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 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
- 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
Leadership and Faculty Development Programs:
The Office of Women in Medicine and Science reports directly to the Dean of the Herbert Wertheim College of Medicine.