Faculty diversity in the health sciences

October 2006

Executive Summary

This executive summary represents key findings of the Report on Faculty Diversity in the Health Sciences at the University of California. These data were compiled by the Office of Academic Advancement under the direction of Dr. M. Ines Boechat, Professor and Chief of Pediatric Radiology from the David Geffen School of Medicine, UCLA. An additional report by Dr. Boechat on Ladder Rank Faculty in the School of Medicine is attached as Appendix A. All data is from fall 2006 unless otherwise noted. For other definitions please refer to page 2 of the report.

Key Findings

Health Sciences – All Programs Combined

Total Ladder Faculty N=1613

Underrepresented minorities 1 comprise a small percentage (5.1%) of the ladder rank faculty in UC’s health science programs. This proportion has increased only slightly over the last decade (from 4.4% in 1996) [Table 1].
The hiring rate of URM ladder rank faculty in health sciences over the last 20 years (5.1%) remains relatively low [Table 7] when compared to the same overall hiring rate (7.2%)(see source) of URM ladder faculty in the general campus population.
In general, URMs are found in lower percentages in ladder rank positions than in non-ladder positions.
Women comprise 26.2% of the ladder rank faculty in UC’s health science programs. In 1996 women represented 20.5% of the ladder faculty.
Trends in hiring of women in the health sciences [Table 8] mirror overall hiring trends of women faculty university-wide in all fields[3].
In general, women are found in lower percentages in ladder rank positions than in non-ladder positions.

Dentistry

Total Ladder Faculty N=84

URMs represent a small percentage (4.8%) of ladder rank faculty in dentistry.
URM faculty are found in slightly lower percentages in the ladder rank faculty positions (4.8%) than in non-ladder positions (5.6%) [Table 24].
Women represent 28.6% of the ladder rank faculty in dentistry. The percentage of women ladder rank faculty has increased over the last decade (from 20.7% in 1996) [Table 22].

Medicine

Total Ladder Faculty N=1183

Two-thirds of UC’s URM health science ladder rank faculty are in the School of Medicine. However, URM’s comprise only 4.5% of the total ladder rank faculty in medicine.
This low percentage has remained virtually flat over the past decade [Table 9]. This is in contrast to the increasing diversity of M.D. recipients nationwide over the same period.
URM faculty are found in lower percentages in the ladder rank faculty than in non-ladder positions (6.6%) [Table 13].
The percentage of URMs decreases steadily with successively higher levels of academic standing within the academic community in medicine (e.g., from MDs awarded nationally to UC medical residents, to medical faculty) [Table 19].
Women faculty are found in lower percentages in ladder rank faculty positions in medicine (19.9%) than in the health sciences overall (26.2%), and overall at the university in all fields (27.9%)[4].
Women faculty are found in lower percentages in the ladder rank faculty (19.9%) than in non-ladder positions (36.8%) [Table 14].
Women are close to parity (48.5%) with men in UC’s medical residencies, but the percentage of new women hired into ladder positions is substantially lower (27.7%) [Table 19].

Nursing

Total Ladder Faculty N=74

In contrast to the other health sciences, URMs represent higher percentages in the ladder rank faculty (14.9%) than in the non-ladder faculty (9.8%). [Table 32].
Despite the higher percentages of URMs in nursing, the overall numbers of URM ladder rank faculty are relatively small (11).
The representation of URM ladder rank faculty has increased substantially over the past decade (from 4.9% in 1996 to 15.0% in 2006) [Table 28].
Over the last 20 years women have consistently represented over 90% of ladder rank faculty in UC’s nursing schools [Table 30].
In contrast to the other health sciences, women represent higher percentages (93.2%) in the ladder rank faculty than in the non-ladder faculty (85.1%) [Table 30 and 33].

Optometry

Total Ladder Faculty N=14

UC has a small number of optometry faculty (14 ladder, 36 total), and hires few if any new faculty in a given year.
URMs are not represented in the ladder rank faculty in optometry. There are two URMs in non-ladder faculty [Table 38].
Women represent 21.4% of ladder rank faculty in optometry [Table 37], which is a lower percentage than in non-ladder positions (36.2%) [Table 39].

Pharmacy

Total Ladder Faculty N=39

The percentage of URMs in the ladder rank faculty is very low (2.6%).
URM faculty are found in lower percentages in the ladder rank faculty than in non-ladder positions (6.0%) [Table 44].
Women are closer to parity (representing 41.0% of UC’s ladder rank faculty) with men in pharmacy.
The percentage of women ladder rank faculty at UC pharmacy schools has increased from 24.2% in 1996 [Table 42].
Women faculty are found in lower percentages in the ladder rank faculty (41.0%) than in non-ladder positions (50.0%) [Table 45].

Public Health

Total Ladder Faculty N=107

URMs represent 8.4% of ladder rank faculty in public health.
The representation of URM faculty in public health has changed little in the past decade [Table 48].
URM faculty represent similar percentages within the various faculty positions: ladder rank faculty; resident faculty; and adjunct faculty [Table 52].
Women represent 38.3% of ladder rank faculty [Table 50]. This is an increase from 1996, when women represented 30.4% of ladder faculty [Table 50].
Women faculty are found in markedly lower percentages within the ladder rank faculty than in non-ladder positions. Women constitute 71.7% of non-ladder faculty, compared to 38.3% of ladder faculty [Table 53].

Veterinary Medicine

Total Ladder Faculty N=112

The percentage of URMs in the ladder rank faculty is very low (2.7%).
In the last decade, only two URM ladder rank faculty were hired in Veterinary Medicine.
URM faculty are found in lower percentages in the ladder rank faculty than in non-ladder positions (7.1%) [Table 58].
Asian ladder rank faculty, although well represented in other health science fields, are underrepresented in veterinary medicine.
The hiring rate of women in ladder rank faculty positions over twenty years in Veterinary Medicine has grown appreciably from an average of 26.1% in 1986–87 to 1990–01, to an average of 50% in 2001–02 to 2005–06 [Table 61].
Women faculty represent a substantially lower percentage of the ladder rank faculty population (29.5%) than of the non-ladder population (54.8%) [Table 59].

Conclusion

Despite national trends, the number and percentage of URMs in UC’s health sciences are low. The percentages of women are low in most health science fields, the notable exception being nursing, where women have traditionally dominated the field. The distribution of minority and women faculty varies by field within the health sciences. Gains over ten years for both URMs and women have been insignificant to modest, depending on the field. Strategies for improving diversity must include efforts to address participation in all health science fields for underrepresented minorities and women. The next decade of increased faculty retirements presents a one-time opportunity of higher faculty turnover during which we can address the underrepresentation of minority and women scholars among UC faculty. If steps are not taken now, this opportunity to recruit a new generation of more diverse faculty will be lost.

