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class="menu_link_content menu-link-contentmain-nav-updated view-mode-default mega-menu mega-menu--simple"> </div> </li> </ul> </nav> </nav> </div> <div class="page-header"> <div class="container-fluid"> <div class="row"> <div class="col page-header-content"> <div id="block-orwh-breadcrumbs" class="block block-system block-system-breadcrumb-block"> <nav role="navigation" aria-labelledby="system-breadcrumb"> <h2 id="system-breadcrumb" class="visually-hidden">Breadcrumb</h2> <ol class="breadcrumb"> <li class="breadcrumb-item"> <a href="/">Home</a> </li> <li class="breadcrumb-item active" aria-current="page">Prize Competition for Enhancing Faculty Gender Diversity: Toolkit</li> </ol> </nav> </div> <div id="block-orwh-page-title" class="block block-core block-page-title-block"> <h2 class="page-title"><span class="field field--name-title field--type-string field--label-hidden">Prize Competition for Enhancing Faculty Gender Diversity: Toolkit</span> </h2> </div> </div> <div class="col-auto page-header-image"> <img class="" src=/sites/orwh/files/images/programs-cofunded_0.jpg alt=""> </div> </div> </div> </div> </header> <main id="content"> <div class="fold main-fold"> <div class="container-fluid"> <div class="region region-highlighted"> </div> <div class="row"> <div class="col-auto main-content"> <div class="main-content-bg main-content-p"> <div data-drupal-messages-fallback class="hidden"></div> <div id="block-orwh-content" class="block block-system block-system-main-block"> <article class="node node--type-page node--view-mode-full"> <div class="node__content"> <div class="clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><p><span>The </span><a href="https://www.challenge.gov/?challenge=nih-prize-for-enhancing-faculty-gender-diversity"><span>National Institutes of Health (NIH) Prize for Enhancing Faculty Gender Diversity in Biomedical and Behavioral Science</span></a><span>’s goals included:</span></p><ol><li><span>Recognizing institutions whose biomedical and behavioral science departments, centers, or divisions had achieved sustained improvement in gender diversity</span></li><li><span>Highlighting successful strategies that could be employed at academic communities struggling with creating an inclusive environment</span></li><li><span>Identifying best practices, sharing lessons learned, and delineating evidence-based approaches that other institutions could translate and replicate</span></li><li><span>Informing the development of a toolkit to guide other institutions or academic groups looking to increase gender diversity</span></li></ol><p><span>Institutions entered submissions to NIH in April 2021, and each entry was </span><a href="https://www.challenge.gov/?challenge=nih-prize-for-enhancing-faculty-gender-diversity&tab=judging"><span>judged</span></a><span> based on its initiative’s impact, metrics, sustainability, scalability, and lessons learned.</span></p><p><span>The NIH Office of Research on Women’s Health (ORWH) hosted a forum titled “</span><a href="https://orwh.od.nih.gov/about/newsroom/events/effective-approaches-to-fostering-faculty-gender-diversity-equity-and"><span>Effective Approaches to Fostering Faculty Gender Diversity, Equity, and Inclusion: Celebrating Progress</span></a><span>” on October 5, 2021. In this </span><a href="https://orwh.od.nih.gov/sites/orwh/files/docs/Meeting%20Summary_PrizeCompetitionWebinar_508c.pdf"><span>forum</span></a><span>, the </span><a href="https://orwh.od.nih.gov/in-the-spotlight/all-articles/nih-announces-winners-of-prize-competition-for-enhancing-faculty-gender-diversity-updated"><span>winners</span></a><span> of the</span> <span>prize competition presented their effective, evidence-based practices; explored challenges; and discussed ways to improve the existing career paradigm for women in biomedical and behavioral science.</span></p><p><span>This toolkit was developed to highlight successful strategies, best practices, and interventions submitted to the prize competition and to link these strategies and best practices with evidence of their output, outcomes, and impact. For more information on how the toolkit was developed, click </span><a href="/prize-competition-toolkit/methodology"><span>here</span></a><span>.</span></p><p><span>NIH staff did not independently verify the data or descriptions provided by the applicants. Any views and ideas presented in this report reflect those of the applicants and do not necessarily represent the views of the NIH, the Department of Health and Human Services (HHS), or the U.S. Government and do not necessarily reflect any planned action by NIH or by specific Institutes, Centers or Offices.</span></p><p><a class="btn btn-sm btn-outline-primary" href="/prize-competition-toolkit/methodology" data-entity-type="node" data-entity-uuid="eb561b59-e432-43fb-ad06-9d4d62cc061b" data-entity-substitution="canonical"><span>Methodology for identifying interventions and evidence for the toolkit</span></a> <a class="btn btn-sm btn-outline-primary" href="#noteModal" data-bs-toggle="modal" data-bs-target="#noteModal">Notes on using this toolkit</a></p></div> <div class="field field--name-field-paragraphs field--type-entity-reference-revisions field--label-hidden field__items"> <div class="field__item"> <div class="paragraph paragraph--type--text paragraph--view-mode--default"> <div class="clearfix text-formatted field field--name-field-body field--type-text-with-summary field--label-hidden field__item"><div class="modal fade" id="noteModal" tabindex="-1" aria-labelledby="noteModalLabel" aria-hidden="true"><div class="modal-dialog modal-lg"><div class="modal-content"><div class="modal-header"><h3 class="modal-title fs-5" id="noteModallLabel">Notes on using this toolkit</h3><div><a class="btn btn-link btn-close p-2" style="font-size:22px;font-style:normal;text-decoration:none;" href="#" type="button" data-bs-dismiss="modal" aria-label="Close">×</a></div></div><div class="modal-body"><p><span>This toolkit provides information on interventions that prize competition applicants described in their applications. Please note that all applications described implementing multiple interventions simultaneously; no interventions were implemented in isolation. In some cases:</span></p><ul><li><span>Evidence of results were presented for a package of interventions and not for a particular activity;</span></li><li><span>Evidence of success for a particular intervention was presented but the effectiveness of the intervention relied on other interventions that were being implemented in synergy with that intervention; and</span></li><li><span>Short-term outputs of the intervention were measured but longer-term outcomes and impacts could not be attributed to the intervention because other interventions were being implemented at the same time.</span></li></ul><p><span>Users of this toolkit are encouraged to explore the interventions for ideas and inspiration. However, any intervention described here should be adapted to suit the context of a particular institution, with the awareness that success in one place does not guarantee that results can be replicated in other places. Users are encouraged to monitor, assess, and evaluate interventions that are implemented in their own settings. Users should also consider that a single intervention is highly unlikely to create a meaningful impact on its own and that they should instead construct a “bundle” of interventions (from either this toolkit or elsewhere) that address issues identified at their institution. Further, many of the interventions described here evolved over time as program implementers received feedback and learned what was and was not working and what worked initially but needed to be adapted to continue to work effectively. Thus, users of this toolkit are also encouraged to adopt an approach of continual measurement, learning, and adaptation.</span></p></div><div class="modal-footer"><button class="btn btn-sm btn-primary" type="button" data-bs-dismiss="modal">Close</button></div></div></div></div></div> </div> </div> </div> </div> </article> </div> <div class="views-element-container block block-views block-views-blockprize-competition-toolkit-block-1" id="block-orwh-views-block-prize-competition-toolkit-block-1"> <div block="block-orwh-views-block-prize-competition-toolkit-block-1"><div class="prize-competition-toolkit view view-prize-competition-toolkit view-id-prize_competition_toolkit view-display-id-block_1 js-view-dom-id-53b7530b5f252d23de7de00742461801f4a8c5c5bfbd6cd604a1c05cb8331089"> <div class="view-header"> <style> .orwh-exposed-filters .form--inline { align-items: end; float: none !important;} .tooltip-inner { max-width: 300px; font-size:13px;text-align:left; } .tooltip-inner ul, .tooltip-inner ol { margin: 5px 0; padding-inline-start:15px;} </style> </div> <div class="view-filters"> <form class="views-exposed-form bef-exposed-form" data-bef-auto-submit-full-form="" data-bef-auto-submit="" data-bef-auto-submit-delay="500" data-drupal-selector="views-exposed-form-prize-competition-toolkit-block-1" action="/prize-competition-toolkit" method="get" id="views-exposed-form-prize-competition-toolkit-block-1" accept-charset="UTF-8"> <div class="orwh-exposed-filters"> <div class="form--inline clearfix"> <div class="js-form-item form-item js-form-type-select form-type-select js-form-item-field-college-university-size-target-id form-item-field-college-university-size-target-id"> <label for="edit-field-college-university-size-target-id--5">College/University Size</label> <select data-drupal-selector="edit-field-college-university-size-target-id" aria-describedby="edit-field-college-university-size-target-id--5--description" id="edit-field-college-university-size-target-id--5" name="field_college_university_size_target_id" class="form-select form-control"><option value="All" selected="selected">- Any -</option><option value="73">Small (8)</option><option value="74">Medium (31)</option><option value="75">Large (19)</option></select> <button id="edit-field-college-university-size-target-id--5--description" class="description btn btn-info btn-primary" type="button" data-bs-toggle="tooltip" data-bs-html="true" title="<ul><li>Small: fewer than 1,000 faculty members<li>Medium: 1,000 to 1,999 faculty members<li>Large: 2,000 or more</ul>"> ? </button> </div> <div class="js-form-item form-item js-form-type-select form-type-select js-form-item-field-scale-of-intervention-target-id form-item-field-scale-of-intervention-target-id"> <label for="edit-field-scale-of-intervention-target-id--5">Scale of Intervention</label> <select data-drupal-selector="edit-field-scale-of-intervention-target-id" aria-describedby="edit-field-scale-of-intervention-target-id--5--description" id="edit-field-scale-of-intervention-target-id--5" name="field_scale_of_intervention_target_id" class="form-select form-control"><option value="All" selected="selected">- Any -</option><option value="76">Department (8)</option><option value="77">School/college (42)</option><option value="78">University-wide (8)</option></select> <button id="edit-field-scale-of-intervention-target-id--5--description" class="description btn btn-info btn-primary" type="button" data-bs-toggle="tooltip" data-bs-html="true" title="<ul><li>Department (less than school/college): department or multiple departments<li>School/college (multiple related departments): a distinct formal entity (e.g., the school of medicine or the college of science)<li>University-wide: all schools and departments</ul>"> ? </button> </div> <div class="js-form-item form-item js-form-type-select form-type-select js-form-item-field-type-of-intervention-target-id form-item-field-type-of-intervention-target-id"> <label for="edit-field-type-of-intervention-target-id--5">Type of Intervention</label> <select data-drupal-selector="edit-field-type-of-intervention-target-id" aria-describedby="edit-field-type-of-intervention-target-id--5--description" id="edit-field-type-of-intervention-target-id--5" name="field_type_of_intervention_target_id" class="form-select form-control"><option value="All" selected="selected">- Any -</option><option value="82">Training, workshops, conferences, networking (40)</option><option value="80">Mentorship (13)</option><option value="79">Grants (8)</option><option value="81">Reform of process (15)</option></select> <button id="edit-field-type-of-intervention-target-id--5--description" class="description btn btn-info btn-primary" type="button" data-bs-toggle="tooltip" data-bs-html="true" title="<ul><li>Training, workshops, conferences, and networking: interventions reaching faculty members that do not include mentorship<li>Mentorship: guidance being provided to faculty members on a one-on-one (e.g., mentor–mentee) basis<li>Grants: provision of money to faculty members to enable them to undertake or sustain research<li>Reform of processes (e.g., hiring, promotion) or policies: interventions to change the way institutions undertake activities that already exist</ul> "> ? </button> </div> <div class="js-form-item form-item js-form-type-select form-type-select js-form-item-field-target-population-target-id form-item-field-target-population-target-id"> <label for="edit-field-target-population-target-id--5">Target