1. Development of policies and practices that positively affect the working environment for women employed at The Ohio State University A report from the President & Provost's Council on Women Joanne Turner, PPCW Chair Professor, College of Medicine

2. Promoting policy change to support women at the University Training women to be leaders – President & Provosts Leadership Institute (PPLI) – Staff Leadership Series (SLS) – Higher Education Resource Services (HERS) Facilitating women’s development – Critical Difference for Women grants – Sponsoring seminars Changing university culture – White Men for Full Diversity Partners – White Men and Allies The Women's Place serves as a catalyst for institutional change to expand opportunities for women's growth, leadership and power in an inclusive, supportive, and safe university environment consistent with the goals of the Academic and Diversity Plans.

3. Promoting policy change to support women at the University The President and Provost's Council on Women is charged with advocating to the president and provost for the advancement of all women at The Ohio State University and providing leadership for the development of policies and practices that positively affect the working environment for women employed at The Ohio State University. The Women's Place serves as a catalyst for institutional change to expand opportunities for women's growth, leadership and power in an inclusive, supportive, and safe university environment consistent with the goals of the Academic and Diversity Plans.

4. PPCW Direct report to the President & Provost Formed in 2002 Appointed members and ex officio members (strategic partners) Assess university climate for women – Career progression of staff and faculty women – Representation of women in leadership – Equity, childcare, dual careers Provide recommendations for policy change – Generated a dashboard to assess unit diversity (implemented) – Recommendations for faculty recruitment process

5. Faculty recruitment recommendations A process and reporting requirement for departments/schools and colleges to evaluate faculty diversity within units, make comparisons with appropriate benchmarks, and report to the President and Provost, with rewards for units that meet or exceed benchmarks and consequences for inaction and lack of progress. Publically available report of unit diversity (benchmarked) Expectations are to meet or exceed benchmarks Forward progress will be rewarded

6. Faculty recruitment recommendations A process to evaluate and encourage innovative change in unit culture regarding diversity and inclusion; emphasizing that change in leadership philosophy and practice can have significant impact. Unit head experiential diversity training Unit experiential faculty diversity training Annual diversity training (cbl)

7. Faculty recruitment recommendations The provision of tools and training to promote successful hires of diverse faculty. Search committee chair and member training Provision of a toolkit for faculty recruitment Required implicit association test for all committee members – (https://implicit.harvard.edu/implicit/)https://implicit.harvard.edu/implicit/

8. The Discovery Themes Training Initiative University-wide strategic hiring around strategic areas – https://discovery.osu.edu/ https://discovery.osu.edu/ – Health and Wellness Hiring process has additional requirements that address diversity Implemented by ODI, ADVANCE, and TWP 1 hour training on inclusive excellence for DTI search committees Recently expanded to all search committees – Recommendation by the President & Provost – In person and online module training

9. 2015-2016 charge Make recommendations for retaining a diverse faculty pool. – Provide specific and tangible recommendations on how the institution can improve the retention rate of women faculty and faculty from underrepresented groups. Highlight successful career paths of women staff and faculty. – Continue to highlight and celebrate the successful career paths of individual women staff and faculty at The Ohio State University (Glassbreakers), and to acknowledge and celebrate those units at The Ohio State University that have positively changed the workplace for women and/or improved unit gender diversity. Determine the major issues facing women staff and faculty. – Hold focus groups to identify the specific issues that women staff and faculty at The Ohio State University face that PPCW can be addressed in FY17.

11. Information http://womensplace.osu.edu/ http://www.ceos.osu.edu/ http://ppcw.osu.edu/ – Joanne.turner@osumc.edu Joanne.turner@osumc.edu