Advancing Women’s Contributions to Science

through Professional Societies

Report on December 1999 Workshop

Sponsored by

Office of the Director

National Institutes of Health

in conjunction with

National Institute of Environmental Health Sciences

The American Society for Cell Biology
Blank
Advancing Women’s Contributions to Science

through Professional Societies

Report on December 1999 Workshop

Sponsored by

Office of Research on Women’s Health

Office of the Director

National Institutes of Health

in conjunction with

National Institute of Environmental Health Sciences

The American Society for Cell Biology

Foreword

As we enter a new millennium, we are poised on the brink of exciting and

unprecedented opportunities for women in science. The increasing emphasis

on women’s health issues and growing recognition of the contributions of

women in all scientific disciplines pave the way for us to make significant

strides toward equity for women scientists. This report documents a huge

step in the right direction — the December 9–10, 1999 workshop entitled

“AXXS ’99” (Achieving XXcellence in Science).

AXXS ’99 spotlighted the role of professional societies in helping to advance

the careers of women in science. The 1 1

/2-day event focused on five areas of

concern, generated a practical vision of the future, identified barriers to success, and produced 14 recommended initiatives for achieving excellence in

science by advancing the careers of women scientists. These initiatives form

the foundation for activities within and across scientific societies to promote

women in leadership roles, provide mentoring programs, replicate best practices, and share relevant resources and information.

Participants in AXXS ’99 came together from diverse societies, educational

institutions, organizations, and businesses to demonstrate their commitment,

voice their opinions, and learn from each other. Their ultimate goal: to help

women succeed in scientific careers and thereby bring about scientific advances

from which all persons could equally benefit, regardless of cultural and ethnic

origins, geographic locations, and socioeconomic strata.

The Office of Research on Women’s Health (ORWH) is proud to have

co-sponsored this successful meeting as part of its overall efforts to increase

the numbers of women in science. We are hopeful that the recommendations

put forth at AXXS ’99 will inspire further action by societies, corporations,

and academia — wherever scientists work or are represented. It is only with

your enthusiasm and participation in the next steps, and the steps to come,

that we can turn these initiatives into reality.

Vivian W. Pinn, M.D.

Director, Office of Research on Women’s Health

Associate Director, Research on Women’s Health

National Institutes of Health

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Preface

“Why do synthetic organic chemists eat their young?” asked a participant at

the summer 1998 retreat hosted by the National Institute of General Medical

Sciences on that topic. In response, all 25 attending scientists began to hypothesize why fewer synthetic organic chemistry proposals were being submitted

and funded in recent years. Late in the final session, their discussion turned

to the even smaller number of women and minority academicians in this field.

One participant observed that “some scientific societies do a really superb job

of mentoring and advancing their young faculty, through mock study section

meetings, sessions on how to write a grant, discussions of how to get tenure,

and mentoring lunches organized around career issues. Other societies are only

beginning to address the problem for the young scientists in their disciplines.”

Around the same time, in August 1998, Madeleine Jacobs, Editor-in-Chief of

Chemical and Engineering News, spoke to the Women Chemists Committee

Luncheon.1

 She detailed nine suggestions for how women scientists could

promote the careers of the women who were their juniors. As she challenged

attendees to come up with their own magic bullets and fire them into action, an

interesting idea crossed my mind: “Why not address and enhance the scientific

contributions and career progression of women through their scientific societies?”

Encouraged by colleagues and friends, I proposed to the Office of Research on

Women’s Health (ORWH), in January 1999, that we plan an action-oriented

meeting, full of working sessions, not speeches, to figure out how to carry

forward this new idea. We formed a small planning committee,2

 wrote a statement of purpose, and interviewed and selected facilitators. The National

Institute of Environmental Health Sciences agreed to review and manage

a cooperative agreement to support the workshop, which would be funded

1 “The Challenges for Women Chemists in the New Millennium, The XYC2K Problem,

The XY Chromosome Year 2000 Problem.”

2 The “dream team,” which planned and executed AXXS ’99, consisted of Donna Dean,

Senior Advisor to the Deputy Director, NIH; Elizabeth Marincola, Executive Director,

The American Society for Cell Biology; Pamela Marino, Ph.D., Program Director, National

Institute of General Medical Sciences; Joyce Rudick, Director, Programs and Management,

Office of Research on Women’s Health, and Anne Sassaman, Director, Division of Extramural

Research and Training, National Institute of Environmental Health Sciences. Dina Dariotis,

Presidential Management Intern, supported the planning phase and developed the annotated

bibliography, which will be posted on the website growing out of the workshop. Thanks

to each of you for making this such a uniquely productive experience.

v

W ORKSHOP R EPORT
by ORWH. The American Society for Cell Biology volunteered to host the

gathering as a satellite session to their annual December meeting.

About 20 scientists from across the country, from all walks of science, including academia, industry, and government, met in July 1999 to develop a broad

outline for the workshop. Their energy and the facilitators’ skills and dedication3

 created one of the most productive sessions I had ever participated in,

for it led us to an overarching conclusion: A trained scientist represents an

investment that should not be wasted. Anyone who wants to be a scientist

should be limited only by her or his own skills and intelligence, not by the

environment in which she or he works. In such a world, all would contribute

according to their abilities — women and men alike, including persons with

disabilities, regardless of their race or ethnicity. Thus was AXXS ’99 shaped.

As this report details, more than 100 participants assembled for a dynamic

day and a half of hard work. Twenty institutes and centers at NIH endorsed

the workshop’s goals. Dr. Ruth Kirschstein, now Acting Director of NIH,

inspired us with her leadership. Dr. Vivian Pinn, ORWH Director, encouraged

us with her words, claiming, “We can do that! Our office will support you.”

Workshop participants developed concrete action plans to

■ enhance and acknowledge women’s scientific contributions,

■ keep women from leaving science for friendlier careers,

■ support women’s scientific career advancement, and

■ help the next generation of women scientists readily make

their contributions to the scientific community.

These same participants eagerly agreed to take the next steps to ensure that the

action plans developed during AXXS ’99 are transformed into a grand plan,

and real action, paving the way for AXXS 2000. It’s action long overdue!

W. Sue Shafer, Ph.D.

Assistant Vice Chancellor

Research Administration

University of California, San Francisco

(Formerly Deputy Director

National Institute of General Medical Sciences)

3 Many thanks to Michael Milano and Rae Thompson for their help in planning and pulling

off AXXS ’99. They contributed materially to the growth of the concept and led the team

of 14 additional facilitators who helped the participants develop concrete action plans.

They kept us right on target.

AXXS ’ 9 9

vi
AXXS ’99 Sponsors

Office of Research on Women’s Health, National Institutes of Health

in conjunction with

National Institute of Environmental Health Sciences

The American Society for Cell Biology

AXXS ’99 NIH Co-sponsors

Center for Scientific Review

Fogarty International Center

National Cancer Institute

National Center for Research Resources

National Eye Institute

National Institute on Alcohol Abuse and Alcoholism

National Institute of Allergy and Infectious Diseases

National Institute of Arthritis and Musculoskeletal and Skin Diseases

National Institute on Aging

National Institute of Child Health and Human Development

National Institute on Deafness and Other Communication Disorders

National Institute of Diabetes and Digestive and Kidney Diseases

National Institute on Drug Abuse

National Institute of General Medical Sciences

National Heart, Lung, and Blood Institute

National Human Genome Research Institute

National Institute of Dental and Craniofacial Research

National Institute of Mental Health

National Institute of Nursing Research

Warren Grant Magnuson Clinical Center

Note: AXXS ’99 was presented as a satellite meeting of The American

Society for Cell Biology Annual Meeting.

vii

W ORKSHOP R EPORT
Notice

This report was prepared by Murphy & Milano, Alexandria, VA, for the

Office of Research on Women’s Health, Office of the Director, National

Institutes of Health; the National Institute of Environmental Health Sciences; and The American Society for Cell Biology. While it is primarily a

record of the process and products of the December 9–10, 1999 workshop,

it contains some interpretative content based on the review, compilation,

and synthesis of data collected during AXXS ’99. In addition, all reported

comments are paraphrased.

All information in this report is in the public domain and may be reproduced or copied without permission from Murphy & Milano or report

sponsors. Citation of the source is appreciated.

AXXS ’ 9 9

viii
Table of Contents

Foreword........................................................................................................ iii

Preface..............................................................................................................v

Executive Summary ......................................................................................... 3

Overview and key recommendations from AXXS ’99

Introduction .................................................................................................... 7

Purpose and focus of the workshop, including the

agenda and five issues addressed by participants

A Pathways Model ........................................................................................ 15

A pathways model for analyzing scientific career

choices and where they may be facilitated

Opening Remarks and Presentations ............................................................. 21

Summary of remarks made by Dr. Randy W. Schekman,

Dr. Ruth L. Kirschstein, Dr. Carola Eisenberg, and

Dr. Vivian W. Pinn

Workshop Methodology ................................................................................ 25

Description of the working group process used

Shared Vision: Desired Goals ........................................................................ 27

Working groups’ ideal vision for women in the

scientific workforce; presentation of eight thematic

goals in the vision of the ideal scientific community

shared by all groups; and a table linking the vision

themes to the issues discussed by each group

Core Obstacles: Barriers to Success ............................................................... 33

Barriers to the success of women scientists;

definitions of core obstacles to their success;

and a list of working group data

ix

W O R K S H O P R E P O R T
Results: Initiatives and Action Plans .............................................................. 39

How working groups developed 14 initiatives and

action plans; table showing the relationship between

the five issues discussed and four categories of

initiatives; list of initiatives within four thematic

categories; and 14 action plans. Each action plan

contains the initiative’s aim, indicators of success,

method or action steps, presenter, and key feedback

from the plenary panel and audience.

Leadership, Visibility, and Recognition .............................................................................................. 42

Five initiatives and action plans

Mentoring and Networking......................................................................................................................... 56

Four initiatives and action plans

Best Practices ....................................................................................................................................................... 68

Two initiatives and action plans

Oversight, Tracking, and Accountability ........................................................................................... 74

Three initiatives and action plans

Next Steps ..................................................................................................... 85

Next step(s) for following through with

proposed initiatives

Appendix A: List of Participants and Registrants .......................................... 89

Names and contact information for

individuals taking part in AXXS ’99

Appendix B: Summary of Poster Board Presentations ................................. 109

Overview of 16 poster board presentations;

contact information on presenting organizations

and societies

Appendix C: Key Resources ........................................................................ 113

References on women’s issues supplied by

participants and workshop organizers

A X X S ’ 9 9

x


3

W ORKSHOP R EPORT

Executive Summary

The Office of Research in Women’s Health, Office of the Director, National

Institutes of Health, in conjunction with the National Institute of Environmental Health Sciences and The American Society for Cell Biology, convened

“AXXS ’99” to explore the roles of scientific societies in advancing science

by building the careers of all women in science, from the predoctoral stage to

the senior scientist level. The workshop was held December 9–10, 1999, as

a satellite meeting to The American Society for Cell Biology Annual Meeting

at the Washington Convention Center in Washington, D.C. More than 140

participants representing more than 50 scientific societies, organizations,

and government agencies gathered to

■ develop action items that societies can consider for their membership

■ contribute to an annotated bibliography of the career resources that can

be made available as a national resource on the Internet

■ exchange information with other workshop participants on the strengths

and weaknesses of existing and planned societal programs and resources

for their female membership.

Action-planning tracks for the 1 1

/2-day workshop focused on the roles of

societies related to one of the following issues:

■ Mentoring and networking to promote the contributions of women

scientists

■ Career development for women scientists at the mid and senior levels

■ Representation of women in scientific societies

■ Sharing model systems that work

■ Outreach and collaboration within and between societies and other

organizations to advance science by promoting women in science

Working groups developed goals for each issue, identified the major

obstacles to achieving those goals, and designed action plans to reach

defined goals. The action plans were presented for discussion in a plenary
AXXS ’ 9 9

4

session. The recommendations of the working groups include 14 action

plans for addressing major obstacles to the careers of women in science.

Major recommendations are to

■ Establish a national report card on the status of women in science and

engineering and develop a database of women scientists

■ Create an umbrella organization of professional societies to facilitate the

exchange of information on women’s career issues and activities

■ Establish a national mentorship system for women, through the societies,

and encourage societies to develop effective mentoring programs and

make mentoring a core society activity

■ Formalize mechanisms for opportunities, awareness, and development

for women in science

■ Design best practices for the advancement of women in science and

establish a best practices clearinghouse

■ Encourage societies to increase the number of women in their organizations’ leadership roles by establishing (a) leadership development programs

for women, (b) forums to highlight the successes of their women membership, and (c) a networking website for the scientists whom they serve.

Workshop leaders and participants expressed a high degree of enthusiasm

for the results-oriented event. A follow-on meeting in June 2000 is planned

to capitalize on the momentum generated at AXXS ’99 for advancing

women’s careers in science.

