Caucus for Women in Statistics (CWS) Promoting and Supporting Women in Statistics & Data Science Motomi (Tomi) Mori, PhD, MBA Member and Chair, Department of Biostatistics St. Jude Children’s Research Hospital, Memphis, Tennessee, USA The Institute of Statistical Mathematics June 23, 2023
• Why DEI? •  My Journey •  Caucus for Women in Statistics •  Diversity, Equity and Inclusion Efforts at St. Jude •  Present and Future 2
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of people, perspectives in policy, practice, position + outcomes via power, voice + organizational culture
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Fierce Conversations by Susan Scott “Beach Ball Reality” 4 Ri
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Educational Paths
. Japan to US ● California, Montana, Iowa (1, 2) ● University of Montana: BA in Psychology 。 University of Iowa: MS in Statistics, PhD in Biostatistics ● Oregon Health & Science University: MBA in Healthcare Management
• Career Paths
。 Washington (3), Utah (4), Oregon (5), and Tennessee (6) . Fred Hutchinson Cancer Research Center, University of Washington 。 Huntsman Cancer Institute, University of Utah 。 Knight Cancer Institute, Oregon Health & Science University ● St. Jude Children’s Research Hospital
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https://cwstat.org/ •  The CWS is an international professional statistical society formed in 1971 with its missions to advance careers of women statisticians through advocacy, educational resources and networking opportunities. •  The CWS is independent of the American Statistical Association (ASA). It collaborates closely with ASA on initiatives to advance and advocate women in statistics but also widely with other international statistical organizations. •  It is a relatively small organization with 300+ members around the world (mostly in the US and Canada). •  Donna Brogan is our founding president. CWS celebrated the 50th anniversary in 2021.
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“At the ASA annual meeting in August of 1969 in New York City about ten women held three informal meetings to discuss the need and mission for a Women's Caucus for statisticians.  Discussion continued at the next annual meeting, held jointly with the American Economic Association in December of 1970 in Detroit, and was attended by about 40 to 50 persons from both professional groups.  The impetus for these discussions primarily came from two sources: the second wave of feminism sweeping the country and discrimination against women that impacted female statisticians.  Areas of discrimination included education, employment, salary, and career advancement and recognition.  In 1971 the Caucus for Women in Statistics was officially organized, recognized by the ASA, and permitted to organize a paper session for annual meetings." Donna Brogan served as the first Caucus president, from 1970-1973.
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•   Executive Committee: Executive Director, President, President-Elect, Past President, Treasurer, Secretary •   Committees (9): Program, Communications, Professional Development, Liaisons to Other Organizations, Country Reps, Promoting Positive Professional Environments (P3E), Travel Award, Societal Impact Award, Nomination •   Activities: monthly happy hours, educational webinars, awards (Societal Impact Award, Travel Awards), mentoring program, Talk the Walk interview series, ASA Women in Statistics & Data Science conference, ASA Committee on Women in Statistics (CoWiS) ● Organizes sessions to feature women data scientists and leaders at various professional conferences •   Virtual Around the World Symposium 2021 JSM 2022 Session JSM 2022 CWS Reception with Jana Asher, Winner of the Societal Impact Award Virtual Happy Hours with Madam President
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● International Day of Women in Statistics & Data Science (IDWSDS), October 11, 2021 (UTC: 12:00am-11:59pm) •   24 hour, virtual, around the world conference featuring women statisticians and data scientists. ● Endorsement from 36 statistical and data science organizations around the world •   205 participants from 36 countries ● 55% academic, 17% students, 10% non-profit organizations, 9% business and industry, 9% government. Thank you for IDWSDS sponsors! ASAI We could not have pulled it off without you!
