Resources
Faculty Friendly Policies
Extension of Tenure Track/Tenure Clock
Not requiring approval for new child in family:
- For birth, adoption or foster care placement < 5 years old
- Gender neutral
- Does not require approval
- Time of extension: One-year extension per child and up to maximum of two years in any seven-year tenure/tenure track period
- Process: Must send written notification to department chair, division head and SVP for Academic Affairs within six months of the event
- This extension does not preclude promotion or tenure award on the same timeline as faculty who have not extended – provided all required criteria are met
Requiring approval:
- Justification for request: Military duty, administrative reassignment, assumption of exceptional administrative duties, personal circumstances such as disability or illness, being a principal caregiver of a preschool child or disables, elderly or ill family member
- Time of extension: One year extension in seven-year tenure/tenure track period, without penalty
- Process: Request must be made at the time the extension is needed
Revised Faculty Leadership Search Committee Policy
- Associate vice president reviews search committee membership prior to approval and serves on every search committee
- Women and/or minority faculty must be members of every search committee. Final list of candidates sent to the president must include women and/or minorities; if not, search can be questioned
Articles and Publications
Unless otherwise noted, file links below are in Adobe PDF format.
AAMC Reports and Studies
Promotion Rates for First-time Assistant and Associate Professors Appointed from 1967 to 1997, AAMC, May 2010
The Aging of Full-time U.S. Medical School Faculty, AAMC, October 2009
Women in U.S. Academic Medicine: Statistics and
Benchmarking Report 2009-2010, AAMC
Differences in U.S. Medical School Faculty Job Satisfaction by Gender, AAMC, November 2008
An Overview of Women in U.S. Academic Medicine 2005-06, AAMC, October 2006
Future Medical School Applicants, Part II: Gender Diversity, AAMC, July 2005
NIH Reports
Women in Research: The Involvement of Women in Career Development (ppt), Ruth L. Kirschstein, NRSA Training and Fellowship Programs, and National Institutes of Health Office of Extramural Research, May 2008
Women in Biomedical Research: Best Practices for
Sustaining Career Success, National Institutes of Health, March 2008
National Leadership Workshop on Mentoring Women in biomedical Careers, Office of Research on Women’s Health, National Institutes of Health, November 2007
AWIS Reports & Data
Catalyst Publications
Engaging Men in Gender Initiatives: What Change Agents Need To Know, 2009
Cascading Gender biases, compounding effects: An Assessment
of Talent Management Systems, 2009
Resources from
Professional Organizations
National Institutes of Health Women of Color Research Network (WoCRn)
NIH Women of Color Research Network fosters research careers of women of color in science. WoCRn, open to women of color and all supporters of diversity in the scientific workforce, was developed by the NIH Working Group on Women in Biomedical Careers (1) to provide a centralized source to connect with mentors and role models, learn about the NIH grants process and find career development advice; (2) to feature networking opportunities, such as discussion boards and connections with colleagues; and (3) to promote diversity of the biomedical workforce by providing a platform for scientists to explore opportunities and share experiences.
Women in Cancer Research, American Association for Cancer Research (WICR-AACR)
AACR-Women in Cancer Research (WICR) is a group within the American Association for Cancer Research (AACR). WICR is open to membership by all AACR members - male and female - who support its mission to foster the professional advancement and scientific achievements of women in the field of cancer research.
Group on Women in Medicine and Science, Association of American Medical Colleges (GWIMS-AAMC)
The mission of the AAMC's Group on Women in Medicine and Science is to advance the full and successful participation of women in all roles within academic medicine. The GWIMS will serve as a national forum to advance women's success in medicine and science by addressing gender equity, recruitment and retention, awards and recognition and career advancement.
Association for Women in Science (AWIS)
AWIS is a national advocacy organization championing the interests of women in science, technology, engineering, and mathematics across all disciplines and employment sectors. By breaking down barriers and creating opportunities, AWIS strives to ensure that women in these fields can achieve their full potential.
Executive Leadership in Academic Medicine (ELAM)
The Hedwig van Ameringen Executive Leadership in Academic Medicine® (ELAM®) Program for Women is the nation's only in-depth program focused on preparing senior women faculty at schools of medicine, dentistry and public health for institutional leadership positions where they can effect positive change.
Women Executives in Science and Healthcare (WESH, formerly known as SELAM)
WESH, started as SELAM (Society for Executive Leadership in Academic Medicine) in 1998, is a professional organization dedicated to the advancement and promotion of women executives in academic medicine, healthcare and the sciences. WESH provides programs that enhance professional development and provide networking and mentoring opportunities.