MeenaRao_07_Preparing Careers in Medicine

8/11/2019 MeenaRao_07_Preparing Careers in Medicine

1/28

UICUNIVERSITY OF ILLINOISAT CHICAGO

The Sky is the Limit

Academia in the 21st Century

Mrinalini C. Rao Ph.D.

Vice Provost for Faculty Affairs

ProfessorDigestive Diseases and Nutrition


2/28

What do I Hope to Achieve

Today?

To help you understand the career

opportunities in academia To identify and surmount potential

barriers to success


3/28

Why am I Talking to You?

I am thrilled with this honor

I want to share the excitement of my

job with you My gray hair lends me a touch ofrespectability


4/28

An Academic Career in a Research

University

TEACHING SERVICE

RESEARCH


5/28

An Academic Career in Medicine in

at UIC


6/28

Academic Career in Medicine at UIC

TEACHING SERVICE

RESEARCH

TEACHINGCLINICAL

SERVICERESEARCH


7/28

Open Inquiry

Ability to be Influenced by Others

Diligent Search

Studious Inquiry

Critical & Exhaustive Investigation

Revision of Accepted Conclusions Modification of underlying theories in

light of new facts

Why Pursue Research in an

Academic Setting?

Add to generalizable knowledge

Add to practical knowledge

Explore the limits of your mind


8/28

Good controls, good

controls, good controls Good Practices -- anally

retentive records

Reproducibility Appropriate Models -

dont let the models

dictate your science

What Constitutes Good

Research?

Integrity and Ethics


9/28

Why Does Research Thrill Me?

The adrenalin rush

when you discover

the unexpected

The excitement ofseeing the sparkle in

a students eye

The exhiliration of

putting a story

together


10/28

Why Does Teaching Thrill Me?

Ability to influenceyounger minds

The excitement of

seeing the sparkle ina students eye

The pleasure of

seeing your traineessucceed


11/28

What are the Challenges?

Who are ourconstituencies?

Promotion

Publish or Perish

Funding

Time Juggling


12/28

UIC COM 2004-2005 Enrollment Table

Total Number of Students: 1318 + 72 on Leave of Absence

Total: Men: 694; Women: 624

Total Students (M1-M4

30600.0%

24400.0%

6300.0%

3700.0%

200.0%

22100.0%

18100.0%

7800.0%

9500.0%

200.0%

0 50 100 150 200 250 300 350

White

Asian

Hispanic

Af. Am

Nat. Am

Demographics

Number

M ale Female Bar 3


13/28

Figure 1. Gender Distribution of UIC CoM

Faculty

1997 & 2003-2005

26.929 29.9

31.4

73.171 70.1 68.6

0

20

40

60

80

1997 (N=650) 2003 (N=644) 2004 (N = 690) 2005 (N=690)

Percent

Women Men

National average in 2005-06 was 32% women.


14/28

Do we have a Problem?

Over the past 9 years in the College of Medicine

-% of allfaculty who are women increased by 4.5(26.9-31.4)

-% tenuredfaculty who are women increased by 2.5(18.1-20.6)

-Only 25.3%women faculty are tenured vs. 44.8%of men

-% of all faculty who are African American increased by 0.2(3.4-3.6)

-% tenuredfaculty who are AA decreased by 1.1(2.2-1.1)

-% of allfaculty who are Hispanic American increased by 0.7(3.1-

3.8)-% of tenured faculty who are HA increased by 3.1(1.4-4.5)

Courtesy: Dr. Claudia Morrissey, FAAC


15/28

What Can We Do?


16/28

Efforts at UICOffice of Faculty Affairs

http://www.uic.edu/depts/oaa/faculty/

Programs:

Heads are the Change Agents

Cannot forget the Mid-Career Faculty-- Junior Faculty - New Faculty Orientation/ P

and T workshop/brown bags

Underreprsented Faculty Mentoring Program

Mentoring Match Up Program -- can alwayshave >1 mentor
http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/


17/28

Efforts at UICOffice of Faculty Affairs

http://www.uic.edu/depts/oaa/faculty/

What is New?

Online Faculty Handbook -- all you wanted to know

and more Faculty Affairs Newsletter -- 3 times a year

New Grievance Procedures -- so there is due process,but please do not feel obliged to use it

Podcast versions of the Promotion and Tenureworkshops
http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/http://www.uic.edu/depts/oaa/faculty/


18/28

Efforts at UIC

WISEST:

Warm the climate & decrease the isolation of women STEMfaculty

Pilot initiatives to attract & recruit minority women faculty Transform STEM departments to foster diversity & womens

leadership

Promote STEM womens scholarship & teaching

Improve the ability to track & report on gender equity in STEM

Advocate & collaborate across UIC & nationally

A fascinating read --the Climate Survey

http://www.uic.edu/depts/oaa/faculty/climatesurvey.html
http://www.uic.edu/depts/oaa/faculty/climatesurvey.htmlhttp://www.uic.edu/depts/oaa/faculty/climatesurvey.html


19/28

Efforts at UIC

COLLEGE OF MEDICINE

FACULTY ACADEMIC ADVANCEMENT COMMITTEE:

http://www.uic.edu/depts/mcam/chicago/faac/

Create an institution whose faculty, departmental leadership, anddeans reflect the gender and ethnic profile of the Collegesstudent body.

Enable excellence in research, teaching, and patient care - whilepromoting work/life balance - so that the College of Medicinebecomes a desired destination for a talented and diverse faculty.
http://www.uic.edu/depts/mcam/chicago/faac/http://www.uic.edu/depts/mcam/chicago/faac/http://www.uic.edu/depts/mcam/chicago/faac/


20/28

.

The Search Process

One Size Does not Fit All

Avoid Unintentional Gender

Bias

Avoid Racial and Ethnic

Stereotyping

Avoid Evaluation Bias

Search Committee Training


21/28

Promotion The face of the guild is

changing

UIC is one of a fewinstitutions where thereare separate tracks and

norms for clinicaldisciplines --one sizedoes not fit all

Be informed about the

campus policies

Ask about the norms ofthe Department/College

Do not be afraid to ask

for advice


22/28

Get a Mentor

Campus mentoring program

Departmental mentoring

program

Network

You are your best advocate

Collaborations

choose wisely

discuss the ground rules

Translational Research Bench to Bedside

Bedside to Bench

Publish or Perish


23/28

Can I Really Succeed?

Yes you can

Figure out the

family friendly

policies Tenure roll back

Childcare

Partner Hiring

Accommodation

Extending the tenure clock


24/28

What are the

Benefits?


25/28

At the End of the Day

Remember lifegoes on

Life Outside Academia

Supportive Spouse

Challenging Kids

Great Friends & Family

Extracurricular Interests

Personal Satisfaction


26/28


27/28

Figure 5. Percent Distribution of UIC COM

Faculty by Tenure Status, by Gender, 2005

41.2%

55.8%

14.0%

18.9%

44.8%

25.3%

0% 50% 100%

Men

Women

Non-Tenur ed Tenure Track* Tenure d

* Qs included in Tenure Track Courtesy: Dr. Claudia Morrissey, FAAC


28/28

Figure 10. Percent Distribution of UIC COM

Faculty by Tenure Status by Race/ Ethnicity,

2005

42.8%

52.9%

34.6%

64.0%

13.9%

17.6%

19.2%

24.0%

43.3%

29.4%

46.2%

12.0%

0% 50% 100%

White

Asian

Hispanic

African Americans

Non-Tenur ed Tenure Track* Tenured

*Qs included in Tenure Track

Documents

MeenaRao_07_Preparing Careers in Medicine