Retention

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

Strategy 1: Develop a Comprehensive Program to Enhance the Professional Community for 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: Continue Strategies to Ensure Equity and Parity

• Review effort and reimbursement for effort for key educational and leadership positions valued by YSM;

Strategy 3: Maximize Participation in National Conferences and Leadership

• Sponsor faculty, including women, to attend professional and/or leadership development seminars;
• Sponsor faculty, including 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 faculty to attend nationally-recognized career development conferences.

Strategy 1: Develop a Comprehensive Program to Enhance the Professional Community for those Underrepresented 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.

Strategy 3: Enhance Engagement of Junior Faculty from Underrepresented Groups

• Conduct outreach to new faculty, including those 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 analyses of the progress of all faculty in a department.
• Promote the development and use of the faculty development annual questionnaire.

Strategy 5: Maximize Participation in National Conferences and Leadership

• Sponsor faculty, including those from underrepresented groups, to attend career development seminars, including Minority Junior Faculty Leadership Development Seminar and/or Mid-Career Minority Faculty Leadership Seminar; and
• Provide support for faculty to attend nationally-recognized career development seminars each year.

Strategy 1: Develop Appointment and Promotion Policies and Procedures that Acknowledge Citizenship, Including DEI Work

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

Strategy 2: Develop Infrastructure to Maximize the Number of NIH Diversity Supplements or Other Career-Development Funding Obtained

• Develop templates and grant repositories to facilitate successful application for NIH Diversity Supplements and other career-development awards;
• Develop a system to facilitate application for supplements by graduate students, postdocs, and faculty, including those from underrepresented groups;
• Develop a method to acknowledge mentors who successfully mentor students and secure career-development funding.