Women in Medicine and Science (WIMS)

increase-retention

WIMS Strategic Plan

Increase retention and advancement of women in medicine and science

Goals and Activities

  1. Prepare women and underrepresented faculty for promotion process (on-going)
    • Leader or collaborative partners:
      • Office of Educational Affairs
      • Office of Inclusion and Equity
      • UF Health Training and Development Office
      • Office of Administrative Affairs
    • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
  2. Identify women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders for development and leadership activities (on-going)
    • Leader or collaborative partners:
      • Office of Educational Affairs
      • Office of Inclusion and Equity
      • UF Health Training and Development Office
      • Office of Administrative Affairs
    • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
  3. Increase participation in mentoring sessions (on-going)
    • Leader or collaborative partners:
      • Office of Educational Affairs
      • Office of Inclusion and Equity
      • UF Health Training and Development Office
    • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
  4. Develop women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders leadership training (on-going)
    • Leader or collaborative partners:
      • Office of Educational Affairs
      • Office of Inclusion and Equity
      • UF Health Training and Development Office
      • Office of Administrative Affairs
    • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
  5. Assess and respond to retention and advancement trends (on-going)
    • Leader or collaborative partners:
      • Office of Educational Affairs
      • Office of Inclusion and Equity
      • UF Health Training and Development Office
      • Office of Administrative Affairs
    • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
  6. Establish Women in Medicine and Science (WIMS) at UFHSC-Jacksonville* (on-going)
    • Leader or collaborative partners:
      • Office of Educational Affairs
      • Office of Inclusion and Equity
      • UF Health Training and Development Office
      • Office of Administrative Affairs
    • Metric: Development of WIMS-Jacksonville

UFHSC-Jacksonville Women in Medicine and Science (WIMS) programs and events will strive to:

  • Provide forums for women faculty, resident and allied health care professionals to network, support common goals and address common concerns
  • Educate and prepare women for success in professional advancement, including promotion and tenure
  • Promote allyship of male leaders to support women faculty development and mentorship
  • Highlight internal/local, state and national speakers on topics important to women in medicine and science § Promote leadership skills and professional development among women
  • Utilize feedback from participants to strengthen programs

Steps to establish WIMS-Jacksonville:

  • Establish the Rotating Roundtables Program on pertinent topics for women faculty, residents, and allied health care professionals. During these events, we will conduct a need assessment of women faculty, residents, and allied health care professionals participating in the program. Other programs will be developed based on the feedback obtained through the Roundtables Programs
  • Establish an executive group of women faculty, residents and allied health care professionals to establish the bylaws and committees following the AAMC Group on WIMS format. WIMS at Jacksonville officers will participate in the future in the planning and execution of the various WIMS programs and initiatives
  • Establish allyship of male leaders to support women faculty development and mentorship
  • Sponsor Women in Medicine and Science Day
  • Coordinate UFHSC-Jacksonville Women Faculty Mentoring Program
  • Coordinate UFHSC-Jacksonville Women Faculty Leadership Program

TIME’S UP Healthcare

On December 12, 2019, UF Health Jacksonville announced its participation in and unwavering support for TIME’S UP Healthcare, a new national initiative dedicated to ensuring safe, fair, and dignified work for women in the industry. TIME’S UP Healthcare is a part of TIME’S UP, which launched in January 2018 to support women who experience sexual misconduct and related retaliation in the workplace across multiple industries.

UF Health Jacksonville is now a signatory of TIME’S UP Healthcare, with a focus on the following core principles:

  • Sexual harassment and gender inequity have no place in the health care workplace. UF Health Jacksonville is committed to preventing sexual harassment and gender inequity and protecting and aiding those who are targets of harassment and discrimination.
  • UF Health Jacksonville believes every employee should have equitable opportunity, support, and compensation.
  • UF Health Jacksonville cannot address a problem without understanding its scope and impact. It will measure and track sexual harassment and any gender-based inequities reported in our institution

Addressing Salary Equity

Addressing salary equity at an academic health center is critical to attracting and retaining talented faculty. Since 2010, the University of Florida College of Medicine – Jacksonville has been conducting periodic reviews of faculty compensation, with an aim to promote equitable practices. In 2019, the college contracted with an outside consultant to assess 2018 faculty compensation.

Women in Medicine Month Spotlight

During September, in celebration of the American Medical Association’s Women in Medicine Month, eight female faculty members at the UF College of Medicine – Jacksonville were among the group of UF Health employees spotlighted for their leadership and excellence.

The following faculty members were featured, listed in order of their appearance on social media.

  • Sherrie-Lee Brown, MD
  • Kelly Gray-Eurom, MD, MMM
  • Kelly Best, MD
  • Carol Ann Diachun, MD, MSEd
  • Linda Edwards, MD
  • Lori Bilello PhD, MBA, MHS
  • Tina Bottini, MPA
  • Phyllis Hendry, MD

Visit this link to view a Facebook photo album containing information for each UF Health honoree.