OUR MISSION
- To support the advancement and leadership of women in academic medicine
- To promote education and research in women’s health
FOCUS-RELATED PUBLICATIONS
- Examining Faculty Awards for Gender Equity and Evolving Values
- The Brief CV Review: One Component of a Mosaic of Mentorship for Women in Academic Medicine
- Work-Life Policies for Faculty at the Top Ten Medical Schools
- Award Winning Women in Medicine Programs: Lessons in Building a Strong Professional Development Program for Women
- A Matter of FOCUS and Potential
OTHER PUBLICATIONS &
NEWS OF INTEREST
- The Culture of Academic Medicine: Faculty Perceptions of the Lack of Alignment Between Individual and Institutional Values
- Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering
- The Changing Face of Medicine: Women Doctors and the Evolution of Health Care in America
- Improving the Recruitment and Hiring Process for Women Faculty
- Be a Better Leader, Have a Richer Life
Policies & Reports
POLICIES
Adoption Assistance Policy (Almanac, vol 55, No.30, April 21, 2009)
To ease the financial impact of adopting a child, Penn is adding a benefit that may allow eligible faculty and staff to be reimbursed for up to $5000 in qualified adoption expenses. Effective date: July 1, 2009 and can be utilized for adoptions finalized on or after Januaray 1, 2009.
"Family Friendly" Penn Policies Relating to Junior Faculty Members' Career-Family Balance (Almanac Supplement, 2/28/2006)
A review of recommendations and approved revisions to three policies - the Maternity Policy, Reduction in Duties and Extension of the Probationary Period - to respond to needs of junior faculty members with family responsibilities.
- Update to Reduction in Duties Policy
(Almanac, vol.53, No.33, May 8, 2007)
Family Medical Leave Act (FMLA)
Handbook of Policies for Faculty (download handbook)
If you click on the table of contents, you can navigate directly to the respective poilcy. See page numbers for key policies below to facilitate searches.
- Equal Opportunity & Affirmative Action (p.42)
- Extension of Probationary Period (p.84)
- Leaves of Absence (p.80)
- Parental Policy (p.87)
- Reduction in Duties (p.83)
- Sexual Harassment (p.218)
Vacation and Leave Policy for Housestaff
REPORTS re: Gender & Divesrity
Penn Reports
Almanac Gender Equity Reports
- Fifth Annual Report
(Almanac, Vol.55, No.29, 4/14/2009) - Fourth Annual Report
(Almanac, Vol.52, No.31, 4/25/2006) - Third Annual Report
(Almanac, Vol.51, No.29, 4/19/2005) - Update to Second Annual Report
(Almanac, Vol.50, No.31, 4/27/2004 - Second Annual Report
(Almanac, Vol.50, No. 16, 12/16/2003) - First Annual Report
(Almanac, Vol.49, No.13, 11/19/2002) - Senate Committee on the Faculty Response
(Almanac, Vol.48, No.27, 3/26/2002) - President and Provost Response
(Almanac, Vol.48, No.14, 12/4/2001) - Original Gender Equity Report <"The Report">
(Almanac, Vol.48, No.14, 12/4/2001)
Benchmark Data: Penn SOM Faculty Gender Statistics (FOCUS Annual report)
Faculty 2000- Project
Final Report- Working Group Recommendations
Final Report- Subcommittee on Women
Report on Results of Fulltime SOM Faculty Survey (PDF)
Mentoring Guidelines for Junior Faculty
(Almanac, Vol.53, No.34, 5/23/2006)
External Reports
AAMC Report on Medical School Faculty Salaries (Annual report)
The Report on Medical School Faculty Salaries contains 33 tables that present the total income attributable to teaching, patient care, or research for full-time medical school faculty. The total income is broken out in a number of ways, such as by discipline, degree, region, and school ownership. The tables provide the 25th percentile and 75th percentile as well as the mean and median for each combination of faculty rank and faculty department/specialty. The number of faculty in each total income statistic is given also. (Contact FOCUS to borrow hardcopy report or to have access to online report)
AAMC Women in U.S. Academic Medicine Statistics and Medical School Benchmarking (Annual report)
This report marks the twenty-fifth year the AAMC Women in Medicine office has surveyed the academic medicine community for representation of women at the accredited U.S. medical schools. Each year, the Women Liaison Officers (WLOs), Faculty Roster Representatives (FRRs), and Group on Faculty Affairs (GFA) Representatives of each medical school collect and verify survey data on gender distribution.
Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering (Landmark Report: National Academies)
Enhancing the Environment for Women in Academic Medicine
Increasing Women's Leadership in Academic Medicine
Project Implementation Committee
Joint Statement on Gender Equity in Higher Education
MIT Study: Status of Women Faculty in Science at MIT
MIT Response
Virgnina Valian's Gender Equity Project
Annnotated Bibliography