Center for Women in Medicine and Science (CWIMS) Resources
- Reading Corner
- Women in STEMM
- Comprehensive Gender Care
Reading CornerWant to learn more about gender equity in academic medicine and sciences? Visit our reading corner for few articles to consider.
Women in STEMM
The UMN Women in STEMM collaborative offers a platform for University of Minnesota affiliated groups, programs, centers and/or initiatives who are actively committed to addressing gender equity at the University of Minnesota in the fields of science, technology, engineering, math, and medicine, to join together in building a shared agenda around advancing gender equity.
University of Minnesota Resources
The Medical School Salary Equity Review Committee (SERC), a committee formed on behalf of the Vice Provost for Faculty and Academic Affairs, will examine salary data for paid faculty within basic science departments with ≥ 67% full-time equivalent and oversee salary equity review at the department level and perform salary reviews on behalf of individual faculty members appealing departmental and Human Resources (HR) review.
OEDMission: Leverage the transformative power of equity and diversity to advance excellence in teaching, research and community engagement at the University of Minnesota.Vision: OED envisions a University where equity and diversity are:
Example OED unit offices include:
- Integrated into the work and lives of every student, faculty, and staff member.
- Recognized as core institutional values, and will inform thinking, policies, and practices throughout the University.
- Inherently intertwined with academic excellence and the development of leaders for a globally inclusive society.
The mission of the Women’s Faculty Cabinet is to improve and enrich the academic and professional environments for women faculty at the University of Minnesota and to ensure that the University continues and strengthens its commitment to the success of its women faculty members.
Equal Opportunity and Affirmative Action (EOAA) addresses reports of discrimination, harassment, nepotism, sexual misconduct (including sexual harassment, sexual assault, stalking and relationship violence) and related retaliation through:
- Informal problem-solving
The President’s Initiative to Prevent Sexual Misconduct (PIPSM) aims for long-term culture change to build a University community free from all forms of sexual misconduct. Read President Gabel's endorsement for this work and the strategic priorities for 2019-20. The President's Initiative to Prevent Sexual Misconduct is guided by a Charter that outlines its work.
CWGPPThe Center on Women, Gender, and Public Policy (CWGPP) illuminates gender-based disparities through research, teaching, and public engagement. In partnership with students, faculty, policymakers, and community leaders, the Center advances effective public policies that create a more equitable world.
- AAMC on Salary
- NASEM Action Collaborative
The AAMC Group on Women in Medicine and Science (GWIMS) advances the full and successful participation and inclusion of women within academic medicine by addressing gender equity, recruitment and retention, awards and recognition, and career advancement.
GWIMS Toolkit - Leveraging Your Career, Institutional Strategies for Advancing Women in Medicine
Women Faculty of Color Toolkits - Individual & Institutional Strategies for Advancing the Careers of Women of Color in Academic Medicine
NASEM Action Collaborative
The National Academies Action Collaborative on Preventing Sexual Harassment in Higher Education brings together leaders from over 60 academic and research institutions and key stakeholders to work toward targeted, collective action on addressing and preventing sexual harassment across all disciplines and among all people in higher education.