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Table 4. University of Michigan hiring outcomes in science, technology, and medicine during the period of 2001 to 2012.

Department Year Women faculty hired Men faculty hired
Number Percent* Number Percent
College of Literature, Science, and the Arts (Natural Sciences departments) AY2001-2002 5 15% 28 85%
AY2003-2012 43 31% 94 69%
College of Engineering AY2001-2002 2 6% 32 94%
AY2003-2012 47 29% 117 71%
Medical School (Basic Sciences departments) AY2001-2002 2 50% 2 50%
AY2003-2012 15 28% 39 72%
Total AY2001-2002 9 13% 62 87%
AY2003-2012 105 30% 250 70%

*Denotes percentage of all new hires during the reporting period.
Source: University of Michigan.

Jones described two activities that have been particularly successful. First, the ADVANCE program engages senior faculty in the Strategies and Tactics to Increase Diversity and Excellence (STRIDE) program. Full professors undertake in-depth study of issues concerning institutional climate and unconscious gender bias, attending five workshops in the fall at the peak of faculty recruitment season. The Dean of Engineering and the Dean of the College of Literature, Science, and the Arts require all search committee members to participate in a workshop on recognizing unconscious bias and developing strategies to avoid or mitigate it. Jones noted that faculty appreciate this program and recognize its importance.

Second, the University of Michigan has begun investing immediately in the talented individuals that they have chosen to hire. Launch committees42 are a new mentoring initiative for new faculty during their first year at the institution. Every newly hired faculty member is provided with a committee of mentors that includes the department chair, a senior faculty member from the department, an ADVANCE faculty member, and a senior faculty member from another department. Launch committees give new faculty a place to confer on a regular basis with a collection of senior people in the institution and a mechanism through which to learn how to access the myriad resources available to them that will help ensure their ongoing success.


Joan Reede, dean for diversity and community partnership at Harvard Medical School, discussed her office’s activities, which are organized around six themes:

1.  Continuity in programming across academic levels where there exist multiple points of entry, exit, and re-entry. In 1990, the Harvard Medical School Exchange Clerkship Program was begun to bring medical students from other schools to Harvard to encourage them to consider academic residency programs. Each year, 11 to 25 percent match to their residency programs, and over time, more than 40 have joined the faculty.



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