[1] URMs include: African American/blacks; Chicano/Latinos; and Native Americans.

Full Report

I. Introduction

The Future of UC Health Science Faculty

The status of faculty diversity in health sciences at the University of California (UC) is critical to the welfare of our state and nation. UC operates the largest health sciences instructional programs in the nation. In addition to providing education and training programs focused on quality clinical care, the UC health science programs are international leaders in health sciences research. As the most diverse and rapidly growing state in the nation, California faces distinct demographic challenges with regard to providing culturally competent health care. Addressing faculty diversity in the health sciences at UC is essential for California to meet its obligation as a leader in teaching, research and clinical care.

Due to the projected population growth in California, coupled with a large number of health science faculty reaching retirement age, there will be a need to replace and increase the health science faculty in all fields in the next decades. These demographic trends present a one-time opportunity to address the under representation of minority and women scholars among UC health sciences faculty. If steps are not taken now, this opportunity to recruit a new generation of more diverse faculty will be lost.

II. Background

President’s Task Force on Faculty Diversity

In May 2005, President Dynes appointed an 11-member system wide President’s Task Force on Faculty Diversity (Task Force) to review faculty diversity at the University of California. Members of the Task Force were UC faculty and academic administrators from all ten campuses and the chair of the Academic Council. A complete description of the Task Force is on the web at: http://www.universityofcalifornia.edu/facultydiversity/

Because the scope of the Task Force did not include health sciences, members of the Task Force recommended a similar study of faculty in the health sciences schools. This report on the status of faculty diversity in the health sciences at the University of California reflects demographic data and program information gathered from campus visits and a Summit on Faculty Diversity in the Health Sciences held on May 18, 2007. The study included five schools of medicine, a bioscience medical program, two schools each of nursing, dentistry and pharmacy, and one school each of veterinary medicine and optometry.

Dr. M. Ines Boechat, Professor and Chief of Pediatric Radiology from the David Geffen School of Medicine, UCLA worked closely with the Office of the President on the project.

Health Sciences Faculty Series

The following is a brief description of the types of faculty appointments in the health sciences at The University of California. For a more detailed explanation of these series, please see the “Appointment and Promotion” section of the Academic Personnel Manual http://www.ucop.edu/acadpersonnel/apm/welcome.html

Ladder-Rank is the only academic series that is eligible for tenure. Faculty in this series will be reviewed on their instruction, professional competence, research and creative work, and service activities. Ladder rank positions require designated state funds for salary support. This series conveys Academic Senate membership.

In Residence faculty are subject to similar effort distribution and criteria for advancement as are ladder rank faculty, even though this series is not eligible for tenure. Faculty in this series may be supported by clinical income, research grants and state funding. This series conveys Academic Senate membership.

Clinical “X” faculty are outstanding clinician-teachers who are able to demonstrate excellence in both teaching and clinical performance, and are expected to show research or creative activity. Faculty in this series are not eligible for tenure, but are members of the Academic Senate.

Adjunct faculty are individuals who may have a different distribution of effort across teaching, research and service than found in the series with Academic Senate membership. For example, appointees in this series may excel in research and teaching with limited other activities. Faculty in this series are not eligible for tenure and are not members of the Academic Senate.

Health Sciences Clinical Professor faculty are clinician educators with a primary emphasis on direct patient care services and clinical teaching. Faculty in this series are not eligible for tenure and are not members of the Academic Senate.

III. UC Health Sciences Data

A. ALL HEALTH SCIENCE SCHOOLS

1. Representation of Faculty in Health Sciences

Representation of Ladder Rank Faculty over Time by Race and Ethnicity

The percentage of URM ladder rank faculty at UC health science schools (i.e., dentistry, medicine, nursing, pharmacy, optometry and veterinary medicine), has increased only slightly in the past 10 years: 4.4% in 1996, 4.5% in 2001 and 5.1% in 2006. The highest percentage of URM ladder rank faculty in a single field was 14.9% in nursing in 2006. [Table 1]

Table 1: Ladder Rank Faculty 1996, 2001, 2006, Underrepresented Minorities by Field

Representation of Ladder Rank Faculty over Time by Gender

The percentage of women ladder rank faculty in the health sciences has increased from 20.5% in 1996 to 26.2% in 2006. The majority of the increase occurred between 2001 and 2006. There have been some gains in all fields for ladder rank women faculty, except for in nursing where the representation of women has been high historically. [Table 2]

Table 2: Ladder Rank Faculty 1996, 2001 and 2006 Women by Field

Distribution of Ladder Rank Faculty by Field 2006

The distribution of minority and women faculty varies by field in the health sciences. URM ladder rank faculty are found in larger numbers (54) in medicine, because of the large size of the medical schools, but comprise only a small proportion of the total (4.6%). Nursing has the highest percentage of URM faculty (14.9%), with particularly good representation of African American faculty (9.6%), but the numbers are relatively small (11 total URM). Asian ladder rank faculty, although well represented in the aggregate, are underrepresented in veterinary medicine. [Table 3] Women ladder rank faculty are underrepresented in the aggregate (26.2%), overrepresented in nursing (93.2%) and most severely underrepresented in medicine (19.9%). [Table 4]

Table 3: Health Sciences Ladder Rank Faculty 2006 by Race/Ethnicity and Field

Table 4: Health Sciences Ladder Rank Faculty 2006 by Gender and Field

The distribution of women and minorities across the health science fields at UC suggest that strategies for improving diversity must include efforts to address participation in all health science fields for underrepresented minorities and increased representation of women in all fields except nursing. Assessing UC’s progress on equitable access for domestic underrepresented minorities is complicated by the range of faculty series in the health sciences, the relative small number of ladder rank positions, and the presence of international faculty, who are often aggregated with URM faculty, thereby masking continuing barriers to participation for domestic minorities.

Representation of Faculty by Campus by Race and Ethnicity

The data on the number of URM ladder rank faculty by campus is striking, and ranges from a low of zero at Riverside’s two-year health science program to a high of forty-seven (7.4%) at UCLA’s four health science programs combined. Even campuses with more than one health science school report low numbers of URM ladder rank faculty in the health sciences. [Table 5] The low number of URM ladder rank faculty on each campus may lead to isolation, which can make recruitment and retention challenging.