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9 Women in Statistics and Data Science in Aotearoa New 8 | P a g e New Zealand 10 | P a g e Korea
Session 3 (3:00am-5:00am) Gender, Statistics and COVID-19 in Korea Organizer: Man-Suk Oh Algorithms for clustering COVID-19 data: An overview of current trends and new visu 22 | P a g e Session 16 (8:00pm-9:00pm) Bayesian Statistics Organizers: Xenia Miscouridou, Alejandra Avalos Pachecho (j- ISBA) 31 | P a g e US and Canada
Europe
Session 11 (2:15pm-3:45pm) Diverse Statistical Approaches: Origin and Fundamentals anizer:  Vanda Lourengo (SPE & C 10
Video compilation of past president interviews https://www.youtube.com/watch?v=MLX tWNmS9s&t=21s Donna Brogan celebrating CWS 50th Birthday at CWS Reception, JSM 2022.
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11 St. Jude Children's Research Hospital Finding cures. Saving children. Diversity, Inclusion and Equity Efforts 31 Su u ( 0 ( 1 )
Capital: Nashville Nickname: The Volunteer State Population in 2020: 6.9 million (15th most populous state) Area: 109,247 km² (36th largest state) Grand Ole Opry Great Smoky Mountains National Park Country Music Hall of Fame and Museum
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National Civil Rights Museum Population (2020): 633,104 White: 27.1% Black: 64.7% Hispanic: 7.7% Asian: 1.7% R
SJCRH was founded by Danny Thomas in 1962. He made a promise to St. Jude Thaddeus, the patron saint of hopeless causes. “Show me my way in life, and I will build you a shrine.”
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R 15 Our mission statement The mission of St. Jude Children's Research Hospital is to advance cures, and means of prevention, for pediatric catastrophic diseases through research and treatment. Consistent with the vision of our founder Danny Thomas, no child is denied treatment based on race, religion or a family's ability to pay.
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•  Non-profit research hospital dedicated to care and research for children with catastrophic diseases 80% cancer and 20% other difficult to treat diseases including sickle cell anemia 90% of patients treated under clinical protocol •  ALSAC raises money for St. Jude Patients and families do not pay for medical expenses •  Approximately 6,000 employees •  22 academic departments 12 clinical, 7 basic science and 3 data science departments •  All positions comparable to tenured or tenure-track
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•  A relatively large department consisting of 70 employees 15 faculty, 30 staff, 8 computing personnel •  Typical faculty efforts distribution: 70% collaborative research and 30% independent research •  A team of faculty and staff is assigned to specific disease areas or departments to provide biostatistics collaboration and consulting •  80% of all collaborative projects are clinical research •  Department is diverse and multi-cultural.
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FY22-27 Goals
Infrastructure and Analytics 1. 2. Leadership 3. Talent 4. Culture 5. Patients and Research Participants 6. Community 7. Reputation Beyond the Dream: Living out the Legacy of MLK 22 Report cv, Equity id Inclusion Inspired by our founding. Reflecting on today. Advancing tomorrow.
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WILL Vision Statement
To ensure that St. Jude is a supportive, equitable workplace free of barriers for women to work, advance and lead.
WILL Program Goals
•Empower women with the tools and resources to thrive in their leadership and career journeys •Develop champions to support, mentor, sponsor and empower women leaders of today and tomorrow •Explore how St. Jude's culture and policies can contribute to a safe, equitable and inclusive place for women, honoring intersectionality
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•  30 women faculty of all ranks (instructor, assistant, associate and full) are selected after open application period. •  10 champions who hold a senior leadership position (EVP, SVP, department chairs) are invited to participate and serve as a champion to a group of three women. •  A champion is assigned to each group to provide mentoring, coaching and sponsorship. •  Both women participants and champions learn together.
