1. 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

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 Gender A Snapshot of TTUHSC

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

6. FEMALE TENURE VS. NONTENURE TRACK AMA 1999 PedIMFPOb Gyn SurgTotal Ten000000 Non414106 Ama 2005 PedIMFPOb Gyn SurgTotal Ten010102 Non5633118 Lub 1999 PedIMFPOb Gyn SurgTotal Ten010113 Non6893222 Lub 2005 PedIMFPOb Gyn SurgTotal Ten010012 Non48108232

7. SOM FACULTY CHAIRS

8. SOM FACULTY ASSOCIATE/ASSISTANT DEANS

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

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

11. 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

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 University PoWERS Participation 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. TTU PoWERS Adaptations 1. Faculty recruitment 1. Michigan’s STRIDE 2. Faculty development/retention: 1. UTEP’s group mentoring with review 2. NMSU’s modified UW’s mentor/mentee expectation worksheets 3. NMSU’s exit interview 4. Michigan’s third-year pre-tenure and annual review 3. Climate Assessment 1. UTEP’s external review board

18. PoWERS Initiatives Faculty Recruitment Faculty Development and Retention Climate Assessment

19. Faculty Recruitment

20. 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

21. 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

22. 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

23. Faculty Development and Retention 1.Mentoring Formal mentoring program –Peer-mentoring sessions –Listserv 2.Tenure and Promotion Institution-wide 3 rd year review policy for tenure and promotion 3.Exit Interviews

24. 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

25. 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

26. 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

27. 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

28. PoWERS Institutional Integration

29. 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

30. PoWERS Organization

31. Climate Internal Advisory Board Deans –College of Engineering –College of Arts and Sciences –School of Medicine –School of Pharmacy Representatives –WiHSC (2) –GEC (2) –Vice President for Academic Affairs Office –Provost’s Office PAID Team Multicultural Affairs and Diversity Offices External Advisory Board External Reviewers (2) TTU Liaisons –German Nunez TTUHSC –Juan Munoz TTU

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

33. 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 3 rd year review process –Touting PoWERS program to potential and current faculty –Support of PoWERS objectives

34. 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

35. TTUHSC PoWERS How can we best adapt these programs to TTUHSC Amarillo and TTUHSC Lubbock? 1.Recruitment processes (STRIDE) 2.Formal mentoring program 3.3 rd year review 4.Exit interview of faculty 5.Ensure participation on Internal Advisory Board 6.Faculty participation

36. 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