population of intervention</label> <select data-drupal-selector="edit-field-target-population-target-id" aria-describedby="edit-field-target-population-target-id--5--description" id="edit-field-target-population-target-id--5" name="field_target_population_target_id" class="form-select form-control"><option value="All" selected="selected">- Any -</option><option value="83">Early career faculty members (9)</option><option value="84">Mid-career faculty members (7)</option><option value="85">Other target or no specific target (42)</option></select> <button id="edit-field-target-population-target-id--5--description" class="description btn btn-info btn-primary" type="button" data-bs-toggle="tooltip" data-bs-html="true" title="<ul><li>Early-career faculty members: assistant professor or lower<li>Mid-career faculty members: associate professor or similar<li>Other target or no specific target: any intervention that does not specifically target early- or mid-career faculty members</ul>"> ? </button> </div> <div class="js-form-item form-item js-form-type-textfield form-type-textfield js-form-item-combine form-item-combine"> <label for="edit-combine--5">Keyword(s)</label> <input data-drupal-selector="edit-combine" type="text" id="edit-combine--5" name="combine" value="" size="30" maxlength="128" class="form-text form-control" /> </div> <div data-drupal-selector="edit-actions" class="form-actions js-form-wrapper form-wrapper" id="edit-actions--5"><button data-bef-auto-submit-click="" data-drupal-selector="edit-submit-prize-competition-toolkit" type="submit" id="edit-submit-prize-competition-toolkit" value="Search" class="button js-form-submit form-submit btn btn-primary"> Search </button> </div> </div> </div> </form> </div> <div class="view-content"> <div id="accordion_pct" class="all-collapsed"> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2184" class="collapsed" aria-expanded="false" data-bs-target="#entry-2184" data-bs-toggle="collapse"> <div class="views-field views-field-title">ADVANCE Mid-Career Workshop for Associate Women Professors </div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Houston</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Mid-career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2184" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>These workshops are used to debunk myths such as “department chairs have to nominate faculty members for them to be successfully promoted” and “if you haven’t been promoted after 5 years as an associate professor, it won’t ever happen,” to discuss strategies for developing competitive promotion portfolios, and to encourage women to progress to full professor. Attendees gain enhanced skills to assess their own readiness for promotion and receive information that makes them more likely to seek promotion.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>In the year after the workshops were implemented, more women were promoted to full professor than were during any year on recent record. Feedback from participants indicates that they have a better understanding of promotion resources and are better able to develop an actionable promotion plan.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2195" class="collapsed" aria-expanded="false" data-bs-target="#entry-2195" data-bs-toggle="collapse"> <div class="views-field views-field-title">Anne Klibanski Visiting Scholars Award</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Mass General Brigham, Harvard Medical School</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2195" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://www.massgeneral.org/faculty-development/awards-funding-opportunities/awards/anne-klibanksi-visiting-scholars-award">Anne Klibanski Visiting Scholars Award</a> </p><p>In response to the COVID-19 pandemic, a survey was conducted among women faculty members to identify interventions to support them specifically. COVID-19-related travel bans resulted in canceled meetings, fewer networking opportunities, and subsequent difficulty in finding collaborators and mentors, and the lack of presentations was delaying promotions. However, the utilization of virtual platforms has opened doors for women, many of whom have constrained time to travel because of family obligations and can now “travel” virtually without worrying about child care. This award targets women who would benefit from speaking, mentoring, and networking opportunities at the national or international level. Faculty members apply to be a virtual visiting professor to give grand rounds at an extramural institute. They also are paired with a champion, who helps arrange the visiting lectureship and finds a mentor at the extramural institute. Coaching and a virtual career development seminar series are also provided.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Before–after surveys of participants indicate that there has been a significant increase (<em>P</em><0.05) in the number of faculty members who agree that the award creates an environment that promotes visibility and knowledge of available institutional information and resources and that the hospital promotes a culture of mentorship. Seventy-nine percent of scholars have reported having become a mentor or expanded their mentorship.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2182" class="collapsed" aria-expanded="false" data-bs-target="#entry-2182" data-bs-toggle="collapse"> <div class="views-field views-field-title">Annual Women in Medicine and Science Professional Development Conference</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Southern Illinois University School of Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participants' knowledge </div> </div></div></div> </a> </div> <div id="entry-2182" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Bringing in keynote speakers from outside the school, each annual conference has a theme.</p> </div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>In 2018, the theme was gender equity, and 76% of attendees indicated that they would make changes in their practice that would positively affect patient outcomes and/or patient satisfaction.</p> </div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2159" class="collapsed" aria-expanded="false" data-bs-target="#entry-2159" data-bs-toggle="collapse"> <div class="views-field views-field-title">Associate professor mentoring system</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Worcester Polytechnic Institute</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Mid-career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events, Attitudes, climate, and/or culture </div> </div></div></div> </a> </div> <div id="entry-2159" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Each professor is expected to develop a professional development plan and is given a small amount of compensation for doing so. These plans include exploration of their values and interests, assessment of their skills and deficiencies, and long- and short-term goals and timelines, with analysis of their goals in the context of their department and institution and establishing a mentoring network. Mentoring teams comprise two faculty members and the department chair; each mentoring team member takes training to understand the promotion process, being a mentor, and handling implicit bias.</p> </div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Faculty members voted unanimously to include this system in the Faculty Handbook and thus institutionalize it. Of those taking the workshops to develop a professional development plan, 92% agreed that the workshop helped them develop/improve their professional development plan, and 92% would recommend the workshop to a colleague.</p> </div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2173" class="collapsed" aria-expanded="false" data-bs-target="#entry-2173" data-bs-toggle="collapse"> <div class="views-field views-field-title">Bias Reduction in Internal Medicine (BRIM): Virtual Workshops for Faculty in Academic Medicine</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Wisconsin-Madison</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Attitudes, climate, and/or culture </div> </div></div></div> </a> </div> <div id="entry-2173" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://wiseli.wisc.edu/workshops/brim">Bias Reduction in Internal Medicine (BRIM): Virtual Workshops for Faculty in Academic Medicine</a><p>These workshops were based on the <a href="https://wiseli.wisc.edu/workshops/bbh-inclusive-campus/">Breaking the Bias Habit</a> workshops but tailored for academic medicine. The 3-hour workshops cover implicit bias as a habit, becoming bias-literate, and strategies to break the bias habit.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Preliminary evidence indicates the effectiveness of this strategy; based on a randomized experiment, these workshops promote pro-diversity behaviors.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2172" class="collapsed" aria-expanded="false" data-bs-target="#entry-2172" data-bs-toggle="collapse"> <div class="views-field views-field-title">Breaking the Bias Habit: A Workshop to Promote a Diverse, Welcoming, and Inclusive Campus</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Wisconsin-Madison</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participants' knowledge, Attitudes, climate, and/or culture </div> </div></div></div> </a> </div> <div id="entry-2172" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>This combines the encouragement of “motivated self-regulation of bias” with evidence-based recommendations for department-level policies and practices to promote equity, diversity, and inclusion.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Knowledge of implicit bias increased 6 to 12 months after the workshop, although motivation and self-efficacy to act and self-reported bias-reducing actions did not increase. However, bias-reducing actions and an improved climate were seen at the department level. See also: <a href="https://pubmed.ncbi.nlm.nih.gov/34054279/">Improving Department Climate Through Bias Literacy: One College’s Experience</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2171" class="collapsed" aria-expanded="false" data-bs-target="#entry-2171" data-bs-toggle="collapse"> <div class="views-field views-field-title">Breaking the Bias Habit: Workshops to Promote Diversity, Equity, and Inclusion</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Wisconsin-Madison</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Attitudes, climate, and/or culture </div> </div></div></div> </a> </div> <div id="entry-2171" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://wiseli.wisc.edu/workshops/bbh-inclusive-campus/">Breaking the Bias Habit: Workshops to Promote Diversity, Equity, and Inclusion</a></p><p>An intervention focused on mitigating the impact of implicit gender bias, these workshops encourage “motivated self-regulation of bias” by promoting personal awareness of how bias functions, developing bias literacy, motivating participants to break the bias habit, and imparting self-efficacy to engage in gender equity actions.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>In a cluster-randomized trial, these workshops resulted in changing individuals’ behavior, improvements in department climate, and an increased hiring of women. See also:</p><ul><li><a href="https://pubmed.ncbi.nlm.nih.gov/22822416/">Promoting Institutional Change Through Bias Literacy</a></li><li><a href="https://pubmed.ncbi.nlm.nih.gov/25374039/">The effect of an intervention to break the gender bias habit for faculty at one institution: a cluster randomized, controlled trial</a></li><li><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5729935/">A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments</a></li></ul></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2151" class="collapsed" aria-expanded="false" data-bs-target="#entry-2151" data-bs-toggle="collapse"> <div class="views-field views-field-title">Bystander Leadership Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Florida International University</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, Participants' knowledge </div> </div></div></div> </a> </div> <div id="entry-2151" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>This is an experiential and interactive training program, including interactive theater and embodied learning, to build behavioral skills and help move faculty members from insight to action. Specifically, the program builds faculty members’ skills in addressing gender and racial bias and discrimination. During the training, faculty members practice using a toolkit of intervention responses to build appreciation for diversity, greater knowledge of and use of prosocial skills, and diversity-affirming behaviors.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>There were 343 faculty members who participated in the program’s 17 workshops starting in 2017. Comparing pre-test results with results from a 3-month follow-up survey indicated significant changes compared with the control group in self-reported awareness of gender and ethnic bias in the environment and in one’s discipline, as well as increased confidence in being able to enact equity interventions and engage in such actions.