It was one of the best workshops I have attended! I am looking

forward to seeing the action items generated play out as advances

for women in science.

Julia B. Freeman

National Institute of Arthritis and

Musculoskeletal and Skin Diseases

National Institutes of Health
5

W ORKSHOP R EPORT

Congratulations on an excellent program and a really productive

day and a half.

Jennifer P. Stevens

American Academy of Pediatrics

Congratulations. I was relieved to finally participate in a meeting that was

so action oriented. Hopefully this is just the beginning.

Gina Pastino, Ph.D.

McLaren-Hurt, Inc./Chem Risk

I think this was a very worthwhile endeavor. It is rare that one walks away

from a full day plus evening event with some concrete ideas that can be

implemented quickly, and make a difference, as well as a sense of

excitement about future plans. Bravo.

Joan R. Goldberg

American Society for Bone and Mineral Research

I thought the meeting was terrific. I arranged for a junior colleague to go

to the AAMC mentoring meeting for new professionals this spring, and

I’m spreading the word about ELAM — the development workshop for

mid-career women. I learned about both at AXXS ’99. I hope to

incorporate more of the ideas from the meeting at the NSF.

Janice M. Hicks

National Science Foundation

It was exciting to participate in what may be another milestone event in

the history of women in science. I learned a great deal and enjoyed the

opportunity to interact with women from other disciplines.

Rosalyn C. Richman, M.A.

ELAM

National Center of Leadership in

Academic Medicine

7

W ORKSHOP R EPORT

Introduction

The Office of Research in Women’s Health, Office of the Director,

National Institutes of Health, in conjunction with the National Institute

of Environmental Health Sciences and The American Society for Cell

Biology, convened “AXXS ’99” on December 9–10, 1999, as a satellite

meeting to The American Society for Cell Biology Annual Meeting at the

Washington Convention Center in Washington, D.C. The purpose of the

workshop was to explore the roles of scientific societies in advancing science

by building the careers of all women in science, from the predoctoral stage

to the senior scientist level. Some 140 participants representing more than

50 scientific societies, organizations, and government agencies gathered to

■ develop action items that societies can consider for their membership

■ contribute to an annotated bibliography of the career resources that can

be made available as a national resource on the Internet

■ exchange information with other workshop participants on the strengths

and weaknesses of existing and planned societal programs and resources

for their female membership.

There were five action-planning tracks for the 1 1

/2-day workshop. Each

track focused on the roles of societies related to one of five issues, as

described on the following pages.

Issue 1 Mentoring and networking to promote the contributions of women

scientists

■ What methods can scientific societies employ to provide mentoring

for women scientists throughout the stages of their careers?

■ In what specific ways can scientific societies use existing programs and

mechanisms to increase opportunities for mentoring women in science?

■ How can societies and individuals use networking to help women

transition from early to mid-level science careers?
AXXS ’ 9 9

8

Issue 2 Career development for women scientists at the mid and senior levels

■ How can scientific societies capitalize on their experienced, high-profile

women leaders, while enhancing the participation of increasing numbers

of women in visible leadership and decision-making positions (e.g., on

editorial boards, on study sections, and as committee chairs and speakers)?

■ What can scientific societies do to help senior women scientists seek and

accept recognition, without making them “uncomfortable” or appear

overly “self promoting”?

■ In what concrete ways can scientific societies track and exchange information about women in critical positions (e.g., through editorial boards,

review committees, invited chairs and lectures, awards, career progression)?

Issue 3 Representation of women in scientific societies

■ What can scientific societies do to recruit, retain, and advance women

scientists across diverse scientific organizations and industries?

■ What practical actions can scientific societies take to optimize the

advances, fill in the gaps, and take advantage of opportunities in

meeting the career needs of women scientists?

■ How can scientific societies make sure that their programs accurately

reflect the demographics of all their constituents?

Issue 4 Sharing model systems that work

■ What can scientific societies do to provide access to proven strategies

and resources for assisting women scientists in advancing in their

careers, especially related to enhanced self-images and projected images?

■ What actions can scientific societies undertake to successfully address

gender inequity issues affecting their constituents?

■ What model systems can societies develop and replicate to recruit,

retain, and advance women scientists across diverse “industries”?
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W ORKSHOP R EPORT

Issue 5 Outreach and collaboration within and between societies and other

organizations to advance science by promoting women in science

■ What policies can scientific societies implement to promote the

recruitment, retention, and advancement of women scientists?

■ What actions can scientific societies carry out themselves or in

collaboration with others, to share information, strategies, programs, and assessment tools to advance women scientists at each

stage of their careers?

■ What mechanism(s) can societies develop and implement, beyond

this December 10, 1999 meeting, to continue exchanging resources

and developing cooperative actions for advancing women’s careers

in science?

Participants were asked to consider what the “ideal” situation for women in

science would be once all career issues were resolved, set goals for attaining

their ideal, identify barriers to reaching their goals, and develop action plans

that could be implemented to overcome barriers and achieve defined goals.

These goals, obstacles, and action plans are enumerated within this report.

After the workshop, at the ASCB Women in Cell Biology Committee

meeting, there was a tremendous energy and feeling that something good

will happen as a result of AXXS ’99 . . . because it was well focused

and mostly because it involved extremely high quality people.

Elizabeth Marincola

Executive Director

The American Society for Cell Biology
AXXS ’ 9 9

10

Agenda for AXXS ’99

4 The honor award was presented to Dr. Ruth L. Kirschstein by the Office of Research on

Women’s Health, NIH, for her “distinguished contributions to women’s health research

and career development” as a “Mentor – Clinician – Scientist – Leader.”

December 9, 1999

Noon to 5:45 p.m. Registration

6–8:30 p.m. Evening Session and Reception

Poster Session

Society Poster Presentations

Introduction

Dr. Vivian W. Pinn

Director, Office of Research on Women’s Health

Associate Director for Research on Women’s Health

National Institutes of Health

Opening Remarks

Dr. Randy W. Schekman

President

The American Society for Cell Biology

Award Presentation4

Dr. Vivian W. Pinn

Welcome Address

Dr. Ruth L. Kirschstein

Deputy Director

National Institutes of Health

Introduction of Keynote

Dr. Vivian W. Pinn

Keynote Address

“Without Struggle There is No Progress”

Dr. Carola Eisenberg

Dean of Student Affairs (Retired)

Harvard Medical School

Kickoff Networking Reception
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W ORKSHOP R EPORT

December 10, 1999

7:30–8 a.m. Registration

Morning Session: “Success in Science is Not Sex Linked”

8–8:15 a.m. Plenary Session

Introduction

Dr. Vivian W. Pinn

Director, ORWH

Charge to Working Groups

Mr. Michael Milano

President, Murphy & Milano, Inc.

8:15–11:30 a.m. Working Group Sessions on Issues 1–5

11:30 a.m.–12:30 p.m. Networking Lunch

First Afternoon Session: “Building Stairways to Success”

12:30–2:25 p.m. Continuing Working Group Sessions

Second Afternoon Session: “Societies — Key to the Future”

2:25–5:30 p.m. Plenary Session

Introduction of Panel

Dr. W. Sue Shafer

Assistant Vice Chancellor

Research Administration

University of California, San Francisco

Working Group Presentations and Feedback

Plenary Panel

5:30–5:45 p.m. Closing Remarks

Summation and Presentation

Dr. W. Sue Shafer

and

Dr. Anne Sassaman

Director, Division of Extramural Research and Training

National Institute of Environmental Health Sciences

National Institutes of Health
AXXS ’ 9 9

12

Plenary Panel Providing Feedback on Working Group Initiatives

Chair Ruth L. Kirschstein, M.D.

Deputy Director

National Institutes of Health

Cochair Donna Dean, Ph.D.

Senior Advisor to Deputy Director

National Institutes of Health

Panel Alfred Johnson, Ph.D.

President Elect

NIH Black Scientists Association

Cochair, Communication and Membership Committee

Carlyle B. Storm, Ph.D.

Director

Gordon Research Conferences

Zena Werb, Ph.D.

Chair, Women in Cell Biology

The American Society for Cell Biology

Vice-Chair, Department of Anatomy

University of California, San Francisco

Madeleine Jacobs

Editor-in-Chief

Chemical and Engineering News

Catherine Jay Didion

Executive Director

Association for Women in Science

Rona Hirschberg, Ph.D.

Chief, Infectious Diseases and

Microbiology Integrated Review Group

Center for Scientific Review

National Institutes of Health
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W ORKSHOP R EPORT

I appreciate that we really got something concrete and practical done.

Now it’s time to think of one thing that we each can do personally

to push forward with these initiatives.

W. Sue Shafer, Ph.D.

Assistant Vice Chancellor

Research Administration

University of California, San Francisco

The focus and process took advantage of participants’ energy, and the

recommendations go beyond the scope of any one office. I challenge

you to take something back with you from this meeting and do

something with it. Let this be a landmark event! Let AXXS ’99

be the day we galvanized into action!

Anne Sassaman, Ph.D.

Director, Division of Extramural

Research and Training

National Institute of Environmental

Health Sciences

15

W ORKSHOP R EPORT

A Pathways Model

for Career Progression in Science

by Pamela A. Marino, Ph.D.

Before the issue of the underrepresentation of women in the research ranks

of the basic sciences can be addressed, it is necessary to understand the extent

to which the problem exists, and what possible obstacles to career progression

may be present. While the educational path for scientists is often thought of

in terms of a “pipeline” that students “flow” through or “leak” from, data

suggests that the progression from grade school directly to the Ph.D. is not

linear. Rather, individuals often take different avenues to an eventual independent research career.

To address the dynamics of the rates of career progression, exit and re-entry

to the career path, I have developed a Pathways Model for study of the career

track of a U.S. researcher, focusing from high school to independent investigator

in the basic sciences. This Pathways Model, Figure 1, is patterned after traditional biochemical models for enzyme reactions. It looks at career progression as a dynamic system, with measurable rates for progression up the career

ladder, and delineates points to effectively leverage these rates or recover

losses akin to biochemical “salvage pathways.”

Data for women in the disciplines of chemistry and biology, as they progress

through the career pathway (as compared to their male counterparts), are

from the indicated references. Changes in the rates of progression for women

in chemistry and biology over time are provided for comparison, as an indication of the present state of this system. The National Institute of General

Medical Sciences, Office of Program Analysis and Evaluation’s, Ms. Christina

Zimmerman and Dr. James Onken, Chief, furnished the information on the

demographics of high school and college graduates, as well as the data on

the demographics of NIH awards. The efforts of Ms. Zimmerman and

Dr. Onken in helping to prepare the demographic data used in this report

are gratefully acknowledged.
AXXS ’ 9 9

16

Pathways Model

Step A ■ Women make up 52 percent of the U.S. population and earned 51 to

52 percent of the more than two million high school diplomas awarded

for the period, 1982 to 1994.

■ 1982: 2.84 million high school diplomas were awarded, 52 percent

earned by women

■ 1990: 2.75 million high school diplomas were awarded, 52 percent

earned by women

■ 1994: 2.40 million high school diplomas were awarded, 51 percent

earned by women

Reference: U.S. Department of Education, National Center for Educational Statistics.

The 1994 High School Transcript Study Tabulation: Comparative Data on Credits Earned

and Demographics for 1994, 1990, 1987 and 1982 High School Graduates, Revised NCES

99-532, by Stanley Legum, Nancy Caldwell, Bryan Davis, Jacqueline Haynes, Telford J.

Hill, Stephen Litavecz, Lou Rizzo, Keith Rust, and Ngoan Vo. Project Officer, Steven

Gorman, Washington, D.C.: 1998. (http://nces.ed.gov/pubs98/98532.pdf)

Figure 1 Pathways Model

R01

Academic

Government 

Industry

F

E

D

C

B

A K–12

College

Research

Postgrad

MD

DDS

DVM

Health 

Sciences

WORK

Grad 

School

HSD

PhD

Postdoc

Other

Other

Other

BA
17

W ORKSHOP R EPORT

Step B ■ Over the past 20 years, the percentage of bachelors’ degrees in biology

or chemistry being earned by women has increased steadily.

■ In 1981, women earned 30.1 percent of the 11,540 bachelors’ degrees

awarded in chemistry and 44.5 percent of the 44,046 bachelors’ degrees

awarded in biology.

■ By 1996, women earned 41.5 percent of the 11,137 bachelors’ degrees

awarded in chemistry and the majority (52.9 percent) of the 62,081

bachelors’ degrees awarded in biology.

Note that while the total number of degrees being awarded in chemistry in 1981 to 1996 has remained rather constant, the percentage

of these degrees being awarded to women has increased 11.4 percent

since 1981. In biology, the number of degrees awarded to women since

1981 has increased by 8.4 percent.

