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</o:shapelayout></xml><![endif]--></head><body bgcolor=white lang=EN-US link=blue vlink=purple><div class=WordSection1><p class=MsoNormal><span style='color:#1F497D'>I would be interested in working on the forum too. Just as an FYI in case everyone did not see Doris Rubio’s send-out earlier this month on a DGIM list serv—this article on how people write letters of recommendation for women in medicine vs. men seems relevant to this discussion on hiring/offering salaries.<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'><o:p> </o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Best,<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Lauren<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'><o:p> </o:p></span></p><p class=MsoNormal style='text-autospace:none'><span style='font-size:7.0pt;font-family:PhotinaMT'>A B S T R A C T</span><span style='font-size:9.0pt;font-family:PhotinaMT'>. This study examines over 300 letters of recommendation for medical faculty at a large American medical school in the mid-1990s, using methods from corpus and discourse analysis, with the theoretical perspective of gender schema from cognitive psychology. Letters written for female applicants were found to differ systematically from those written for male applicants in the extremes of length, in the percentages lacking in basic features, in the percentages with doubt raisers (an extended category of negative language, often associated with </span><i><span style='font-size:9.0pt;font-family:PhotinaMT-Italic'>apparent commendation</span></i><span style='font-size:9.0pt;font-family:PhotinaMT'>), and in frequency of mention of status terms. Further, the most common semantically grouped possessive phrases referring to female and male applicants (‘her teaching,’ ‘his research’) reinforce gender schema that tend to portray women as teachers and students, and men as researchers and professionals. </span><o:p></o:p></p><p class=MsoNormal><a href="http://advance.cornell.edu/documents/Exploring_the_color_of_glass.pdf">http://advance.cornell.edu/documents/Exploring_the_color_of_glass.pdf</a><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'><o:p> </o:p></span></p><p class=MsoNormal><span style='color:#1F497D'><o:p> </o:p></span></p><div><p class=MsoNormal><span style='color:#1F497D'>Lauren Matukaitis Broyles, PhD, RN<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Research Health Scientist<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Center for Health Equity Research and Promotion (CHERP)<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>VA Pittsburgh Healthcare System<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>7180 Highland Drive (151C-H)<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Pittsburgh, PA 15206<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Phone: 412-954-5269<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Email: <u>Lauren.Broyles@va.gov</u><o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'><o:p> </o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Assistant Professor of Medicine<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Division of General Internal Medicine<o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>UPMC Montefiore Hospital, Suite W933<br>Pittsburgh, PA 15213</span><span style='color:#1F497D'><o:p></o:p></span></p><p class=MsoNormal><span style='color:#1F497D'>Email: <u>lmb18@pitt.edu</u><o:p></o:p></span></p></div><p class=MsoNormal><span style='color:#1F497D'><o:p> </o:p></span></p><div><div style='border:none;border-top:solid #B5C4DF 1.0pt;padding:3.0pt 0in 0in 0in'><p class=MsoNormal><b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif"'>From:</span></b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif"'> womeninmedicine-bounces@list.pitt.edu [mailto:womeninmedicine-bounces@list.pitt.edu] <b>On Behalf Of </b>Deb Seltzer<br><b>Sent:</b> Wednesday, September 26, 2012 11:34 AM<br><b>To:</b> career management for women in academic medicine<br><b>Subject:</b> Re: [Womeninmedicine] from the NY Times<o:p></o:p></span></p></div></div><p class=MsoNormal><o:p> </o:p></p><div><p class=MsoNormal>Hi Ann, I would be interested in working on this. Thanks, deb<br><br>Sent from my iPad. Forgive my brevity and any typos.<o:p></o:p></p></div><div><p class=MsoNormal style='margin-bottom:12.0pt'><br>On Sep 26, 2012, at 11:20 AM, "Thompson, Ann" <<a href="mailto:thompsonae@ccm.upmc.edu">thompsonae@ccm.upmc.edu</a>> wrote:<o:p></o:p></p></div><blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'><div><p class=MsoNormal><span style='color:#1F497D'>Well, one thing we can do is find some ways to include this as a major part of an upcoming Women in Science and Medicine Forum.</span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'> </span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'>Another thing might be to have a brain-storming meeting of anyone who’s interested. If you’ll let me know of your interest, I’ll take responsibility for setting up a meeting.