Faculty DiversityIn Medicine & Science

Weill Cornell Medical College

Office of

Weill Cornell Medical College Offices of Faculty Development and Diversity

Laurie H. Glimcher, M.D.Stephen and Suzanne Weiss Dean of Weill Cornell Medical College & Provost for Medical Affairs, Cornell University

Barbara L. Hempstead, M.D., Ph.D.Associate Dean for Faculty Development

Carla Boutin-Foster, M.D.Assistant Dean of Faculty Diversity

Rache M. Simmons, M.D.Assistant Dean of Faculty Diversity

WC Medical Faculty

• Total Full-time Medical Faculty – 1269

• Women Faculty – 520 (41%)

• Men Faculty – 749 (59% )

WC Gender by Academic Rank2011-2012

Tenure and Gender at WC

• Number of recommendations considered: 179

– Women: 59

– Men: 120

• Number Approved

– Total 159 (89%)

– Women: 54 (91%); Men: 105 (88%)

WC COMMITTEE OF REVIEW ACTIONS 2011-2012

Cornell University “Toward New Destinations”

Diversity Initiative

Weill Cornell Childcare Facility (2012-2013)

Currently, the Medical College offers backup child and elder care services and that benefit is oversubscribed. However, there is no full service childcare facility available  

Established a childcare facility that is available for faculty, students, and staff of Weill Cornell

Status:

•Physical site has been identified and partnership with Bright Horizons has been contracted.

•Committee that included Human Resources, faculty, student, post doc and staff representatives discussed and planned the logistics of center operation such as hours of operation, priority of access, cost of childcare, etc..

•Plan to have facility open for use Fall 2013 with lottery for enrollment of children 4/13

Faculty Parental Leave Policy (2012)

 

•Established a uniform parental leave

•  In the event of a birth or adoption of a child, the faculty member, as the primary parent , will be entitled to 6 weeks of full relief from clinical/academic responsibilities with salary continuance

•Approved by General Faculty Council, and Executive Faculty Council and Medical College Board of Overseers and Trustees

Academic Clock Extension (2012)

• For faculty members on the tenure track who are subject to the probationary period for tenure review, the probationary period clock will be suspended automatically for one calendar year for each instance of the following: the birth, adoption, or foster placement of a child, subject to notice of the event in writing by the faculty member to the Office of Faculty Affairs. The use of automatic suspensions does not affect consideration for extension of the probationary period for tenure review, or for promotion or tenure

Lactational Facilities (2012-2013)

• Lactational Facility established for Faculty Starr 554

• Facility is planned at 575 Lexington

• Need facility at 425 East 61st Street

Weill Cornell Women’s Networking and Mentoring Events (2012-2013)

• First Annual WC Alumni Women’s Breakfast

• Diversity on Tap – Women

• Brown Bag Lunches

 Enhance climate of inclusion for LGBT individuals at Weill Cornell and the New York Presbyterian Hospital

•Established an LGBT Committee across all constituency groups including faculty, students, residents, and Weill Cornell/NYPH staff •Established annual networking event “Diversity on Tap – LGBT” for faculty, students, residents, and Weill Cornell/NYPH staff •Safe Zone Allies Training Program established

LGBT Initiatives at WC 2012-2013

Respect at WC Webinar (2013)• Faculty survey data from 2010 shows 7% of female

faculty report that they have experienced sexual harassment and 27% report they have experienced discrimination due to gender while at Weill Cornell. Of the faculty, 37% report that they have experienced discrimination due to race or ethnicity while at Weill Cornell.  

• To address inappropriate workplace behavior concerns such as sexual harassment and discrimination, UE course has been identified – same as used at CU “Respect at Cornell”

• Anticipate webinar start up 7/1/2013

• Expect 100% of faculty participation

• In future all new faculty hires

WC Women’s InitiativesPossible Plans for 2013

• Salary equity study by gender

• Explore opportunities for networking/mentoring by women alumni

• Expansion of childcare facilities

• Explore concerns and possible programs for elder care

 

•Expand the LGBT component of the website for the Office of Faculty Development and Medical Student website•Include LGBT sensitivity training in faculty, student, resident and Weill Cornell/NYPH staff orientation •Work with NYPH to revise patient information material and forms to be more LGBT sensitive

 •Long term metric•Measure climate of LGBT inclusion with Weill Cornell and NYPH survey for faculty, students, residents and staff.

LGBT Initiatives at WC Plans for 2013