Table 5: Health Sciences Ladder Rank Faculty 2006 by Race/Ethnicity and Campus

Representation of Faculty by Campus by Gender

The representation of women ladder rank faculty by campus ranges from 16.3% at San Diego to 37.7% at Berkeley. The differences in the proportion of women ladder rank faculty on campus may be due to the specific health science programs present on the campuses (e.g., Medicine and Pharmacy at San Diego, Public Health and Optometry at Berkeley). [Table 6]

Table 6: Ladder Rank Faculty Headcount by Gender and Campus, 2006

2. Faculty Hiring in Health Sciences

Faculty hiring plays a key role in addressing the representation of women and minorities among UC health sciences ladder rank faculty. This section contains ladder rank faculty hiring data over twenty years grouped into five-year periods to show overall trends.

Faculty Hiring over Time by Race and Ethnicity

The rate of hiring of URM ladder rank faculty in the health sciences has remained relatively low when compared to overall hiring of ladder rank faculty at UC. Over the last twenty years, there were 1285 hires of ladder-rank faculty in the health sciences across UC. During this time, underrepresented minorities constituted only 5% or 65 of those hires. When the data on URM ladder-rank faculty hires is disaggregated by race/ethnicity American Indian were 0.5%, African American/Black were 1.7%, and Chicano/Latino were 2.8% during this twenty year period. [Table 7] Disaggregating the ladder rank faculty hiring data by field or by school illustrates differences in hiring and may indicate particular challenges in faculty recruitment.

Table 7: Health Sciences Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Race/Ethnicity

Faculty Hiring over Time by Gender

The hiring of ladder rank women in the health sciences at UC over the past twenty years has increased to an average rate of 33.2% for 2001–02 to 2005–06. During 1986–87 to 1990–91 the hiring rate for ladder rank women was 26.1%. The next five year period showed an increase to 29.3%. However, during 1996–97 to 2000–01 the percentage of women hired into ladder rank positions dropped to 26.7%, similar to the rate reported ten years earlier. [Table 8]

The decrease in the rate of hiring women ladder rank faculty in the health sciences in the late 1990’s followed by an increase after 2001 is similar to the hiring pattern for ladder rank women faculty across the university.[1][Table 8]

Table 8: Health Sciences Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Gender

B. MEDICINE

The University of California has five Schools of Medicine – UC Davis, UC Irvine, UC Los Angeles, UC San Diego and UC San Francisco. This report also includes the biomedical sciences program at UC Riverside that provides the first two years of medical education for students who complete the remaining two years at UC Los Angeles.

1. Representation of Faculty in Medicine

Representation of Ladder Rank Faculty in Medicine over Time by Race and Ethnicity

The percentage of URM ladder rank faculty at UC medical schools has remained virtually flat (4.5%), for the past 10 years. However, when URM faculty are disaggregated the percentage of American Indian and African Americans ladder rank faculty have declined slightly (–0.2% and –0.1% respectively), while the percentage of Chicano/Latino ladder rank faculty has increased slightly (+0.3%) from 1996 to 2006. [Table 9]

Table 9: Medicine Ladder Rank Faculty 1996, 2001, 2006 by Race/Ethnicity

Representation of Ladder Rank Faculty in Medicine over Time by Gender

The percentage of women ladder rank faculty at UC medical schools has increased from 14.5% in 1996 to 19.9% in 2006. In spite of this improvement, the percentage of women ladder rank faculty is low in the context of the equal representation of men and women among California medical students.[2][Table 10] The percentage of women ladder rank faculty in medical schools also lags behind the representation of women in health sciences overall (26.2%) and among general campus faculty (27.9%).[3]

Table 10: Medicine Ladder Rank Faculty 1996, 2001, 2006 by Gender

Representation of Ladder Rank Faculty in Medicine by Campus

The data on URM ladder rank faculty in medicine by campus shows a range of representation from a low of 1% at San Diego to a high of 6.8% at Los Angeles. The average percentage of URM ladder rank faculty in UC Schools of Medicine is 4.5%. [Table 11] The data on numbers of women ladder rank faculty in medicine by campus shows a range of representation from a low of 15.3% at San Diego to a high above 23% for both Davis and San Francisco. At Riverside, women constitute 30.8% of the thirteen (13) ladder rank faculty in the bioscience program in 2006. [Table 12]

Table 11: Medicine Ladder Rank Faculty 2006 by Race/Ethnicity and Campus

Table 12: Medicine Ladder Rank Faculty 2006 by Gender and Campus

Representation of Faculty in Medicine by Series

Across all series there were 5,394 faculty in the UC Schools of Medicine in 2006. The number of ladder rank faculty in medicine was 1,183, representing 22% of the total faculty. Medical school faculty with Senate membership are nearly half (49.5%) of all faculty. [Table 13 & Table 14]

The representation of URM and women faculty is greater in the non-ladder rank series within medicine. URM faculty are 6.6% of the non-ladder rank faculty compared to 4.5% of ladder rank. [Table 13] Women faculty are 36.8% of the non-ladder rank faculty compared to 19.9% of ladder rank faculty. [Tables 14]

Table 13: Medicine Faculty by Title 2006 by Race/Ethnicity

Table 14: Medicine Faculty by Title 2006 by Gender

2. Faculty Hiring in Medicine

Ladder Rank Faculty Hiring in Medicine over Time by Race and Ethnicity

In the past twenty years, only thirty-eight (38) URM ladder rank faculty were hired across five UC Schools of Medicine out of a total of 921 ladder rank hires during that period. Proportionately URM ladder rank faculty hiring was highest from 1986–87 to 1990–91, when URM ladder rank faculty constituted 5.4% of all hires for the same time. Overall URM faculty were 4.1% of ladder rank hires from 1986–87 to 2005–06. [Table 15]

Table 15: Medicine Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Race/Ethnicity

Ladder Rank Faculty Hiring in Medicine over Time by Gender

The hiring rate of women in ladder rank faculty positions over twenty years went from an average of 17.1% in 1986–87 to 1990–91 to 27.7% in 2001–02 to 2005–06. A total of 201 women were hired as ladder rank faculty in medicine, out of 921 total ladder rank hires during that time. [Table 16] Between 1996 to 2006, 331 faculty (representing roughly 30% of faculty in 1996) left and 467 new faculty were hired in the ladder-rank series of the UC schools of medicine. This level of hiring represents an opportunity to narrow the gap toward gender equity. Although the rate of hiring women improved during this time, it failed to approach the roughly 50% women represented among medical students and residents. [Table 16]