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2165" class="collapsed" aria-expanded="false" data-bs-target="#entry-2165" data-bs-toggle="collapse"> <div class="views-field views-field-title">Career Development for Women Leaders</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Wake Forest School of Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Mid-career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2165" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>This is a competitive program for mid- and senior-level women faculty members in or aspiring to leadership. One full-day session is held per month over 9 months, bringing women together from multiple institutions. Topics include team building, institutional finances, decision-making for leaders, and creating and sustaining diversity. Presenters are external experts or senior faculty members from the School of Business or health care administrators. The intention of the program is to build leadership skills and confidence.</p> </div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Of 222 program graduates, 56% accepted a new leadership role after the program, with 19% leaving the institution (half for bigger leadership opportunities).</p> </div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2144" class="collapsed" aria-expanded="false" data-bs-target="#entry-2144" data-bs-toggle="collapse"> <div class="views-field views-field-title">Career development, mentoring, and sponsorship</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Texas MD Anderson Cancer Center</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2144" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Initiatives included provision of annual negotiation workshops led by outside experts to improve women’s skills and comfort in negotiations. Four women were sponsored for Association of American Medical Colleges career development programs every year, and one person was sponsored for the Executive Leadership in Academic Medicine (ELAM) program every year. A sponsorship program offers exposure to opportunities not always offered to women.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>One hundred thirty people attended career, mentoring, and leadership development activities in some form, of which 60 (46%) are now in leadership positions (mostly at MD Anderson).</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2156" class="collapsed" aria-expanded="false" data-bs-target="#entry-2156" data-bs-toggle="collapse"> <div class="views-field views-field-title">Career Evolution Series</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Penn Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2156" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://www.focusprogram.org/multi-session-career-evolution-seri">Career Evolution Series</a> <p>For mid- and late-career women (and later expanded to early-career faculty members) and their unique challenges, small cohorts meet over four sessions. Structured exercises focus on identifying values, goals, strengths, weaknesses, opportunities, and constraints to develop a 5-year vision.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Sixty percent of participants listed these sessions as extremely helpful to drafting concrete actions that the faculty members would be able to continue; the remaining 40% said they were either very helpful or somewhat helpful.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2168" class="collapsed" aria-expanded="false" data-bs-target="#entry-2168" data-bs-toggle="collapse"> <div class="views-field views-field-title">Celebrating Women and Gender Diversity in Science and Engineering Grant Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Wisconsin–Madison</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2168" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://wiseli.wisc.edu/grants/celebrating/">Celebrating Women and Gender Diversity in Science and Engineering Grant Program</a><p>This program provides small grants ($1,000 to $3,000) to diversify the pool of guest speakers by inviting and hosting women speakers, with priority for women of color.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Positive evaluations on grant impact have led deans of several schools/colleges to recommit funding over several 5-year periods.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2194" class="collapsed" aria-expanded="false" data-bs-target="#entry-2194" data-bs-toggle="collapse"> <div class="views-field views-field-title">Claflin Distinguished Scholar Award</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Mass General Brigham, Harvard Medical School</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2194" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://www.massgeneral.org/faculty-development/offices/owc/claflin-distinguished-scholar">Claflin Distinguished Scholar Awards</a><p>Based on surveys with women faculty members with young children and the unique challenges faced by women with children, this program was started in 1997. The awards provide financial support for the research efforts of women junior faculty members during their child-rearing years. Each award provides $50,000 a year for 2 years and is intended to pay for a research assistant, graduate student, postdoc, or laboratory technician to help with night or weekend duties or other duties. Eligibility is limited to instructors or assistant professors who were appointed 10 years ago or less and who are responsible for the care of children.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>To date, 128 women have received the Claflin Award. Of those, 95 awardees (74%) are still at Massachusetts General Hospital, and 67 (71%) have been promoted, 15 to full professor. Eighty-seven (92%) currently hold research grants as principal investigators, with $139 million of active research grant funding (10 times the initial investment). Surveys indicate that after receiving the award, faculty members also become more optimistic and feel supported by the institution.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2188" class="collapsed" aria-expanded="false" data-bs-target="#entry-2188" data-bs-toggle="collapse"> <div class="views-field views-field-title">Clinical Faculty Scholars Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Colorado School of Medicine, Anschutz Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2188" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://cctsi.cuanschutz.edu/training/cfsp">Clinical Faculty Scholars Program</a><p>This is a program for scholars seeking external funding. It provides guided project development, educational seminars, and intensive senior and peer mentorship for obtaining major external funding. Each scholar develops an individual career plan and receives multidisciplinary mentorship. There is also a scholarship program for people in underrepresented groups.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Those admitted under the scholarship for people in underrepresented groups, which to date have all been women, have subsequently obtained major external funding. The cohort that enrolled in the program was shown to have a significantly (<em>P</em><0.01) increased number of proposals and grant awards than a matched comparison cohort. This effect has continued over time, and there has also been a significant increase in grant resubmissions. See also: <a href="https://journals.lww.com/academicmedicine/Fulltext/2016/12000/Grant_Success_for_Early_Career_Faculty_in.27.aspx">Grant Success for Early-Career Faculty in Patient-Oriented Research: Difference-in-Differences Evaluation of an Interdisciplinary Mentored Research Training Program</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2186" class="collapsed" aria-expanded="false" data-bs-target="#entry-2186" data-bs-toggle="collapse"> <div class="views-field views-field-title">College Diversity Dashboard Workshops</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Houston</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2186" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The workshops consisted of 45-minute presentations in each college, highlighting the benefits of diversity. The workshops also provided an overview of the historical and current status of faculty and student diversity in the respective colleges. The goal of these presentations was to create senior faculty accountability for faculty diversity and set goals for recruitment and retention of women, especially women of color.</p> </div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Discussions with college faculty members indicate that the workshops strengthened commitment to faculty gender diversity, especially in departments where progress had historically been limited.</p> </div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2189" class="collapsed" aria-expanded="false" data-bs-target="#entry-2189" data-bs-toggle="collapse"> <div class="views-field views-field-title">Colorado Mentoring Training Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Colorado School of Medicine, Anschutz Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2189" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://cctsi.cuanschutz.edu/training/comentor">Colorado Mentoring Training Program</a></p><p>This training program provides instruction in mentoring to faculty members who have mentored others for years without formal training. Evidence-based strategies provide mentor–mentee pairs skills to optimize their mentoring relationships.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Mentors report significant gains (<em>P</em><0.003) in providing coaching, developing and reviewing individual career development plans, and identifying strengths and gaps in the mentoring team. Mentees report significant gains (<em>P</em><0.002) in clarity of their career development needs, career paths, and next steps and gains in establishing mutual goals. See also: <a href="https://journals.lww.com/academicmedicine/Fulltext/2020/05000/Training_Mentor_Mentee_Pairs_to_Build_a_Robust.23.aspx">Training Mentor–Mentee Pairs to Build a Robust Culture for Mentorship and a Pipeline of Clinical and Translational Researchers: The Colorado Mentoring Training Program</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2174" class="collapsed" aria-expanded="false" data-bs-target="#entry-2174" data-bs-toggle="collapse"> <div class="views-field views-field-title">Connect Grants</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Rochester Institute of Technology</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2174" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://www.rit.edu/advance/funding">Connect Grants</a><p>This program provides internal grant funding to individual faculty and department projects. Grants support individual faculty scholarships, creation of faculty networks, and promoting faculty success. The size of the grants ranges from $1,000 to $13,500; 55% of proposals were funded from 2014 to 2019.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Dozens of scholarly products—including funding proposals, publications, short animations, and films—have resulted from the grants. An evaluation of the program (using focus groups, grantee reports, and internal program documents) showed that it helped to strengthen internal and external networks. Most grantees found mentorship to be an important and beneficial element of the grant and found that the grants helped them to develop their careers. Recipients reported that the grants helped to build professional, technical, leadership, and engagement skills. Grantees also reported increased autonomy as researchers, and some noted that promotions or tenure or engagement in a leadership position resulted from a grant.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2164" class="collapsed" aria-expanded="false" data-bs-target="#entry-2164" data-bs-toggle="collapse"> <div class="views-field views-field-title">Early Career Development Program for Women</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Wake Forest School of Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events, Participants' knowledge </div> </div></div></div> </a> </div> <div id="entry-2164" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://school.wakehealth.edu/about-the-school/faculty-affairs/faculty-development/women-in-medicine-and-science/career-development">Early Career Development Program for Women</a> </p><p>This is a competitive program for women in the first 5 years of a faculty appointment and is modeled after the Association of American Medical Colleges’ Early Career Professional Development Seminar. The program creates a space for women to exchange ideas and perspectives and network. The program includes external and internal speakers for 1 day per month over 6 months but does not require time outside of the institution. Topics include conflict management and negotiation, the importance of mentors, goal setting and career management, and maximizing individual strengths.