Reference: U.S. Department of Education, National Center for Education Statistics

(NCES), Integrated Post-secondary Education Data System (IPEDS). Data restricted

to U.S. Citizens and Permanent Residents.

Step C ■ The number of women earning a Ph.D. in chemistry or biology has

increased steadily over the past 20 years.

■ In 1981 women earned 15 percent of the 1,329 doctoral degrees

awarded to U.S. citizens and permanent residents. By 1996, women

earned 30 percent of the 1,461 doctoral degrees awarded in chemistry.

■ Similarly, in 1981 women earned 29.1 percent of the 3,420 doctoral

degrees awarded in biology. By 1996, women earned 44.5 percent

of the 4,365 doctoral degrees awarded in biology.

The demographics of women earning the terminal degree in 1998 is

similar to that of their male counterparts. Both women and men are

taking 7 years to obtain a Ph.D. in biology and 6 years to obtain a Ph.D.

in chemistry. The median age of women and men obtaining the Ph.D. in

biology is 32 years, while the median age of women and men obtaining

a Ph.D. in chemistry is 29 years. Slightly more men than women earning

the terminal degree were planning on doing additional postdoctoral training upon completion of their degree. In biology, 54.4 percent of men and

50.6 percent of women were planning on pursuing postdoctoral training,

while 49 percent of male chemists and 44.6 percent of female chemists

were planning on postdoctoral work.

Reference: National Research Council (NRC) Doctorate Records File (DRF). Data

restricted to U.S. Citizens and Permanent Residents and NSF/NIH/NEH/USED/USDA,

Survey of Earned Doctorates, 1998.
AXXS ’ 9 9

18

Step D Medical schools enroll approximately 16,000 students each year. The percentage of women attending medical school rose from 9 percent in 1970 to

44 percent at present, and more than 90 percent of those entering medical

school complete their medical degrees.

Reference: Association of American Medical Colleges (AAMC) Data Book. Statistical

Information Related to Medical Schools and Teaching Hospitals, Issues from January

1991–1999.

Step E The demographics of faculty in the basic science departments of medical

schools is reviewed annually by the Association of American Medical

Colleges. Comparison of the demographics, at all faculty levels, between

1990 and 1999 reveals that the number of basic science faculty at medical

schools increased by 937 positions from 1990 to 1998, with 349 (37 percent)

of these positions filled by women. Similar to the 1990 demographics, the

bulk of the women in basic science faculty positions at medical schools were

at the instructor and assistant professor level in 1998. Slight gains over the

1990 levels (approximately 5 percent) at the associate and full professor

levels were made in 1998.

■ In 1990, 216 (40.9 percent) of instructors on the basic science faculty

at medical schools were filled by women. In 1998, 302 (41.9 percent)

of these positions were held by women.

■ In 1990, 1,034 (29.3 percent) of assistant professors on the basic science

faculty at medical schools were women. In 1998, 1,333 (32.8 percent)

of these positions were held by women.

■ In 1990, 669 (19.2 percent) of associate professors on the basic science

faculty at medical schools were women. In 1998, 917 (25.4 percent) of

these positions were held by women.

■ In 1990, 410 (9.7 percent) of professors on the basic science faculty

at medical schools were women. In 1998, 759 (13.6 percent) of these

positions were held by women.

Reference: Association of American Medical Colleges (AAMC) Data Book. Statistical Information Related to Medical Schools and Teaching Hospitals, Issues from

January 1991–1999.
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W ORKSHOP R EPORT

Step F Independent academic researchers must obtain outside funding to progress

their research programs. Looking at NIH application and award rates for

investigators not previously supported by NIH, more than twice as many

men as women applied for NIH First Awards (R29 awards) between 1988

and 1997. However, women competed as well as their male counterparts

in obtaining these awards. The average award rate for both women and

men over the 10-year period, 1988 to 1997, was 26 percent.

The number of competing Individual Investigator Research Project Grant

(R01) applications submitted by women grew from 2,401 in 1988 to 3,172

by 1997. In 1988, men were submitting more than four times as many competing applications to NIH as were women. By 1997, men were submitting

only a little more than three times as many applications as women. In terms

of competing R01 awards made, women have been as successful as men in

obtaining funding. Women averaged an 18 percent award rate for competing NIH R01 applications from 1988 to 1997, while men averaged a

17.8 percent award rate.

Similarly, for competitive renewals of existing NIH R01 awards over the

period 1988 to 1997, women have been only slightly less successful than their

male counterparts in renewing their awards. During the 10-year time period

of 1988 to 1997, women averaged a 35 percent success rate for competing

R01 applications, compared to a 36 percent success rate for men over the

same time.5

In summary, women have made steady gains in the number of undergraduate

and doctoral degrees they are earning in both biology and chemistry. As of

1996, women, who make up 52 percent of the U.S. population, were earning

41.5 percent of the bachelors’ degrees and 30 percent of the doctoral degrees

in chemistry, as well as 52.9 percent of the bachelors’ degrees and 44.5 percent

of the doctoral degrees in biology. Women complete their graduate work in the

same amount of time as their male counterparts. They pursue postdoctoral

studies at similar rates, and compete as effectively for NIH funding as their

male peers, when they apply. However, the percentage of NIH R01/29 individual Research Project Awards earned by women has increased only slightly

over the past 10 years, from 18.3 percent in 1988 to 22.3 percent in 1997,

and the promotion of women to senior (Associate Professor/Professor) career

levels has been slow.

5

 The National Institute of General Medical Sciences, Office of Program Analysis and

Evaluation. Dr. James Onken, Chief, provided data on the demographics of NIH awards.

21

W ORKSHOP R EPORT

Opening Remarks and Presentations6

Opening Remarks: Dr. Randy W. Schekman

This was a remarkable century for women in science. For most of the past

100 years, women were not recognized for their contributions; even Marie

Curie had no academic appointment at her own institution. As late as the

1970s, there were almost no women in most chemistry departments, with

considerable antagonism against women in science. So, we’ve come a long

way in a short period of time. The American Society of Cell Biology (ASCB)

has helped this progress, with its strong, although short, history of representation for women. Half of the 9,500 ASCB members are women, the greatest

proportion of whom are young women. As a progressive and activist organization, ASCB offers many programs to women through WICB (Women in Cell

Biology). WICB holds career lunches, where 500 people meet to discuss furthering women’s careers; has a standing column in the Cell Biology newsletter,

in which articles such as “The Impostor Syndrome” are published; and sponsors annual awards to shine the spotlight on junior and senior scientists. On

behalf of ASCB, thank you for coming to AXXS ’99.

Welcome Address: Dr. Ruth L. Kirschstein

Welcome on behalf of the National Institutes of Health, particularly on behalf

of Donna Shalala, Secretary of the Department of Health and Human Services.

I’d like to talk about what Dr. Schekman said. While I agree that things have

changed, I think we need to acknowledge that they have not changed that

much. It is true, as of 1999, that 44 percent of medical school classes are

women; that women earn more than 50 percent of graduate degrees in the

biological sciences; and that young women are entering faculty positions.

But, it is also true that when you go to look for outstanding, well-experienced,

high-level cell biologists, biochemists, and biophysicists to serve on outstanding committees and advisory councils as full professors, they are hard to find.

So, our challenge for next century is to continue the pipeline. You are here

now for two things to happen: (1) to have more men at meetings like this,

and (2) to have more women from whom to select to represent all of cell

biology, all of biochemistry, and all of other specialties represented here.

6 All remarks are summarized and paraphrased.
AXXS ’ 9 9

22

It’s good for the country to be represented by a broader array of scientists.

Join me in this effort. We need all of you and all of your colleagues to make

sure that we are taken seriously, and that we do plan for the future. I challenge

you to work with all of us. The new millennium is a wonderful place to start.

Thank you.

Keynote Address: Dr. Carola Eisenberg

Frederick Douglass, a former slave, abolitionist leader, and advisor to

Abraham Lincoln, said, “Without the struggle, there is no progress.” If

women are to achieve equality in science, women have to lead the fight.

We must help each other and ourselves. How many of you have nominated

a female colleague for membership in the scientific organizations to which

you belong? Asked a colleague to nominate a woman to membership?

Nominated a woman for a prize? Solicited nominations from others on

behalf of colleagues? If you have not, you are in default of duty.

Men generally do not think of women for membership, awards, prizes,

and promotions. Once the names of women are put forward, men who are

already in the club must make a conscious decision to include or exclude

them. We have to see that the names surface. And what we cannot accomplish separately, we can accomplish when we join forces. We must join with

our colleagues, insist on and analyze the facts, and seek allies among male

faculty. It is up to us to fight until equity is achieved.

Gender discrimination is widespread. Most of us in this room are guilty of

unintentional gender discrimination, because negative ideas about women

in science are part of the academic culture we have grown up in. Yet, the

issues go above and beyond academia, involving social and biological roles

unique to women. While there are no tidy solutions, there are things universities can do: provide paid parental leave; subsidize quality day care; delay

the tenure clock for the parent who stays home to care for the children;

develop re-entry programs for women who have taken time off for children;

and abolish gender-based salary discrepancies. But, after all of that has been

done, the women’s movement must take the lead in shifting social values

to permit women to choose family and career, without penalizing them.

We have to change an American ethos that exalts work over family life,

that assigns family responsibilities disproportionately to women, and that

fails to prepare men to be fully human. Indeed, if we succeed in moderating

work demands in a society that is obsessed with work, the benefit will be

no less great for men that it will be for women.
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W ORKSHOP R EPORT

We have come a long way. We have a long way to go. It’s a struggle

we can win!

Closing Remarks: Dr. Vivian W. Pinn

I hope you feel that this meeting is a time of value, a positive meeting in terms

of learning, exchanging information, and moving forward. We can no longer

just reiterate problems; it’s time to overcome the problems. I’m excited to hear

the action plans and the comments on how to refine them and make them

better. I love the focus on mentoring, which is an extremely important part of

anything we do. Throughout the presentations, I kept thinking about what the

Office of Research on Women’s Health could do to help. We need to keep this

momentum going. Your initiatives may require funding and organization to

implement, and some may take a while to do. It will be lovely if, in a year’s

time, we see the birth of a new consortium. So, I think we should consider

some sort of smaller follow-up meeting, within the next few months, to keep

these ideas fresh. The group could be an ad hoc task force, with one or two

representatives for each working group here. And there are other clinical

societies that might like to join us. We’ve opened the door. Let’s see what

we can bring forward together.

25

W ORKSHOP R EPORT

Workshop Methodology

Each of seven working groups, assembled according to participants’

personal preferences, addressed one of the following issues:

■ Mentoring and networking to promote the contributions of women

scientists (two groups)

■ Career development for women scientists at the mid and senior levels

(two groups)

■ Representation of women in scientific societies (one group)

■ Sharing model systems that work (one group)

■ Outreach and collaboration within and between societies and other

organizations to advance science by promoting women in science

(one group).

Working group members collaborated, in a four-step facilitated process, to

(1) describe a shared vision depicting their idealized situation for women in

science, when the issue under discussion was ultimately resolved; (2) identify

core obstacles to achieving their vision; (3) propose initiatives for realizing their

vision; and (4) develop action plans for implementing their top two initiatives.

The highly structured process included a variety of activities designed to

generate a wide range of views in a relatively short period of time, and to

highlight and build upon common ground. Two facilitators in each working

group guided participants through these activities, helped them stay focused,

and insured that results were documented for the plenary meeting, this report,

and follow-up action. Representatives from the seven groups then presented

14 initiatives and action plans at a plenary session, to both the general audience and a panel of recognized experts and authorities in science. The specific

results of each of these activities, which have been compiled and synthesized,

are presented on the following pages.

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W ORKSHOP R EPORT

Shared Vision: Desired Goals

To define their vision for women scientists, including an “ideal” working

model of the scientific community, members of each working group described

what conditions would be like when the career issue being discussed by the

group was finally resolved. They did so by first imagining a future point in

time when the specific questions associated with their issue had been successfully resolved, and all concerns related to women’s careers in science had been

fully addressed. Working from this future perspective, participants suggested

observable data and intangible differences that would unquestionably indicate

the successful resolution of their specific career issue. They organized their

comprehensive list of items into categories, which they then titled according

to the overarching theme of each category.

Themes crossing all working groups demonstrated remarkable agreement

among participants about the ideal outcome of advancing women’s contributions to science through professional societies, regardless of the issue being

addressed. Descriptions of the primary characteristics of the groups’ imagined

future, in which all five career issues for women scientists have been resolved,

follows. The characteristics are organized into eight goals and are presented

in order, based on the number of groups that mentioned them, from most

frequently mentioned to least frequently mentioned. Table 1 links these thematic goals to the five women’s scientific career issues under consideration,

showing which goal was thought to be an important element in the desired

outcome for each defined issue.7

Goal 1 A new cultural norm for women

At some imagined future point, when all career issues for women in science

are resolved, “gender bias is eliminated, women’s leadership and communication styles are valued, the image and perception of women is highly valued,

and science and family are compatible roles for women and men in this

society.” Encompassing a broad spectrum of characteristics, this goal may

represent the ultimate outcome of all the working groups.