Table 16: Medicine Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Gender

Ladder Rank Faculty Hiring in Medicine by Campus

During the last five year period studied, only ten URM ladder rank faculty were hired across the university in medical schools, resulting in some campuses reporting zero new URM ladder rank appointments for five years. There were no ladder rank faculty appointments of American Indians in medicine during this period. [Table 17]

The percentage of women ladder rank faculty hired in medicine during this same five-year period ranged widely from a low of 13.7% at Los Angeles to a high of 43.5% at Davis[4]. [Table 18]

Table 17: Medicine Ladder Rank Faculty New Appointments 2001–2 to 2005–06 by Race/Ethnicity and Campus

Table 18: Medicine Ladder Rank Faculty New Appointments 2001–2 to 2005–06 by Gender and Campus

3. Faculty Pipeline in Medicine

Although the racial and ethnic diversity of both the state college going population and the national pool of M.D. degree recipients is increasing, URM ladder rank faculty diversity in the UC Schools of Medicine has remained flat. The representation of women among faculty has increased with the increasing numbers of women obtaining M.D. degrees, but still does not match the proportion of women early in the pipeline.

The shape of the pipeline varies between women and URM groups. For women, the pipeline is stable from attainment of the M.D. degree to medical residency. The drop occurs from the medical residency to faculty ladder rank hires. However for underrepresented minorities, there is a drop at each stage in the pipeline. [Table 19] Schools will need to examine selection practices to determine why these leaks in the pipeline occur. These patterns may inform where efforts to increase faculty diversity should be focused.

Table 19: Medicine Ladder Rank Faculty Pipeline, New Appointments of Assistant Professors 2001–2 to 2005–06

4. Biomedical Sciences Program

The UCR/UCLA Thomas Haider Program in Biomedical Sciences provides a unique path of entrance to medical school. A class of 24 UC Riverside students is chosen each year to participate in this medical school program, unique in California. Students take the first two years of their medical education at Riverside and the remaining two years at UCLA. They receive their M.D. degree from UCLA.

The biomedical sciences program faculty all hold ladder rank positions. In comparison to the UC medical schools, the program is small. It has a total of thirteen faculty: four women, nine men and no underrepresented minorities. [Tables 11 & 12]

C. DENTISTRY

The University of California has two Schools of Dentistry – UC Los Angeles and UC San Francisco.

1. Representation of Faculty in Dentistry

Representation of Ladder Rank Faculty in Dentistry over Time by Race and Ethnicity and by Campus

In 2006, the number of URM ladder rank faculty in dentistry across the university totaled four, representing 4.8% of all UC ladder rank faculty in dentistry, compared to a total of three in 1996, representing 3.3%. [Table 20] During the same time period, the percentage of Asian ladder rank faculty grew from 12% to 16.7%. Of the Asian ladder rank faculty, thirteen are at UC Los Angeles and one is at UC San Francisco. [Table 21]

Table 20: Dentistry Ladder Rank Faculty 1996, 2001, 2006 by Race/Ethnicity

Table 21: Dentistry Ladder Rank Faculty 2006 by Race/Ethnicity and Campus

Representation of Ladder Rank Faculty in Dentistry over Time by Gender and by Campus

The percentage of women ladder rank faculty at UC dentistry schools increased from 20.7% in 1996 and 2001 to 28.6% in 2006. At the same time there was a small decrease in the overall number of ladder rank faculty positions in dentistry. [Table 22] Ladder rank women faculty in dentistry constitute 20.9% of the ladder rank faculty at UC Los Angeles from a total of forty-three, and 36.6% of the ladder rank faculty at UC San Francisco from a total of forty-one. [Table 23]

Table 22: Dentistry Ladder Rank Faculty 1996, 2001, 2006 by Gender

Table 23: Dentistry Ladder Rank Faculty 2006 by Gender and Campus

Representation of Faculty in Dentistry by Series

Across all series there were 264 faculty in the UC Schools of Dentistry in 2006. There were 84 ladder rank faculty in dentistry, representing under one-third (31.8%) of the total faculty. Dental school faculty with Senate membership were 62.9% of all faculty in 2006. [Table 24 & Table 25]

The representation of URM and women faculty is greater in the non-ladder rank series within dentistry. URM faculty represent 5.6% of non-ladder rank faculty compared to 4.8% of ladder rank faculty in 2006. [Table 24] The representation of women faculty in non-ladder rank series is 29.4%, compared to 28.6% of ladder rank faculty for the same year. [Tables 25]

Table 24: Dentistry Faculty by Title 2006 by Race/Ethnicity

Table 25: Dentistry Faculty by Title 2006 by Gender

2. Faculty Hiring in Dentistry

Ladder Rank Faculty Hiring in Dentistry over Time

From 1996–97 to 2000–01 and 2001–02 to 2005–06 there were no URM ladder rank faculty hired in the Schools of Dentistry out of a total of sixteen ladder-rank hires made during those ten years. In the ten years preceding 1996–07, three URM ladder rank faculty were hired, from a total hiring of forty-seven ladder rank faculty in dentistry. [Table 26]

The hiring rate of women in ladder rank faculty positions over twenty years went from 13% to 30%. Women ladder rank faculty hires were the greatest during the five-year period 1991–92 to 1995–96 when seven were hired for a percentage of 38.9%. During 1996–2000, there were no women ladder rank hired out of a total of six ladder rank hires. [Table 27]

Table 26: Dentistry Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Race/Ethnicity

Table 27: Dentistry Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Gender

D. NURSING

The University of California has two Schools of Nursing – UCLA and UC San Francisco.

