Programs and Events
Women in Medicine and Science (WIMS)

Rotating Roundtables Program

On pertinent topics for women faculty, residents, and allied health care professionals

30 minutes x 10 tables then debriefing: 6 hours event once per year (or 5 tables for 3 hours with 2 sessions per year)

During this event, the participant will be able to rotate to the various tables, learn from the facilitators, and have the opportunity to ask questions about the specific topics. A need assessment will be conducted following the program to help direct future professional development, leadership, and mentorship initiatives, and understand potential barriers to success.

Potential tables and potential facilitators:

  • Promotion strategies (Dr. Best)
  • Work-life integration (Donna Ragucci/Dr. Zenni)
  • Research collaboration: tips to make it work (Tina Botini/Dr. Fish/Dr. Crandall)
  • Faculty benefits (Eric Conde/HR)
  • Managing career challenges (Dr. Velarde/Dr. Lall/Dr. Motycka)
  • How to get to leadership positions (Dr. Gray-Eurom)
  • How men can become part of Women Allyship (Dr. Davis, Dr. Cuff)
  • Negotiation/conflict management (Dan Kurmaskie)
  • Business in Medicine: Developing a business plan/Become familiar with the accounting statements that assess the health of an organization (Dr. Kadambi/Dr. Newmayer)
  • Visits with leaders (Dr. Haley, Dr. Edwards, Dr. Joseph, Dr. Shah)
  • Times UP Healthcare

Women in Medicine Day

Nationally renowned visiting professor then workshops

Speaker and Conference Recruitment Planning

  • Create a registry of potential speakers, keynote, and session chairs
  • Ensure that all aspects of the conference take into account gender equity
    • Who is on the planning committee?
    • Who are the chairs?
    • What is the makeup of the proposed speakers?
  • Recommend looking at total speakers as well as keynote speakers
    • Pay attention to marketing materials (pamphlets, websites, etc.) ensuring that conference materials take a diverse and equitable approach to representing men and women and ensuring roles equally spread out (i.e. men and women pictured as physicians)
    • Track results and publically report them

Available Workshops: (limited seating: up to 25)

Strategies for Cultivating Career Satisfaction and Success through Negotiation (AAMC GWIMS Tool Kit Chapter 9)

Learning Objectives:
  1. To appreciate the different approaches towards negotiation and the theoretical literature regarding concepts such as “positional bargaining” and “principled negotiation”
  2. To learn from the experiences described by other academic medical faculty regarding negotiation
  3. To recognize how gender affects negotiations and understand strategies that can optimize effectiveness in negotiation settings

The Successful Women Series provided by UF Office of Professional and Workforce Development

  • Leadership Strategies for Success
  • Leading with Impact: Building Commitment through Positive Influence
  • Crucial conversations: How to Handle Difficult Conversations with Ease
  • Commanding a Room: Charisma, Self-Confidence and Power
  • Inviting Men to the Table
  • Lifting up the Next Generation Women
  • What it means to lead like a Woman

(See exhibit A and B in the attached pdf file for descriptions of workshops.)

UFHSC-Jacksonville Women Faculty Mentoring

General Knowledge on Mentoring

This will be available for all women faculty, residents, and allied health professionals and will include the following three lectures:

1. Mentoring Women- A Guide for Mentors

Topics Covered:

  • Why Engage In Mentoring Women Faculty, Fellows, and Students?
  • Essential Elements of Mentoring Women to Achieve Career Satisfaction and Success
  • Mentoring Women Faculty: Issues Related to Cross-Gender Mentoring Maximizing Your Success As A Mentor
  • Mentoring Women Trainees

2. Mentoring Women- A Guide for Mentees

Topics Covered:

  • How to Identify Mentors Committed to the Professional Success of Women in Medicine and Science
  • Define Your Needs for a Mentoring Relationship
  • Choosing the Right Mentor (internal and external)
  • Mentorship versus Sponsorship
  • Essential Elements of Mentoring to Achieve Career Satisfaction and Success
  • Roles and Responsibilities of a Mentee
  • Maximizing Your Success as a Mentee
  • How to Begin, Sustain, and End Mentoring Relationships

3. Strategies for Advancing the Careers of Women of Color in Academic Medicine- Individual Strategies

Topics Covered:

  • Identify the Primary Factors Affecting the Careers of Women of Color in Academic Medicine
  • Recommend Strategies Women of Color Faculty Can Implement to Navigate Their Careers in Academic Medicine and Gain the Support Needed to Advance.

MentorcliQ Program

A selected group of women faculty (8-10 women faculty mentors and 8-10 women faculty mentees per year) will be enrolled in MentorcliQ in collaboration with Office of UF Health Training and Development in Jacksonville with Dan Kurmaskie.

MentorcliQ is a mentoring software solution that helps organizations launch, support, and grow high impact employee mentoring programs. Its approach drives employee participation and satisfaction through an engaging user experience and supporting training resources. It also offers measurement of time spent in mentoring, goals achieved, and user satisfaction with the mentoring program.

UFHSC-Jacksonville Women Faculty Leadership


  • To empower women to seek out promotion, and leadership positions
  • To increase the number of women who are in upper academic ranks, and in leadership positions
  • To provide knowledge and skills needed for career advancement
  • To leverage the resources of the institution by sharing learning from UF Health, UF Development Office, AAMC and other career development programs
  • To provide past attendees with opportunity to take a leadership role and hone their skills

Available Resources:

  • Women faculty, residents and allied health professionals will be made aware of available leadership development programs at UF Health through the Office on Training and Development to strengthen leadership capability such as STEP, STIVE and LEAP.
    • STEP – Support Tomorrow’s Emerging Performers: Cohort Program, open applications
    • STRIVE – Demonstrated leadership growth & capability: Self-Guided Program and all are welcome; open registration for classes
    • LEAP – Leadership, Excellence, Action, Partnership: Cohort Program, Nominations are by Senior/Executive Leaders 8
  • Women faculty, residents and allied health professionals will be made aware of the available Talent Tracks Leadership Confidence Assessments for Experienced Leader, New Leader, or Emerging Leader to choose the appropriate programs and courses to meet their needs.