</span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'> </span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'>Thanks</span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'>Ann</span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'> </span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'> </span><o:p></o:p></p><p class=MsoNormal><i><span style='color:gray'>Ann E. Thompson, MD</span></i><o:p></o:p></p><p class=MsoNormal><i><span style='color:gray'>Professor and Vice Chair for Faculty Development</span></i><o:p></o:p></p><p class=MsoNormal><i><span style='color:gray'>Department of Critical Care Medicine</span></i><o:p></o:p></p><p class=MsoNormal><i><span style='color:gray'>Associate Dean for Faculty Affairs</span></i><o:p></o:p></p><p class=MsoNormal><i><span style='color:gray'>University of Pittsburgh School of Medicine</span></i><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'> </span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'> </span><o:p></o:p></p><p class=MsoNormal><span style='color:#1F497D'> </span><o:p></o:p></p><div><div style='border:none;border-top:solid #B5C4DF 1.0pt;padding:3.0pt 0in 0in 0in'><p class=MsoNormal><b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif"'>From:</span></b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif"'> <a href="mailto:womeninmedicine-bounces@list.pitt.edu">womeninmedicine-bounces@list.pitt.edu</a> [<a href="mailto:womeninmedicine-bounces@list.pitt.edu">mailto:womeninmedicine-bounces@list.pitt.edu</a>] <b>On Behalf Of </b>Ragni, Margaret V<br><b>Sent:</b> Wednesday, September 26, 2012 7:50 AM<br><b>To:</b> career management for women in academic medicine<br><b>Subject:</b> Re: [Womeninmedicine] from the NY Times</span><o:p></o:p></p></div></div><p class=MsoNormal> <o:p></o:p></p><div><div><p class=MsoNormal><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'>What can we do about this?</span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'>Awareness raising - etc?</span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'> </span><o:p></o:p></p></div><div id=divRpF936752><div class=MsoNormal align=center style='text-align:center'><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'><hr size=2 width="100%" align=center></span></div><p class=MsoNormal style='margin-bottom:12.0pt'><b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'>From:</span></b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'> <a href="mailto:womeninmedicine-bounces@list.pitt.edu">womeninmedicine-bounces@list.pitt.edu</a> [<a href="mailto:womeninmedicine-bounces@list.pitt.edu">womeninmedicine-bounces@list.pitt.edu</a>] On Behalf Of Piraino, Beth M [<a href="mailto:piraino@pitt.edu">piraino@pitt.edu</a>]<br><b>Sent:</b> Wednesday, September 26, 2012 7:14 AM<br><b>To:</b> career management for women in academic medicine<br><b>Subject:</b> Re: [Womeninmedicine] from the NY Times</span><o:p></o:p></p></div><div><div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'>What I found most shocking about this was that women professors also had this bias! </span><o:p></o:p></p></div><div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'> </span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'> </span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'>Beth Piraino, MD</span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'>Professor of Medicine</span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'>Associate Dean of Admissions and Financial Aid</span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'>518 Scaife Hall </span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'>Pittsburgh, Pa 15261</span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'>Telephone 412 648 9891</span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'><a href="mailto:piraino@pitt.edu">piraino@pitt.edu</a></span><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'> </span><o:p></o:p></p></div><div><p class=MsoNormal><em><span style='font-size:9.0pt;font-family:"Calibri","sans-serif";color:black'>For patients: </span></em><em><span style='font-family:"Calibri","sans-serif";color:black'> </span></em><em><span style='font-size:9.0pt;font-family:"Calibri","sans-serif";color:black'>By communicating with me through e-mail, you agree to comply with UPMC’s e-mail terms of use found at </span></em><em><span style='font-family:"Calibri","sans-serif";color:black'><a href="http://www.upmc.com/contact/Pages/terms-of-use.aspx" target="_blank"><span style='font-size:9.0pt;color:black'>http://www.upmc.com/contact/Pages/terms-of-use.aspx#Email</span></a></span></em><em><span style='font-size:9.0pt;font-family:"Calibri","sans-serif";color:black'>. Should you decide that you do not want to comply with these terms, it is your obligation to indicate to me that you do not agree and then communication with me by e-mail will cease. For those seen at University Center Renal Clinic, you may prefer to use Health Trak for communications as this is more secure. Please do not use email to communicate urgent requests or concerns but call the on call person if after hours or weekends (412 647 2345 and ask for the renal fellow on call). </span></em><o:p></o:p></p></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'> </span><o:p></o:p></p></div><div><p class=MsoNormal><em><span style='font-size:9.0pt;font-family:"Calibri","sans-serif";color:black'>Any unauthorized or improper disclosure, copying, distribution, or use of hte contents of this document is prohibited. The information in this e-mal message is intended only for the personal and confidential use of the recipient(s) named above. If you have received this communication in error, please notify me by e-mail response and delete the original message. </span></em><o:p></o:p></p></div></div><div><p class=MsoNormal><span