UNBALANCED

LITES PROGRAM 20 20

Ch ris Ma n u e l, DVM, P h DAs s o c ia t e P ro fe s s o rDe p a rt m e n t o f P a t h o lo g ySe n io r As s o c ia t e Dire c t o r , Offic e o f La b o ra t o ry An im a l Re s o u rc e sUn ive rs it y o f Co lo ra d o | An s c h u t z Me d ic a l Ca m p u s

Alia Al-Ta yyib , P h D, MSP HAs s o c ia t e Re s e a rc h Sc ie n t is tDe n ve r He a lt hAs s o c ia t e P ro fe s s o rCo lo ra d o Sc h o o l o f P u b lic He a lt h

Su c h it ra Ra o , MD, MSCSAs s o c ia t e P ro fe s s o r De p a rt m e n t o f P e d ia t r ic s – In fe c t io u s Dis e a s e , Ep id e m io lo g y, Ho s p it a l Me d ic in eUn ive rs it y o f Co lo ra d o | An s c h u t z Me d ic a l Ca m p u sCh ild re n ’s Ho s p it a l Co lo ra d o

Ma ry Sa m m e l, Sc DP ro fe s s o rDe p a rt m e n t o f Bio s t a t is t ic s & In fo rm a t ic sAs s o c ia t e Dire c t o r , Ce n t e r fo r In t e g ra t ive De s ig n a n d An a lys isCo lo ra d o Sc h o o l o f P u b lic He a lt hUn ive rs it y o f Co lo ra d o | An s c h u t z Me d ic a l Ca m p u s

Re b e c c a Sc h w e p p e , P h DP ro fe s s o rDe p a rt m e n t o f Me d ic in e – En d o c rin o lo g y, Me t a b o lis m , Dia b e t e sAs s o c ia t e Dire c t o r , Ca n c e r Bio lo g y Gra d u a t e P ro g ra mRe s e a rc h Dire c t o r o f En d o c rin o lo g yUn ive rs it y o f Co lo ra d o | An s c h u t z Me d ic a l Ca m p u s

Ka rt ik Sh a n k a r , P h DP ro fe s s o rDe p a rt m e n t o f P e d ia t r ic s – Nu t r it io nAs s is t a n t Dire c t o r fo r Ba s ic Re s e a rc h , LEAD Ce n t e rUn ive rs it y o f Co lo ra d o | An s c h u t z Me d ic a l Ca m p u s

Kim St ru p p , MDAs s o c ia t e P ro fe s s o rDe p a rt m e n t o f An e s t h e s io lo g y – P e d ia t r ic An e s t h e s io lo g yClin ic a l Dire c t o rUn ive rs it y o f Co lo ra d o | An s c h u t z Me d ic a l Ca m p u sCh ild re n ’s Ho s p it a l Co lo ra d o

Dis c u s s io n H ig h l ig h t sExamine gender differences in key career transitions in academic m e d ic in e

He a r from w om e n le a d e rs a b ou t h ow th e y m od e l t h e w a y to p rom ote b a la n ce

Ea rly Ca re e r Ad vice -

“I c a n re c a ll re c e ivin g a d vic e e a rly in m y c a re e r fro m m y m a le m e n t o r t h a t I w o u ld h a ve t o c h o o s e b e t w e e n h a vin g a fa m ily ve rs u s p u rs u in g a c a d e m ic p ro d u c t ivit y , a n d t h a t it w a s n 't p o s s ib le t o h a ve b o t h . I w a s t h e n g ive n re a s s u ra n c e t h a t it ’s o k fo r w o m e n t o p e a k la t e r in life , s in c e t h e y’ll g e t t h e re e ve n t u a lly."

GENDER DIFFERENCES AT THE UNIVERSITY OF COLORADO AND COMPARISONS W ITH NATIONAL DATAGENDER DIFFERENCES IN:RANKTENUREGRANT AWARDS

Faculty list as of January 2020 from SOMFa cu lt y Affa irs (n =4,8 40 )

In fo rm a t ion in c lu d e d :Ge n d e r De p a rt m e n tTra ck (Te n u re , Clin ica l, Re se a rch )Ra n k (In st ru c t o r, Assist a n t , Assoc ia t e , Fu ll)Te n u re dDa t e Of t e n u re

SCHOOL OF MEDICINE DATA

GENDER BY FACULTY RANK

2019 AAMC report: full time faculty women represent 26% of full Professors, 39% of Associate Professors and 48% of Assistant Professors

GENDER AMONG TENURED FACULTY

2019 AAMC report: 24% of tenured full Professors -women

women - 35% of tenured Associate Professors

R01 EQUIVALENT GRANTS BY GENDER

26% of awardees were female in 201031% of awardees were female in 2019

NIH R01 EQUIVALENT GRANTS BY GENDER UNIVERSITY OF COLORADO SOM DATA

37% of awardees were female in 201039% of awardees were female in 2019

Im p a c t o f CO VID-19

IMP ACT O F CO VID-19

•Survey of 4535 researchers from the US and Europe

•Greatest impact - Femaleacademics with young children

PANDEMIC IMPACTS ON FEMALE ACADEMICS

Source: Andersen et al., eLife 9: e58807 2020

PANDEMIC IMPACTS ON FEMALE ACADEMICS

Source: Viglione G Nature, 581: 28 May; 2020

Po t e n t ia l re a so n s fo r im b a la n ce • Male -dominated institutional culture

