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
Associate 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 Gender
A Snapshot of TTUHSC
SOM FACULTY
by Tenure and Gender
(all departments)
120
100
Tenure Track Male
Tenure Track Female
Non Tenure Male
Non Tenure Female
80
60
40
20
05
20
05
o
20
A
m
ar
ill
k
Lu
bb
oc
ill
m
ar
A
Lu
bb
oc
k
o
19
19
99
99
0
FEMALE TENURE VS.
NONTENURE TRACK
AMA
1999
Ped
IM
FP
Ob
Gyn
Surg
Total
Ama
2005
Ped
IM
FP
Ob
Gyn
Surg Total
Ten
0
0
0
0
0
0
Ten
0
1
0
1
0
2
Non
4
1
4
1
0
6
Non
5
6
3
3
1
18
Lub
1999
Ped
IM
FP Ob
Gyn
Surg
Total
Lub
2005
Ped
IM
FP
Ob
Gyn
Surg Total
Ten
0
1
0
1
1
3
Ten
0
1
0
0
1
2
Non
6
8
9
3
2
22
Non
4
8
10
8
2
32
SOM FACULTY CHAIRS
16
14
12
10
Male
Female
Total
8
6
4
2
0
Lubbock
1999
Amarillo 1999
Lubbock
2005
Amarillo 2005
SOM FACULTY
ASSOCIATE/ASSISTANT DEANS
6
5
4
Male
Female
Total
3
2
1
0
Lubbock
1999
Amarillo
1999
Lubbock
2005
Amarillo
2005
RANK BY GENDER
LUBBOCK & AMARILLO
(FM,Peds, IM,OB/Gyn, Surg)
50
45
40
35
30
Male
Female
Total
25
20
15
10
5
0
Instr
Asst Prof
Assoc
Full
ADVANCE
Increasing 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
• ADVANCE: Increasing the Participation
and Advancement of Women in Academic
Science and Engineering Careers
PAID: Partnerships for
Adaptation, Implementation,
and Dissemination Award
NSF PAID Proposal
Texas Tech University
PoWERS
Participation of Women in Engineering Research
and Science
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 Recruitment
STRIDE
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 questionnaire
Hybrid of NMSU, CAS and Women’s Studies
• Compile and analyze results
PoWERS
Institutional Integration
PoWERS
Institutional 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.
2.
3.
4.
5.
6.
Recruitment processes (STRIDE)
Formal mentoring program
3rd year review
Exit interview of faculty
Ensure participation on Internal Advisory Board
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