Skip Navigation
 
 
 
 
two doctors examinging brain scans
 
Print This Page
Share this page: More
 

Committee for Faculty Development and Gender Panel Recommendations

June 29, 2005

Prompt and significant actions are needed to remedy the problems identified in this report and maximize the hiring, promotion, and retention of our talented female faculty. The following recommendations are designed to address the areas most in need of attention:

  • Promote an institutional culture of equity. The equal treatment, promotion, and retention of women should rise to the level of an essential mission of the School of Medicine, and should be handled with an effort comparable to the way issues such as Compliance and Patient Safety were addressed.
  • Achieve and maintain salary equity . An analysis of faculty salaries should be performed annually by the Biostatistics Department in the Bloomberg School of Public Health using a state-of the-art statistical approach such as that employed in the present study. The results will be given to the Dean's office and a summary of the results should be made available to the faculty. Department directors should be required to rectify all salary discrepancies that cannot be justified based on objective criteria.
  • Promote the careers of women faculty . Provide an infrastructure to the Vice Dean of the Faculty, including an Associate Dean and additional staff, to:
  •  Oversee the annual salary analysis and meet with department chairs to assure that salary equity is achieved and maintained.
  •  Ensure that department directors or division chiefs conduct annual reviews with each faculty member.
  • Monitor faculty promotion rates to ensure that both male and female faculty are being put up for promotion in a timely manner, and to investigate faculty concerns about slow promotions.
  • Encourage and monitor the inclusion of women in formal and informal decision-making groups.
  • Improve quality and access to counseling for faculty regarding the institutional tools that can support families, including limited full time status, daycare, and FASAP.
  • Reduce Barriers to Inclusion . The scheduling of meetings and conferences outside the hours of 8 a.m. to 5 p.m. should be discouraged.
  • Financial resources for targeted recruitment and retention . Significant financial resources should be raised and dedicated to the recruitment, retention and promotion of women to the senior ranks of the faculty.
  • Expand institutional education about sexual harassment . A School of Medicine-wide program should be conducted to enhance faculty awareness about the zero-tolerance policy towards sexual harassment, and how to report incidents should they occur.
  • Conduct exit interviews . A system should be established for interviewing departing faculty in order to learn the reasons underlying the high faculty attrition rate.
  • Faculty oversight. Create a standing committee in the Medical School Council to monitor equity factors and present an annual report to the faculty and Dean.
  • Monitor progress. The faculty survey should be administered in three years to assess the progress in achieving the goals outlined here.
 
 
 
 
 

© The Johns Hopkins University, The Johns Hopkins Hospital, and Johns Hopkins Health System. All rights reserved.

Privacy Policy and Disclaimer