Resources

2025 Center for Women in Medicine and Science Resources

The resources below are opportunities to support the career development of members of the CWIMS community- a community open to all at the University of Minnesota. We welcome any feedback or additions to this list of resources. Please contact [email protected] for more. 

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Grant Opportunities

Medical School Funding and Award Opportunities

This is an updated list of University based awards as well as links to external available grants

 

Online Medical School Large Grant Opportunity Tracker

This is an updated list of large collaborative grant opportunities

 

Private Foundations RFP List

There may be a foundation out there looking to fund your work. Check out this updated list of Foundation request for proposals. 

 

Industry Funding and Partnership Opportunities

Multiple industry partners are actively seeking collaboration with individuals who have the expertise they need. Check out this list of industry funding and collaboration opportunities.

Career Development Opportunities

OFA: Faculty Mentorship Program

The Medical School is committed to ensuring that all faculty members receive the mentoring they need to excel in their professional roles and lead successful, satisfying careers at the University of Minnesota. A variety of resources are available to faculty members in the Medical School, through the Office of Faculty Affairs (OFA). We encourage faculty to connect with the OFA staff for additional assistance finding resources to help you succeed at the University.

 

CTSI:  Parents Leading Science

Foster professional and personal growth through this year-long transformational leadership development program for research-intensive faculty in the health sciences who are raising school-age and/or young children. The purpose of this group is to foster professional and personal growth for leaders, provide peer mentoring, integrate the roles of scientist and researcher, and build a network of peers for ongoing career support.

 

ODEI: BIRCWH/CWIMS Early Pathways to Career Success
The CWIMS-Early Pathways to Career Success program is a year-long program for new faculty  to elucidate early pathways of academic success. Skills training in advocating for yourself, education about key best practices for obtaining promotion and tenure, faculty resources for wellness, balance, and peer mentoring are shared, in addition to specific logistics related to human resources such as FMLA, disability, stop-the-clock, and others. 

Mentor Training Opportunities

CTSI: Optimizing the Practice of Mentoring 101: For Research Mentors of Graduate Students, Fellows, and Early Career Faculty

(link requires UMN login) This course is designed to help faculty members or other experienced scientists become more effective research mentors for graduate students, postdoctoral fellows, and early-career faculty. Learners are introduced to different mentoring models, roles that research mentors play in their mentees’ development, strategies for building effective relationships with mentees, and application of these strategies to common mentoring scenarios.

 

CTSI: Optimizing the Practice of Mentoring 102: For Research Mentors of Undergraduate Students

(link requires UMN login) This course is designed to help faculty members or other experienced scientists become more effective research mentors for undergraduate students. Learners are introduced to different mentoring models, roles that research mentors play in their mentees’ development, strategies for building effective relationships with mentees, and application of these strategies to common mentoring scenarios.

 

CTSI: Enhancing Motivation Using the CARES Mentoring Model

(link requires UMN login) Motivation is a key driver of student and employee engagement, persistence, satisfaction, and performance. This course describes an approach to mentoring that focuses on fulfilling the core psychological needs that enhance a mentee’s motivation. Targeted to faculty who are mentoring students, fellows, or other faculty in academic settings, including research training programs.

 

CTSI: Mentoring Excellence Training Academy

This program is focused primarily on mentoring that occurs in a research context; however, many of the methods and principles can be applied to other mentoring scenarios in academia. By participating in the Academy, you will further develop your ability to contribute to the career advancement of your mentees, learn effective strategies for developing positive relationships with them, and engage in thoughtful reflection and discussion of your mentoring practices with other faculty colleagues.

 

ODEI: CWIMS Mentoring Pathways Leadership Program

Do you identify as a mentor? Are you looking for a community of other mentors? Have you had a challenge arise in mentoring? Join the Center for Women in Medicine and Science (CWIMS) Mentoring Pathway Leadership Program to find the community of near peers you have always desired and share expertise with each other. 

Wellbeing at UMN Resources

UMN Rapid Response Website

Check here for the most recent bulletins from University Leadership on guidance and tools for university leaders and faculty to respond to emerging issues in higher education, ensuring timely and informed decision-making. 

 

Key points from Webinar on Immigration Policy and Knowing Your Rights 

On April 10, ISSS hosted a webinar with local immigration attorneys to share information on the current immigration environment and practical tips, and answer questions from students and scholars. The webinar was not recorded, so ISSS has outlined the key points shared in the webinar below. ISSS will continue to share new information through its newsletters and the immigration updates page on the website.

Employee Assistance Program

The Employee Assistance Program (EAP), through Lyra Health, provides care for your overall wellbeing at no cost to you, including:

  • confidential professional counseling and referral services to address any personal or work concern, like legal services, identity theft support, or pet, child, and elder care.
  • up to eight coaching and therapy sessions per issue each year (continued sessions are available to employees enrolled in a University medical plan).
  • on-demand access to a self-care library for help with sleep, meditation, stress relief, and more.
  • 24/7 confidential support for managers who have concerns about an employee’s mental wellbeing or needs help navigating a difficult employee situation.

 

UMN Mental Health Resources

Mental health care is covered by the University's Medical Program. Find a mental health provider by location, name, gender, ethnicity, or specialty using the Live and Work Well site from Optum.