style='font-size:10.0pt;color:black'> </span><o:p></o:p></p></div><div id=divRpF823923><div class=MsoNormal align=center style='text-align:center'><span style='font-size:10.0pt;color:black'><hr size=2 width="100%" align=center></span></div><p class=MsoNormal style='margin-bottom:12.0pt'><b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'>From:</span></b><span style='font-size:10.0pt;font-family:"Tahoma","sans-serif";color:black'> <a href="mailto:womeninmedicine-bounces@list.pitt.edu">womeninmedicine-bounces@list.pitt.edu</a> [<a href="mailto:womeninmedicine-bounces@list.pitt.edu">womeninmedicine-bounces@list.pitt.edu</a>] On Behalf Of Weisz, Ora Anna [<a href="mailto:weisz@pitt.edu">weisz@pitt.edu</a>]<br><b>Sent:</b> Tuesday, September 25, 2012 9:19 AM<br><b>To:</b> <a href="mailto:womeninmedicine@list.pitt.edu">womeninmedicine@list.pitt.edu</a><br><b>Subject:</b> [Womeninmedicine] from the NY Times</span><o:p></o:p></p></div><div><div><h1><span style='font-size:18.0pt;font-family:"Georgia","serif"'>Bias Persists for Women of Science, a Study Finds</span><o:p></o:p></h1><h6 style='margin-bottom:1.5pt;line-height:14.4pt'><b><span style='font-size:7.5pt;font-family:"Arial","sans-serif";color:gray'>By <a href="http://topics.nytimes.com/top/reference/timestopics/people/c/kenneth_chang/index.html" target="_blank" title="More Articles by KENNETH CHANG">KENNETH CHANG</a></span></b><o:p></o:p></h6><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>Science professors at American universities widely regard female undergraduates as less competent than male students with the same accomplishments and skills, a new study by researchers at <a href="http://topics.nytimes.com/top/reference/timestopics/organizations/y/yale_university/index.html?inline=nyt-org" target="_blank" title="More articles about Yale University.">Yale</a> concluded. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>As a result, the report found, the professors were less likely to offer the women mentoring or a job. And even if they were willing to offer a job, the salary was lower. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>The bias was pervasive, the scientists said, and probably reflected subconscious cultural influences rather than overt or deliberate discrimination. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>Female professors were just as biased against women students as their male colleagues, and biology professors just as biased as physics professors — even though more than half of biology majors are women, whereas men far outnumber women in physics. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>“I think we were all just a little bit surprised at how powerful the results were — that not only do the faculty in biology, chemistry and physics express these biases quite clearly, but the significance and strength of the results was really quite striking,” said <a href="http://bbs.yale.edu/molecularcell/people/jo_handelsman-2.profile" target="_blank">Jo Handelsman</a>, a professor of molecular, cellular and developmental biology at Yale. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>Dr. Handelsman was the senior author of <a href="http://www.pnas.org/cgi/doi/10.1073/pnas.1211286109" target="_blank" title=""Science faculty’s subtle gender biases favor male students," Proceedings of the National Academy of Sciences.">an article reporting the findings</a>, published online on Monday by Proceedings of the National Academy of Sciences. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'><a href="http://ki.mit.edu/people/faculty/hopkins" target="_blank">Nancy Hopkins</a>, a professor of biology at the Massachusetts Institute of Technology who has long talked about continuing barriers to women in science, described the study as “enormously important.” </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>Dr. Hopkins said that small slights, accumulated over the course of a career, slowed many women of science. “They don’t have the confidence level to get to the top,” she said. “They’re getting undercut.” </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>She added, “People tend to think that the problem has gone away, but alas, it hasn’t.” </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>Discussions of gender bias in science and mathematics have long been complicated by a host of factors — including whether women receive preferential treatment through affirmative action or whether innate differences indeed exist between men and women. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>To avoid such complications, the Yale researchers sought to design the simplest study possible. They contacted professors in the biology, chemistry and physics departments at six major research universities — three private and three public, unnamed in the study — and asked them to evaluate, as part of a study, an application from a recent graduate seeking a position as a laboratory manager. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>All of the professors received the same one-page summary, which portrayed the applicant as promising but not stellar. But in half of the descriptions, the mythical applicant was named John and in half the applicant was named Jennifer. