ASGE supports the development and implementation of family and parental leave policies for the workforce. ASGE recognizes that family and parental leave are important for provider wellbeing and in reducing disparities in the gastroenterology workforce. ASGE recognizes that the need for supporting a more diverse workforce is imperative, as women now comprise one-third of current gastroenterology fellows.

To achieve this objective, ASGE recommends the development of paid leave policies available for all genders after the birth, adoption or fostering of a child, as well as to care for a family member after a qualifying event. In light of data supporting the benefits of 12 weeks of paid leave for infants, parents and workforce diversity, several medical societies have endorsed 12 weeks of leave, including the American Medical Association (AMA).^2-5 ASGE also supports development of family leave policies that support gastroenterologists in caring for an aging parent or other family member in need. ASGE recognizes the logistical challenges within the gastroenterology workforce with potential burden on colleagues and access to patient care. We note the urgency of addressing these challenges due to body of evidence supporting leave and the increasing number of states legislating paid leave.⁶ We recommend moving towards this objective with the development of care models and staffing plans that would support adequate parental leave while maintaining access to care for patients without overburdening colleagues. ASGE recommends policies be provided in a transparent and consistent manner, to improve equitable access to leave and assist in family planning and career decisions. Leave policies should be provided to all applicants to fellowship programs, academic medical centers, community hospitals, and physician practices.⁷ ASGE recognizes the prevalence of bias surrounding parental leave and recommends protection against retaliation, bias or discrimination for providers who take leave.

ASGE recommends efforts to support parents in gastroenterology, including flexible work structures, adequate protected time and space for lactation, and adjustments to clinical workload to accommodate pregnancy and postpartum needs.

1. Starkey M, Daboul J, Lang J, Hart B, Ekwenna O. Trends in female representation in gastroenterology fellowships in the United States. Ann Gastroenterol. 2022;35:577-583. (In eng). DOI: 10.20524/aog.2022.0747.
2. Montez K, Thomson S, Shabo V. An opportunity to promote health equity: national paid family and medical leave. Pediatrics. 2020;146e20201122. (In eng). DOI: 10.1542/peds.2020-1122.
3. Dodson NA, Talib HJ. Paid parental leave for mothers and fathers can improve physician wellness. AAP News. July 1, 2020.
   
4. Gault B, Hartmann H, Hegewisch A, Milli J, Reichlin L. Paid parental leave in the United States: What the data tell us about access, usage, and economic and health benefits. In: Research IfWsP, ed. Washington, D.C. 2014.
5. AMA. Policies for Parental, Family and Medical Necessity Leave H-405.960. American Medical Association; 2022.
6. KFF. Paid family and sick leave in the U.S. Published December 17, 2021. https://www.kff.org/womens-health-policy/fact-sheet/paid-family-leave-and-sick-days-in-the-u-s/.
7. Feld LD. Baby steps in the right direction: toward a parental leave policy for gastroenterology fellows. Am J Gastroenterol. 2021;116:505-508. DOI: 10.14309/ajg.0000000000001145.