The cardiology field is rapidly advancing, yet still lags in one critical aspect: the representation of women in cardiology. For fellows in training (FITs), gender-based assumptions can affect their evaluation, thus inadvertently impacting opportunities for career advancement and recognition. Fellowship training can be rigorously demanding, especially for women who wish to balance their professional commitments with family responsibilities. It is crucial to spread awareness about gender disparity amongst both men and women and emphasize taking action to elevate women in cardiology. We all need to create an inclusive and equitable environment for women in cardiology by formatting a strategic plan to address the issues and foster supportive systems for both current and future female cardiologists.

Ways FITs Can Advocate For Women in Cardiology:

Mentorship: FITs must be allowed to choose their mentors and attend mentorship programs to connect with seasoned professionals to help them navigate challenges, create an action plan, obtain career advice, and learn about work-life balance and personal development.

Networking: FITs must be encouraged to participate in regional and national conferences as well as local chapter meetings, and join forums to connect with their peers, mentors and role models. This can help with social skills, advocacy, project collaboration, innovation and growth.

Social Media: Social media has a strong impact on networking, mentoring and advancement opportunities. The hashtags #ACCWIC and #ACCFIT make it easier for people to connect and follow prominent cardiologists on Twitter. Social media allows women to learn virtually by joining conferences they are unable to attend in-person.

Leadership Opportunities: Training programs should create a pathway for women to assume leadership roles. Participating in FIT editorial boards, writing committees and network forums can help gain national recognition. FITs should participate in local and national meetings to present their research work and give lectures for further recognition.

Education: Institutions should be proactive in promoting diversity and inclusion. FITs should be encouraged to have an open conversation about gender issues and reduce implicit bias, thus creating a more welcoming environment. Female FITs should be encouraged to advocate for themselves, voice their concerns and negotiate for opportunities that align with their career goals.

Recognition: FITs are striving to do their best despite having an arduous journey. Acknowledging the work and outstanding contributions of female FITs can motivate them for further engagement and advancement.

Equal Opportunities: Fellows must be provided with equal opportunities for research projects, leadership roles, allocation of resources and participation in events.

Parental Support: Especially for women who might be juggling career aspirations with family responsibilities, it helps to provide flexible work schedules, adequate parental leave, lactation facilities and on-site childcare to help them manage both their professional and parental responsibilities effectively.

Data Collection: ACC's Women in Cardiology Section has created several professional-life surveys to assess gender-based professional advancement, satisfaction, burnout, discrimination, harassment, compensation, mental health and leadership opportunities to collect and report data on gender disparities and elucidate gender-based inequalities.

Research Training: It is essential for fellowship training to offer opportunities for female FITs to participate in clinical trials, research and publications to reduce gender disparities.

As FITs, you not only bear witness to the challenges faced by women in cardiology but can embrace this opportunity to shape the future of cardiology. The time for transformation is now: seize the opportunity to empower women in cardiology and usher in a new era of excellence and innovation.