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>About 30 percent of the professors, 127 in all, responded. (They were asked not to discuss the study with colleagues, limiting the chance that they would compare notes and realize its purpose.) </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>On a scale of 1 to 7, with 7 being highest, professors gave John an average score of 4 for competence and Jennifer 3.3. John was also seen more favorably as someone they might hire for their laboratories or would be willing to mentor. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>The average starting salary offered to Jennifer was $26,508. To John it was $30,328. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>The bias had no relation to the professors’ age, sex, teaching field or tenure status. “There’s not even a hint of a difference there,” said Corinne Moss-Racusin, a postdoctoral social <a href="http://topics.nytimes.com/top/news/health/diseasesconditionsandhealthtopics/psychology_and_psychologists/index.html?inline=nyt-classifier" target="_blank" title="Recent and archival health news about psychology.">psychology</a> researcher who was the lead author of the paper. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>Dr. Handelsman said previous studies had shown similar subconscious bias in other occupations. But when she discussed the concerns with other scientists, many responded that scientists would rise above it because they were trained to analyze objective data rationally. </span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:12.0pt;line-height:18.0pt'><span style='font-size:9.0pt;font-family:"Georgia","serif";color:black'>“I began to, on the one hand, wonder, ‘Well, perhaps that’s true: maybe people who are trained to be objective have some way of ferreting these out,’ ” she said. “But on the other hand, if scientists were no different from all the other groups that have been studied, that’s something that we should know.” </span><o:p></o:p></p><p class=MsoNormal style='line-height:18.0pt'><span style='color:black'> </span><o:p></o:p></p><p class=MsoNormal style='line-height:18.0pt'><span style='font-size:7.5pt;font-family:"Georgia","serif";color:#333333'><image001.png></span><o:p></o:p></p><h5 style='line-height:10.5pt;background:white'><span 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style='font-size:7.5pt;font-family:"Georgia","serif";color:#333333'><image002.png></span><o:p></o:p></p><p class=MsoNormal style='line-height:15.0pt;background:white'><b><span style='font-size:7.5pt;font-family:"Arial","sans-serif";color:black;text-transform:uppercase'>More in Science </span></b><span style='font-size:7.5pt;font-family:"Arial","sans-serif";color:#888888;text-transform:uppercase'>(5 of 26 articles)</span><o:p></o:p></p><p class=MsoNormal style='margin-bottom:3.75pt;line-height:13.6pt;background:white'><b><span style='font-size:11.5pt;font-family:"Georgia","serif";color:black'><a href="http://www.nytimes.com/2012/09/25/science/spotted-antbirds-feathered-freeloaders-at-the-ant-parade.html?src=un&feedurl=http%3A%2F%2Fjson8.nytimes.com%2Fpages%2Fscience%2Findex.jsonp" target="_blank">Basics: Feathered Freeloaders at the Ant Parade</a></span></b><o:p></o:p></p><p class=refer style='background:white'><span style='font-size:8.5pt'><a href="http://www.nytimes.com/2012/09/25/science/spotted-antbirds-feathered-freeloaders-at-the-ant-parade.html?src=un&feedurl=http%3A%2F%2Fjson8.nytimes.com%2Fpages%2Fscience%2Findex.jsonp" target="_blank">Read More »</a></span><o:p></o:p></p><p class=MsoNormal style='line-height:18.0pt;background:white'><span style='font-size:7.5pt;font-family:"Georgia","serif";color:#333333'>Close</span><o:p></o:p></p><p class=MsoNormal style='line-height:18.0pt;background:white'><span style='font-size:7.5pt;font-family:"Georgia","serif";color:#333333'><br clear=all></span><o:p></o:p></p><p class=MsoNormal><span style='color:black'> </span><o:p></o:p></p><p class=MsoNormal><span style='color:black'> </span><o:p></o:p></p><p class=MsoNormal><span style='font-size:7.5pt;color:black'>_____________________________________________________________________</span><o:p></o:p></p><p class=MsoNormal><span style='font-size:7.5pt;color:black'>Ora A. Weisz, PhD | Professor of Medicine, Professor of Cell Biology </span><o:p></o:p></p><p class=MsoNormal><span style='font-size:7.5pt;color:black'>Vice Chair of Faculty Development, Department of Medicine</span><o:p></o:p></p><p class=MsoNormal><span style='font-size:7.5pt;color:black'>Assistant Dean for Faculty Development, University of Pittsburgh School of Medicine</span><o:p></o:p></p><p class=MsoNormal><span style='font-size:7.5pt;color:black'>Renal-Electrolyte Division | 978.1 Scaife Hall | 3550 Terrace St. | Pittsburgh PA 15261</span><o:p></o:p></p><p class=MsoNormal><span style='font-size:7.5pt;color:black'>Tel: 412-383-8891 | Fax: 412-383-8956 | Email: <a href="mailto:weisz@pitt.edu">weisz@pitt.edu</a> | website: <a href="http://weisz2.dept-med.pitt.edu">weisz2.dept-med.pitt.edu</a></span><o:p></o:p></p><p class=MsoNormal><span style='color:black'> </span><o:p></o:p></p></div></div></div></div></div></div></blockquote><blockquote style='margin-top:5.0pt;margin-bottom:5.0pt'><div><p class=MsoNormal><span style='font-size:12.0pt;font-family:"Times New Roman","serif"'>_______________________________________________<br>Womeninmedicine mailing list<br><a href="mailto:Womeninmedicine@list.pitt.edu">Womeninmedicine@list.pitt.edu</a><br><a href="https://list.pitt.edu/mailman/listinfo/womeninmedicine">https://list.pitt.edu/mailman/listinfo/womeninmedicine</a><o:p></o:p></span></p></div></blockquote></div></body></html>