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STATUS OF WOMEN FACULTY Elizabeth L. Travis, Ph.D., FASTRO Associate Vice President Women Faculty Programs February 2, 2009 WOMEN FACULTY PROGRAMS.

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Presentation on theme: "STATUS OF WOMEN FACULTY Elizabeth L. Travis, Ph.D., FASTRO Associate Vice President Women Faculty Programs February 2, 2009 WOMEN FACULTY PROGRAMS."— Presentation transcript:

1 STATUS OF WOMEN FACULTY Elizabeth L. Travis, Ph.D., FASTRO Associate Vice President Women Faculty Programs February 2, 2009 WOMEN FACULTY PROGRAMS

2 Women Faculty Programs VISION We shall be the #1 destination for women physicians and scientists in cancer treatment and research in support of M.D. Anderson’s vision to be the premier cancer center in the world.MISSION Be the model for cancer centers in the effective recruitment, retention, and advancement of by creating an institutional culture a diverse faculty of women by creating an institutional culture where women physicians and scientists choose to be where women physicians and scientists choose to be.

3 Associate Vice President appointed November 2006 February 2009 February 2007 WFP office doors opened WFP Office open for 2 years Women Faculty Programs …partnering with leadership and faculty to “create a culture where women physicians and scientists choose to be…”

4 Women Graduates and Women in Oncology Sources: National Science Foundation, Division of Science Resources Statistics, Survey of Earned Doctorates, AAMC Data Book, 2007 and ASCO Workforce Studies, 2007 Increasing numbers of women are entering the oncology workforce 48% In 2005, 48% of fellows completing training were women (2X 1995) BUT 24% only 24% of practicing oncologists are women. Women M. D. and Ph.D. Graduates ( ) both at 49% in 2006

5 GOAL 4 GOAL 4 Recognition of Women In Science & Medicine Nominate women for internal and external prestigious prizes and awards Kripke Legends Award → March 25 Legends and Legacies book: External marketing Women Leading the Way Lecturer: Nancy Davidson, M.D. → May 12 GOAL 1 Data-Driven Decision Making & Accountability Making & Accountability Develop internal and external metrics and benchmarks Review of faculty salaries NIH grant proposal → Submitted Publish paper on gender-balance at MDACC GOAL 3 GOAL 3Professional Development & Development &Mentoring ELAM ECSF Panel (NTRA’s) → Feb 11 PTC Panel (Tenured & TT) → Feb 16 CFRC Panel (NTCA’s) → Feb 16 GOAL 2 Organizational Change Sexual harassment program Nominate women for leadership Extension of tenure clock (not requiring approval) Talent management program Committed to the recruitment, retention & advancement of women faculty Women Faculty Programs: Women Faculty Programs: Partnering with leadership and faculty to “create a culture where women physicians & scientists choose to be.” Develop dashboard reports Nominate women for institutional committees Individual mentoring/coaching Mentoring: Promotion/Tenure → Apr 6 MDACC women faculty on WFP website

6 MDACC Faculty Demographics (FY08) Source: M. D. Anderson Cancer Center, Faculty Academic Affairs, FY08 Annual Report Denominator: Number of women and men faculty in FY08 TENURE 20% 37% TENURE TRACK 14% 15% NTCA 36% 28% NTRA 30% of 481 women 20% of 940 men

7 Comparison: MDACC vs. AAMC Source: M. D. Anderson Cancer Center, Faculty Academic Affairs, FY08 Annual Report and AAMC ( ) Denominator: Number of total faculty in each group According to AAMC, women are less likely to be professors department chairs and division heads

8 Faculty Rank by Gender (FY99-FY08) Female Source: M. D. Anderson Cancer Center, Faculty Academic Affairs, FY08 Annual Report Denominator: Number of women and men faculty in each fiscal year Male Assistant Professor Professor Associate Professor Instructor Associate Professor Professor Assistant Professor Fiscal Year

9 Tenure Status by Gender (FY03-FY08) Female Male Tenure Track NTRA NTCA Tenure NTRA Tenure Track NTCA Source: M. D. Anderson Cancer Center, Faculty Academic Affairs, FY08 Annual Report Denominator: Number of women and men faculty in each fiscal year Fiscal Year

10 Organizational Change: Women in Leadership Revised Leadership Search Policy (AY08) Women and/or minority must be on “short list” sent to the President Women and/or minority must be on “short list” sent to the President AVP reviews search committee membership prior to approval AVP serves on every search committee Outcome (as of AY08) # of leadership searches # of women on “short list” # of women appointed Completed 663 Ongoing 34 WFP is developing a process to track women and minority candidates throughout search process

11 Organizational Change Family/Life Issues Extension of Tenure Clock (not requiring approval) Eligibility Faculty members who become a parent by  birth or  adoption or foster care placement < 5 yrs old extension without penalty will be granted an extension without penalty. This extension does not require approval by the department chair, division head, or the PRO/EVP. Process Written notification to department chair, division head and SVP of Academic Affairs within 6 months of the event.

12 Organizational Change Family/Life Issues Extension of Tenure Clock (not requiring approval) Time of extension One year per event If multiple children per event → a single extension will apply Extension limitations Maximum 2 extensions per 7-yr period are not eligible Faculty members with formal notice of termination or non-renewal of appointment are not eligible for an extension. Questions? all Women Faculty Faculty Academic


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