Retention

Yale School of Medicine seeks to create an inclusive environment that proactively provides the sponsorship and resources needed for our diverse community to thrive.

Our retention strategies focus on women, underrepresented groups, and institutional changes.

Strategy 1: Develop a Comprehensive Program to Advance Women in Science and Medicine

• Design a program of strategic sponsorship to ensure that all faculty, including women, have equitable access to professional development;
• Include women faculty members as nominees for national awards, for induction into appropriate academic societies, to serve on key national committees, and for national speaking engagements;
• Develop a coaching program for junior faculty that integrates cohort style mentoring with one-on-one coaching;
• Create a monthly seminar series on specific challenges women in science and medicine face, along with strategies to overcome them; and
• Collaborate with faculty groups on the Annual Women in Medicine Conference and other initiatives designed to enhance the experience of women at YSM.
  

Strategy 2: Adopt Strategies to Promote Gender Equity

• Define effort and reimbursement for effort for key educational and leadership positions valued by YSM; and
• Evaluate number of publications and grants at time of promotion by gender and track.

Strategy 3: Maximize Participation in National Conferences

• Sponsor women to attend professional and/or leadership development seminars;
• Sponsor women each year for high profile national lectures, national awards for scientific achievement, and/or pivotal national committees; and
  
• Provide central support each year for women to attend conferences.

Strategy 1: Develop a Comprehensive Program for Equitable Advancement of Faculty from Underrepresented Groups in Science and Medicine

• Promote strategic sponsorship to equitably advance the professional development of all faculty, including faculty from underrepresented groups.
• Include faculty from underrepresented groups among those nominated for national awards and appropriate academic societies, selected to serve on key national committees, and promoted for national speaking engagements.
• Offer Minority Organization for Retention and Expansion (MORE) coaching program with the goal of creating a professional development plan.

Strategy 2: Enhance Collaboration with Minority Organization for Retention and Expansion (MORE)

• Include deputy deans of scientific affairs, faculty affairs and professionalism, and leadership as active participants at the MORE Annual Retreat.
• Engage MORE for input into resources offered through the Office of Academic and Professional Development so that faculty from underrepresented groups have equitable access to all new services and programs.

Strategy 3: Enhance Engagement of Junior Faculty from Underrepresented Groups

• Conduct outreach to new faculty from underrepresented groups at time of hire and again before expected time for promotion.

Strategy 4: Adopt Strategies to Promote Equity Among Faculty

• Conduct periodic evaluation of the progress of all faculty in a department to provide for equitable progression of members from underrepresented groups.
• If inequity is found, develop an action plan with appropriate deputy deans to:
  • Evaluate the number of manuscripts submitted and/or accepted by faculty from underrepresented groups compared to their counterparts;
  • Evaluate the number of grants submitted and/or awarded by faculty from underrepresented groups compared to their counterparts;
  • Assess the level of engagement of faculty from underrepresented groups with their mentoring teams relative to their counterparts;
  • Evaluate the time to promotion for faculty from underrepresented groups compared to their counterparts;
  • Conduct periodic time-to-promotion evaluations; and
  • Create an action plan to address any inequities found.

Strategy 5: Maximize Participation in National Conferences to Advance the Careers of Faculty from Underrepresented Groups

• Sponsor faculty from underrepresented groups to attend the Minority Junior Faculty Leadership Development Seminar and/or Mid-Career Minority Faculty Leadership Seminar; and
• Provide support for faculty from underrepresented groups to attend these seminars each year.

Strategy 1: Develop Appointment and Promotion Policies and Procedures that Reward DEI Work

• Modify the CV supplement to ask explicitly about DEI research and/or service activities and contributions;
• Develop rubric for the consideration of DEI activities and contributions in the promotions process; and
• Incorporate training on preparing and evaluating a portfolio related to DEI citizenship activities into career development workshops and into Appointment & Promotion committee briefings.

Strategy 2: Develop Infrastructure to Maximize the Number of NIH Diversity Supplements Obtained

• Develop templates and grant repositories to facilitate successful application for NIH Diversity Supplements;
• Develop a system to facilitate application for Diversity Supplements by graduate students, postdocs, and faculty from underrepresented groups;
• Develop a method to acknowledge mentors who successfully mentor students from underrepresented groups and secure Diversity Supplements.