• Historically, lack of female mentors

• Competing family responsibilities due to gendered domestic labor

• Implicit and subconscious biases in:⚬ re c ru it m e n t⚬ re se a rch a lloca t ion⚬ ou t com e o f p e e r re vie w⚬ n u m b e r o f c it a t ion s ref: Peterson Gabster

The Lancet Vol 395 June 27, 2020

• What can the academic community do to support women in academia during this pandemic (and beyond)?

• Sought advice from successful women leaders throughout the CCTSI network

• Framed questions using the five practices of exemplary leadership

W e t u rn e d t o o u r le a d e rs fo r a d vice

Gu id in g Va lu e s in Le a d e rsh ipUs in g t h e LP I F r a m e w o r k t o a d d r e s s g e n d e r e q u i t y

So m e a d vice fro m o u r le a d e rs

https://www.youtube.com/watch?v=Y_uzLiTtyq0 )

Mo d e l t h e w a y• How do you set an example as a leader in

living a life with balance? • What do you do in your leadership practices

to promote gender equity? • How do you build a consensus around the value of gender

equity?

"w h e n t h e y s e e yo u w o rk in g d o in g t h e s a m e s t u ff t h e y 're d o in g I d o n 't e ve n b e lie ve it re q u ire s m u c h c o n ve rs a t io n ; it c re a t e s a b o n d a n d a re la t io n s h ip w h ic h is h u g e in t e rm s o f e n g e n d e rin g c o n fid e n c e m a k in g p e o p le fe e l c o m fo rt a b le "

-Ann ThorProfessor and Edith B. Todd and James C. Todd MD Chair of PathologyCU School of Medicine

In sp ire a sh a re d vis io n • How do you see gender equity be a priority in

the vision of your department? • How do you inspire others to share your vision

of gender equity? • What would the university look like to you

once equity exists between genders?

"I w o u ld lo ve t o s e e (g e n d e r e q u it y re p re s e n t e d in le a d e rs h ip ) n o t ju s t a t De n ve r h e a lt h o r o t h e r o rg a n iza t io n s a c ro s s De n ve r , b u t I w o u ld lik e t o s e e t h is n a t io n a lly, t h a t le a d e rs h ip t o a c e r t a in e xt e n t , e s p e c ia lly w it h in h e a lt h c a re a n d h e a lt h c a re d e live ry re p re s e n t s t h e c o m m u n it y m o re s o t h a n it d o e s t o d a y"

-Romana Hasnain -WyniaChief Research OfficerDenver Health

Ch a lle n g e t h e P ro ce s s

What are innovative strategies that you have utilized to im p ro ve g e n d e r e q u it y in yo u r d e p a rt m e n t o r a t t h e u n ive rsit y?"...h a vin g va rio u s vo ic e s a t t h e t a b le . I've d e fin it e ly b e e n in s it u a t io n s a n d in m e e t in g s a n d in c o m m it t e e s w h e re I fe e l lik e t h e vo ic e s o f fe m a le fa c u lt y w e re n o t w e ll re p re s e n t e d a n d it …c re a t e s t h is w e ird s it u a t io n w h e re yo u 're ve ry m u c h t h e o u t lie r in t h e g ro u p a n d yo u 're u s u a lly a d vo c a t in g a ve ry m a in s t re a m p o s it io n a m o n g fe m a le fa c u lt y b u t it ju s t s e e m s lik e it 's c o m in g fro m le ft fie ld fo r t h e o t h e r p e o p le in t h e ro o m s o ...m a k in g s u re t h a t yo u h a ve b ro a d re p re s e n t a t io n o f t h e fo lk s in yo u r d e p a rt m e n t ."

-Gina Whitney Associate ProfessorDept of AnesthesiaCU School of Medicine

Ch a lle n g e t h e P ro ce s sWhat have you done to promote alternative working a rra n g e m e n t s t o su p p o rt w o m e n in yo u rd e p a rt m e n t ?

"...o n e o f t h e s t ra t e g ie s I've u s e d ...is t o p ro vid e t h o s e e m p lo ye e s w it h a lit t le b it m o re fle xib ilit y in t h e ir o ve ra ll s c h e d u le ...(w it h ) a fle x w o rk s c h e d u le ... t h e g o a l a n d t h e vis io n o f it is t o a llo w p e o p le t o t a k e c a re o f w h a t t h e ir n e e d s a re o u t s id e o f w o rk if t h e y n e e d t o …s h ift t h e ir w o rk s c h e d u le w it h o u t h a vin g t o t a k e va c a t io n o r s ic k t im e a n d s t ill b e a b le t o m a n a g e a n d g e t d o n e w it h a ve ry d e fin e d a m o u n t o f w o rk d u rin g t h e d a y; w h ic h is a m o re t yp ic a l e xe m p t o r s a la r ie d e m p lo ye e t yp e s it u a t io n a n d t h a t it b e n e fit s e ve ryo n e , it 's n o t ju s t p a re n t s o r m o t h e rs o r fa t h e rs "

-Jori LeszczynskiAssistant Vice Chancellor for Animal ResourcesDirector, Office of Laboratory Animal ResourcesUniversity of Colorado

En co u ra g e t h e He a rt

How do you ensure that women in your department know t h a t yo u h a ve co n fid e n ce in t h e ir a b ilit ie s?