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Women’s skill levels have increased substantially after participating, and there has been a significant increase across measures of confidence. Over 89% of respondents rated the program as very strong/profound, with 98.5% rating the concepts as essential and 95.2% rating the skills as essential. See also: <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6636414/">Development of an Innovative Career Development Program for Early-Career Women Faculty</a>.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2163" class="collapsed" aria-expanded="false" data-bs-target="#entry-2163" data-bs-toggle="collapse"> <div class="views-field views-field-title">Early Career Women Faculty Mentoring Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Wake Forest School of Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2163" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>For early-career faculty members (instructors and assistant professors), the program aims to network, guide, and mentor women through their promotion to associate professor. Mentor–mentee pairs are tracked annually with a survey. It includes a Mentor of the Year award.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Annual surveys demonstrate satisfaction with the program, and mentoring is viewed as helpful; both mentors and mentees have reported benefiting from the program.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2191" class="collapsed" aria-expanded="false" data-bs-target="#entry-2191" data-bs-toggle="collapse"> <div class="views-field views-field-title">Early-Career Faculty Research Development Awards</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Colorado School of Medicine, Anschutz Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Mentorship, Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2191" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>This program provides seed funding, mentoring, and training to develop careers in research on women's health and sex and gender differences. Awards are decided based on peer review of applications.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>$2 million in seed funding to date has translated into $110 million in external funding, and 75% of <a href="https://medschool.cuanschutz.edu/center-for-womens-health-research">Ludeman Family Center for Women's Health Research</a> scientists are women. The vast majority of the center's scientists (74 to date) are retained in academia (93%).</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2149" class="collapsed" aria-expanded="false" data-bs-target="#entry-2149" data-bs-toggle="collapse"> <div class="views-field views-field-title">Faculty development programs</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Trustees of Boston University, Boston University Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> New policy adopted or substantively changed, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2149" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://www.bumc.bu.edu/facdev-medicine/all-bumc/">Faculty development programs</a> </p><p>The Chobanian & Avedisian School of Medicine seeks to build leadership skills and develop social networks through experiential programming and both peer and senior mentoring. Different programs were developed for different faculty needs; programs included:</p><ul><li>A yearlong program to develop <a href="https://www.bumc.bu.edu/facdev-medicine/all-bumc/mfl/">leadership skills for mid-career faculty members</a> , emphasizing the development of skills, collaboration, and enhanced self-reflection and awareness. Project teams of four to five faculty members worked on projects to address major institutional challenges, including NIH K to R conversion, microaggressions, and increasing the number of diversity supplements. These projects themselves led to internal changes at the medical school (e.g., hiring a full-time person to facilitate diversity supplement applications).</li><li>A development program for <a href="https://www.bumc.bu.edu/facdev-medicine/all-bumc/fdp-program/">faculty members in groups that are underrepresented in medicine</a> , including self-reflection and assessment, mentoring, development of a learning community, experiential seminars, academic writing coaching, and meetings with institutional leaders.</li><li>The <a href="https://www.bumc.bu.edu/facdev-medicine/all-bumc/womens-leadership-program/">Women’s Leadership Program</a> , which helps women build the tools necessary to navigate a successful career in academic medicine. The program consists of 14 2-hour sessions coupled with meeting mentors up to 10 times per year. The program includes self-assessment and reflection, experiential learning, and peer and senior mentorship.</li></ul></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>In the medical school, the percentage of promotions from associate professor to professor that were promotions of women was 39% in the 4 years prior to the programs and 60% in the 5 years after the start of the programs. The percentage of full professors who were women increased from 26% to 31% (which was higher than the national average of 27% in 2020). The percentage of people in leadership positions who were women changed from 28.6% before to 36.6% after the programs. Compared with matched referents, participants in the programs had gains in knowledge, skills, attitudes, and connections. Qualitative evidence suggests that a strength of the programs was networking and building connections with leadership.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2153" class="collapsed" aria-expanded="false" data-bs-target="#entry-2153" data-bs-toggle="collapse"> <div class="views-field views-field-title">Faculty Mentor Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Florida International University</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, Attitudes, climate, and/or culture </div> </div></div></div> </a> </div> <div id="entry-2153" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The program is offered to all faculty ranks (tenure-line, research, clinical, and instructor). The program includes one-on-one mentoring, mentor training, networking events, and structured skills training to increase faculty productivity.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>In 10 years, the program had over 550 unique participants. In 2011, mentoring respondents to the climate survey reported mentoring as a weakness of the university. In the 2017 COACHE survey, respondents reported that mentoring was one of the university’s areas of strength, and faculty satisfaction with mentoring has exceeded that of peer cohorts.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2155" class="collapsed" aria-expanded="false" data-bs-target="#entry-2155" data-bs-toggle="collapse"> <div class="views-field views-field-title">Faculty Pathways Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Penn Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participants' knowledge </div> </div></div></div> </a> </div> <div id="entry-2155" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://www.focusprogram.org/penn-faculty-pathways-program">Faculty Pathways Program</a> </p><p>A 2-year career leadership program designed to enhance development of STEMM faculty members in the first phase of their careers, the program provides resources to guide faculty members’ career planning, personal development, and scholarly success. Leadership is developed through peer mentoring and individual reflection. Content experts lead the faculty career development portion of this program and focus on developing strategies for leadership, promotion, time management, communication, and career planning. The majority of enrollees have been women.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Surveys showed improvements in participants’ confidence in negotiation skills, ability to lay out career goals, and confidence in leadership. Participants were less likely to resign from Penn than a control group (<em>P</em><0.0001).</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2139" class="collapsed" aria-expanded="false" data-bs-target="#entry-2139" data-bs-toggle="collapse"> <div class="views-field views-field-title">Increase the number of local awards given to women</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Chicago</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2139" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The Department of Medicine's <a href="https://wc.uchicago.edu/">Women's Committee</a>  annually identified at least one female candidate for every internal award. The committee then facilitated each candidate's nomination for the award and shepherded the nomination through the submission process. The overall effort from the committee was less than 3 hours per submission.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Pre-intervention, 36% (range=25–50%; n=79/217) of awardees were women; after the intervention, the percentage of awardees who were women had significantly increased, to 56% (range=48–65%; n=23/41; <em>P</em>=0.02). See also: <a href="https://link.springer.com/article/10.1007/s11606-020-06446-1">#SheForShe: Increasing Nominations Significantly Increased Institutional Awards for Deserving Academic Women</a> </p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2162" class="collapsed" aria-expanded="false" data-bs-target="#entry-2162" data-bs-toggle="collapse"> <div class="views-field views-field-title">Leadership training</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Xavier University of Louisiana</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2162" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://www.xula.edu/advance/leadership-training.html">Leadership training</a><p>National experts and evidence-based practices formed the basis of trainings for department heads, administrators, and faculty members. Content focused on problem-solving, understanding bias, employment patterns, changing cultures, retention, the future of leadership, monitoring progress, and planning. A series of expert guest speakers discussed specific topics and led workshops. An interactive live theater group led bias awareness and bystander training in a 1-day workshop.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Surveys showed that the topics were very relevant to the faculty members who attended. Evaluations showed that participants rated the quality of the workshops high and agreed that they had a better understanding of the challenges that women face in scientific fields.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2141" class="collapsed" aria-expanded="false" data-bs-target="#entry-2141" data-bs-toggle="collapse"> <div class="views-field views-field-title">Mentoring, recognition by colleagues, peer support and networks</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Columbia University Vagelos College of Physicians and Surgeons</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2141" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content">The Office of Faculty Professional Development, Diversity and Inclusion wrote a <a href="https://provost.columbia.edu/sites/default/files/content/MentoringBestPractices.pdf">guide</a> with best practices for faculty mentoring, with emphasis on challenges faced by women, people of color, and other underrepresented groups, which is now used University-wide. Peer mentorship groups were developed for women, diverse, and LGBTQ+ faculty members; the groups themselves drive the agenda for what is mentored. A peer coaching program was also developed for individual coaching by and for women. The peer coaching program used anonymized case reports of scenarios of adverse gendered interactions and focused on analyzing the situations and developing strategies to respond to the situations. Seven part-time faculty advisory deans (four women) were appointed to advise individual faculty members and the peer mentoring groups. Funding was provided to sponsor faculty members for workshops and the Executive Leadership in Academic Medicine (ELAM) program. The Office of Faculty Professional Development, Diversity and Inclusion has also sponsored over 260 programs, lectures, and skill-based trainings for different academic pathways and demographic groups. Other programs include, for example, lectures that focus on women in leadership roles, programs celebrating women across the university, and general career development workshops with peer mentorship groups.</div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Women were more likely to take advantage of the newly created programs, with women representing 71% of attendees/participants.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2160" class="collapsed" aria-expanded="false" data-bs-target="#entry-2160" data-bs-toggle="collapse"> <div class="views-field views-field-title">Mini-grants to women associate professors</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Worcester Polytechnic Institute</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Mid-career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2160" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>These grants provide small financial support to women associate professors to implement plans for professional growth on an individual level. Women propose activities and receive “mini-grants.” These grants could support child care to enable travel to conferences, writing or editing support, enrollment in a faculty success program, or being able to visit the lab of a new collaborator.