 

Bakken Center for Spirituality and Healing

Founded in 1995, the Center works with interdisciplinary centers, administrative, and collegiate units throughout all University of Minnesota campuses. ​​Administratively aligned with the Dean of the School of Nursing, the Bakken Center has a University-wide and interprofessional scope.

 

UMN Financial Counseling Services 

The University offers several financial counseling resources for employees, spouses, and dependents. Learn more about your options and who to contact with questions.

Department specific resources

Department of Family Medicine: Collaborative Scholarship Intensive (CSI) is a six-month workshop that comprehensively addresses skill development in the publications arena.

 

Department of Medicine: Faculty Mentoring Program 

This is a program with the goal of providing all faculty members in the Department of Medicine with the mentorship they need to successfully pursue their intellectual passions, advance in their academic medicine careers, and become future leaders at the University of Minnesota.

 

Department of Medicine: Faculty Development Page

Find DOM specific programing including Thriving at Mid-Career (recording available) and Foundations of Scholarly Writing Seminar Series. 

 

Department of Pediatrics: Faculty development calendar

This is a list of webinars and interactive seminars on various faculty development topics for faculty in the department of pediatrics

Nominations & Letters of Support Toolkit

This Nominations & Letters of Support toolkit includes key considerations, helpful resources, and templates to be utilized by award/recognition nominators and individuals preparing a letter of support. See an introduction video of the toolkit here. Share the toolkit :   z.umn.edu/nomtoolkit

Intersectionality Resource Hub

Intersectionality is a praxis (theory and practice) which understands systems of power and oppression as interrelated1. It provides critical insight that the identities, often produced by systems of power and oppression, such as “ race, class, gender, sexuality, ethnicity, nation, ability, and age operate not as unitary, mutually exclusive entities, but as reciprocally constructing phenomena that in turn shape complex social inequalities.”

The Center for Women in Medicine and Science (CWIMS) Intersectionality Resource Hub includes artciles, trainings, toolkits, and media for further learning regarding intersectionality. This is a growing list and is not a comprehensive list.

References: 

  1. Gender, Women, and Sexuality Studies. GWSS 1001: Intersectionality. Accessed July 13, 2021. https://www.youtube.com/watch?v=G8lC4GG90Fg

  2. Collins PH. Intersectionality’s Definitional Dilemmas. Annual Review of Sociology. 2015;41(1):1-20. doi:10.1146/annurev-soc-073014-112142

Leadership Resource Hub

This Center for Women in Medicine and Science (CWIMS) Leadership Resource Hub is meant to be a non-comprehensive compilation of resources that the University of Minnesota Center for Women in Medicine and Science (CWIMS) have found supportive for current and emerging leaders in developing leadership skills. 

Reports and Publications
  • CWIMS Inagural Year in Review
  • Berge JM, Macheledt K, Watson S, Dorr H, Pusalavidyasagar S, Kunin-Batson A, Pratt R, Zimmer S, Tolar J, Termuhlen A. Using a community-based participatory approach to address gender equity in academic medicine: The Center for Women in Medicine and Science at the University of Minnesota. Acad Med. 2022;97(3):370-377. doi:10.1097/ACM.0000000000004375
  • Spencer S, Burrows C, Lacher SE, Macheledt KC, Berge JM, Ghebre RG. Framework for advancing equity in academic medicine and science: Perspectives from early career female faculty during the COVID-19 pandemic. Prev Med Rep. 2021;24:101576. doi:10.1016/j.pmedr.2021.101576
Newsletters
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. 

For more information.

Comprehensive Gender Care

Further learning resources from the December 2020 Medical School Dean's Lecture on Comprehensive Gender Care: Competency Across Healthcare, Research and Advocacy. 

Share this resource: z.umn.edu/GenderPanelResources

Reading Corner
Want to learn more about gender equity in academic medicine and sciences? Visit our reading corner for few articles to consider.

 

University of Minnesota Resources

SERC

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.

For more information. 

 

OED
 
Mission: 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:
  1. Integrated into the work and lives of every student, faculty, and staff member.
  2. Recognized as core institutional values, and will inform thinking, policies, and practices throughout the University.
  3. Inherently intertwined with academic excellence and the development of leaders for a globally inclusive society.
 
Example OED unit offices include: 

 

WFC

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.

For more information.

EOAA

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:

  • Investigation
  • Informal problem-solving
  • Consultation
  • Education

EEOA specific resources are located here.

PIPSM

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.

For more information.

CWGPP
The 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.
 
BRRN

The Bias Response and Referral Network (BRRN) responds to reports of bias incidents on the Twin Cities campus. The BRRN’s goal is to contribute to a campus climate that is welcoming, inclusive, and respectful for all. The BRRN provides support resources to impacted parties, promotes education and dialogue, and affirms the University's commitment to equity and diversity, free speech, and academic freedom.

For more information.

National Resources

AAMC on Salary

The Association of American Medical Colleges (AAMC) has developed a few resources and tools on understanding and addressing faculty salary equity. 

For more information.

 

GWIMS

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

GWIMS Equity Recruitment Toolkit

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. 

The University of Minnesota is an Action Collaborative member. See our commitment letter, representatives,  and community engagement plan

WPS

The American Medical Association Women Physicians Section (WPS) has a variety of resources