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