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Every participant reported that the mini-grants helped them prepare for promotion, and all of those who have gone up for promotion have been successful.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2179" class="collapsed" aria-expanded="false" data-bs-target="#entry-2179" data-bs-toggle="collapse"> <div class="views-field views-field-title">Networking</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Warren Alpert Medical School of Brown University</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2179" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content">Based on the results of an <a href="https://owims.biomed.brown.edu/">Office of Women in Medicine and Science</a> (OWIMS) survey of biomedical faculty members in 2013, OWIMS prioritized networking activities. Activities originally focused on faculty members but have been expanded to include students, house staff members, and administrators to build a holistic sense of team. Efforts are made to diversify the activities to appeal to different types of people and include an annual conference, receptions, off-site social gatherings, book clubs, film clubs, art nights, and trivia nights. Partnerships with organizations within and outside of Brown give women faculty members the opportunity to network and, for example, speak at external events. Finally, a newsletter is sent to women in biomedicine and the School of Public Health to, for example, introduce women faculty members and highlight underrecognized work done by women in the community.</div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>The newsletter had about 725 engagements on average over 19 editions published before 2020, with about 28% of recipients opening the newsletter. Participation at networking events has increased over time.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2158" class="collapsed" aria-expanded="false" data-bs-target="#entry-2158" data-bs-toggle="collapse"> <div class="views-field views-field-title">New promotion policy and bias training</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Worcester Polytechnic Institute</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process, Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Mid-career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2158" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Based on multiple rounds of debate and revision, promotion policies were revised especially for promotion from associate to full professor. The revision was based on Boyer’s multiple forms of scholarship and moved assessments beyond manuscript publication and external funding to include, for example, engagement and teaching. The new promotion policy included bias training for reviewers, which has four modules (defining and identifying bias, bias in promotion, mitigating the effects of bias, and an interactive session to practice strategies to mitigate bias).</p> </div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>More faculty were recognized for non-traditional forms of scholarship (50% of women and non-binary faculty were recognized for non-traditional forms of scholarship versus 20% of men faculty). Surveys of recently promoted faculty before and after the policy change indicate that the change allowed them to emphasize ‘non-traditional’ forms of scholarship. Surveys with faculty and department heads indicate that they find the tools associated with evaluating multiple forms of scholarship useful to better position faculty for promotion. Effects are reflected in the increased promotion success of women tenure track faculty.</p> </div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2161" class="collapsed" aria-expanded="false" data-bs-target="#entry-2161" data-bs-toggle="collapse"> <div class="views-field views-field-title">New search and hiring procedures</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Xavier University of Louisiana</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process, Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2161" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Based on data collected in a climate survey and during town halls, the hiring processes were standardized across the university. The revised hiring process includes diversifying search committees to include a faculty member from outside the department, reviewing and revising job descriptions to ensure that language reflects diversity, and reviewing and approving job announcements and interview questions. Training is required for all search committees, covering implicit bias, developing evaluation criteria, developing a recruitment plan, best practices for screening applicants, and how to conduct interviews and campus visits. Overall guidelines for faculty member searches were developed. The university also joined the Greater Texas Higher Education Recruitment Consortium.</p> </div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>The university has seen a significant increase in African American tenure-track (27% to 56% from 2016 to 2020 in biomedical fields) and tenured faculty members and women tenure-track (42% to 44% from 2016 to 2020 in biomedical fields) faculty members. Note that the percentage of tenure-track faculty members in biomedical fields who were women had increased to 47% in 2018 but subsequently dropped because of the successes of women faculty members in obtaining tenure.</p> </div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2157" class="collapsed" aria-expanded="false" data-bs-target="#entry-2157" data-bs-toggle="collapse"> <div class="views-field views-field-title">NIH Transforming Academic Culture (NIH-TAC) Trial</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Penn Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2157" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://www.focusprogram.org/nih-tac-trial">NIH Transforming Academic Culture (NIH-TAC) Trial</a> </p><p>Encompassing the entire medical school, the cluster-randomized trial assessed a multifaceted intervention for women assistant professors. The three levels of the intervention focused on professional development, department/division task forces, and department/division chairs and chiefs and other leaders. Professional development included manuscript writing workshops, skills building to increase productivity, and courses on work–life balance. The task forces created department/division-specific initiatives to improve the environment for women. Leaders were engaged for top-down support and accountability.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Women faculty members in more supportive cultures experience less work–family conflict. The three-tiered intervention produced significant improvements in both intervention and control groups, with the intervention group having a 4-hour decrease in work hours per week and increased academic productivity. Four related papers include:</p><ul><li><a href="https://www.focusprogram.org/_files/ugd/d81902_ea10e4c49a6f4020971afc54991a6ac2.pdf">A Culture Conducive to Women’s Academic Success: Development of a Measure</a> </li><li><a href="https://www.focusprogram.org/_files/ugd/d81902_58bc9610ad8c4d2095c57c58b8d800ea.pdf">Tradition Meets Innovation: Transforming Academic Medical Culture at the University of Pennsylvania’s Perelman School of Medicine</a> </li><li><a href="https://www.focusprogram.org/_files/ugd/d81902_b7560404b6834351b9f7735f9c45bfbb.pdf">Culture Matters: The Pivotal Role of Culture for Women’s Careers in Academic Medicine</a> </li><li><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5446599/">A Randomized Controlled Trial to Improve the Success of Women Assistant Professors</a></li></ul></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2140" class="collapsed" aria-expanded="false" data-bs-target="#entry-2140" data-bs-toggle="collapse"> <div class="views-field views-field-title">Organizational governance and transparency</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Columbia University Vagelos College of Physicians and Surgeons</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2140" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>To improve governance and transparency, the initiative:</p><ol><li>Restructured <a href="https://www.vagelos.columbia.edu/about-us/explore-vp-s/leadership-and-administration/academic-affairs/faculty-professional-development-diversity-inclusion/academic-appointments-and-promotion-cuimc">academic tracks</a> with clear standards for advancement, especially for non-tenure-track positions;</li><li>Reorganized two key committees for appointments and promotion by increasing the number of people and increasing diversity in membership;</li><li>Conducted salary equity analyses and required annual reviews for assistant professors and biannual reviews of associate professors; and</li><li>Increased attention to women in leadership by tracking the number of women in leadership positions and increasing opportunities for women to be appointed to leadership positions, including endowed professorships. National searchers are required for leadership positions, and search committees are required to be balanced by gender and race/ethnicity, as are the candidates considered.</li></ol></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Committees on Promotion and Appointments were expanded, consist of 40–50% women, and are co-chaired by at least one woman; other committees have seen a similar increase in women’s participation. From 2007 to 2020, the percentage of faculty members who were women grew from 39% to 49%. From 2007 to 2013, the percentage of associate professors who were women did not change, and the percentage of full professors who were women increased by 2 points. After initiation of the restructured academic tracks in 2013, the percentage of associate professors who were women grew from 37% to 45% in 2020, and the percentage of professors who were women grew from 24% to 28% over the same period. Less success was seen in tenured-track positions. Women as a percentage of faculty members holding titles grew from 33% in 2011 to 48% in 2021, and women as a percentage of endowed professorships grew from 13% in 2012 to 44% in 2020.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2193" class="collapsed" aria-expanded="false" data-bs-target="#entry-2193" data-bs-toggle="collapse"> <div class="views-field views-field-title">Path to Professor Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Colorado School of Medicine, Anschutz Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Mentorship </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Mid-career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2193" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content">This is a structured program to encourage promotion to full professor with a set timeline and in collaboration with department leadership. Associate professors maintain a mentoring committee and undergo a midterm-like review 3 years after promotion. It is expected that progress toward promotion be discussed by chairs with the faculty members during the annual reviews.</div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>This program has increased promotions for women and men, but women have gained proportionately more, yielding representation of women in senior ranks that exceeds that of comparable clinical departments. See also: <a href="https://onlinelibrary.wiley.com/doi/10.1111/acem.13689">A Rising Tide Lifts All Boats: Professors and Leadership in an Academic Department of Emergency Medicine</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2177" class="collapsed" aria-expanded="false" data-bs-target="#entry-2177" data-bs-toggle="collapse"> <div class="views-field views-field-title">Personalized Healthcare Technology (PHT180)</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Rochester Institute of Technology</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Mentorship, Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2177" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://www.rit.edu/pht180/">Personalized Healthcare Technology (PHT180)</a></p><p>PHT180 is a multifaceted program to signal RIT’s commitment to health care research and gender diversity using internal funding. Teams from four different colleges submitted proposals for an interdisciplinary research area competition. Teams were built with new faculty affiliates and by hiring student trainees, with a conscious effort to include gender and discipline diversity. A team of experienced mentors engages with the early-career faculty members, covering topics such as grant strategy development, best practices in managing effective research, guidance on grant mechanisms, refinement of concepts, and review of proposals. The program includes a support staff to aid faculty members in securing external funding (including tracking of NIH diversity supplements), disseminate outcomes, and provide post-award support (including website development, networking events, and managing creative services).