271 - Initiation of a formal faculty parental wellness program to reduce burnout and promote academic development

Publication Number: 1257.271

Carly Guss, Boston Children's Hospital, Chestnut Hill, MA, United States; Jessica Kremen, Boston Children's Hospital, Boston, MA, United States; Kelly Wills Advani, Emory University School of Medicine, Atlanta, GA, United States; Nicole J. Ullrich, Boston Children's Hospital, Boston, MA, United States

Background: Balancing family and work responsibilities is a major contributor to physician burnout and a barrier to academic development and retention. Returning productive academic work after parental leave poses particular challenges for most physicians.

Objective: To initiate a formal program offering structured support to clinical and research faculty with young children to reduce burnout and enhance productivity.

Design/Methods: We adapted an existing parent wellness framework to our pediatric hospital, which includes approximately 1,800 faculty members. Clinical and research faculty were invited to take part either as participants (expectant or new parent) or advocates (experienced parents providing guidance and support). After pairing, participants completed surveys at baseline, 6-months and 12-months assessing their experiences. Participants were also eligible for a feeding stipend and free back-up pump parts program to support lactation at work. Advocates received a stipend as remuneration to meet with their participant up to five times in the first year of life of the infant.

Results: The program launched June 2024 and, to date, has paired 45 participant-advocate dyads, with enrollment ongoing. Among the participants, the majority were early-career faculty in the first 3 years of their career and all were women. At the time of the 12-month surveys, participants met with their advocate the following number of times- 1 (25.0%), 2 (37.5%), 3 (12.5%), 4 (12.5%) 5 (12.5%). Surveys were filled out at baseline (n= 45), 6 months (n=18), and 12 months (n=8). At 6 and 12 months, most participants identified their patient advocate as moderately (35.3%, 25%), very (11.8%, 25%), or extremely (23.5%, 37.5%) helpful. Participants also reported that the program positively impacted well-being during parental leave (53.3%, 50.0%), wellbeing after return to work (73.3%, 100.0%), productivity after return to work (37.5%, 60.0%), and ability to care for their child (62.5%, 60.0%).

Conclusion(s): One year after implementation, a structured support program for faculty parents at a pediatric academic medical center was reported to improve wellbeing, work-life balance and professional engagement across multiple domains.