increasing faculty diversity ttuhsc l.
Skip this Video
Loading SlideShow in 5 Seconds..
Increasing Faculty Diversity TTUHSC PowerPoint Presentation
Download Presentation
Increasing Faculty Diversity TTUHSC

Loading in 2 Seconds...

play fullscreen
1 / 34

Increasing Faculty Diversity TTUHSC - PowerPoint PPT Presentation

  • Uploaded on

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

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about 'Increasing Faculty Diversity TTUHSC' - kylene

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
increasing faculty diversity ttuhsc

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

historical perspective


Women in Health Sciences Task Force (WiHSTF) created


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


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


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
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 powers participation of women in engineering research and science

Texas Tech UniversityPoWERSParticipation of Women in Engineering Research and Science

NSF PAID Proposal

powers faculty
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
nsf ttuhsc powers departments
  • TTUHSC SOM Amarillo/Lubbock
    • Family Medicine
    • Internal Medicine
    • Pediatrics
    • Obstetrics/Gynecology
    • Pharmaceutical Sciences
    • Pharmacy Practice
powers initiatives
PoWERS Initiatives
  • Faculty Recruitment
  • Faculty Development and Retention
  • Climate Assessment
faculty recruitment stride
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 recruitment20
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
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
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
mentoring program implementation
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
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
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
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 integration28
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

success and sustainability
Success and Sustainability

Dependant upon Institutional Support

  • Participation and Support of Administrative and Faculty leaders
  • Funding
  • Policy Reform
institutional support
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
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 powers33

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
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