1. Representation of Faculty in Nursing

Representation of Ladder Rank Faculty in Nursing over Time by Race and Ethnicity and by Campus

In 2006, there were eleven URM ladder rank faculty in nursing across the university, representing 15% of all UC ladder rank faculty in the field. This is a substantial increase from 4.9% in 1996. [Table 28] When the schools are disaggregated, differences in representation are apparent. Los Angeles has 19.3% URM ladder rank faculty or a total of six from a total of thirty-one ladder rank faculty. San Francisco has 11.7% or a total of five URM ladder rank faculty from a total of forty-three. [Table 29]

Table 28: Nursing Ladder Rank Faculty 1996, 2001, 2006 by Race/Ethnicity

Table 29: Nursing Ladder Rank Faculty 2006 by Race/Ethnicity and Campus

Representation of Ladder Rank Faculty in Nursing over Time by Gender and by Campus

The percentage of women ladder rank faculty at UC nursing schools has increased slightly from 91.8% in 1996 to 93.2% in 2006. [Table 30] Los Angeles has 96.8% ladder rank women faculty or forty-two of forty-three. San Francisco has 90.7% ladder rank faculty or thirty-nine of the forty-one. [Table 31]

Table 30: Nursing Ladder Rank Faculty 1996, 2001, 2006 by Gender

Table 31: Nursing Ladder Rank Faculty 2006 by Gender and Campus

Representation of Faculty in Nursing by Series

Across all series there were 156 faculty in the UC Schools of Nursing in 2006. The number of ladder rank faculty in nursing for the same year was 74, representing less than one-half (47.4%) of the total faculty. Nursing school faculty with Senate membership was nearly one-half (49%) of all faculty in 2006. [Table 32 & Table 33]

The representation of URM and women faculty within nursing is higher in the ladder rank than in the non-ladder rank faculty series. While URM faculty are 15% of ladder rank faculty, they are only 9.8% in the non-ladder rank faculty series. [Table 32] Women are 93.2% of ladder rank faculty, and 84.1% of non-ladder rank faculty. [Table 33]

Table 32: Nursing Faculty by Title 2006 by Race/Ethnicity

Table 33: Nursing Faculty by Title 2006 by Gender

2. Faculty Hiring in Nursing

Ladder Rank Faculty Hiring in Nursing over Time

From 1986–87 to 2005–06, the rate of hiring of URM ladder rank faculty across the university in nursing increased from 3% to 35.7%. The percentage of women hired during that same twenty-year period decreased from 97% in 1986–87 to 1990–02 to 85.7% in 2001–02 to 2005–06. [Tables 34 & 35]

Table 34: Nursing Ladder Rank Faculty New Appointments by Race/Ethnicity

Table 35: Nursing Ladder Rank Faculty New Appointments by Gender

E. OPTOMETRY

The University of California has one School of Optometry at UC Berkeley.

1. Representation of Faculty in Optometry

Representation of Ladder Rank Faculty in Optometry over Time

The representation of URM in Optometry ladder rank faculty was zero of thirteen in 1996, and zero of fourteen in 2001 and 2006. [Table 36] The representation of women ladder rank faculty in the School of Optometry has increased from 15.4% in 1996 to 21.4% in 2001 and 2006. This increase represents a change in headcount from two to three women ladder rank faculty.

Table 36: Optometry Ladder Rank Faculty 1996, 2001, 2006 by Race/Ethnicity

Table 37: Optometry Ladder Rank Faculty 1996, 2001, 2006 by Gender

Representation of Faculty in Optometry by Title

Across all series there were 72 faculty in the School of Optometry in 2006. The number of ladder rank faculty in optometry for the same year was 14, representing approximately one-fifth (19.4%) of the total faculty. Just over three-fourths (76.4%) of Optometry school faculty were in titles with Senate membership in 2006. [Table 38 & Table 39]

URM faculty constituted 3.4% of non-ladder rank faculty in Optometry in 2006, compared to 0% of ladder rank faculty. [Table 38] Women faculty constituted 36.2% of non-ladder rank faculty, compared to 21.4% of ladder rank faculty. [Table 39]

Table 38: Optometry Faculty by Title 2006 by Race/Ethnicity

Table 39: Optometry Faculty by Title 2006 by Gender

2. Faculty Hiring in Optometry

Due to the low number of ladder rank faculty in Optometry hiring has been negligible. Therefore, examining patterns of hiring over time does not yield significant findings.

F. PHARMACY

The University of California has two Schools of Pharmacy – UC San Diego and UC San Francisco.

1. Representation of Faculty in Pharmacy

Representation of Ladder Rank Faculty in Pharmacy over Time and by Campus

In 1996, 2001 and 2006, there was one URM ladder rank faculty member in pharmacy across the university, representing 3% of all UC ladder rank faculty in the field in 1996 and decreasing to 2.6% in 2006, as the overall number of ladder rank faculty in the Schools of Pharmacy increased from thirty-three to thirty-nine during the same period. [Table 40] San Francisco had one URM ladder rank faculty member in 2006. [Table 41]

Table 40: Pharmacy Ladder Rank Faculty 1996, 2001, 2006 by Race/Ethnicity

Table 41: Pharmacy Ladder Rank Faculty 2006 by Race/Ethnicity and Campus

The number and percentage of women ladder rank faculty at UC pharmacy schools increased from 24.2% in 1996 to 41% in 2006. [Table 42] When the two schools are disaggregated, 41% of the ladder rank faculty were women at San Francisco in 2006, compared to 50% of ladder rank faculty at San Diego. [Table 43]

Table 42: Pharmacy Ladder Rank Faculty 1996, 2001, 2006 by Gender

Table 43: Pharmacy Ladder Rank Faculty 2006 by Gender and Campus

Representation of Faculty in Pharmacy by Title

Across all series there were 89 faculty in the UC Schools of Pharmacy in 2006. The number of ladder rank faculty in pharmacy for the same year was 39, representing 43.8% of the total faculty. Pharmacy school faculty with Senate membership were slightly more than two-thirds (67.4%) of all faculty. [Table 44 and 45]

In the Schools of Pharmacy, the representation of URM and women faculty was greater among non-ladder rank faculty than among ladder rank faculty in 2006. URM faculty represented 6% in the non-ladder rank faculty series compared to 2.6% of ladder rank faculty in 2006. [Table 44] Women constitute 50% of non-ladder rank faculty compared to 41% of ladder rank faculty for the same year. [Table 45]

Table 44: Pharmacy Faculty by Title 2006 by Race/Ethnicity

Table 45: Pharmacy Faculty by Title 2006 by Gender

2. Faulty Hiring in Pharmacy

Ladder Rank Faculty Hiring in Pharmacy

From 1986–87 through 2005–06 the pharmacy schools across the university hired one URM ladder rank faculty member from a total of thirty-one ladder rank hires made during those twenty years[5]. [Table 46] The rate of hiring women ladder rank faculty in pharmacy has increased over time and averaged 64.5% over the past twenty years.

Table 46: Pharmacy Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Race/Ethnicity

Table 47: Pharmacy Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Gender

G. PUBLIC HEALTH

The University of California has two Schools of Public Health located at Berkeley and UCLA.

