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Office of Women in Medicine and Science

Associate Dean for Women in Medicine and Science: Ana M. Viamonte Ros, MD, MPH


To advance the mission of the Herbert Wertheim College of Medicine by:

Ensuring gender equity;

Promoting the recruitment/retention of a diverse women faculty;

Promoting the recruitment/retention of diverse medical students;

Recognizing women in Science and Medicine;

Promoting the career and leadership advancement of women faculty.


Promote an environment and institutional culture conducive to retaining women faculty.

Increase the number of women in all academic categories (clinical and basic sciences) over the next 5 years.

Promote the academic development of women medical students.

Encourage FIU female undergraduate students to enroll into STEM programs.
Gender Distribution of the faculty at FIU/HWCOM:

FIU HWCOM Gender Distribution

FIU College of Medicine (FIU HWCOM) vs. Association of American Medical Colleges (AAMC)

FIU College of Medicine (FIU HWCOM) vs. Association of American Medical Colleges (AAMC)


Congratulations to the following women faculty on their promotions:

  • Marin Gillis, PhD promoted to Professor on the Educator Track in the Department of Humanities, Health and Society
  • Diana Barratt, MD, MPH promoted to Associate Professor in the Department of Neurosciences
  • Rebeca Martinez, MD, FACOG, MHE promoted to Assistant Clerkship director of OB/GYN


We also like to thank Dr. Cheryl Holder for participating on the panel of the FIU Women Faculty Institute event on May 7, 2015.  Dr. Barbra Roller and Dr. Cheryl Brewster also attended this event in representation of the women faculty at the FIU College of Medicine.  Below is a summary of the event brought to us by Dr. Barbra Roller:

Keynote address: Susan Bascow-- Gender and Teaching Evaluation: How Women Professors are Perceived and Evaluated by Their Students

The problem: Approx. 42% of teaching faculty are women, but women are mostly found in the lower ranks

In studies:  male faculty were rated equally by male and female students; female professors rated lower by male students, and female faculty rated higher by female students.
Reasons for differential evaluations:

  • Similar behavior perceived differently; male and female professors may teach differently. Men use lecture more than women, and women use discussion more. Men may convey authority if they lecture.
  • Female professors are expected to be more available and more engaging. Women have to work harder to get similar evaluations.
  • However, if males and females are similar in availability, females get lower evaluations. If females and males give equally low grades, females are given lower evaluations.
  • In a study in which a female was given a male name, the perception by the students was biased toward better evaluations for the males.

Risk factors for bias against women professors:

  • Students who are males with traditional gender role attitudes
  • Course characteristics- lower division, large lectures
  • Subject area- non- traditional area puts evaluations more at risk
  • Teacher qualities- poorer evaluations if female is not warm, effusive, young looking, untenured, a feminist; other factors race, ethnicity, sexual orientation

Action strategies

  • Demonstrate both sets of qualities- male and female
  • De-emphasize role of student evaluations
  • Set boundaries- e.g. don’t answer email on weekends
  • Use website to demonstrate unconscious biases
  • Ask students to evaluate themselves before they evaluate you
  • Discuss at the beginning and throughout the term the pedagogical techniques you use
  • Start off tougher and then you may soften

Ideas for support for female professors

  • Emotional support
  • Negotiation skills
  • Advocacy program
  • Mentoring of female grad students and postdocs to take leadership roles

Tips to Tenure

Mid Career



AAMC Mid-Career Minority Faculty Career Development Seminar

September 18-19, 2015
The Westin Buckhead Atlanta
Atlanta, Ga.


The Association of American Medical Colleges (AAMC) is pleased to announce the launch of a new professional development program for mid-career minority faculty. The 2015 Mid-Career Minority Faculty Development Seminar will take place in September in Atlanta. This new AAMC program is designed specifically for individuals at the associate professor level who aspire to leadership positions in academic medicine.

Mid-career faculty participating in the 2015 Mid-Career Minority Faculty Career Development Seminar will gain many benefits during this new blended learning program that will address the specific needs of mid-career faculty from a culturally responsive approach, including:

  • Assess professional development goals and identify strategies and tools for promotion and tenure
  • Develop key professional competencies in academic leadership
  • Enhance leadership skills in the areas of communication, team building, change management and work/life balance
  • Expand your network of colleagues and sponsors

Join a small group of your colleagues nationwide for this new AAMC seminar that will utilize an innovative model, consisting of:

  • Virtual learning sessions/webinars
  • 1.5 day in-person meeting (Atlanta, GA September 18-19, 2015)
  • Post-seminar activities
  • Optional executive coaching and observational learning opportunities

Applications for the Mid-Career Minority Faculty Career Development Seminar will open in June.

Interested mid-career faculty must submit an application to participate in the Mid-Career Minority Faculty Career Development Seminar with the following requirements:

  • Applicant must be an associate professor at an AAMC member institution
  • Letter of support from the attendees' department chair, division chief or dean
  • Completion of pre-seminar survey
  • Completed seminar application
  • Current curriculum vitae (maximum of five pages)
  • Current biography ( maximum of 250 words)

Career Consulting Sessions: You will have the opportunity to sign up for small group career consultation sessions that will be conducted on-site.

Note: After applications for the program are received and reviewed, participants can proceed with the registration process.

​For more information visit the Mid-Career Minority Faculty Development Seminar webpage.

We Hope to See You in September!




Program Staff
Tai Conley
Juan Amador


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Leadership and Faculty Development Programs:

Children's Creative Learning Center


Multicultural Programs and Services

Wellness Center

Equal Opportunity Programs & Diversity

FIU CV Template (for faculty)

Curriculum Vitae (for students)

Faculty Mentor Guidelines

The Office of Women in Medicine and Science reports directly to the Dean of the Herbert Wertheim College of Medicine.