7 Some interpretation was made with regard to these and other themes throughout the

document. Further clarification may be required to fully capture the specific intention

of each working group.
AXXS ’ 9 9

28

Goal 2 Equity with male counterparts

The existence of equity for women in science refers primarily to the equal

representation of women in their disciplines and societies, as compared

to their male counterparts. Many of the items involving equity focus on

leadership positions and the holding of “influence and power.” The term

“parity” can also be used to describe this goal. Equity/parity may be the

easiest outcome to measure, as data becomes more available on society

membership, honorary awards, grants, faculty positions, leadership roles,

pay rates, journal editors, and so on.

Goal 3 High visibility and recognition

When current career issues cease to be obstacles for women in science,

there is increased recognition and widespread “professional respect” for

the accomplishments and contributions of women scientists. Large numbers

of well-known women deliver keynote addresses and women routinely

“receive awards” for their achievements.

Goal 4 Mentoring as an integral part of career development

and advancement for women

Mentoring is “gender neutral” and refers to both one-to-one and institutional

programs. Some of the characteristics of this goal are that “men seek out

women mentors,” and “mentoring women is intrinsic to societies.” In the

envisioned future, mentoring occurs in high schools, as well as at assistant

professor and senior scientist levels. Mentoring may well be one of the most

important activities for bringing about other desired outcomes.

Goal 5 Varied and valued career options for women

Expanded career possibilities for women in science are “widely promoted

and highly visible” at all stages of the career pathway. As a result, more

teen girls opt to take high school science, an “incubator” environment

provides conditions favorable to the advancement of women in science,

and greater numbers of mid- and upper-level women scientists remain

on their chosen career tracks.
29

W ORKSHOP R EPORT

Table 1 Thematic Goals Linked to Issues Addressed by Working Groups

Sharing

Mentoring and Career Women in Model Outreach and

Issue – Thematic Goal Networking Development Societies Systems Collaboration

1 A new cultural norm

for women x x x x x

2 Equity with male

counterparts x x x x

3 High visibility and

recognition for

successful women x x x x

4 Mentoring as an

integral part of

career development

and advancement

for women x x x x

5 Varied and valued

career options

for women x x x x

6 Readily available

networking, resources,

and support for women x x x x

7 Professional advancement and skill building

for women through

scientific societies x x x

8 Inner and outer

empowerment x x

Goal 6 Readily available networking, resources, and support

Women have access to, and are “included in,” non-gender-biased

networks. These networks are formal and informal, as well as

“faculty and employer sponsored.”
AXXS ’ 9 9

30

Goal 7 Professional advancement and skill building through

scientific societies

There is significant support within societies to help women in science

advance their careers. Such support exists in the form of “mechanisms

to promote an individual’s career, funding for skill building and development, affirmative public statements from scientific societies, and job

access and advancement through societies.”

Goal 8 Inner and outer empowerment

The final goal of the shared vision may sum up the entire set: empowerment. Inner empowerment refers to women being comfortable with

themselves and their careers, feeling valued and effective, and holding

an empowered attitude — free from any victim-like mentality. Outer

empowerment includes the collaboration and exchange from peers and

role models, and “MIT-type studies initiated by societies.”8

8 The MIT Study reported on the status and perceived marginalization of women faculty.

See Appendix C for the complete reference.


33

W ORKSHOP R EPORT

Core Obstacles: Barriers to Success

To identify the core obstacles to advancing the careers of women in science,

especially to the most senior levels, working groups listed the major factors

that currently interfere with the achievement of their shared vision of an ideal

scientific community. To be selected, each key impediment had to meet one

or more of the following criteria:

■ It has high impact (major detrimental effects).

■ It is pervasive.

■ It is systemic (underlying other obstacles).

■ It is actionable (something can be done about it).

Once participants listed these obstacles to realizing their ideal outcome

for women in science, they either grouped the obstacles (if there were similarities), or left them as they were (if each obstacle was unique). For the

purposes of this report, obstacles from all working groups were combined

and synthesized, then reviewed for common themes.

There was considerable overlap among the seven working groups concerning

the core obstacles to advancing women’s contributions to science through

professional societies. A review of the raw data, presented in its entirety in

Table 2, revealed five highly interrelated themes that may prove to be helpful

in thinking about and addressing identified problems. These thematic core

obstacles are briefly defined below.

They are listed in order, from the most mentioned to the least mentioned,

with a slight adjustment for the number of groups mentioning them.

Core

Obstacle 1 Entrenched gender bias and cultural expectations

The widespread and longstanding attitudes, beliefs, and values about the

role of women in society, held within the culture at large, transcend women

in science and focus on the “social status quo” and the devaluation of women

in general. Because obstacles falling into this theme exist on such a broad scale,

addressing them (and achieving many of the conditions described in the shared

vision) will require concerted efforts to change cultural perceptions and attitudes regarding women scientists, including their roles and contributions,

their professions, and their families.
AXXS ’ 9 9

34

Table 2 Core Obstacles for Five Issues (Raw Data)

Issue Core Obstacles

1 Mentoring and ■ Isolation (due to leaving field and coming back or wrong

Networking career decisions or no professional contacts to help you)

■ Stereotyping, role models, self-image

■ Communication styles

■ Knowing rules of game

■ Sociocultural expectations and family responsibility

■ Social status quo — maintenance of male-dominant hierarchy

■ Institutional attitudes — current criteria for success, personal

choices (women’s choices around children and family, etc.

are not honored and supported by the institution)

■ Gender attitudes — women not supporting women, men

and women attitudes

■ Professional preparation

2 Career ■ Senior decisionmaking by ‘old boys’

Development ■ Success-oriented training — women’s aspirations, visibility,

sensitivity to criticism

■ Information — about women in the field, to women in the field

■ Number of women — mentoring, role models, pool

■ Career facilitation and strategies

■ Institutional incentives — money, recognition

■ Narrow view of scholarship

■ Resource allocation to men

■ Data and education to change attitudes

■ Lack of support mechanisms — lack of mentoring

■ Internal and external perceptions of one’s value

■ Personal psychology

3 Representation ■ Lack of data

in Societies ■ Lack of dissemination of information

■ Lack of collaboration among and between women

■ Lack of mechanisms for organized action across societies

■ Recognition of problem, especially middle career and up

(to recognize the problem of lack of women representation

in societies)

■ Lack of self-confidence

■ Fear, reticence, and lack of risk taking

(continued)
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W ORKSHOP R EPORT

Issue Core Obstacles

3 Representation ■ Stereotypes (about women roles)

in Societies ■ Tracking (related to data collection, subconsciously track (continued) in a particular less powerful past)

■ Invisibility, intentional and unintentional

■ Leadership’s failure to understand importance to science

of advancing women

■ Lack of recognition

■ Devaluation of women and women’s role in society

■ Lack of understanding in the professional societies of the

value added of women

■ Lack of motivation to change status quo

■ Disciplines “eat their young” (competition among societies

for their members)

■ Entrenched power structure in societies and disciplines

■ Changes standard of success (male model)

■ Negative image

■ Lack of women on appointment committees

4 Sharing Model ■ Tradition based on male culture

Systems ■ Academic structure

■ Multiple demands on time

■ Recognition of extent of family vs. work issues

■ Disparity between behavior and culture (i.e., women are

too nice, too naïve, not “slimy” or political enough)

■ Economic funding and resources

■ Barriers to career development

■ Discrimination exists in appointment and promotion

■ People promote and participate with “like people”

5 Outreach and ■ Awareness to action (lack of advocacy from leadership,

Collaboration due to lack of awareness)

■ Network is gender biased

■ Number of women in power

■ (Lack of) resources, money, power (within societies)

■ Undervaluation of contribution of women

■ Women’s self-image and lack of history
AXXS ’ 9 9

36

Core

Obstacle 2 Male model of career success in science

This theme echoes the previous one on a more focused, albeit no less pervasive, scale. It highlights gender bias within the context of the institutions,

industries, and organizations that employ scientists, and emphasizes the effects

of such gender bias on women’s careers in science. Specific obstacles include

male-dominated and institutionalized structures and systems for professional

advancement that place women at a disadvantage.

Core

Obstacle 3 Societies underutilized in promoting women’s careers in science

In this theme, the focus turns to the opportunity for scientific societies to use

their power and influence to advance women’s careers in science. Included

here are the general lack of awareness regarding the significance and scope

of the problem, often due to insufficient information, and the dearth of

mechanisms and incentives for changing the status quo, once the problems

are recognized.

Core

Obstacle 4 Inadequate professional preparation and career support

Obstacles related to women’s inability to find the support they require to move

forward in their careers include the small number of women role models, the

unmet need for both men and women mentors, and the often-unpublicized

“rules of the game.”

Core

Obstacle 5 Women’s self perception

Women in science often feel isolated, which likely results from (and exacerbates) other obstacles. Whether such isolation comes from their attempts

to balance careers and families, or from their being left out of the loop of

traditional, male-dominated circles of influence, it affects women’s perceptions of their own value. It may even increase their fears about moving

ahead in their careers.

We don’t have good data on the effectiveness of the programs we do have.

Our data collection is not good science.

Jong-on Hahm, Ph.D.

Participant


39

W ORKSHOP R EPORT

Results: Initiatives and Action Plans

Keeping in mind their goals and core obstacles, working groups discussed

potential initiatives and lobbied their fellow participants to consider their

strongest proposals for maximizing the contributions of women in science.

Then, by voting for the initiatives they considered most promising, members

from each working group selected two initiatives to focus on for the remainder

of their time together. Their task: to produce draft action plans for the selected

pair of initiatives, each containing the aim, evaluation criteria, and the method

of implementation, including specific action steps for societies to take to

achieve the initiative’s aim.

The seven working groups developed and documented action plans for 14

initiatives geared toward advancing the careers of women scientists. Representatives from the working groups then presented these top initiatives and their

action plans to the general audience and a panel of recognized experts and

authorities in various scientific disciplines. Panel members, as well as participants, raised questions and offered advice on how societies might proceed

with each initiative.

For the purposes of this report, the 14 initiatives were reviewed for common

themes and organized into four distinct, yet highly interrelated, categories.

The four categories and their component initiatives are listed on page 35.

Table 3 shows which initiatives, by category, were developed to address

each of the five issues considered by the working groups. Note that, because

there were two groups addressing issues one and two, there are twice as

many initiatives (four) for these two issues than there are for the other issues,

which have only two initiatives each. Interestingly, there is broad support,

among groups addressing different issues, for initiatives in each of the four

categories. For example,

■ each of the two groups working on Issue 1 (Mentoring and Networking), developed one initiative about mentoring and networking and a

second initiative related to leadership, visibility, and recognition;

■ the two groups addressing Issue 2 (Career Development) generated

initiatives in all four categories of leadership, mentoring, best practices,

and oversight; and
AXXS ’ 9 9

40

Table 3 Initiatives Linked to Identified Issues and Categories

Leadership, Oversight,

Issue and Visibility, and Mentoring and Best Tracking, and

Initiative Category Recognition Networking Practices Accountability

Formalize mechanisms for opportunities, awareness, and

development for

women in science

Provide training

and facilitate

understanding

regarding rules

of the game

1 Mentoring and

Networking

Establish a national

mentorship system

for women

Create a networking

website for scientists

Develop forums to

highlight successes

of women scientists

Establish mentoring

as a core activity

of professional

societies

Design best

practices for

the advancement of women

Establish a report

card on the status

of women in science

and engineering

Increase the number

of women in society

leadership roles

Find and implement

new strategies for

leadership development programs

within societies

Develop effective

mentoring programs

Establish a

best practices

clearinghouse

Create an umbrella

organization of professional societies

to facilitate networking and exchange of

information and ideas

Develop a database

of women scientists

2 Career

Development

3 Representation

in Societies

4 Sharing Model

Systems

5 Outreach and

Collaboration
41

W ORKSHOP R EPORT

■ the group considering Issue 4 (Sharing Model Systems) developed

initiatives related to mentoring, networking, and best practices.

Summary of Initiatives Societies Can Undertake to Address the Career Issues

of Women in Science

Initiative ■ Leadership, Visibility, and Recognition

1 Develop forums to highlight successes of women scientists

2 Formalize mechanisms for opportunities, awareness, and development

for women in science

3 Increase the number of women in society leadership roles

4 Find and implement new strategies for leadership development programs

within societies

5 Provide training and facilitate understanding regarding the “rules of

the game” as they pertain to networking, promotion, tenure, etc.

