LAUSR

Objective: To evaluate family and maternity leave policies and examine the social and professional impacts on female ophthalmologists Participants: Participants were recruited through the Women in Ophthalmology online list-serv to complete a survey evaluating maternity leave policies and their impacts. Survey questions were repeated for each birth event after medical school for up to five birth events. Results: The survey was accessed 198 times, and 169 responses were unique. Most participants were practicing ophthalmologists (92.3%), with a minority in residency (5.3%), in fellowship (1.2%), on disability/leave (0.6%), or retired (0.6%). Most participants (78.3%) were within their first ten years of practice. Experiences were recorded for each leave event, with 169 responses for the first leave, 120 for the second, 28 for the third, and 2 for the fourth. Nearly half of participants reported the information they received about maternity leave to be somewhat or extremely inadequate (first: 49.7%; second: 42.1%; third: 40.9%). Many reported a greater sense of burnout after returning to work (first: 60.9%, second: 58.3%, third: 45.5%). A minority of participants received full pay during the first through third maternity leave events, 39%, 27%, and 33%, respectively. About a third of participants reported being somewhat or very dissatisfied with their maternity leave experience (first: 42.3%, second: 35.0%; third: 27.3%). Conclusions: Female ophthalmologists have varying experiences with maternity leave, but many encounter similar challenges. This study demonstrates that many women receive inadequate information about family leave, desire more weeks of leave, experience a wide variation in pay practices, and lack support for breastfeeding. Understanding the shared experiences of women in ophthalmology identifies areas where improvements are needed in maternity leave practices within the field to create a more supportive environment for physician mothers.