1. BWFC Subcommittee on women in Leadership
Danielle Walsh
Aditi Naniwadekar
Rachel Roper
Susan Schmidt
Folashade Jose
Santa J Johnston
Toni Johnson

2. Charge
To set measurable goals and objectives, make recommendations, and develop an implementation plan for outcomes to advance the role of women in leadership.

3. Vision
Improve the diversity of formal leadership in BSOM through parity in the number of women in leadership positions by qualified individuals through both internal professional development and external hiring.

4. Goals
Understand the status of women in leadership roles at BSOM through quantitative assessment in a standardized, ongoing, and prospective manner.
Benchmark this data against other institutions and national data, where able.
Leverage this data on women in leadership roles at BSOM to identify both departmental and non-departmental power structures with disproportionately low representation of women for opportunities for balance

5. Specific Actions – Goal 1
Determine what standardized data is available through Lisa Hudson’s office (as has been provided in the past) and crate an annual plan for a standardized data pull.
Determine what national data, including women faculty data by department, academic rank, number of chairs/deans, salary, etc can be collected annually for benchmarking.
Survey women faculty concerning leadership to identify other leadership positions held, assignment of FTE to carry out those roles, perceptions concerning tools and barriers to advancement, etc.
Create an annual report tracking the progress of women in BSOM, including action items to address areas of opportunity. This report will be presented at a BSOM faculty meeting annually.

6. Goals
Improve the leadership skills and professional development of women faculty in BSOM through diverse offerings and support structures.
Create centralized resources that are both actively shared with women and passively available summarizing formal and informal leadership development opportunities for women. Resources such as a BWFC Career Manual and continued development of the committee website resources page are possible vehicles for this.
Encourage, identify and nominate women to be considered for leadership roles on committees and awards that promote visibility in BSOM, ECU, or associated professional organizations, especially those with known nomination calls.

7. Specific Actions
Organize the offerings of the BWFC and the important resources for women faculty into a usable manual that can be used to recruit women, assist with onboarding, and be distributed through the committee. The resource actively pushes relevant information to faculty as opposed to each faculty individually seeking ot this information from a variety of resources.
Each subcommittee can provide sections
Name editors for academic credit, with regularly scheduled updates to keep current
Provide the manual resources online at the BWFC webpage as well with hyperlinks to the original resources.
Consider assessment of the impact of the above as a scholarly product

8. Goals
Support the review of current and development of future institutional policies, complete with structure for feedback, monitoring, and enforcement, that provide vehicles for leveling hierarchies and ensuring appropriate advancement and representation of women.
Policies for representation on key committees, including but not limited to recruitment, hiring, promotion and tenure, should by default be inclusive of diverse genders and ethnicity.

9. Specific Actions
Utilize policy to ensure consideration of representative diversity, including in gender, on all faculty committees in Brody.
Diversity of gender be mandatory for all committees that deal with faculty hiring, promotion, tenure, awards, grants, peer review of teaching or similar.
Require all leadership at the Division Chief or higher, in any Assistant Dean or Higher, or who serve on committees that deal with faculty hiring, promotion, tenure, awards, grants, peer review of teaching, be required to complete at least basic bias training inclusive of a self-assessment of bias within 1 year. Subsequently, training must be completed before serving in such a position.
Request that all advertisements for faculty positions in Brody include language encouraging women and minorities to apply and avoid gendered language that could be create unintentional bias.

10. Carr, et al