■ Mentoring and Networking

6 Establish a national mentorship system for women

7 Establish mentoring as a core activity of professional societies

8 Develop effective mentoring programs

9 Create a networking website for scientists

■ Best Practices

10 Design best practices for the advancement of women

11 Establish a best practices clearinghouse

■ Oversight, Tracking, and Accountability

12 Create an umbrella organization of professional societies to facilitate

networking and exchange of information and ideas

13 Develop a database of women scientists

14 Establish a report card on the status of women in science and engineering

Definitions for each theme follow, along with the detailed action plans for each

initiative. Information on the action plans developed and presented by working

groups is taken directly from workshop proceedings. Subsequent comments

from the panel and audience are paraphrased.
AXXS ’ 9 9

42

Category 1

Leadership, Visibility, and Recognition

The five initiatives in this category involve shining the light on both the criteria

and process of advancing in science, and the achievements of women in scientific careers. They focus on raising awareness within the general public and

the scientific community about opportunities for women scientists. Strategies

include extensive media campaigns, professional networks, periodic meetings

to promote collaboration and share experiences, workshops and training in

subjects such as mentoring and career advancement, and the tracking and use

of awards. Several initiatives emphasize the need to examine and publicize

models of success, disseminate criteria for promotion, and formalize oral

traditions. Desired results will be measured in terms of equity — the number

of women who are nominated for awards, selected as keynote speakers and

session organizers, and promoted to leadership positions. Each initiative

is listed below.

Initiative 1: Develop forums to highlight successes of women scientists

Initiative 2: Formalize mechanisms for opportunities, awareness, and

development for women in science

Initiative 3: Increase the number of women in society leadership roles

Initiative 4: Find and implement new strategies for leadership development programs within societies

Initiative 5: Provide training and facilitate understanding regarding the

“rules of the game” as they pertain to networking, promotion, tenure, etc.
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W ORKSHOP R EPORT

Initiative 1: Develop forums to highlight successes of

women scientists

Aim To make women more visible and to advance their careers by

increasing the recognition of their scientific accomplishments

Evaluation (indicators of success)

■ Women are equally represented

– as nominees for awards

– as journal editors

– as major session organizers and speakers (by 50 percent)

– as department chairs, professors, and deans (double

percentage to 25 percent)

– in NAS and IOM elections (by 50 percent)

– in government and industry leadership posts.

■ Women are recognized for their scientific contributions.

Method

Description of Initiative: This initiative will increase the visibility of

women’s accomplishments through communication and public relations.

Action Steps:

■ Produce newsletter or feature column on “Success Stories” —

demystifying how process works

■ Establish designated lecture with money

■ Create member spotlight and develop web page highlighting

accomplishments of women members, with reciprocal links

to other useful sites

■ Write success story column on attaining personal and professional balance

■ Develop trans-society networks for women — AXXS for

the millennium

■ Produce lists, databases, and directories featuring women

and their expertise

■ Publish calendar and process for prestigious awards
AXXS ’ 9 9

44

■ Develop topical listservs and group lists

■ Distribute press releases about women

■ Develop strategies to get women onto committees and editorial

board lists, pairing two women to run for one position

■ Identify best practices — facilitate exchange of success stories

to increase visibility of women

■ Use network to study progress of AXXS ’99

■ Notify recipients’ institutions and congressional representative

of honors and awards

■ Encourage endowments for women’s award lecture

Presenter Karla Saunders

Legislative Associate, American Chemical Society

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Alfred Johnson, Ph.D., Panel Member

In trying to promote visibility, especially at national meetings,

did you think about how to get sessions dedicated to women?

Karla Saunders, Presenter

We thought that having a list would help, as well as getting

involved with staffs at societies, especially women’s committees, to push the issue forth.

Participant

Lists are not getting to people who need them. Some of the

major conferences are notoriously bad for not using women.

I don’t know if they are not using the lists or not seeing them.

Participant

Is having a list enough? How can we get people to want to

use it? How can we get it to people who need it? And how

can we get people who have it to use it? Just sending the list

doesn’t mean people will use it.
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W ORKSHOP R EPORT

Alfred Johnson, Ph.D., Panel Member

Is it possible for societies to provide lists of people whom they

think will make good chairs and presenters to all societies that

have national meetings? Is it feasible to go directly to societies’

program planning committees?

Participant

This could be successful if you went to presidents of societies.

Carlyle Storm, Ph.D., Panel Member

Make sure you provide lists to conference planners.

At the Committee on the Advancement of Chemists, we’ve adopted exactly

the tactics you describe and are working on awards, editorships, symposia,

and so forth. It’s about getting individuals to do the work.

Janet Osteryoung

Participant

Women in Cell Biology have a list of women speakers and a resource bureau

where women are not necessarily putting themselves forward as speakers, but

recommending others, especially at the mid level. Everyone knows the stars.

We want to bring up women who are not yet recognized.

Participant
AXXS ’ 9 9

46

Initiative 2: Formalize mechanisms for opportunities, awareness,

and development of women in science

Aim To create formal mechanisms and processes to support the development of women scientists, to engender networking and mentoring

opportunities, and to increase public awareness of opportunities

for women in science

Evaluation (indicators of success)

Progress toward aim is demonstrated through

■ regular reports from Advisory Council

■ the issuance of an Executive Order

■ publication of proceedings of society meetings

■ the distribution of related workshop and training curricula

■ annual tracking of media campaign and awards

■ annual tracking of school programs.

Method

Action Steps:

■ Organize an Advisory Council, coordinated by the Office of

Research on Women’s Health, to develop activities between

federal agencies, societies and professional organizations,

and universities [by 2000]

■ Promote public awareness and education through Presidential Initiative/Order, media campaign with recognition and

awards, and women scientists reaching out to K to 12 schools

— perhaps senior scientist paired with a junior scientist to

teach students about women in science [by 2001]

■ Establish national mentoring and networking programs

through periodic meetings of women in science to promote

leadership and collaboration; mentoring training workshops;

and workshops on careers in science for undergraduates, so

they can get the most out of mentoring [by 2000–2001]
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When we talked about our ultimate goal, we saw men mentoring women

and women mentoring men — both as common occurrences.

Lauren Fasig, Ph.D., J.D.

Presenter

What you propose is something we’d be interested in.

Vivian W. Pinn, M.D.

Director, Office of Research on Women’s Health

Presenter Lauren Fasig, Ph.D., J.D.

Director, Society for Research in Child Development

Office for Policy and Communication

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Alfred Johnson, Ph.D., Panel Member

Your media campaign will probably require funding.

What were your thoughts about that?

Lauren Fasig, Ph.D., J.D., Presenter

We thought the Advisory Council would determine

strategies and conduct fundraising activities as part

of its overall planning.

Participant

A Yale survey of junior faculty showed that men were also

dissatisfied with mentoring. We need to develop something

that works for men and women.

Participant

Communication has to be addressed; entities involved in

similar activities must be willing to share information and

move forward together.

Participant

We need to teach people how to be mentees, who can then

teach mentors how to be good mentors.
AXXS ’ 9 9

48

Participant

Most mentees will be website friendly; we could provide

access through the Internet to mentors, for scientists at

all levels.

At CAWMSET (Commission on the Advancement of Women, Minorities,

and Persons with Disabilities in Science, Engineering, and Technology

Development), we’re also grappling with what has not worked in the past

and what might work in the future, including a public relations campaign

like nothing that has ever been done before. And there’s an incredible number of activities here that are similar to what the commission is talking

about. With NIH and NSF as partners to CAWMSET, I think it’s important that we maintain linkages about these ideas and efforts, especially

in the spring, when things can come together.

Donna Dean, Ph.D.

Panel Member

What about getting a postage stamp? People could pay a couple of cents

toward women in science. Or maybe we can give people a place to check

off on their tax returns to set money aside for the mentorship of women,

minorities, and disabled persons in science.

Participant
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Initiative 3: Increase the number of women in leadership roles

Aim To have societies implement a 5-year plan to ensure that

leadership reflects each society’s demographics

Evaluation (indicators of success)

Short term

■ A plan is established and implemented within a year.

■ At least five society-run pilot projects are begun during

the first year.

Long term

■ At 15 years, society leadership more accurately reflects

the demographics, e.g., in its percentage of officers, board

members, committee chairs, editorial boards, program

chairs, session moderators, and lectureships.

Method

Action Steps:

■ Identify society leaders who are willing to pilot the ideas

■ Develop an information campaign with collected data

(Internet, newspapers, professional journals, etc.)

■ Campaign to promote results of pilot projects, i.e., success

stories (what organizations have increased the number of

women on their executive boards, etc.)

■ Organize an event to share pilot experiences, in the second

year (could take place on Internet)

We want to find five society presidents or executive boards that are interested in getting this initiative started. The results of the survey could be

published on the Internet. One incentive for societies to participate is that

women with limited resources for joining professional societies would

choose societies that were most friendly to them, the societies that gave

them the most opportunities for advancement.

Elaine Spector, Ph.D.

Presenter
AXXS ’ 9 9

50

Presenter Elaine Spector, Ph.D.

Associate Professor, Pediatrics, University of Colorado

School of Medicine (Professional Women in Genetics,

American Society of Human Genetics)

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Madeleine Jacobs, Panel Member

You talk about getting representation that reflects the demographics of societies. The problem for some societies, such as

the American Chemical Society (ACS), is that the demographics

of the society do not reflect the demographics of women chemists that are out there. ACS has 159,000 members, 27 percent

of whom are women. Yet 50 percent of bachelors’ degrees

in chemistry go to women, and 35 percent of the doctoral

degrees in chemistry are awarded to women. You need to

look at each society.

Participant

Our membership is 48 percent women, and we expect a

majority of women by 2003. We’ve been actively increasing

our women members for 15 years, including bringing in two

women from each state and teaching them about leadership.

They’re now in leadership positions.

Madeleine Jacobs, Panel Member

It’s important that you tap into campus organizations.

Businesses describe getting more women and minorities in leadership positions

as ‘mission critical.’ They talk about the business case for diversity. You don’t

hear that in academia. You don’t hear that from societies.

Participant
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Initiative 4: Find and implement new strategies for leadership

development programs within societies

Aim To have more women in leadership roles in societies and to have

societies understand that diversity is critical to their mission

Evaluation (indicators of success)

■ Data supports progress toward aim in

– events

– awards

– women’s participation at meetings.

■ There is a higher percentage of women participating to explore

and refine specific historical data of career development.

Method

Action Steps:

■ Designate a board position dedicated to diversifying the

membership of the board and positions of leadership

■ Get external funding to support leadership programs

■ Examine models of “tenure success” and formalize

oral traditions

■ Propose to societies that they prominently display

a women’s section on websites with appropriate

maintenance (staff and salary)

■ Establish a “Shadowing Program” during society

meetings, with travel money for young professionals,

which pairs a junior and senior scientist for 5 days —

a small commitment

In our group, we talked about how we’re trying to stick people into

a model of doing things that doesn’t fit any more with the way people

want to work — neither women nor men.

Jong-on Hahm, Ph.D.

Presenter
AXXS ’ 9 9

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Presenter Jong-on Hahm, Ph.D.

Director, Committee on Women in Science and Engineering

National Research Council

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Participant

We’re in a capitalistic society where economics are important. Why not partner with Bill Gates? Talk about web access!

He’s even reaching out to minorities. And what about Donald

Trump? Let’s get these men involved in a quest for mentorship; take our ideas to people with big bucks.

The Computing Research Association got women together who had been

hired as Assistant Professors and told them what to do, and what not to do,

to get tenure.

Jong-on Hahm, Ph.D.

Presenter
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Initiative 5: Provide training and facilitate understanding

regarding the “rules of the game” as they pertain

to networking, promotion, tenure, etc.

Aim To create an informed scientific community that understands

influence, resources, and career advancement

Evaluation

Indicators of success include

■ equitable representation of women

■ an informed scientific community with regard

to career advancement.

Method

Description of Initiative: This initiative will clarify and actively publicize and disseminate written competency-based criteria for scientific

promotion; provide training in communication styles and gender differences; disseminate “unwritten rules;” and increase access to role models.

Action Steps:

Promotion criteria

■ Develop a model for institutional clarification of and

adherence to criteria

■ Find funding sources and professional societies to endorse

(and possibly enforce)

Training to raise consciousness

■ Provide training at annual meetings (and universities)

under supervision of societies (similar to ethics training

at universities)

■ Include in website information

Unwritten rules

■ Categorize information (what is important)

■ Include in website (moderated, anonymous) and link

to other sites
AXXS ’ 9 9

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Role models

■ Help societies maximize events where informal communication can take place

■ Obtain and provide training grants to fund travel to

mentoring events, including non-scientific venues

■ Develop a database of biographies and descriptions of career

paths and current situations of successful women in science

We need to be careful not to schedule women’s career sessions at the same

time as a major speaker.

Tamara Doering, Ph.D.

Presenter

Presenter Tamara Doering, Ph.D.