1. Representation of Faculty in Public Health

Representation of Ladder Rank Faculty in Public Health by Race and Ethnicity

The percentage of URM ladder rank faculty in public health was 7.6% in 1996, dropping to 5% in 2001 and increasing to 8.4% in 2006. The number of URM ladder rank faculty in public health across the university in 2006 was nine. [Table 48] While Asian faculty are relatively well represented in public health schools overall, UCLA had nine Asian ladder rank faculty out of a total of sixty ladder rank faculty, and Berkeley had one out of a total of forty-seven. [Table 49]

Table 48: Public Health Ladder Rank Faculty 1996, 2001, 2006 by Race/Ethnicity

Table 49: Public Health Ladder Rank Faculty 2006 by Race/Ethnicity and Campus

Representation of Ladder Rank Faculty in Public Health by Gender

The percentage of women ladder rank faculty in public health schools has increased from 30.4% in 1996 to 38.3% in 2006. [Table 50] Women constituted 42.6% of all ladder rank faculty at Berkeley, and 36.2% at Los Angeles in 2006. [Table 51]

Table 50: Public Health Ladder Rank Faculty 1996, 2001, 2006 by Gender

Table 51: Public Health Ladder Rank Faculty 2006 by Gender and Campus

Representation of Faculty in Public Health by Series

Across all series there were 153 faculty in the UC Schools of Public Health in 2006. The number of ladder rank faculty was 107, representing 70% of the total faculty. Public health school faculty with Senate membership was three-fourths (75.2) of all faculty in 2006. [Table 52 and Table 53]

In 2006 the representation of URM faculty was consistent across the faculty series, while the representation of women was greater in non-ladder rank positions. URM faculty represented 8.7% of non-ladder rank faculty in 2006 compared to 8.4% of ladder rank faculty in the same year. [Table 52] Women faculty constituted 71.7% of non-ladder rank faculty, compared to 38.3% of ladder rank positions in 2006. [Table 53]

Table 52: Public Health Faculty by Title 2006 by Race/Ethnicity

Table 53: Public Health Faculty by Title 2006 by Gender

2. Faculty Hiring in Public Health

Ladder Rank Faculty Hiring in Public Health

The hiring pattern for URM ladder rank faculty presents a varied picture over time with the greatest percentage of hiring occurring from 1986–87 to 1990–01. Hiring in the next five-year period dropped to a rate of zero. New appointments of URM ladder rank faculty in the Schools of Public Health represented three out of thirty-three hires over the past ten years, and eight out of eighty one hires over the past twenty years. [Table 54] The hiring rate of women in ladder rank faculty positions over twenty years went from 37% to 52.6%. [Table 55]

Table 54: Public Health Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Race/Ethnicity

Table 55: Public Health Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Gender

H. Veterinary Medicine

The University of California has one School of Veterinary Medicine located at UC Davis.

1. Representation of Faculty in Veterinary Medicine

Representation of Ladder Rank Faculty in Veterinary Medicine over Time

The number of URM ladder rank faculty in veterinary medicine (3) has not changed in the past decade. [Table 56] The percentage of women ladder rank faculty in veterinary medicine remained flat at 29.5% in 2006, compared to 29.4% in 1996. The overall number of ladder rank faculty in veterinary medicine grew from 102 to 112 during that ten-year period. [Table 57]

Table 56: Veterinary Medicine Ladder Rank Faculty 1996, 2001, 2006 by Race/Ethnicity

Table 57: Veterinary Medicine Ladder Rank Faculty 1996, 2001, 2006 by Gender

Representation of Faculty in Veterinary Medicine by Title

Across all series there were 154 faculty in the UC School of Veterinary Medicine in 2006. The number of ladder rank faculty in veterinary medicine for the same year was 112, representing 73% of the total faculty. Faculty with Senate membership (146) were the vast majority of the faculty (95%) in the School of Veterinary Medicine in 2006.

The representation of URM and women faculty is greater in the non-ladder rank series within veterinary medicine. URM faculty represent 7.1% of non-ladder rank faculty compared to 2.7% of ladder rank faculty in 2006. [Table 58] The representation of women faculty in non-ladder rank series is 54.8%, compared to 29.5% of ladder rank faculty during the same year. [Table 59]

Table 58: Veterinary Medicine Faculty by Title 2006 by Race/Ethnicity

Table 59: Veterinary Medicine Faculty by Title 2006 by Gender

2. Faculty Hiring in Veterinary Medicine

Ladder Rank Faculty Hiring in Veterinary Medicine

From 1986–97 through 2005–06 two URM ladder rank faculty were hired in the School of Veterinary Medicine out of a total of ninety-one ladder-rank hires. [Table 60] The hiring rate of women in ladder rank faculty positions over twenty years in Veterinary Medicine has grown appreciably from 26.1% in 1986–87 to 1990–01, to 50% in 2001–02 to 2005–06. [Table 61]

Table 60: Veterinary Medicine Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Race/Ethnicity

Table 61: Veterinary Medicine Ladder Rank Faculty New Appointments 1986–87 to 2005–06 by Gender

IV. Recommendations to Address Faculty Diversity

In 2006, the President’s Task Force on Faculty Diversity developed recommendations to address faculty diversity at the University of California. These recommendations, set forth below, were discussed at the Summit on Faculty Diversity in the Health Sciences held in May 2007.

A. LEADERSHIP: The Task Force observed that strong leadership is critical to creating a campus climate that fosters equal opportunity and diversity. The Task Force recommends:

that the President, the Chancellors, and all levels of academic administration promote a clear message that UC’s continued excellence depends upon a faculty who reflect the University’s values of equal opportunity and diversity;
that each campus have a high-level academic appointee charged with specific leadership on faculty diversity efforts, with adequate staffing and financial resources to carry out the charge;
that each campus have a high-level “diversity council” with joint membership including faculty, administration and students to assess progress and develop action plans;
that in the appointment and review of academic administrators, the effectiveness of the candidates’ records in promoting diversity and equal opportunity shall be considered.

B. ACADEMIC PLANNING: The Task Force observed that diversity will not thrive unless it is incorporated into academic planning at every level. The Task Force recommends:

that campuses make diversity integral to academic planning including faculty hiring, research agendas, curricular development and program reviews;
that academic plans of units, divisions and schools include the current status of faculty diversity and plans for future efforts to advance diversity and demonstrate inclusiveness in faculty hiring;
that campuses take proactive steps to address the participation of minority students in the graduate pipeline and develop strategies to advance diversity and equal opportunity in graduate study and postdoctoral appointments, especially in fields such as physical sciences, math and engineering where there is the greatest underrepresentation.

