Policies & Reports



Penn Nursing Mothers Program (Almanac, vol 58, No.3, Sept.13, 2011)
(Policy effective Feb 2012) Penn is committed to maintaining a family-friendly workplace and supporting the health and well-being of our faculty and staff. Research shows that nursing mothers feel supported when they have the resources to continue breastfeeding after returning to work. Breastfed babies benefit from their mother’s immunities and may even stay healthier than babies on formula. With these goals in mind, the Penn Nursing Mothers Program was introduced to provide nursing mothers with space and time for managing lactation responsibilities at work.

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 January 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.

Family Medical Leave Act (FMLA)

Handbook of Policies for Faculty (download handbook)
If you download the pdf of the full handbook click on the table of contents, you can navigate directly to the respective policy. See page numbers for key policies below to facilitate searches.

  • Equal Opportunity & Affirmative Action (p.39)
  • Extension of Probationary Period (p.96)
  • Leaves of Absence (p.91)
  • Parental Policy (p.99)
  • Reduction in Duties (p.94)
  • Sexual Harassment (p.323)

Handbook on Sexual Harassment

Vacation and Leave Policy for Housestaff

REPORTS: Gender, Diversity and Policies

Penn Reports

Shaping the Future of Medicine- Five Year Strategic Plan- 2013-2017- Implementation Update (September 2013)

Shaping the Future of Medicine: Excellence, Innovation, and Integration- Executive Planning Council Recommendations (July 2012)

PSOM Plan for Faculty Diversity and Inclusion

Almanac Gender Equity (or Diversity) Reports

Benchmark Data: Penn SOM Faculty Gender Statistics (FOCUS comprehensive 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

Promising Practices for Promoting Faculty Engagement and Retention at U.S. Medical Schools (AAMC publication, December 2013)
Organizational research shows a strong connection between employee engagement and retention, as well as overall organizational performance. This publication illustrates trends in faculty engagement and retention with data collected from medical schools that participated in the 2011 AAMC Faculty Forward Engagement Survey. The publication profiles six institutions that were surveyed in both 2009 and 2011 to show how engagement data can be used take action in improving the workplace and to drive change over time. (direct link to publication)

Effective Policies and Programs for Retention and Advancement of Women in Academia (Work Life Law, UC Hastings College of Law)

Creating a Family Friendly Department: Chairs and Deans Toolkit (UC Faculty Friendly Edge- July 2007)

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 for access code for 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

Virginia Valian's Gender Equity Project
Annotated Bibliography