Assistant Professor of Molecular Microbiology

Washington University School of Medicine

and Society of Glycobiology

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Participant

I have some concern about promotion criteria that are supposed

to be written, but have not been seen. It’s important to be sure

that people understand this.

Participant

A good example of how this can work is the “Systers” website,

which started with 20 subscribers and now has 2,500 members.

In a way, it has suffered from its own success. When it was

smaller, it was more effective in dealing with unwritten rules;

junior members would have questions of protocol that senior

members could answer. Anybody can start one.
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Participant

Check out WISENET (Women in Science and Engineering

Network).9 There are lots of questions and answers about how

to do “X” — from how to get tenure to how to find comfortable shoes. Also, with regard to promotion criteria, it can vary

from institution to institution. For physician scientists, we

found that certain things helped with promotion, so we posted

what to do and how to do it on our website. This year, for

the first time, two women are further along in the nomination process than ever before.

In surveying people about their career paths, ask what the barriers were and

how they overcame them, to come up with the unwritten rules of the game.

A lot of the answers will tie into gender differences.

Madeleine Jacobs

Panel Member

It’s amazing what faculty don’t know. We’ve tried to level the playing field and

open up the unwritten rules. But you can’t do it in formal guidelines. We put

them on a website and drafted a guidebook on planning for tenure that contains “tips.” You can get away with unwritten rules in a “tips” document.

Also, some organizations have linked career development with other training.

The women’s group at the American Society of Nephrology organized a session for junior nephrologists and offered scholarships for faculty to attend.

Page Morahan, Ph.D.

Participant

9 See Appendix C for information on WISENET.
AXXS ’ 9 9

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Category 2

Mentoring and Networking

The four initiatives in this category entail developing a formal, organized

mentoring system to encourage, support, and help advance the careers of

women scientists. Action steps involve (1) conducting a survey of societies

to identify what is already being done and to assess the interest in and

need for mentoring programs; (2) forming a steering committee or working group to determine alternative models or templates for mentoring;

(3) developing a training course on mentoring; (4) creating program

evaluation tools; and (5) establishing a website with a mentoring database, chat room, and resource area. Incentives for participation in the

mentorship system combine “carrots” (such as awards) and “sticks”

(such as funding linked to mandatory requirements). The success of

these initiatives will be measured by the number of participating institutions, societies, mentors, and mentees, as well as by an increase in equity

between male and female scientists. Each initiative is listed below.

Initiative 6: Establish a national mentorship system for women

Initiative 7: Establish mentoring as core activity of professional societies

Initiative 8: Develop effective mentoring programs

Initiative 9: Create a networking website for scientists
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Initiative 6: Establish a national mentorship system for women

Aim To increase the quality and quantity of mentorship for women

in the sciences

Evaluation

Quantitative indicators of success

■ Large number of mentees, mentors, and former mentees

now recognized as mentors

■ Statistics on short- and long-term results

Qualitative indicators of success

■ Positive mentee evaluation of mentor

■ Positive mentor evaluation of mentorship system and

institutional support

■ Positive institutional evaluation of mentoring impact

■ Positive evaluation of the overall initiative

Method

Description of Initiative: This initiative will create a system to encourage,

develop, and recognize mentorship for women.

Action Steps:

■ Ascertain professional society interest

■ Establish a working group from interested public and private

entities (disinterested parties come later)

■ Identify and assess resources available to encourage, develop,

and recognize mentorship for women

■ Define incentives to achieve aim and initiative, such as

– developing courses about mentoring and linking course

completion with financial incentives for individuals, such

as merit increases, funding ability, promotions, and the

number of graduate students allowed to recruit

– tying mentoring activities to financial incentives
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58

– establishing an institutional requirement for a mentorship

development program

– developing a mandatory mentoring module for men and

women in collaboration with professional societies

– establishing mentoring awards for individuals and

institutions

Presenter Caroline M. Kane, Ph.D.

Adjunct Professor, University of California, Berkeley

Department of Molecular and Cell Biology

and Women in Cell Biology, ASCB/ASBMB

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Rona Hirschberg, Ph.D., Panel Member

Is anyone aware of a current institutionalized mentoring

program that could serve as a model?

Participant

The Endocrine Society has a mentoring program in connection with Women in Endocrinology. Members select women

for all positions and then all women vote for them. The

society has had many women presidents and would be

willing to share their template.

Participant

Scientists in industry need and could be mentors too.

We need to include both public and private members.

Participant

We should coordinate letters to societies regarding different

mentoring initiatives.

Participant

Let’s think about targeting letters to societies. Our website

has more than 600 active links to different societies and

organizations. That’s a lot of letters.
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Schools with mentoring programs could recruit better students.

Carlyle Storm, Ph.D.

Panel Member

What we’re proposing is a carrot and stick approach — tactical and

strategic — mixing both voluntary and mandatory elements. We didn’t

think that providing information would be sufficient, so the stick is

having ‘mandatory’ mentoring programs. Institutions not developing

a mentoring program would lose graduate students.

Carolyn Kane, Ph.D.

Presenter

What about accrediting? Or bringing the issue of mentoring into the

metric tally done by the US News and World Report. If you could do

that, there would be an entirely different ranking of institutions than

we normally see.

Jong-on Hahm, Ph.D.

Participant
AXXS ’ 9 9

60

Initiative 7: Establish mentoring as a core activity of

professional societies

Aim To increase the number of mid- and senior-level women scientists

and the number of women in leadership positions

Evaluation (indicators of success)

Short-term success is revealed by the

■ identification and sustainability of mentors

■ establishment of mentoring relationships and goals

between mentors and mentees

■ satisfaction with and continuity of mentoring relationships

until goals are achieved.

Method

Action Steps:

■ Create a Steering Committee of AXXS ’99 attendees from

professional societies [by December 1999], which

– forms oversight group that generates report on

outcomes [periodically, beginning in April 2002]

– manages web site for progress reports and exchange

of ideas among mentoring groups at different professional societies [ongoing]

■ Develop alternatives models for mentoring with evaluations

tools geared toward leadership and achievement at highest

levels of science [by April 2000]

■ Devise a marketing plan for promoting mentoring program

to professional societies [by June 2000]

– Identify interested societies

■ Recruit interested societies [by August 2000]

– Conduct a specific needs assessment of participating

society members [by December 2000]

– Adapt model [by January 2001]

– Implement model, reporting outcomes periodically

to Steering Committee [by April 2001]
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We took the tact in looking at career development of scientists at the mid

and senior levels that mentoring was one of the most important factors

that led to the success of both women and men in high-level positions.

Rosalyn Scott, M.D., MSHA

Presenter

Presenter Rosalyn Scott, M.D., MSHA

Associate Professor, Charles R. Drew University

of Medicine and Science

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Donna Dean, Ph.D., Panel Member

There are many people out there who have it in their hearts

and minds to be good mentors, but who inadvertently do things

that are not quite right, some of which are subtle. They need

to learn how to mentor others effectively.

Zena Werb, Ph.D., Panel Member

You want interested societies? The first step is to generate something (among societies) that resembles interest. How will you

take the most reluctant groups — areas where women scientists

don’t have power — and try to empower your approach?

Rosalyn Scott, M.D., MSHA, Presenter

One example I can give involves women thoracic surgeons, who

must be among the least empowered group, with only 98 women

certified in the 51-year history of the American Board of Thoracic

Surgery. We asked the Society of Thoracic Surgeons to hold a

special symposium recognizing the contributions of women to

thoracic surgery. It is happening in January. Our strategy was

not to have women talking about their accomplishments, but

rather to have highly recognized men as speakers. The only

woman on the panel will provide demographics. All the qualitative presentations will be done by men.
AXXS ’ 9 9

62

Did you give any thought to how you would have societies go to the people

who need to be mentors — the faculty of departments in academia? You

need an implementation plan to keep it going.

Ruth L. Kirschstein, M.D.

Panel Member

There has to be good training for mentors, especially for men who are in the

right level positions for becoming mentors. They need to know things like:

What is a good mentor? How can you fit mentoring into your schedule?

What are the issues and strategies you can help younger professionals with?

Andrea Zardetto-Smith, Ph.D.

Participant
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Initiative 8: Develop effective mentoring programs

Aim To implement effective mentoring, career development,

and support mechanisms for scientists at all levels of career

development and achievement

Evaluation (indicators of success)

■ There is male-female equity in awards, jobs, salary,

positions, etc. (per society basis).

■ There is equity in male-female committee appointments,

officers, board members, and editorships.

■ Societies are successful in their recruitment and retention

of female members.

Method

Description of Initiative: This initiative will develop effective mentorship

programs within societies.

Action Steps:

■ Complete a baseline survey of societies’ current mentoring

activities [by December 2000]

– Conduct annual update

– Follow up on this meeting

– Obtain funding from the government

■ Publish survey results, with annual updates, on the web

(as part of the website from this workshop)

■ Review, compare, and create templates for mentoring

programs to determine what works and what doesn’t

– Use different content templates for different types

of mentoring (with outcomes)

■ Disseminate templates for effective mentoring to all societies

We believe that many societies already have mentoring programs.

Joy Ware, Ph.D.

Presenter
AXXS ’ 9 9

64

We hope to get a broad base of societies involved and plan to send

an email note to this workshop’s participants asking for your help

in identifying societies to include in the survey.

Dianna Bourke, Ph.D.

Working Group Member

Presenter Joy Ware, Ph.D.

Professor, Virginia Commonwealth University

Department of Pathology

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Madeleine Jacobs, Panel Member

When you do your survey, request information on all mentoring programs, including minorities, and not just programs for

women. You will get a variety of ideas about what mentoring

systems work. What has made the American Chemical Society’s

Scholars Program so successful in recruiting undergraduate

students is its mentoring component: having a person assigned

to each student throughout the undergraduate years. So, make

sure your survey is large enough.

Donna Dean, Ph.D., Panel Member

Do you have any sense of the percentage of societies that have

mentoring programs?

Joy Ware, Ph.D., Presenter

No. Our group had no consensus on how many, but we believe

that many societies do have mentoring activities, ranging from

formal one-to-one contact to informal mentoring lunches.

I’ve referred the group with this initiative to the National Research Council,

which can assist them in sending surveys to selected societies. NIH and NSF

have been working with the Committee on Women in Science and Engineering.

It’s a good locus and focus for many of these initiatives.

Donna Dean, Ph.D.

Panel Member
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Initiative 9: Create a networking website for scientists

Aim To produce exemplary mentoring at every stage of career

development, especially for women

Evaluation (indicators of success)

■ Registered hits to website by category

■ Assessed user satisfaction (were technical and career

development questions answered?)

■ Large number of mentoring contracts generated and fulfilled

■ Large number of societies participating in website and training

(health sciences, physical sciences, academia, and industry)

Method

Description of Initiative: This initiative will create a networking website

for scientists, consisting of a mentoring database (who offers what), a chat

room (for informal Questions and Answers), and a resource area (with

links to other sites).

Action Steps:

■ Develop website

– Identify organization to oversee website [by March 2000]

– Identify and assess existing databases [by July 2000]

– Develop draft website with three components [by

September 2000]

– Develop registration profile [by September 2000]

– Develop evaluation questionnaire [by October 2000]

– Develop mechanisms for formalizing mentoring contracts

[by October 2000]

■ Market the website initiative (over 1 or 2 years through a

series of workshops to teach faculty what it is to mentor

and why they should be mentors)

– Identify and create template for mentoring workshop

– Have societies commit to workshop at their next

annual meetings
AXXS ’ 9 9

66

– Identify formal list of benefits of mentoring

– Develop marketing materials

We need different types of mentoring for different issues. Co-mentoring

can actually occur at a peer level.

Sue Hepplefinger, Ph.D.

Presenter

Presenter Sue Hepplefinger, Ph.D.

Assistant Professor, University of Cincinnati

Department of Pathology

Chair, Committee for Career Development,

Women, and Minorities

American Society for Investigative Pathology

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Participant

Do you have any thoughts about how to provide access to

this information for people without web access? There are

many people around the world without access to the Internet.

And what about providing information in Spanish?

Sue Hepplefinger, Ph.D., Presenter

I have no answers and I appreciate the problems. Maybe we

could put information in marketing materials and disseminate

through society newsletters to get the word out about mentoring workshops at annual meetings. But then, only a small

percentage of scientists go to their own society’s meetings.
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We’ve thought about bringing NIH activities together with other efforts and

discussed the real dilemma of reaching people who don’t yet have access to

technologies. We might unfairly presume that significant numbers of people

in graduate schools have access to some of these technologies. There are

insufficient answers; it’s something for all of us to grapple with.

Donna Dean, Ph.D.

Panel Member

I have the perception that there are areas of science where scientists don’t

appreciate the importance of belonging to societies, even in significant areas.

There’s increasing apathy among faculty and students, many of whom are

the people who need to have access to what we are talking about. We need

to encourage young people to belong to societies and get the attention of

people not tuned into the mechanism of societies. How can we reach them?

