Annual Meeting of the Women Faculty Martha Gulati, MD, MS, FACC, FAHA Associate Director, FAME, for Womens Academic Advancement October 13, 2015 Achievements Statistics of Women in COM Leadership Changing the Status Quo Women Faculty in the College of Medicine 2 Congratulations! New Women Faculty Newly Promoted Women Faculty FAME Awardees National Awardees New Women in Leadership Roles 3 Percentage of Women and Men by Track 4 All Paid Full Time OSUCOM Faculty; OSU PeopleSoft Data as of 10/1/ Paid Faculty, incl. part-time, 770 women, 1071 men Distribution By Gender and Track (Full Time) 5 All Paid OSUCOM Faculty; OSU PeopleSoft Data as of 10/1/15 Track Distribution By Gender 6 All Paid OSUCOM Faculty; OSU PeopleSoft Data as of 10/1/15 Women and Men By Rank 7 All Paid OSUCOM Faculty; OSU PeopleSoft Data as of 10/1/15 Trend of Women Faculty as Ratio to Male Faculty Growth Relative to Track 8 Proportional Growth 9 Full Time OSUCOM Faculty; OSU PeopleSoft Data as of 10/1/ Annual Women in Academic Medicine and Science Statistics and Benchmarking Survey Inclusive of All Tracks Women Part Time 34 Men Part Time Trends: Percentage of Women on Tenure Track or Full Professor 2015 Men at OSU Professor: 32% Tenure: 32% National Data Women Professors: 22% (vs. men 31%) Women Tenure: 23% (vs. men 24%) 2014 Annual Women in Academic Medicine and Science Statistics and Benchmarking Survey Faculty in Leadership Roles Department Chairs 12 FemaleMale Women & Men: Career Advancement Data shows that Male STEM professors spend more time engaging in activities that directly relate to career advancement, devoting 42% of their work hours to research vs. 27% for Female professors- spend more time on service and mentoring activities that do not necessarily get rewarded Stanford School of Medicine: development of Academic Biomedical Career Customization- designed to increase culture of work-life integration plans & polices Innovation of a banking system allowing faculty to earn rewards for time spent on activities that often benefit college/department/division but often unrecognized (mentoring, committees converted to grant writing assistance, meal deliveries, housecleaning) Women & Leadership Survey: Medscape Financial compensation, prestige, bolstering a resume ranked low on reason for pursuing a leadership role, while having a positive influence on others and effecting change were most important to both current women leaders and non-leaders 14 Does Work Life Balance Get in the Way? Medscape Survey: Women as Physician Leaders- Stephanie Cajigal; Greg Weiss; Nelson Silva September 17, 2015 18 19 Women In Medicine: How to Change the Status Quo Medical Student Applicants: Measure and Confront Bias; Educate your Admission Committee Medical Students/Residents/Fellows: Measure and Confront Bias; Educate your Faculty and Residents Women in Academic Medicine: Measure and Confront Bias; Promotion & Academic Advancement of Women; Prepare Women and Consider Women for Leadership; Salary Transparency; Equity & Parity for Women in Medicine Will result in Job Satisfaction, Academic Advancement, Retention of Women, Good Role Models for medical students, better care of patients with more diversity at all levels 20 Why OSU COM Needs to Care: Its Not Just a Woman Issue Harvard Business School study of more than 6,500 HBS grads that showed that modern men are more family-focused than ever before: 1/3 of male millennials expect to split child care , compared with 22% of Gen X men and 16% of boomer men. >1/4 of men cited flexible hours and supportive environment as most important in their workplace What You Can Do To Advance Ask your department chair and departments P&T chair about your promotion readiness Let your aspirations be known: ask your chair for leadership roles and assignments Participate in leadership development programs (Faculty Leadership Institute- FLI) Men as Partners: Invite men to faculty development programs that are oriented to womens issues Network and collaborate with women and men, locally & nationally Women at OSU COM: Cultivating an Inclusive Culture Where Women Physicians & Scientists Chose to Be Data Driven: Follow metrics Annual Analysis Annual Review of Salaries Gender Equity Develop Gender Sensitive Competencies in Leadership Mentoring Leadership: Cultivate Future Women Leaders from within the COM (FLI) Gender Balance on Search Committees Requirements of Women when open leadership spots Leadership Programs White Men as Full Diversity Partners Professional Development Recognition of Women in Medicine Awards Lectureship Series Collaboration with Womens Place and OSU STEM Gender Initiatives Women in Medicine & Science The mission of Women in Medicine and Science (WIMS) is to advance the careers of women faculty in the College of Medicine at The Ohio State University through appraisal, advocacy, and networking. Goals: Identify and actively reduce barriers to the professional success of women in medicine and science, focusing on equity & parity, promotion and leadership Implement and disseminate resources for mentoring, sponsorship and career development resources Improve the health and well-being of all faculty through aligning career goals with work-life balance Foster a positive culture and environment that supports the goals of all faculty in medicine and science 26 WIMS Steering Committee Erica Bell, PhD, Assistant Professor of Radiation Oncology Beth Besecker, MD, Assistant Professor of Internal Medicine Barbara Gracious, MD, Associate Professor of Psychiatry & Nutrition Martha Gulati, MD, Chair, Associate Professor of Internal Medicine Susan Massick, MD, Assistant Professor of Internal Medicine Susan Moffatt-Bruce, MD, Associate Professor of Surgery Sheryl Pfeil, MD, Associate Professor of Internal Medicine Zarine Shah, MD, Assistant Professor of Radiology Arwa Shanaah, MD, Assistant Professor of Pathology Laura Thompson, MD, Assistant Professor of Emergency Medicine Joanne Turner, PhD, Associate Professor of Microbial Infection & Immunity Elizabeth Yu, MD, Assistant Professor of Orthopaedics 27