C. RESOURCE ALLOCATION AND FACULTY REWARDS: The Task Force observed that resources and rewards are essential to influence faculty and departmental behavior and demonstrate the University’s commitment to diversity and equal opportunity. The Task Force recommends:

that each campus, in consultation with the Academic Senate, examine the FTE allocation process, at both the institutional and departmental level, so it becomes more effective at addressing faculty diversity;
that each campus consider a wide variety of resource allocation practices and incentives to support diversity, such as incentives that will encourage research, hiring and retention efforts, along with graduate postdoctoral fellowships focused on diversity;
that each campus make a commitment to visible programs, such as faculty recognition awards, that will advance the academic mission of diversity and inclusiveness;
that each campus, in consultation with the Academic Senate, explore how faculty will be rewarded in their advancement for research, teaching and service that promote diversity and equal opportunity in accordance with the newly revised APM 210 governing faculty appointment and promotion.

D. FACULTY RECRUITMENT AND RETENTION: The Task Force observed that campuses can do more to promote faculty diversity through recruitment, hiring and retention practices. The Task Force recommends:

that each campus ensure that procedures are in place to advance diversity and equal opportunity in academic personnel procedures;
that each campus shall provide effective orientation and training programs to deans, department chairs, unit heads, search committees and faculty on procedures for achieving faculty diversity;
that each campus have the ability to collect data to assess diversity efforts and results in recruitment and retention, and evaluate reasons for success or lack of success;
that each campus analyze advancement and separation data and address any problem areas that are identified;
that each campus develop programs, such as formal mentoring, to address retention and climate issues, and to optimize the success of all faculty members in the UC community;
that each campus shall support and augment pipeline programs, including postdoctoral programs and hiring incentives, for scholars in all disciplines who will contribute to the diversity of the academic community.

E. ACCOUNTABILITY: The Task Force observed that increased accountability at the campus, division, and departmental levels is a key component to increasing faculty diversity. The Task Force recommends:

that academic administration at all levels from the Chancellor to department chairs be held accountable for efforts to promote faculty diversity;
that accountability include annual reporting at the department, division and campus level of hiring, promotion, and retention, coupled with monitoring and resource-based incentives for diversity efforts;
that each campus consider additional methods for assessing faculty diversity such as periodic climate surveys, exit interviews, and departmental diversity coordinators;
that academic administration promotes an academic climate where contributions to diversity are an expectation rather than an afterthought in the pursuit of excellence.

UC Initiatives to Address Faculty Diversity in Health Sciences

The health science schools at the University of California have developed a variety of programs to address faculty diversity. The type and scope of the programs vary according to the specific needs of the field and the size of the schools. However, each of these programs provides a model for further expanding faculty diversity efforts in health science schools throughout the UC system.

A. Initiatives to Address Leadership on Faculty Diversity Issues

The following are examples of administrative appointments to provide leadership in areas that address faculty diversity.

The newly appointed Director of Academic Diversity at UC San Francisco (J. Renee Navarro, Pharm.D., M.D.) leads efforts to implement initiatives to nurture and enhance diversity among faculty and trainees, including students, residents and postdoctoral scholars. The Director will serve as the point person for ensuring the advancement and timely completion of academically related diversity initiatives at UCSF and for coordinating with relevant system wide committees. Current efforts include initiatives to implement a comprehensive communication program, to establish a new faculty database, to implement best practices for faculty searches, to develop a comprehensive program promoting diversity among trainees, and to establish a coordinated outreach program. The Director also will work closely with leaders in the four professional schools and the Graduate Division to maintain School/Division-specific diversity plans.
The Associate Dean of Diversity and Faculty Life in the School of Medicine at UC Davis (Jesse Joad, MD, MS) coordinates programs to support faculty career development and diversity. The Faculty Development Program strives to align university resources around faculty recruitment, retention, diversity and development. The comprehensive program serves the professional and career development needs of faculty at all levels of the academician lifecycle (new recruit, junior, mid-career, senior and emeritus). It is the goal of the Faculty Development Program to foster and sustain a collegial community of lifelong learners capable of meeting the present and future challenges of academic medicine.
The Associate Dean for Faculty Development in the School of Medicine at UC Irvine (Sue Duckles, PhD) coordinates an orientation program for new faculty, provides mentoring programs and monitors the progress for junior faculty, and collects faculty data. The Associate Dean also meets individually with all new faculty hires to share information about resources, faculty review process and the faculty series.
The Associate Dean for Faculty Affairs in the School of Medicine at UC San Diego (Vivian Reznik, MD, MPH) supports both junior [NCLAM] and mid level [Physician Leadership Academy] faculty development programs, new junior faculty briefings, ongoing evaluation of faculty climate and a website developed to provide a single source for comprehensive information on faculty careers at UCSD with links to campus resources, current reports, trends, relevant UC/UCSD policies, and material on faculty organizations, committees, as well as local and national faculty development opportunities. In addition, the Health science Faculty Equity Committee is charged with oversight of faculty salary, resources and initiatives related to faculty diversity and reports its findings directly to the Vice Chancellor for Health sciences.
The Associate Vice Chancellor for Faculty Diversity at UCLA (Rosina Becerra, PhD) and the Office for Faculty Diversity collaborates with faculty and administrators across campus, including the health sciences, on all aspects of faculty diversity. The Office of Faculty Diversity coordinates faculty and chair development programs, supports programs to enhance the graduate pipeline, addresses access to work/life resources, provides training and follow-up related to faculty searches, including non-salary issues in individual recruitment and retention cases, and provides information across campus to increase awareness and understanding about developing a culture of inclusiveness.

B. Campus Initiatives to Address Academic Planning

The following programs are examples of efforts to integrate diversity into academic planning through curricular initiatives and research agendas to meet the needs of California’s increasingly diverse communities.

The UC PRIME (Programs in Medical Education) initiatives are five-year MD/Master’s programs that will prepare students as clinicians, leaders and advocates for populations that have been underserved in medicine and medical research. Each of the five medical schools has targeted specific areas in which to focus their efforts:

UC Irvine: Latino Community (launched July 2004)
UC Davis: Rural Health and Telemedicine (Fall 2007)
UC San Francisco & UC Berkeley: Urban Health (Fall 2007)
UC San Diego: Health Equities (Fall 2007)
UC Los Angeles: Diverse Disadvantaged (Fall 2008)

The EXPORT (Excellence in Partnerships for Community Outreach, Research on Health Disparities and Training) Center’s mission is to reduce health disparities by exposing hidden and unexpected causes of health disparities among the diverse African-American and Hispanic populations, as well as other underrepresented groups. This will be accomplished by strengthening the community’s involvement in research and facilitating multidisciplinary collaboration. The San Diego EXPORT Center participates in faculty development and fosters the development of new investigators and increasing the number of research studies on health disparities conducted in partner agencies.