Zena Werb, Ph.D.

Panel Member

It’s hard to get to websites that do exist. Some are buried within organizations. And there’s no single portal that opens up to ‘women in science

and engineering’ for example.

Participant
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Category 3

Best Practices

The two initiatives in this category emphasize best practices as models for

increasing women’s access to, and retention in, scientific careers. Each initiative, however, approaches best practices from a distinct point of view. One

initiative requires the development of best practices for advancing women

scientists in government, societies, universities, and industry; the other initiative focuses on identifying and publicizing best practices that already exist.

The first initiative calls for written policies and procedures for achieving

parity between women and men in science, a standard report card, job

descriptions and evaluation tools that highlight requirements related to

mentoring and other activities that help advance women, and public certificates for “women-friendly” organizations. The second initiative involves

defining criteria for selecting best practices, surveying selected groups, and

compiling information about winning programs on a highly sophisticated

website. Each initiative is listed below.

Initiative 10: Design best practices for the advancement of women

Initiative 11: Establish a best practices clearinghouse
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Initiative 10: Design best practices for the advancement

of women

Aim To design organizational best practices for the advancement of

women in diverse organizations (government, universities, and

societies) through incentives, rewards, and accountability

Evaluation (indicators of success)

■ Statistics show parity between women and men in science.

■ Policies and procedures are in place to enable advancement.

■ Job descriptions for leaders include requirements to

advance women.

■ Institutional climate surveys show differences in attitudes

and behaviors of leaders.

■ Leaders are held accountable (e.g., rewards, resources,

advancement are linked to achieving goals).

Method

Description of Initiative: This initiative will involve designing,

implementing, and publicizing these elements:

■ Database and report card (pre, baseline)

■ Climate survey of attitudes and behaviors (pre, baseline)

(quantitative and qualitative)

■ Upward or 360-degree survey of leaders, managers,

and upward

– Covering data, attitudes, and behaviors

– Incorporating requirements in leaders’ job descriptions, including

(1) Elements required for advancement of women,

such as mentoring and coaching, advancement

planning, and advancement results

(2) Self development and training in necessary skills

(3) Rewards and lack of rewards linked directly to

achieving goals

– Rewards: resources, release time, bonuses,

merit awards, promotions
AXXS ’ 9 9

70

– Lack of rewards: withheld benefits,

institutional and federal grants, and

accreditation; censure list

■ Public certification and awards to organizations designated

as “women friendly”

Action Steps:

■ Contact Shelia Wellington, Catalyst, about joint effort

(ORWH or academia or AWIS coalition)

■ Develop coalition to formulate the plan

■ Develop nationwide baseline database, making data

into “apples and apples”

Presenter Page Morahan, Ph.D.

Director, National Center of Leadership in Academic Medicine

MCP Hahnemann University

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Donna Dean, Ph.D., Panel Member

Many women are leaving to start their own corporations.

Participant

We worked to establish a coalition and developed a leadership circle, with a corporate sponsor for a workshop.

We hope to do this on a yearly basis. I think industry has

recognized women as the future market.

I take exception to industry being better. It’s hard to get data, which

may be deceiving.

 Participant

Industry may be ahead on this issue because of manpower concerns for

the future, but the glass ceiling is still in place. Is it at least cracking?

Carlyle Storm, Ph.D.

Panel Member
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Initiative 11: Establish a best practices clearinghouse

Aim To disseminate best practices for increasing access, retention,

and advancement of women in science, engineering, and

math careers

Evaluation (indicators of success)

■ Large number of hits on website

■ Positive website feedback

Method

Description of Initiative: This initiative will create an interactive website

to serve as a clearinghouse for best practices that increase women’s access

to careers, retention, and advancement in science.

Action Steps:

■ Secure funding from government and industry partners

■ Identify target groups

■ Develop survey instrument to define and identify best practices

■ Distribute instrument to identified target groups

■ Evaluate responses for meeting criteria for best practice

■ Compile best practices resource list and post on sophisticated

and searchable website (available to everyone worldwide,

enabling them to find out what we are doing right with

regard to improving women’s access to careers in science)

Who: Core group to write proposal and underwrite costs

When: Proposal completed by July 1, 2000

We hope to have a very sophisticated and interactive website with links

to other sites.

Mary Ann Stepp, Ph.D.

Presenter
AXXS ’ 9 9

72

Excellent plan! You might make some kind of cooperative arrangement

with an organization called Catalyst, in New York. It works to advance

women in business and has put out several books and reports.

Madeleine Jacobs

Panel Member

Presenter Mary Ann Stepp, Ph.D.

Associate Professor, The George Washington University

Department of Anatomy and Cell Biology

Association of Anatomists

and Women in Cell Biology Committee

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Zena Werb, Ph.D., Panel Member

You could include best practices for education (K through

12 and the undergraduate world) for getting women into

science, as well as for faculty and postdoctoral levels.

Mary Ann Stepp, Ph.D., Presenter

We thought that the first step was to do this at the postgraduate level and then move into K through 12.

Donna Dean, Ph.D., Panel Member

WEPAN, Women Engineering Program Advocacy Network,

has links to Women in Computing, which has its own website.

It’s a good connection for you.

Participant

The Association for Computing Machinery has a Women’s

Committee with a NSF grant to compile information on what

is being done. The CRA Women’s Committee is also doing

something focused on research universities. Both have good

websites. It’s a bit like what you are describing; we should

keep in touch.
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Jong-on Hahm, Ph.D., Participant

The Committee on Women in Science and Engineering, under

the auspices of the National Academy of Sciences Council, is

going to publish a best practices guide to women in science

and engineering in academia.

In the business world, many organizations and businesses are required

to subscribe to best practices. As something of this nature matures, you

could have incentives for university departments to comply by tying their

compliance to certification or federal grants.

Carlyle Storm, Ph.D.

Panel Member

Make sure that all societies have immediate linkage to your website, and

that you have links to existing websites. You’ll need them all to get rolling.

Something like this is so worthwhile.

Alfred Johnson, Ph.D.

Panel Member
AXXS ’ 9 9

74

Category 4

Oversight, Tracking, and Accountability

The three initiatives in this category provide formal mechanisms for overseeing

and documenting progress in advancing women’s careers in science. All three

initiatives involve the formation of a working group, committee and/or consortium to provide advice and accountability, as well as quantitative information

on efforts to promote equity between women and men in science, engineering,

and technology. These groups are responsible, in this category, for developing

and managing a database of women scientists, and establishing a “report card”

— which also includes a database — that tracks the number of women in

leadership positions, career progression statistics, family-friendly policies,

and resources within participating institutions and organizations. Success

will initially be measured by the number of societies actively participating

in the oversight groups and their projects, and by the number of institutions

and organizations complying with policies established to advance women’s

careers in science. Over time, success will be evident in the equity that exists

between women and men in scientific careers. These oversight groups may

well offer the structure necessary to monitor progress on other initiatives.

Each initiative is listed below.

Initiative 12: Create an umbrella organization of professional societies

Initiative 13: Develop a database of women scientists

Initiative 14: Establish a report card on the status of women in science

and engineering
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W ORKSHOP R EPORT

Initiative 12: Create an umbrella organization of professional

societies to facilitate networking and exchange

of information and ideas

Aim To move from awareness to action in addressing issues relating

to women in science, engineering, and technology (SET)

Evaluation

■ A committee is established with a good cross-sectional representation of SET groups, with commitment of resources

and a timetable of initiatives.

– A committee is established.

– Financial resources are committed.

– Membership composition is representative.

– A significant number of projects and initiatives exist.

(1) List of action items and timeline

(2) Progress documented in reports, newsletters, etc.

– There is resulting growth in interest and involvement.

(1) Greater input from science community (“assessment”)

(2) High status of committee within the SET community

(credibility, visibility)

(3) Open channels of communication and information

dissemination

Method

Description of Initiative: This initiative will establish an Organizing

Committee and a Steering Committee to oversee the creation of an

umbrella organization of societies.

Action Steps:

■ Identify and recruit prominent and credible spokesperson(s)

to spearhead organization

■ Create mechanism to establish Steering Committee

■ Disseminate idea to participating AXXS ’99 societies
AXXS ’ 9 9

76

■ Recruit and form Organizing Committee [by June 2000]

■ Establish Steering Committee [by January 2001]

– Example of Steering Committee composition: AAAS,

AWIS, ORWH, WEPAN, SFN, Cell Bio, APA, IEEE,

SOT, ACS, WICR, AWMA, FASEB, AMS, and ACM

– Responsibilities:

(1) Develop mission statement and timetable (avoid

duplication; don’t reinvent the wheel; exchange ideas)

(2) Determine where umbrella organization will reside

(3) Identify tasks and resources

Presenter Andrea M. Zardetto-Smith, Ph.D.

Assistant Professor, Women in Neuroscience

and Society of Neuroscience

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Alfred Johnson, Ph.D., Panel Member

Who’s on the Steering Committee?

Andrea Zardetto-Smith, Ph.D., Presenter

The organizing committee would discuss.

Participant

Why are you taking so long?

Andrea Zardetto-Smith, Ph.D., Presenter

Because of the internal politics of societies and the time it will

take to report back from this workshop, get on the societies’

agendas, and clear time for people willing to be involved.

Donna Dean, Ph.D., Panel Member

This might be one area where a group of societies is ready

to move ahead to begin, with other societies coming on

board later.
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W ORKSHOP R EPORT

Participant

The Federation of Organizations for Professional Women

already exists. It had some problems, which are important

to look at to make this a strong and viable organization for

women. Also, I think it won’t take so long. There are a number of organizations that are ready to begin. It will depend on

the size of the organization, whether it is run by volunteers,

has a central office, etc.

This initiative should supersede politics of societies and be done more

quickly. I urge you to keep the momentum going.

Participant
AXXS ’ 9 9

78

Initiative 13: Develop a database of women scientists

Aim To create and publicize a web-based database of women scientists

Evaluation

Short term

■ Large number of participating societies

■ Large number of entries and participants in database

■ Positive feedback from users and large number of hits to site

■ Good marketing statistics (brochures distributed, “media

mentions”)

Long term

■ Greater number of women on editorial boards

■ Greater number of women receiving awards

■ Greater number of women speakers (by percent)

■ Positive feedback from societies (high number of requests

to use site)

■ Greater number of women in society power positions

■ Positive feedback from listees (increased invitation rate)

■ Greater number of women chairs, full professors, etc.

Method

Description of Initiative: This initiative will develop an online list

of women scientists with links to societies (voluntary submission

and universal access) to make names available for recruitment,

speakers, advisory committees, editorial boards, and collaborative

leadership positions.

Action Steps:

■ Publicize the need and value of this initiative (editorial)

– Communicate with societies regarding existing

structures and establish links and buy-in
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■ Establish representative advisory group and meet

[by May 2000]

– Submit proposal to societies

– Establish managing and working groups

(with society collaboration)

– Gain agreement for participation by societies

– Write a grant and identify funding sources

– Establish input fields

– Ensure that each society is responsible for updating list

– Hire point person

■ Develop implementation plan — time line and proposal,

website architecture, and budget [by January 2001]

– Establish website (test and evaluate)

■ Launch site [by July 2001]

Presenter Paula B. Kavathas

Chair, American Association of Immunologists

Committee on the Status of Women

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Participant

I echo the need for a database and see societies following

NIH’s example to attend a certain number of meetings.

Participant

There have been lists of women before, but people not familiar

with the names will not invite them. They don’t know if they’re

good speakers. I’m not sure you can expect hits except for the

people already known.

Paula Kavathas, Presenter

Some may not be looking for a good speaker, but rather for

someone who has published something interesting. We could

also match people to journals and papers.
AXXS ’ 9 9

80

Participant

One way to collect data is from societies using a common

template and setting criteria for validation.

Participant

Physicians represent a large segment of medical communities and

none have a woman president. The best resources for a speakers

list are the societies. You could create a template and merge lists.

Participant

A list is not enough. It has to be organized by subject.

You have to make it effective, so people want to use it.

Many times I’ve wished for a single web portal for identifying women and

minorities when a request is made of me. This would be valuable to have

for any of us. We could get speakers from across all fields of science.

Donna Dean, Ph.D.

Panel Member

AWIS has a database that requires references, someone who knows the work

of listee. You also have to distinguish those who are willing to be contacted

for jobs and you need to have consistency of information, standardized

across disciplines and activities.

Catherine Jay Didion

Panel Member
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Initiative 14: Establish a report card on the status of women

in science and engineering

Aim To use a “carrot and stick” approach to encourage long-term

change toward institutional equity

Evaluation

Short term

■ Higher percentage of society participation

■ Higher percentage institutional compliance

■ Positive media reports

Long term

■ Positive responses from institutions to questionnaires requesting 5-year evaluation of utility of database and report

Method

Description of Initiative: This initiative will compile and publicize information from institutions and departments in top 100 research universities

to create a report card that can provide national visibility and ranking.