Wh a t h a ve yo u d o n e in yo u r ro le a s m e n t o r t o sp o n so r a n d p ro m o t e w o m e n in yo u r d e p a rt m e n t ?

"I t h in k o n e w a y o f s h o w in g c o n fid e n c e (in t h e ir a b ilit ie s ) is b y n o t m ic ro m a n a g in g ; b y g ivin g p e o p le o p p o rt u n it ie s t o t a k e r is k s ...(w h ic h ) m a y fa c ilit a t e in n o va t io n ...Yo u e s t a b lis h a c u lt u re w h e re it 's a lm o s t t h e e xp e c t a t io n - t h a t it 's o k a y t o t a k e r is k s , it 's o k a y t o t ry a n e w w a y o f d o in g s o m e t h in g , ...it 's o k a y t o s h a re w h a t w o rk s a n d w h a t d o e s n 't ."

-Rom a n a Ha sn a in -W yn iaChief Research OfficerDenver Health

En a b le o t h e rs t o a c t

How can leaders inspire confidence in w o m e n t o p u rsu e o p p o rt u n it ie s so o n e r?

"It is e s s e n t ia l t o d e ve lo p t ru s t in g re la t io n s h ip s w it h b o t h m e n a n d w o m e n ."

"Do n 't s h y a w a y fro m g ivin g fe e d b a c k t o w o m e n , it m a y re q u ire a s t yle t h a t is d iffe re n t fro m g ivin g fe e d b a c k t o m e n ."

s o u rc e : h t t p s :/ /w w w .fla s h p o in t le a d e rs h ip .c o m /b lo g / le a d ers h ip -t ip s -in s p ire -a -s h a re d -vis io n

PROMOTION EXTENSION

School of Medicine is providing all Assistant

Professors extension timeline

FOCUS GROUPSDept. of Medicine and

Pediatrics to identify the impact of COVID -19 and needs

assessment

FLEXIBLE WORK POLICIES

Flex working conditions, flexible work policies being

provided

SUPPORT New benefit which provides help with dependent care

Mo vin g fo rw a rd w it h o u r m is s io n -sh o rt t e rm

Mo vin g fo rw a rd w it h o u r m is s io n

-TIME FOR A CRITICAL RESET

• Re c o g n ize fe m a le fa c u lt y t a k e o n m o re a n d re c a lib ra t e e xp e c t a t io n s

• En s u re fe m a le re p re s e n t a t io n in re c ru it m e n t , le a d e rs h ip , s c ie n t ific e xp e rt is e

• St u d y a n d re p o rt in s t it u t io n a l d a t a o n g e n d e r a n d a c a d e m ic a c h ie ve m e n t s

• Eva lu a t e a n d a d d re s s g e n d e r a n d o t h e r b ia s e s

• To o ls t o id e n t ify p re d ic t o rs a n d o b s t a c le s t o s u c c e s s

JORI LESZCZYNSKI

Assistant Vice Chancellor for Animal Resources

Director, Office of Laboratory Animal Resources

University of ColoradoGINA WHITNEYAssociate ProfessorDept of Anesthesia

CU School of MedicineANN THORProfessor and Edith B.

Todd and James C. Todd MD Chair of PathologyCU School of Medicine

ROMANAHASNAIN -WYNIAChief Research Officer

Denver Health

Ack n o w le d g e m e n t sO u r Th o u g h t le a d e r s o n Ca m p u s

MARISHA BURDENSct ion He a d , De p t o f

Hosp it a l Me d ic in e CU Sch oo l o f Me d ic in e

TOM FROST Office o f Fa cu lty Affa irsUn ive rsity o f Co lo ra d o

STEVE LOWENSTEINP rofe sso r o f Com m u n ity a n d

Be h a vio ra l He a lthAssoc ia t e De a n fo r Fa cu lty Affa irs

De p t o f Em e rg e n cy Me d ic in eCU Sch oo l o f Me d ic in e

MAGGIE WIERMAN P rofe sso r in Me d ic in e ,

P h ysio log y a n d Biop h ysics

De p t o f En d ocrin o log yCU Sch oo l o f Me d ic in e

ANNE LIBBY P rofe sso r & Vice Ch a ir fo r

Aca d e m ic Affa irs De p t o f Em e rg e n cy

Me d ic in e CU Sch oo l o f Me d ic in e

CHERYL WELCHOffice o f Gra n t s a n d

Con t ra c t s Un ive rsity o f Co lo ra d o

Th a n k yo u