</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>At the time of the prize competition, 44% of the leadership team was women, 32% of affiliated faculty members were women (compared with about 21% of faculty overall), and 62% of student employees were women. Further, 35% of the grants had been submitted by women, and submissions by women had accounted for 33% of the total requested funds. The percentage of proposals submitted by women increased after hiring a full-time support staff (from 26% to 43% of proposals, with similar numbers for the percentage of requested funds). In terms of total awarded amount, 60% of total funding had been awarded to women faculty members, and 44% of the PHT180-affiliated publications had been from women. Finally, 43% of the mentors were women, and 62% of the mentees were women.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2176" class="collapsed" aria-expanded="false" data-bs-target="#entry-2176" data-bs-toggle="collapse"> <div class="views-field views-field-title">Promoting culture change</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Rochester Institute of Technology</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, New policy adopted or substantively changed </div> </div></div></div> </a> </div> <div id="entry-2176" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Specifically to support faculty retention, these workshops help to enhance and improve campus culture, with topics such as unconscious bias education and bystander awareness. In addition to holding workshops, AdvanceRIT has engaged the University of Michigan’s CRLT Players, a theater troupe. The AdvanceRIT project encourages, motivates, and informs conversations on important topics on campus through the creation of tip sheets and white papers, and the project leadership team has contributed directly to the significant improvements of tenure, promotion, and faculty evaluation policies.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Forty-five events have reached 758 people, including campus leaders, the Academic Senate, promotion/tenure committees, staff members, department chairs, and faculty members. Notably, the university’s tenure policy was rewritten, and a tenure clock extension program for new parents was established. Also, a more robust dual-career hire program was implemented, showing results of the culture change process.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2181" class="collapsed" aria-expanded="false" data-bs-target="#entry-2181" data-bs-toggle="collapse"> <div class="views-field views-field-title">Promotion and tenure working group</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Southern Illinois University School of Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2181" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Using baseline data on faculty members’ gender, race, and time in current rank, the <a href="https://www.siumed.edu/diversity/alliance-women-medicine-and-science">Alliance for Women in Medicine and Science</a> met with individual department chairs. These meetings reviewed faculty members who had been in the same academic rank for more than 5 years (and particularly more than 7 years) to encourage the development of plans for promotion.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>There was an increase in the number of women promoted from assistant professor to associate professor in the year after the program. An increase in promotions was not seen among men at this rank. There was also an increase in women promoted from associate professor to full professor after the program, but a similar increase was seen for men. However, the year after the program started, the greatest number of women were promoted from associate professor to full professor than in any year since data had been collected.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2145" class="collapsed" aria-expanded="false" data-bs-target="#entry-2145" data-bs-toggle="collapse"> <div class="views-field views-field-title">Raising the visibility of women in science and medicine</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Texas MD Anderson Cancer Center</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2145" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The Office of Women Faculty Programs (now Faculty Diversity, Equity and Inclusion) sought to raise recognition for women researchers by increasing the honors and awards they receive. For internal awards, the Office of Women Faculty Programs develops a list of eligible women faculty members, updates it annually, and nominates at least one woman for each award every year. For external awards, the Office of Women Faculty Programs identifies eligible women faculty members and then supports them in applying for broad-based professional society awards and awards for women in science.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>In 2008, women won 14% of awards (both internal and external), whereas in 2020, women won 27% of awards (both internal and external).</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2180" class="collapsed" aria-expanded="false" data-bs-target="#entry-2180" data-bs-toggle="collapse"> <div class="views-field views-field-title">Recognition</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Warren Alpert Medical School of Brown University</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2180" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content">Seeking to improve the recognition of achievements by women, the <a href="https://owims.biomed.brown.edu/">Office of Women in Medicine and Science</a> formed the Awards Subcommittee to ensure that women are nominated for awards within the university and in regional and national societies.</div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>The Rhode Island Chapter of the American College of Physicians established the Woman Physician of the Year Award in 2019, and both winners (up to the time of the prize competition) were nominated by this process.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2138" class="collapsed" aria-expanded="false" data-bs-target="#entry-2138" data-bs-toggle="collapse"> <div class="views-field views-field-title">Reform of faculty recruitment</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Washington University in St. Louis</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Small</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2138" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p> <span>The recruiting process for open faculty positions was comprehensively reformed in the following ways:</span> </p> <ol> <li> <span>Use of target of opportunity hires: Identify individual scholars and then recruit and hire them; they can be outside of the traditional search process to fill a gap in a program, department, or school. Over the past 10 years, more than one-third of hires have been target of opportunity hires; 70% of these are faculty members who identify as being part of a historically underrepresented race or ethnicity.</span> </li> <li> <span>Recruiting from within: Assess scholars hired on non-tenure-track positions and transition  these scholars to tenure-track positions; members of underserved racial and ethnic groups historically tend to be overrepresented in non-tenure-track positions.</span> </li> <li> <span>Spouse hiring: Deliberately include spousal/partner hiring in negotiations with prospective faculty members. Actively search for opportunities at the university for a spouse/partner.</span> </li> <li> <span>Leadership: An Associate Dean for Diversity was appointed and given concrete tasks and reporting structures. These included the Diversity Committee, which regularly met with search committees to ensure they had implemented an equitable search plan and process and created a strategic plan for diversity that included measurable outcomes and accountability structures.</span> </li> <li> <span>Training search committees and ensuring diversity on search committees: Workshops on equitable search practices are required for all committee members and ensure that every search committee is both gender-inclusive and racially/ethnically inclusive.</span> </li> </ol></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Over 10 years, the Brown School had a 44% increase in women faculty members and a 167% increase in faculty members in historically underrepresented racial and ethnic groups. Women constituted 20% of senior leadership positions in 2010 and 57% at the time of application. The percentage of women among all faculty members remained relatively steady (53% at the start of the program, 49% at the end), but the percentage of faculty members who are Black/African American went from 11% to 26%, and the percentage of faculty members who identify as being in a historically underrepresented racial or ethnic group went from 17% to 32%.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2154" class="collapsed" aria-expanded="false" data-bs-target="#entry-2154" data-bs-toggle="collapse"> <div class="views-field views-field-title">Research and leadership seminars and workshops</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Penn Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, Participants' knowledge </div> </div></div></div> </a> </div> <div id="entry-2154" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>These seminars and workshops are offered to all women faculty members, with specific sessions targeting the needs of different career paths (clinical, research, education, and basic science), different populations (e.g., underrepresented racial and ethnic groups and LGBTQIA+ groups), and different career stages (early, mid, late), covering a variety of topics, including time management, negotiations, leading teams, imposter syndrome, self-promotion, work–life strategies, managing up, difficult conversations, and proactive career planning.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>There have been 166 seminars and workshops offered since 2008, which have been attended by 5,813 faculty members, and 96% of participants agreed that the seminar or workshop was enriching and valuable, with 92% agreeing that the seminar or workshop helped them feel some sense of community and 81% agreeing that the seminar or workshop facilitated interaction and networking with colleagues.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2150" class="collapsed" aria-expanded="false" data-bs-target="#entry-2150" data-bs-toggle="collapse"> <div class="views-field views-field-title">Research-focused longitudinal workshops</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Trustees of Boston University, Boston University Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2150" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Charles River Campus STEM departments held interactive workshops for faculty members to provide guidance on core methodological skills, manuscript and grant writing, and finding mentorship. Programs included a 10-month program to move from being K or K-equivalent researchers to submitting R01 proposal.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>In the STEM departments, the percentage of promotions from associate professor to professor that were promotions of women was 22% in the 4 years prior to the programs and 32% in the 5 years after the start of the program, although the percentage of full professors who were women did not change. Nine of the ten participants in the grant writing workshop received career development grant funding, and the percentage of women who resubmitted applications and received funding in the second round was higher than the percentage among faculty members who did not attend the training. The participants in the 10-month K to R bridge program received 19 Federal grants, including 6 R-level grants.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2190" class="collapsed" aria-expanded="false" data-bs-target="#entry-2190" data-bs-toggle="collapse"> <div class="views-field views-field-title">Researcher Management & Leadership Training</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Colorado School of Medicine, Anschutz Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2190" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>This is an online course to build management skills for those who want to be research leaders. Course content includes an action learning plan and lessons on leadership; finance and administration; management; starting, growing, and maintaining teams; and mentorship. Content includes 150 video didactic lessons, personal stories, and Q&A interviews with early-career researchers, senior scientists, and administrative leaders from the University of Colorado Anschutz Medical Campus.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Satisfaction is high, at 4.9 stars out of 5.