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Increasing Faculty DiversityTTUHSC
Stephanie Leeper, MD Associate Regional Dean for Faculty Development
Professor, Internal Medicine/Family and Community MedicineMarjorie Jenkins, MD
Co-Director Women’s Health Research InstituteAssociate Professor, Internal Medicine and Obstetrics/Gynecology
TTUHSC, Amarillo
HISTORICAL PERSPECTIVE
2004
Women in Health Sciences Task Force (WiHSTF) created
CHARGE
Develop strategies to increase the number of women faculty especially in the senior academic ranks
Tenure and GenderA Snapshot of TTUHSC
SOM FACULTY by Tenure and Gender
(all departments)
0
20
40
60
80
100
120
Lubbock 1
999
Amar
illo 1
999
Lubbock 2
005
Amar
illo 2
005
Tenure Track Male
Tenure Track Female
Non Tenure Male
Non Tenure Female
FEMALE TENURE VS. NONTENURE TRACK
AMA
1999
Ped IM FP Ob
Gyn
Surg Total
Ten 0 0 0 0 0 0
Non 4 1 4 1 0 6
Ama
2005
Ped IM FP Ob
Gyn
Surg Total
Ten 0 1 0 1 0 2
Non 5 6 3 3 1 18
Lub
1999
Ped IM FP Ob
Gyn
Surg Total
Ten 0 1 0 1 1 3
Non 6 8 9 3 2 22
Lub
2005
Ped IM FP Ob
Gyn
Surg Total
Ten 0 1 0 0 1 2
Non 4 8 10 8 2 32
SOM FACULTY CHAIRS
0
2
4
6
8
10
12
14
16
Lubbock1999
Amarillo 1999 Lubbock2005
Amarillo 2005
Male
Female
Total
SOM FACULTY ASSOCIATE/ASSISTANT DEANS
0
1
2
3
4
5
6
Lubbock1999
Amarillo1999
Lubbock2005
Amarillo2005
Male
Female
Total
RANK BY GENDERLUBBOCK & AMARILLO
(FM,Peds, IM,OB/Gyn, Surg)
0
5
10
15
20
25
30
35
40
45
50
Instr Asst Prof Assoc Full
Male
Female
Total
ADVANCEIncreasing the Participation and
Advancement of Women in Academic Science and Engineering Careers
ADVANCE PROGRAMS
• Virginia Tech • UA @ Birmingham• UC @ Irvine• Case Western • UC @ Boulder• Columbia • Georgia IT• Kansas State Univ• Univ Md @ Baltimore Co• Univ Mich @ Ann Arbor
• Univ of Montana• New Mexico State Univ• Hunter College, NY• Univ of Puerto Rico• Univ of Rhode Island• Univ of Texas @ El Paso• Univ of Washington• Univ of Wisconsin• Utah State Univ• Virginia Polytechnic
PAID: Partnerships for Adaptation, Implementation,
and Dissemination Award
• ADVANCE: Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers
Texas Tech University
PoWERSParticipation of Women in Engineering Research
and Science
NSF PAID Proposal
PoWERS Faculty• Stephanie Leeper, MD
– Professor, Internal Medicine– Associate Regional Dean of Faculty Development
• Cynthia Raehl, PharmD– Professor, School of Pharmacy– Chair, Pharmacy Practice
• Marjorie Jenkins, MD– Associate Professor, Internal Medicine– Co-Director Women’s Health Research Institute
• Karlene Hoo, PhD– Associate Dean of Research College of Engineering
• Caryl Heintz, PhD– Associate Academic Dean, College of Arts and Sciences
• Charlotte Dunham, PhD– Associate Professor, Sociology– Director Office of Women’s Studies
TTUHSC PoWERS
NSF TTUHSC PoWERS Departments
• TTUHSC SOM Amarillo/Lubbock– Family Medicine– Internal Medicine– Pediatrics– Obstetrics/Gynecology
• TTUHSC SOP– Pharmaceutical Sciences– Pharmacy Practice
PoWERS Initiatives
• Faculty Recruitment
• Faculty Development and Retention
• Climate Assessment
Faculty Recruitment
Faculty RecruitmentSTRIDE
Promote gender equitable hiring
• Providing advice on search committee– Composition– Practices
• Conduct workshops on gender equity
• Interact with search committees throughout the process
• Provided documents proven to be useful for successful searches
Faculty Recruitment• STRIDE Program (Adapted Univ of MI)
– Educate Department Faculty on Promoting Gender Equity• Faculty Recruitment Workshops
