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Increasing Faculty Diversity TTUHSC

Increasing Faculty Diversity TTUHSC. Stephanie Leeper, MD Associate Regional Dean for Faculty Development Professor, Internal Medicine/Family and Community Medicine Marjorie Jenkins, MD Co-Director Women’s Health Research Institute

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Increasing Faculty Diversity TTUHSC

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  1. Increasing Faculty DiversityTTUHSC Stephanie Leeper, MD Associate Regional Dean for Faculty Development Professor, Internal Medicine/Family and Community Medicine Marjorie Jenkins, MD Co-Director Women’s Health Research Institute Associate Professor, Internal Medicine and Obstetrics/Gynecology TTUHSC, Amarillo

  2. HISTORICAL PERSPECTIVE 2004 Women in Health Sciences Task Force (WiHSTF) created

  3. CHARGE Develop strategies to increase the number of women faculty especially in the senior academic ranks

  4. Tenure and GenderA Snapshot of TTUHSC

  5. SOM FACULTY by Tenure and Gender(all departments)

  6. FEMALE TENURE VS. NONTENURE TRACK

  7. SOM FACULTY CHAIRS

  8. SOM FACULTY ASSOCIATE/ASSISTANT DEANS

  9. RANK BY GENDERLUBBOCK & AMARILLO(FM,Peds, IM,OB/Gyn, Surg)

  10. ADVANCE Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers

  11. 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 ADVANCE PROGRAMS

  12. PAID: Partnerships for Adaptation, Implementation, and Dissemination Award • ADVANCE: Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers

  13. Texas Tech UniversityPoWERSParticipation of Women in Engineering Research and Science NSF PAID Proposal

  14. 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

  15. TTUHSC PoWERS

  16. NSF TTUHSC PoWERS Departments • TTUHSC SOM Amarillo/Lubbock • Family Medicine • Internal Medicine • Pediatrics • Obstetrics/Gynecology • TTUHSC SOP • Pharmaceutical Sciences • Pharmacy Practice

  17. PoWERS Initiatives • Faculty Recruitment • Faculty Development and Retention • Climate Assessment

  18. Faculty Recruitment

  19. 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

  20. 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

  21. 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

  22. Faculty Development and Retention • Mentoring Formal mentoring program • Peer-mentoring sessions • Listserv • Tenure and Promotion Institution-wide 3rd year review policy for tenure and promotion • Exit Interviews

  23. 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

  24. 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

  25. 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

  26. Exit Interviews • Conduct exit interviews for all faculty who agree to participate • Interview questionnaire Hybrid of NMSU, CAS and Women’s Studies • Compile and analyze results

  27. PoWERS Institutional Integration

  28. 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

  29. PoWERS Organization

  30. Success and Sustainability Dependant upon Institutional Support • Participation and Support of Administrative and Faculty leaders • Funding • Policy Reform

  31. 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

  32. 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

  33. TTUHSC PoWERS How can we best adapt these programs to TTUHSC Amarillo and TTUHSC Lubbock? • Recruitment processes (STRIDE) • Formal mentoring program • 3rd year review • Exit interview of faculty • Ensure participation on Internal Advisory Board • Faculty participation

  34. 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

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