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2148" class="collapsed" aria-expanded="false" data-bs-target="#entry-2148" data-bs-toggle="collapse"> <div class="views-field views-field-title">Restructuring the recruiting process</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Florida</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2148" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The J. Crayton Pruitt Family Department of Biomedical Engineering developed three key questions to provide a reliable qualitative rubric to identify candidates who align, may align, or do not align with the department’s mission. Before phone interviews, the department provided candidates with the proposed questions to level the playing field for all candidates. Prior to in-person visits, the department provided candidates with a document that detailed what the candidates needed to prepare and what they could expect during their visit, with an offer of a phone call to discuss details. Interview questions were structured to show the candidates that the department was interested in them as whole people. During visits, the department paired candidates with faculty members who not only matched their research interests but also could answer questions about the community, benefits, and other needs the candidates have; meetings were scheduled in informal settings to facilitate these types of questions. The department also restructured chalk talks to be “vision talks” covering all of the qualifications (diversity, teaching, etc.) of candidates, not just research, and used the vision talks as an introduction to subsequent smaller meetings.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Out of 100 candidates, 9 were interviewed (4 women, 5 men); offers were made to 1 man and 4 women, and the resulting hiring shifted the department from 43% (10/23) to 52% (14/27) women. (It was 13% in 2013.)</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2146" class="collapsed" aria-expanded="false" data-bs-target="#entry-2146" data-bs-toggle="collapse"> <div class="views-field views-field-title">Salary equity review committee</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Minnesota</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2146" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>Based on a salary equity study showing a gap between men’s and women’s salaries, a committee was formed to provide individuals a means of having salaries reviewed outside of the routine 3-year review process. The committee also served as a resource for department heads making decisions about adjusting faculty salaries.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>There were four requests to the committee for review that have resulted in salary adjustments in the first year of the program.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2185" class="collapsed" aria-expanded="false" data-bs-target="#entry-2185" data-bs-toggle="collapse"> <div class="views-field views-field-title">Search committee training grounded in human resource management principles</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Houston</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2185" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content">The Assistant Provost for Faculty Recruitment, Retention, Equity, and Diversity started a program to train search committees in broad approaches to increase the number of women faculty members, including proactively networking with women candidates and using a highly structured interviewing and selection process using behavior-based interviewing. Search committee trainings were attended by more than one faculty member per committee, and job ads were posted on websites specific to underrepresented groups. Trainings were supplemented with a data science initiative aggregating data on research productivity, which was used to identify and approach women, especially women of color, who were highly productive but who had not been promoted.</div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Posting on websites specific to underrepresented groups was effective at attracting more applications from women of color. In comparison with a baseline year, faculty applications from women and from candidates in other underrepresented groups increased, and so did the overall applicant pool size. The University of Houston found that when more than one individual per search committee attended search trainings, applicant pool characteristics were more diverse. See also: <a href="https://psycnet.apa.org/record/2021-54144-001">Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2170" class="collapsed" aria-expanded="false" data-bs-target="#entry-2170" data-bs-toggle="collapse"> <div class="views-field views-field-title">Searching for Excellence & Diversity: A Workshop for Faculty Search Committees</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Wisconsin-Madison</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2170" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://wiseli.wisc.edu/workshops/hiring-diverse-excellent-faculty/">Searching for Excellence & Diversity: A Workshop for Faculty Search Committees</a><p>This is an interactive workshop to help faculty search committee members understand and minimize unconscious bias and assumptions when evaluating job applicants. The workshop also includes practical advice on running effective committees, recruiting diverse applications, having an equitable interview process, and successfully hiring selected candidates.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>The workshop has received positive evaluations, with 92% saying they would recommend it to others. Specifically, participants have valued the research findings on unconscious/implicit bias. The workshop has also been shown to improve gender equity in STEMM departments and led to the development of two additional workshops to cover race/ethnicity and other forms of diversity. Quasi-experimental data show that departments where at least one member has attended a workshop have had significant increases in the percentage of women faculty members hired, while comparable departments have had a decrease. Departments having had multiple members attend the workshop have seen a stronger effect. Similarly, the chances of a department’s making a job offer to a woman faculty member are higher in participating departments. Applicants have also reported a more positive experience in departments with a participant compared with those without. See also: <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4128022/">Searching for Excellence & Diversity: Increasing the Hiring of Women Faculty at One Academic Medical Center</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2152" class="collapsed" aria-expanded="false" data-bs-target="#entry-2152" data-bs-toggle="collapse"> <div class="views-field views-field-title">STRIDE workshops</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Florida International University</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, Participants' knowledge </div> </div></div></div> </a> </div> <div id="entry-2152" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The university required these workshops for all faculty searches and for all tenure and promotion committee members. The workshops were based on the University of Michigan’s ADVANCE program and provide faculty members with best practices for addressing gender and racial bias in hiring and promotion. In later years, the Diversity Advocate Workshop was added for one member of each faculty hiring committee to act as the point person on the search to ensure that good practices related to diversity are used for hiring faculty members.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>The workshops had 700 unique participants, with 87% of participants rating the workshops as effective in building understanding of the benefits of having a diverse faculty. Limited increases in the hiring of women faculty members have resulted in changes to the program (e.g., adding the Diversity Advocacy Workshop), but it was too early at the time of the prize competition to assess the results of these changes.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2147" class="collapsed" aria-expanded="false" data-bs-target="#entry-2147" data-bs-toggle="collapse"> <div class="views-field views-field-title">Targeted policies and initiatives to reduce structural barriers inhibiting the hiring of qualified women faculty members</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of California, Davis</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2147" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The process of recruiting new faculty members was reevaluated to cast a wide net and garner an inclusive pool of applicants. Each step of the recruitment process was assessed (getting a completed application, giving serious consideration, interviewing, offering a position, and hiring) to ensure that women candidates were included.</p> </div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>A higher percentage of female candidates than male candidates made it through each step of the recruitment process, and 4.6% of male and 8.7% of female applicants were hired. While there are still more male than female faculty members because of past hiring, the gap between male and female faculty members is shrinking, and in two out of the five targeted departments, the percentage of faculty members who are women meets or exceeds the gender composition of the available workforce.</p> </div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2175" class="collapsed" aria-expanded="false" data-bs-target="#entry-2175" data-bs-toggle="collapse"> <div class="views-field views-field-title">The Connectivity Series</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Rochester Institute of Technology</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2175" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://www.rit.edu/advance/events-and-workshops">The Connectivity Series</a><p>This is a series of professional development workshops focusing on recruitment, retention, and advancement of faculty members. Themes are selected based on the faculty climate survey and a literature review and provide targeted support (e.g., grant writing), create opportunities (e.g., networking opportunities), assist efforts to promote culture change (e.g., unconscious bias education), and show that difference is valued (e.g., workshops targeting women of color or deaf and hard-of-hearing faculty members).</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Between academic years 2016-2017 and 2020-2021, over 182 events were held, with most attendees being women, although participation from all faculty members grew over time. The number of women stalled at the associate professor rank for greater than 9 years experienced a significant drop with the launch of these initiatives in the 2016-2017 academic year. Evaluations suggest that the series has helped individuals be strategic about their career advancement, offered opportunities to learn from other women and expand their networks, and offered opportunities to share strategies for intervening against implicit bias and discrimination. See also: <a href="https://www.advancejournal.org/article/10121-the-development-and-evaluation-of-an-advance-professional-development-series-to-promote-institutional-transformation">The Development and Evaluation of an ADVANCE Professional Development Series to Promote Institutional Transformation</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2192" class="collapsed" aria-expanded="false" data-bs-target="#entry-2192" data-bs-toggle="collapse"> <div class="views-field views-field-title">The Doris Duke Charitable Foundation’s Fund to Retain Clinical Scientists</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Colorado School of Medicine, Anschutz Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Mid-career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2192" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://www.dorisduke.org/funding-areas/medical-research/fund-to-retain-clinical-scientists">The Doris Duke Charitable Foundation’s Fund to Retain Clinical Scientists</a></p><p>This program supports physician-scientist assistant professors who are funded but face caregiving issues that might derail their careers by providing financial and mentoring support to those whom the institution might otherwise lose</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Ninety-five percent of the 18 Doris Duke scholars at the University of Colorado School of Medicine have been retained in academia. (One left because of serious injury.) See also: <a href="https://www.researchgate.net/profile/Katherine-Hartmann-2/publication/323882166_An_Innovative_Program_to_Support_Gender_Equity_and_Success_in_Academic_Medicine_Early_Experiences_From_the_Doris_Duke_Charitable_Foundation&apos;s_Fund_to_Retain_Clinical_Scientists/links/5f0af981299bf1881616c5c7/An-Innovative-Program-to-Support-Gender-Equity-and-Success-in-Academic-Medicine-Early-Experiences-From-the-Doris-Duke-Charitable-Foundations-Fund-to-Retain-Clinical-Scientists.pdf">An Innovative Program to Support Gender Equity and Success in Academic Medicine: Early Experiences From the Doris Duke Charitable Foundation’s Fund to Retain Clinical Scientists</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2183" class="collapsed" aria-expanded="false" data-bs-target="#entry-2183" data-bs-toggle="collapse"> <div class="views-field views-field-title">The Underrepresented Women of Color Coalition</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Houston</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">University-wide</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2183" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The University of Houston provided funding for a community of support and advocacy exclusively for tenured and tenure-track women of color. The intention of the coalition is to help socialize new faculty members and increase the visibility and scholarly portfolios of faculty members who are women of color. Activities include community-building meetings, writing groups, professional development opportunities and institutional stimulus, and scholarly publication grant programs. The group is self-governing.