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Diversity in the Academy/ The Leadership Pipeline · Advancement of Women in Dentistry 2004-2009...
Transcript of Diversity in the Academy/ The Leadership Pipeline · Advancement of Women in Dentistry 2004-2009...
Diversity in the Academy/
The Leadership Pipeline
Presented by:
Jeanne C. Sinkford, D.D.S., Ph.D.
Associate Executive Director and Director of the Center for Equity
American Dental Education Association
March 12, 2011
San Diego, California
2011 ADEA Annual Session & Exhibition
ADEA/Johnson & Johnson Healthcare Products
Enid A. Neidle Scholar-in-Residence Program
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Applicants and First Time Enrollees to Dental School, 2000 - 2009
Men Applicants
Men Enrollees
Women Applicants
Women Enrollees
4637
3133
2516
1656
6446
5760
2599
2269
ADEA CED: Data Source, ADEA CEPR, 2011
Advancement of Women in Dentistry
2004-2009
Dental Enrollment 45.2% 20,052 9,057 (2009-2010)
Advanced 39.0% 5,931 2,313
Enrollment (2009-2010)
Dental Graduates 46.2% 4,873 2,251 (2009-2010)
Full Time Faculty 31.3% 4,564 1,430 (2007-2008)
Prof. Active Dentists* 18.3% 175,705 32,136
Total Women
*Data provided by American Dental Association; Distribution of Dentist in the U.S. by Region and State, 2004
Trends – Phenomenal
• Women enrollment – Students 45%
• Women Faculty (Total) 29%
• Women Dental Deans (N=13) 22%
Enid Neidle Program History
• Policy: AADS Goal – The Advancement of
Women and Minorities in Dental Education
• Named after: Dr. Enid Neidle,
scholar/researcher/administrator
• Funding Resource: Johnson & Johnson
Healthcare Products (formerly Pfizer Inc);
Institution covers salary, benefits, and leave
Oversight
ADEA Women’s Affairs Advisory Committee
(WAAC) that reports to the ADEA Board of
Directors
Selection Process
Representation from: ADEA Board of Directors,
ADEA Council of Faculties, ADEA Council of
Sections, ADEA Council of Deans, ADEA
Women’s Affairs Advisory Committee, and
former Enid Neidle Fellow
Selection Committee
Target Group
Source: U.S. Census Bureau
Junior Women Faculty
Fellow Profiles and Sponsoring Institutions
1994 Kerry Maguire - University of Colorado 1995 Linda Wells - Texas A&M University/Baylor College of Dentistry 1996 Susan Silverton - University of Pennsylvania 1997 Deborah Studen-Pavlovich - University of Pittsburgh 1998 Vicky Evangelidis-Sakellson - Columbia University 1999 Emrey Moskowitz - Boston University 2000 Paula Nesbitt - Meharry Medical College 2001 Nina Markovic- University of Pittsburgh 2002 Mary Lynn Froeschle- University of Nebraska Medical Center 2003 Wendy Hupp - Nova Southeastern University 2004 R. Denise How- Columbia University 2005 Mildred McClain - University of Nevada, Las Vegas 2006 Donna Grant-Mills - Howard University 2007 Georgia Dounis - University of Nevada, Las Vegas 2008 Yoly Gonzalez-Stucker - University at Buffalo 2009 Karin Quick - University of Minnesota 2010 Sandra Osborne – Howard University
Implementation
• Fellows spend three months (varied
scheduling in the ADEA office)
• Fellows are required to have a project
statement that represents an area of interest
Activities include:
• Review literature and critique
• Refine research topic/develop survey
instrument
• Navigate the Institutional IRB
Implementation (cont’d)
• Access to ADEA Resources: DKM/CEPR –
data resources/mentors, CPPA – Hill
visits/ADEA Legislative Agenda
• Utilization of multiple mentors
• Prescriptive reading assignments
• Data analysis/critique/writing skills
• Preparation for oral presentation at ADEA
Annual Session
• Self-evaluation and career planning
• Resume review/update/critique
• Networking with other E/N Fellows
Outcomes
• Oral and poster presentation at the ADEA
Annual Session
• A peer reviewed and publishable document
that is issue-focused and relevant to dental
education
Enid Neidle Fellowship Program
Evaluation 2008
Program Strengths
a. Time flexibility: 80% rated 4 and 5; 20% rated 2
b. Objectives: 100% rated 4 and 5
c. Cost/reimbursement: 80% rated 4; 20% rated 2
d. Gender focus: 100% rated 4 and 5
e. Promotional program information: 60% rated 4; 40% rated 3
Program Weaknesses
a. Time flexibility: 40% rated 1 and 2; 20% rated 5
b. Personal interview: 20% rated 2
c. Cost/reimbursement: 60% rated 1 and 2; 20% rated 4
Enid Neidle Fellowship Program
Evaluation 2008 (cont’d)
Comments:
• Cost to the scholar excessive. Funds not sufficient for three-moth
residency
• Not enough potential applicants are aware of the program
• Length of residency not sufficient to accomplish project
• No opportunity for group learning with other Fellows. Need for
session at the ADEA annual meeting for all Fellows to meet
Enid Neidle Fellowship Program
Evaluation 2008 (cont’d)
Most important benefit of program:
• Exposure to ADEA organizational/operational structure
• New networks with colleagues in government and medical education
• Mini-sabbatical from home institution
• Working with mentor
• Provides broader view of possibilities for women and skills and
contacts to pursue objectives
• Training for women as they work on meaningful projects
• Allows fellow time to seek academic development
Enid Neidle Fellowship Program
Evaluation 2008 (cont’d)
Least important benefit of program
• Personal scholarly activity
• Lack of participation in policy discussions and government relations
Fellows recommend others
Fellows intent to recommend other from home institution
100% recommended others to the program
100% indicated that they would recommend others
Enid Neidle Fellowship Program
Mentoring Component Survey 2008
Project refinement for survey
instrument
Data analysis and reporting
Resume review and revision
Institutional conflict resolution
Financial considerations
Academic promotion preparation
Return/refocus (after completion)
Mentoring resources
Career coaching
Response Rate – 80%
Self-identified areas for which fellows sought mentoring (N=14):
Process of curriculum development
Career/Life balance
Systems change
Problem-solving
National/International perspective
Advocacy and legislation
Role of corporate partnerships
Research and administrative tools
Fellow Profiles
Highly intelligent
Creative
Self-starters
Diligent/hard workers
Team players
“Cultural conditioning”
Overworked
Undervalued
Undercompensated
Lacking mentors
Summary Data
Enid A. Neidle Fellowship Program*
1994-2007
Number of participants 14
Number of dental schools represented 11 19
Remained at same institution 10 71
Changed institutions 4 29
Remained at same academic level or position 5 35
Rose in academic level or position 9 64
%
*Program admits 1 fellow per year
Continuous Quality Improvement (CQI)
1. Fellowship Funding (corporate)
2. Time in fellowship (flexibility)
3. Expand opportunity (experience in ADEA
Central Office)
4. Evaluate value of fellows to their
institutions
5. Maintain profiles for program impact