– Explain STRIDE– Provide resources where to recruit– Checklist for recruitment
– STRIDE Representatives• TTUHSC (8)• TTU (8)• Senior level faculty• Travel funds to attend 1 meeting per year• 5-7% release time
– Responsibility of STRIDE members• Adaptation and Dissemination Materials
– Faculty Recruitment Handbook– Candidate Evaluation Form– Dual Career Couple Procedures
STRIDE Benefits
• Development of new TTUHSC procedures for recruitment
• Increase awareness of recruiting and gender issues
• Increase in the number of women in the candidate pool
• Increase in the number of women faculty hired
Faculty Development and Retention
1. Mentoring Formal mentoring program– Peer-mentoring sessions– Listserv
2. Tenure and Promotion Institution-wide 3rd year review policy for tenure and promotion
3. Exit Interviews
Mentoring Program Implementation
• Adaptation of worksheets• Enrollment of mentee/mentors• Mentor training• Kick-off luncheon for prospective
mentors/mentees• Expectations
– Individual meetings 1 per quarter– Peer group meetings 2 per year– Group luncheon meeting 1 per year
Mentoring - Listserv
• Goals– Promote interaction among the mentor/mentee groups– Overcome geographical separation– Provide a safe environment for dialogue
• Benefits– Identification of hidden climate issues– Collaboration between TTU and TTUHSC faculty
• Outcomes– Topics discussed– Number of postings– Number of participants– Participant satisfaction with listserv
Faculty Development Third Year Review
• Mandatory third year review
• Forgo requirement of external letters
• Participation of the Deans of each college/school– meet with the Department Chairs and faculty– review dossiers– endorse the written review summaries
Exit Interviews
• Conduct exit interviews for all faculty who agree to participate
• Interview questionnaireHybrid of NMSU, CAS and Women’s Studies
• Compile and analyze results
PoWERS Institutional Integration
PoWERSInstitutional Integration
Enable the integration of initiatives across the system through the WiHSC (Women in Health Sciences Committee) and TTU GEC (Gender Equity Center) and the Office of Diversity at TTU
PoWERS Organization
Success and Sustainability
Dependant upon Institutional Support– Participation and Support of Administrative
and Faculty leaders– Funding– Policy Reform
Institutional Support
• Deans– Funding for STRIDE– Participation on Internal Advisory Board– Identification of potential mentors/mentees– Participation in 3rd year review– Support of PoWERS objectives
• Chairs– Support and Participation in STRIDE– Identification of potential mentors/mentees– Participation in 3rd year review process– Touting PoWERS program to potential and current faculty– Support of PoWERS objectives
TTUHSC Management Structure
• Lead PIs• Leeper
• - Recruitment - STRIDE• Jenkins
• Faculty Development and Retention– Mentoring Program – Group/Individual
• Leeper– Mentoring Program – Listserv
• Jenkins– Third Year Review
• Leeper– Exit Interview
• Raehl• Advisory Board
• Leeper
TTUHSC PoWERS
How can we best adapt these programs to TTUHSC Amarillo and TTUHSC Lubbock?
1. Recruitment processes (STRIDE)
2. Formal mentoring program
3. 3rd year review
4. Exit interview of faculty
5. Ensure participation on Internal Advisory Board
6. Faculty participation
WISE INVESTMENT
• Indirect costs can be reinvested into faculty development, recruitment, and retention
• Public recognition by dissemination of information regarding our program to AAMC and other professional organizations via publications, forum, workshops, and other presentations