C. Campus Initiatives to Address Resource Allocation and Faculty Rewards

The following are examples of efforts to provide resources and rewards to support faculty diversity initiatives.

Science, Technology, Engineering & Mathematics (STEM) Culture of Inclusion Program provides funding to assist STEM departments in fostering a culture of inclusion by encouraging grassroots efforts to network across departmental boundaries around issues related to gender equity and diversity in higher education and address perceived obstacles and barriers to the pursuit of careers in academia. This program is administered by The Office for Faculty Diversity at UC Los Angeles.
Dr. Martin Luther King, Jr. Award at UCSF recognizes campus community members (faculty/academic, staff, and students/residents/postdoctoral scholars) for exceptional leadership beyond the scope of an individual’s job, area of research, or student training who have provided extraordinary leadership and inspiration in advancing the goals of social and economic justice.
Chancellor’s Award for the Advancement of Women at UCSF recognizes exceptional efforts towards the advancement of women at UCSF beyond the scope of an individual’s job, area of research, or student training.
The Dean’s Award for Excellence in Mentoring at UC Davis recognizes individuals who play a special role in the academic development of junior faculty and help them attain their full academic potential.
Vice Chancellor’s Award for Excellence in Mentoring at UCSD recognizes individuals in the health sciences for their exceptional role in the mentoring of junior faculty.

D. Campus Initiatives on Faculty Recruitment and Retention

The following are examples of different approaches to address faculty diversity issues on campuses. Whether through the appointment of a faculty member to coordinate the delivery of organized faculty development programs for all faculty rather than a reliance on informal and casual networks, or the appointment of a faculty member to a high-level administrative role responsible for faculty diversity.

Hispanic Center of Excellence (HCOE) at the University of California, San Diego School of Medicine supports faculty recruitment, training, and retention efforts designed to increase the number of Hispanic faculty in the School of Medicine and increase the number of junior faculty with the necessary qualifications to achieve promotion into full time faculty and tenured positions. HCOE fellows and junior faculty are encouraged and provided with support to participate in research training and faculty development programs such as the UCSD National Center of Leadership in Academic Medicine, the San Diego EXPORT Center, UCSD Extension programs in Healthcare Leadership and Management, and NIH research training fellowships.
The Junior Faculty Professional Career Development Program (PCDP) at UC Davis School of Medicine is a highly interactive curriculum designed to engage Assistant Professors (or other School of Medicine faculty new to UC Davis Heath Services) in learning core competencies necessary for effective career development and professional advancement. The PCDP examines what is required both professionally and personally to advance in academic medicine. The signature style of the sessions is collaborative and collegial, allowing participants to interact and fully explore the strategies for successful academic careers.
The Mentored Clinical Research Training Program (MCRTP) at UC Davis School of Medicine provides a solid foundation for clinical / patient-oriented research for junior faculty, clinical and pre-clinical fellows, and post-doctoral scholars. The MCRTP centers around three core elements: didactic instruction, mentored research, and special experiences. The mentored research experience is provided by senior faculty with strong track records of research funding and success. Mentors and scholars receive a special orientation and training to provide them with a standardized set of expectations for the mentored research experience.
National Center for Leadership in Academic Medicine (NCLAM) at UC San Diego brings together a group of junior faculty for a seven-month program that includes faculty development workshops, a junior/senior mentoring relationship based on a professional development contract, academic career planning, and individual academic performance counseling sessions. The program emphasizes an understanding of the UCSD Health Sciences educational mission as well as the research and clinical practice environment. The program provides benefits to participants, as well as the School of Medicine, and has been shown to positively affect retention of junior faculty.
The Survival Handbook for Academic Senate Faculty is provided to all junior faculty in the School of Medicine at UC Irvine to supply them with information about that is designed for their retention and advancement. The comprehensive handbook includes information about faculty advancement and promotion guidelines and process, professional development resources, faculty compensation plan, developing research at UC Irvine, teaching and billing compliance guidelines.
The Comprehensive Mentoring Program at UCSF combines a Mentor Development Program for mid-level faculty and a Junior Faculty Mentoring Program designed to complement existing mentoring programs and ensure that all junior faculty are paired with a senior research mentor, or with “graduates” of the Mentor Development Program.
Clinical Translational Science Institute (CTSI) Mentor Development Program recruits senior research mentors to develop an innovative curriculum for training mid-career research faculty to become the next generation of effective mentors. Mid-level and early senior faculty dedicated to clinical and translational research are invited to participate. The CTSI Mentor Development Program will create an integrated environment for senior mentors and mentors-in-training, encouraging creative and innovative networking, discussing a range of mentoring challenges and a myriad of solutions, developing a toolbox of strategies, and using discussions and collective experiences to build a community of mentoring excellence. Beginning in September 2007 and February 2008, the program will provide 5-month training programs.
The Clinical Translational Science Institute (CTSI) Junior Faculty Mentoring Program is charged with ensuring that junior clinical and translational research faculty members are paired with an experienced lead research mentor who takes clear responsibility for their research success. The CTSI Junior Faculty Mentoring program will be initiated in June 2008.

APPENDIX A – Ines Boechat Report on Faculty Diversity in the Schools of Medicine

[1] Ladder & Equivalent Rank Faculty New Appointments by Discipline and Gender, 1984-85 through 2008-09

[2] UC Advisory Council on Future Growth in the Health Professions Final Report, January 2007 http://www.ucop.edu/healthaffairs/FINAL%20Report%20January%202007.pdf

[3] UC Office of the President Data Management, UC LADDER AND EQUIVALENT RANK FACULTY - ALL RANKS by Gender

[4] Riverside’s biomedical program reported a 66.7% hiring rate for ladder rank women faculty, however their overall number of ladder rank hires during the period was three, compared to forty-six and fifty-one hires for Los Angeles and Davis and respectively.

[5] There was only one UC School of Pharmacy at San Francisco until San Diego opened in 2003.

Diversity: Faculty and other academic personnel