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INSTITUTE STAFF Susan MacKenty Brady Deloitte Ellen Gabriel Chair for Women & Leadership CEO, Simmons University Institute for Inclusive Leadership Susan MacKenty Brady Janet Foutty Lynn Perry Wooten Simmons University Institute for Inclusive Leadership S. Brady | Simmons University Institute for Inclusive Leadership
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Timer The 7 Pra Susan MacKenty Brady Janet Foutty Lynn Perry Wooten 1.  Investing in Your Best Self 2. Embracing Authenticity 3. Cultivating Courage 4. Fostering Resilience 5. Inspiring a Bold Vision 6. Creating a Healthy Team Environment 7.  Committing to the Work of an Inclusive Leader
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How harshness robs your Best Self
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As women, we need to do our jobs and manage perceptions INSTITUTE STAFF Elisa van Dam Vice President, Allyship & Inclusion
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The Work of the Inclusive Leader тм The 6 Actions LEVEL 1 LEVEL 2 BECOMING AWARE N LEARNING & SELF-REFLECTION BECOMING AN ALLY AND UPSTANDER ADVOCATE FOR BELONGING Actively support and advocate for women an other underrepresented VALUE EQUITY Recosinize the proble of historic systems of privilese and oppression LEARNING & SELF-REFLECTION LEVEL 3 BECOMING A CHANGE AGENT INSTITUTE FELLOW Darlene R. Slaughter VP, Chief Diversity, Equity, and Inclusion Officer at the Washington Metropolitan Area Transit Authority (WMATA)
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WILL Program Women in Leadership + Learning Oreate an environment where everyone feels unquely seen, heard and valued 27
7 Questions to Courageous Action™
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•  Two cohorts completed the program, Fall 2022 and Spring 2023. Approximately 60 women faculty participated, representing 40% of all women faculty at St. Jude. • The evaluation was overwhelmingly positive with many appreciating the opportunity to network with women faculty in other departments. •  The program received the support from the executive leadership and will continue next year. • There has been discussion to expand the program to include non-faculty (professional staff) as well as to create a more general leadership program for both men and women. Where Are We Now and Where Can We Co?
Women in Leadership: Challenges and Recommendations Even in top positions, women face challenges within institutional structures, systems and mind-sets that require transformative change, argue M. Cristina Alcalde and Mangala Subramaniam. By M. Cristina Alcalde and Mangala Subramaniam ・ Published July 17, 2 https://www.insidehighered.com/views/2020/07/17/women-leadership-academe-still- face-challenges-structures-systems-and-mind-sets “Women hold the least senior administrative positions and are the lowest paid among higher ed administrators. The picture is starker for women of color: in 2016, only 14 percent of higher ed administrators – men and women were racial or ethnic minorities."
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Executive Summary W AMC https://www.aamc.org/data-reports/data/2018-2019-state-women-academic-medicine-exploring-pathways-equity EXECUTIVE SUMMARY R
•   A dramatic increase in bachelor's and master’s degrees awarded during the last 20 years. •   A steady increase in PhD degree awarded. •   Women representation in PhDs improved from 25% in 1987 to 40% in 2020. Percentage of U.S. Statistics and https://magazine.amstat.org/blog/2021/10/01/undergrad-stats-degrees-up/
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•  Gender disparity is even more prominent in other data science fields, less than 20% PhDs awarded to women in computer sciences and physics and mechanical engineering. •  ASA also released 2020 Work and Salary Survey conducted by Langer Research Associates. The report states: • “Women tend to make less, both in base salary and total employment income, with gaps growing wider through mid-career." • “More men than women were full professors, 43 vs. 25 percent, though rates at the associate and assistant levels were more comparable." • “Forty-five percent of men were fully tenured, compared with 32 percent." https://www.amstat.org/asa/files/pdfs/YCR-2020WorkandSalarySurvey.pdf Percent of Degrees Earned by Women 2016-2020
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• Create a network of women statisticians and data scientists • Nurture the network • Share stories, challenges and support each other • Reach out to other international groups CWS, ASA JEDI Outreach Group, ASA Committee on Women In Statistics (CoWiS) • Engage in sponsorship and advocacy • Together we can break the glass ceiling! “The term glass ceiling refers to the sometimes invisible barrier to success that many women come up against in their careers." It was first coined by Marilyn Loden almost 40 years ago. https://www.bbc.com/news/world-42026266
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Special Thank-You to Professors Tomoko Matsui, Mihoko Minami, Kozo Kitamura, ISM Director Tsubaki and Deputy Director Kawasaki