gender, race/ethnicity, and age was higher than that for men faculty, particularly for women identifying with a race/ethnicity underrepresented in medicine. Despite faculty generally knowing whom to report incidents of harassment to and how, there are still concerns about safety in reporting harassment and uncertainty that institutions will manage the situation effectively.
• Women and faculty of color reported dissatisfaction with equity in promotion processes, the pace of their advancement, and their opportunities for professional development when compared with their peers.
• Twelve percent of faculty reported they are likely to retire in the next one to two years, and an additional 26% of faculty reported being somewhat likely, likely, or highly likely to leave their medical school in the next one to two years. Reasons for considering leaving varied by faculty group, and, overall, the three most commonly cited reasons were compensation and benefits, work-life balance and burnout, and professional and advancement opportunities.

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