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Members have called the coalition a vital component of their increased and continued successes. Feedback on the weekly writing groups indicates that faculty members feel they increase research productivity because of the much-needed sense of community, which ameliorates isolation and provides supportive accountability. The coalition members have forged cross-disciplinary research teams and have been successful in securing Federal funding.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2167" class="collapsed" aria-expanded="false" data-bs-target="#entry-2167" data-bs-toggle="collapse"> <div class="views-field views-field-title">Vilas Life Cycle Professorships</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Wisconsin–Madison</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Grants </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2167" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://wiseli.wisc.edu/grants/vilas-life-cycle/">Vilas Life Cycle Professorships</a></p><p>This program provides grants to faculty members experiencing critical life events (a serious illness, needing to care for a family member, etc.). The faculty members use the grant funds to hire research staff members or obtain other resources to sustain their research.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Positive evaluations submitted by grant recipients indicate that it has an impact on their subsequent success in obtaining research funding. Faculty members also place a high value on the existence of the program. See also: <a href="https://wiseli.wisc.edu/published-papers/life-happens-vilas-life-cycle-professorship-program-university-wisconsin-madison/">Life Happens: The Vilas Life Cycle Professorship Program at the University of Wisconsin–Madison</a> </p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2169" class="collapsed" aria-expanded="false" data-bs-target="#entry-2169" data-bs-toggle="collapse"> <div class="views-field views-field-title">Women and Leadership in Medicine, Science, and Engineering</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Wisconsin–Madison</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participant feedback on events, Participants' knowledge </div> </div></div></div> </a> </div> <div id="entry-2169" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://wiseli.wisc.edu/courses-lectures/women-leadership-course/">Women and Leadership in Medicine, Science, and Engineering</a><p>Specifically for graduate students, postdocs, and early-career faculty members, this interdisciplinary course covers research on gender and leadership and bias literacy, using reflective journaling and student-generated case studies.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Questionnaires before and after the course indicate increased leadership self-efficacy, personal mastery, and self-esteem for women, with decreases in the perceived constraints. See also: <a href="https://pubmed.ncbi.nlm.nih.gov/22949427/">An educational intervention designed to increase women's leadership self-efficacy</a></p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2143" class="collapsed" aria-expanded="false" data-bs-target="#entry-2143" data-bs-toggle="collapse"> <div class="views-field views-field-title">Women in leadership</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Texas MD Anderson Cancer Center</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking, Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures, Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2143" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p>The Office of Women Faculty Programs (now Faculty Diversity, Equity and Inclusion) led a process to revise search policies and processes. Resulting actions included ensuring that women are at least 30% of search committees, the Office of Women Faculty Programs has a vote on all leadership search committees and reviewed committee membership prior to committee approval, and each short list of candidates contains a man and a woman and/or person from an underrepresented racial or ethnic group. All search committee members now need to take unconscious bias and behavioral interview training to shift interviews away from questions about CVs and toward questions about leadership using appreciative inquiry. Deliberate efforts are taken to identify women candidates for positions, including from the internal faculty. For the final hiring or promotion decision, three unranked candidates are sent to the chief academic officer and president for selection.</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>The number of women applicants doubled from 2007 to 2018. According to the applications, “The impact of the search policy is clear when you see that 38 pre-policy searches led to 3 (8%) women appointed to leadership positions, while 78 post-policy searches resulted in 29 (37%) women appointed.” The number of women in leadership positions increased from 12 (15%) in 2007 to 34 (34%) in 2020.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2178" class="collapsed" aria-expanded="false" data-bs-target="#entry-2178" data-bs-toggle="collapse"> <div class="views-field views-field-title">Women in Science</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Rochester Institute of Technology</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> New policy adopted or substantively changed, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2178" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><a href="https://www.rit.edu/science/immerse-yourself/women-science">Women in Science</a><p>This is a grassroots faculty network offering encouragement to faculty members in underrepresented groups to be leaders, promoting collaborations, providing professional development opportunities, and giving women a voice. These initiatives provide services, organize events and activities, and advocate for policy changes (e.g., drafting a parental leave policy).</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>A formal evaluation found that the program’s scope and visibility have increased over time, moving from women faculty members to include students and other underrepresented identity groups. The initiative helps to build community and leads to policy changes (e.g., a new parental leave policy).</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2187" class="collapsed" aria-expanded="false" data-bs-target="#entry-2187" data-bs-toggle="collapse"> <div class="views-field views-field-title">Women's Leadership Training Program</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">University of Colorado School of Medicine, Anschutz Medical Campus</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Training, workshops, conferences, networking </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Early career faculty members </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention, Participant feedback on events </div> </div></div></div> </a> </div> <div id="entry-2187" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://medschool.cuanschutz.edu/deans-office/women-in-medicine-and-science/wims-activities/women-leadership-training">Women Leadership Training Program</a></p><p>This is a yearlong workshop-based program for early-career women, taught by seven faculty members. Experiential learning, workshops, and didactic sessions focus on building skills in leadership, mentorship, and enhancing networks. Topics include negotiations, conflict resolution, resilience, CV review, meeting optimization, ways of leading, personality types, and emotional intelligence. Open to 50 women per year, the program also sponsors and funds faculty members so they can attend national women’s leadership development seminars (the Executive Leadership in Academic Medicine [ELAM]).</p></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Between 2014 and 2020, 350 women participated, and 67% of survey respondents agreed that during or after attending the program, their employment improved in terms of academic promotion, new leadership titles/responsibilities, increased compensation, or other job growth. Also, 93% agreed that the program was an important faculty development opportunity. Twenty-one of 26 (77%) ELAM alumna hold key leadership positions in the University of Colorado School of Medicine.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2166" class="collapsed" aria-expanded="false" data-bs-target="#entry-2166" data-bs-toggle="collapse"> <div class="views-field views-field-title">Work-life Integration</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Wake Forest School of Medicine</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Medium</span></span><span><span class="badge badge--pct text-uppercase">School/college</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Change in outcome measures </div> </div></div></div> </a> </div> <div id="entry-2166" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content"><p><a href="https://school.wakehealth.edu/about-the-school/faculty-affairs/faculty-development/women-in-medicine-and-science/work-life-integration">Work–life integration</a> </p><p>The work–life integration subcommittee had three main activities:</p><ul><li>Using existing data from other institutions to make recommendations on a new parental leave policy;</li><li>Reviewing and providing recommendations to update the current lactation room policy; and</li><li>Holding a caregiving fair, where local agencies disseminated information and caregiving resources.</li></ul></div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>The institution adopted a formal parental leave policy. (None had existed before.) Additional lactation rooms and signage were added.</p></div></div> </div> </div> </div> </div> <div class="views-row"> <div class="collapsible-card collapsible-card--pct"> <div class="card-header card-header--pct"> <a href="#entry-2142" class="collapsed" aria-expanded="false" data-bs-target="#entry-2142" data-bs-toggle="collapse"> <div class="views-field views-field-title">Work-life support</div><div class="views-field views-field-field-university"><div class="field-content font-italic mb-2">Columbia University Vagelos College of Physicians and Surgeons</div></div><span class="views-field views-field-field-college-university-size"><span class="field-content badge badge--pct text-uppercase">Large</span></span><span><span class="badge badge--pct text-uppercase">Department</span></span><div class="views-field views-field-field-target-population"><div class="field-content"><div class="row"> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Intervention</div> Reform of process </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Target Population</div> Other target or no specific target </div> <div class="col-md-4"> <div class="text-uppercase field-title--pct">Type of Outcome</div> Participation in / uptake of the intervention </div> </div></div></div> </a> </div> <div id="entry-2142" data-bs-parent="#accordion_pct" class="collapse"> <div class="card-body card-body--pct"> <div class="views-field views-field-body"><div class="views-label views-label-body field-title--pct">Intervention Description: </div><div class="field-content">In 2017, Columbia established the Office of Work/Life at the Irving Medical Center to centralize access to resources for child care, adult care, elder care, and health care needs, as well as similar resources. The Irving Medical Center also reassessed its parental leave policy and extended the leave period to 13 weeks for both men and women.</div></div> <div class="views-field views-field-field-evidence"><div class="views-label views-label-field-evidence field-title--pct">Evidence: </div><div class="field-content"><p>Fifty-five faculty members (73% women) utilized expanded parental leave in FY 2018–2019.</p></div></div> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> <div class="col right-sidebar "> <div id="block-secondary-menu-updated" class="section-nav main-content-bg block block-system block-system-menu-blockmain-nav-updated"> <h3 class="block--title">Resources & Training</h3> <ul data-region="sidebar_second" block="block-secondary-menu-updated" class="section-nav-list list-links-only"> <li class="active"> <a href="/resources-training" data-drupal-link-system-path="node/216">Resources & Training</a> <ul> <li> <span>Resources & Training</span> </li> <li> <a 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