Action Steps:

■ Request or recommend that AAAS establish a consortium

of professional societies to

– develop a questionnaire and mechanisms for

gathering data

– identify institutions and departments for inclusion

in database

– develop a database

■ Identify key data on numbers and percentages regarding

– structural demographics — the number of women

in senior leadership, decisionmaking, academia, and

administrative positions

– career progress (rank, salary, time to tenure or professor)

– resources (space, students, discretionary, institutional

funding)
AXXS ’ 9 9

82

– other (e.g., such as flexible tenure, family-friendly

policies, daycare)

■ Collect and compile data on annual basis in web-based “report

card” with subsequent professional and lay dissemination

■ Evaluate and track in 5-year intervals

Presenter Merry Bullock

Associate Executive Director, American Psychological

Association, Science Directorate

Question, Comments, and Suggestions from Panel and Participants

(statements are paraphrased)

Zena Werb, Ph.D., Panel Member

You’ve got to put thought behind this and determine the

target group that would have the greatest impact.

Participant

How would you get data? How would you make it stick,

especially regarding salary?

Merry Bullock, Presenter

We could ask for salary ranges or ask departments to rank

themselves within national norms.

Participant

Be sure to consider bonuses, not just salaries. Being a woman

has been shown to be a negative predictor of salary.

This would look at the assumptions behind what makes an institution a

good one. It would help prospective students consider the ‘success’ rate

of their predecessors.

Catherine Jay Didion

Panel Member
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W ORKSHOP R EPORT

This is one of the best suggestions. It has teeth. If data is collected in a way

that includes mentorship, it could help women decide where to get degrees

and faculty positions. It needs to be part of the ranking of universities.

Zena Werb, Ph.D.

Panel Member

If we do this, we should offer tools and assistance to help institutions improve

their scores, so that the program provides both incentive and assistance.

Participant

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Next Steps

This is a historic day. I’d like to congratulate Dr. Pinn and all of you for

bringing attention to an important subject. It’s clear that we are nonprofit

organizations with limited funds. We require grants. We need resources

to make this work.

Participant

We have a number of parallel activities that might fit with several initiatives

presented so far, and we may already have something underway on a smaller

scale, or have mechanisms to help with implementing these ideas. So let me

give a word of encouragement: we helped bring you all together, we’re not

going to abandon your recommendations.

Vivian W. Pinn, M.D.

Director, Office of Research on Women’s Health

The next major step toward implementing the 14 initiatives developed

at AXXS ’99 is to bring together a small implementation group, at the

National Institutes of Health in the spring or early summer of 2000, to

clarify, synthesize, and expand initiative aims, indicators of success, and

action steps; and to develop integrated implementation plans based on

agreed-upon priorities.

To accomplish their task, this newly formed AXXS ’99 Implementation

Committee will explore the links between the categories of initiatives developed at AXXS ’99 and make sure that each implementation plan draws from,

and contributes to, other related plans as required. Some possible links are

shown in Table 4. Additional overlapping steps may surface at the meeting.
AXXS ’ 9 9

86

Table 4 Possible Links between 14 Proposed Initiatives

Leadership, Oversight,

Visibility, and Mentoring and Best Tracking, and

Recognition Networking Practices Accountability

Leadership,

Visibility, and

Recognition

Role models

Database

Website

Networks

Workshops

and training

Website

Success stories

Awards

Tracking awards

Tracking school

programs

Online lists

Role models

Database

Website

Networks

Workshops

and training

Database

Website

Incentives

(carrots, sticks)

Publicity

Incentives

Mandatory

requirements

Online lists

Institutional

ranking

Website

Success stories

Awards

Database

Website

Incentives

(carrots, sticks)

Publicity

Baseline survey

Report card

Incentives

Database

Website

Tracking awards

Tracking school

programs

Online lists

Incentives

Mandatory

requirements

Online lists

Institutional

ranking

Baseline survey

Report card

Incentives

Database

Website

Mentoring and

Networking

Best Practices

Oversight,

Tracking, and

Accountability


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W ORKSHOP R EPORT

Codes

A Attendee

PC Planning Committee Member

PP Plenary Panel Member

PS Plenary Speaker

WP Working Group Action Plan Presenter

WS Working Group Speaker

X Registered Non-attendee

Sharon Allison-Ottey, M.D.

National Medical Association

3506 Willow Ridge Court

Forestville, MD 20747

Phone (301) 967-3350

Fax (301) 967-2951

Email drsdao@aol.com

Code: A

Sally Ann Amero, Ph.D.

Scientific Review Administrator

Center for Scientific Review

National Institutes of Health

6701 Rockledge Drive

Room 2206 MSC 7890

Bethesda, MD 20892

Phone (301) 435-1159

Fax (301) 480-2067

Email amero@csr.nih.gov

Code: A

Kay Anderson, Ph.D.

Research Program Officer

Office of Research on Women’s Health

1 Center Drive

Room 201 MSC 0161

Bethesda, MD 20892

Phone (301) 402-1770

Fax (301) 402-1798

Email andersok1@od.nih.gov

Code: A

Appendix A

List of Participants and Registrants

Joanne G. Angle

Executive Director

ARVO

9650 Rockville Pike

Bethesda, MD 208143998

Phone (301) 571-1844

Fax (301) 571-1808

Email exec@arvo.arvo.org

Code: A

Marietta Anthony, Ph.D.

Director, Research Programs

Office of Research on Women’s Health

1 Center Drive, Room 201

Bethesda, MD 20892

Phone (301) 402-1770

Fax (301) 402-1798

Email anthonym@od.nih.gov

Code: A

Jane E. Aubin, Ph.D.

Past-President

Department of Anatomy and Cell Biology

University of Toronto, Faculty of Medicine

Medical Sciences Building, Room 6255

1 King’s College Circle

Toronto, Ontario, Canada

Phone (416) 978-4220

Fax (416) 978-3954

Email jane.aubin@utoronto.ca

Code: A

Gabrelle Bains, M.D.

Molecular Structure Group

National Institute of Diabetes and

Digestive and Kidney Diseases

National Institutes of Health

Building 5

5 Center Drive

Bethesda, MD 20892

Phone (301) 402-4497

Fax (301) 496-0201

Email gabrielle_bains@nih.gov

Code: A
AXXS ’ 9 9

90

Maria Susana Balda, Ph.D.

University of Geneva

30, Quai Ernest Anserment

Geneva, Switzerland

Phone (412) 270-2672

Fax (412) 270-2644

Email balda@cellbio.unige.ch

Code: A

Carl Barrett, Ph.D.

National Institute of Environmental

Health Sciences

Research Triangle Park, NC 27709

Phone (919) 541 2992

Email j3u@cu.nih.gov

Code: PC–X

Lisa Begg, Ph.D.

Cancer Training Branch

National Cancer Institute

National Institutes of Health

6130 Executive Building, Room 520

Rockville, MD 20852

Phone (301) 435-9045

Fax (301) 402-4422

Email beggl@mail.nih.gov

Code: A

Edward Bernstein

Executive Director

North American Association for the

Study of Obesity

8630 Fenton Street

Suite 412

Silver Spring, MD 20910

Phone (301) 563-6526

Fax (301) 587-2365

Email edwardb@naaso.org

Code: A

Cathy Blunck, RDH

American Dental Hygienists’ Association

444 North Michigan Avenue

Suite 3400

Chicago, IL 60611

Phone (312) 440-8911

Fax (312) 440-6789

Email cblunck@mindspring.com

Code: A

Dianna L. Bourke, Ph.D.

Assistant Professor of Biology

University of Charleston, West Virginia

2300 MacCorkle Avenue, S.E.

Charleston, WV 25304

Phone (304) 357-4792

Fax (304) 357-4715

Email dbourkeg@uchaswv.edu

Code: A–PC

Maureen Brandon, Ph.D.

Assistant Professor

Idaho State University

Department of Biological Sciences

Campus Box 8007

Pocafello, ID 83209

Phone (208) 236-2316

Fax (208) 236-4570

Email branmaur@isu.edu

Code: A–PC

Norka Ruiz Bravo, Ph.D.

Deputy Associate Director for Extramural

Activities

National Institute of General Medical Sciences

National Institutes of Health

45 Center Drive MSC 6200

Bethesda, MD 208926200

Phone (301) 594-3910

Fax (301) 480-1852

Email nb9b@nih.gov

Code: X

Mairin Brennan, Ph.D.

Director

Chemical & Engineering News

1155 – 16th Street, N.W.

Washington, D.C. 20036

Phone (202) 872-6019

Fax (202) 872-8727

Email mbb95@acs.org

Code: A

Carmen Brewer, Ph.D.

Director

Washington Hospital Center

110 Irving Street, N.W.

Washington, D.C. 20010

Phone (202) 877-6717

Fax (202) 877-5192

Email ccb2@mhg.edu

Code: A
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W ORKSHOP R EPORT

Sheryl K. Brining

Scientific Review Administrator and

Resident Scientist

National Center for Complementary

and Alternative Medicine

National Institutes of Health

Building 31, Room 5B50

Bethesda, MD 208922182

Phone (301) 496-7498

Fax (301) 480-2419

Email brinings@od.nih.gov

Code: A

Merry Bullock

Associate Executive Director

American Psychological Association

Scientific Directorate

750 First Street, N.E.

Washington, D.C. 20015

Phone (202) 336-5955

Fax (202) 336-5953

Email mbullock@apa.org

Code: A–WP

Cindy Burrows, Ph.D.

University of Utah

Department of Chemistry

Office 3152 HEB

315 South 1400 East, RM Dock

Salt Lake City, UT 84112

Code: PC–X

Sharrell S. Butler

Diversity Program Manager

National Institute of Dental and

Craniofacial Research

National Institutes of Health

9000 Rockville Pike

Building 31, Room 2C21

Bethesda, MD 20892

Phone (301) 402-7590

Fax (301) 435-2901

Email sb28k@nih.gov

Code: A

Carlos E. Caban, M.D.

National Institutes of Health

6701 Rockledge Drive

Room 6190

Bethesda, MD 20892-7911

Phone (301) 435-2690

Fax (301) 480-8443

Email cc25a@nih.gov

Code: X

Kecia A. Campbell, MBA

Senior Program Associate

American Association of Dental Schools

Division of Equity and Diversity

1625 Massachusetts Avenue, N.W.

Washington, D.C. 20036

Phone (202) 667-9433

Fax (202) 667-0642

Email campbellk@aads.jhu.edu

Code: A

Bridget Carragher, Ph.D.

Director, Imaging Technology Group

Beckman Institute, UIUC

405 North Matthews Avenue

Urbana, IL 61801

Phone (217) 244-0188

Fax (217) 244-8371

Email bcarr@uiuc.edu

Code: PC–X

Mary A. Carskadon, Ph.D.

President, Sleep Research Society

E.P. Bradley Hospital

1011 Veterans Memorial Parkway

East Providence, RI 02915

Phone (401) 421-9440

Fax (401) 453-3578

Email mary_carskadon@brown.edu

Code: A

Geoffrey Cheung, Ph.D.

Program Officer

National Center for Research Resources

National Institutes of Health

One Rockledge Centre, Room 6030

6705 Rockledge Drive MSC 7965

Bethesda, MD 20892-7965

Phone (301) 435-0768

Fax (301) 480-3661

Email CheungG@ncrr.nih.gov

Code: A

Jean Chin

Program Director

National Institute of General Medical

Sciences, CBB

National Institutes of Health

45 Center Drive

Bethesda, MD 20892-6200

Phone (301) 594-2485

Fax (301) 480-2004

Email chinj@nigms.nih

Code: A–WS
AXXS ’ 9 9

92

Ida Chow, Ph.D.

Executive Officer

Society for Developmental Biology

9650 Rockville Pike

Bethesda, MD 20814

Phone (301) 571-0647

Fax (301) 571-5704

Email ichow@faseb.org

Code: A

Valarie Clark

Associate Director

Women in Medicine/Faculty Affairs

Association of American Medical Colleges

2450 N Street, N.W.

Washington, D.C. 20037

Phone (202) 828-0586

Fax (202) 828-1125

Email vclark@aamc.org

Code: A

Denice Cora-Bramble, M.D.

Chief, Primary Care Medical Education Branch

HRSA, Division of Medicine

5600 Fishers Lane

Room 94-20

Rockville, MD 20852

Phone (301) 443-1565

Email Dcora-Bramble@hrsa.gov

Code: A

Dina Dariotis, MPA

Presidential Management Intern

Office of Research on Women’s Health

National Institutes of Health

9000 Rockville Pike

Building 1, Room 201

Bethesda, MD 20892

Phone (301) 496-8026

Fax (301) 402-1798

Email dariotsd@od.nih.gov

Code: A

Donna J. Dean, Ph.D.

Senior Advisor to Deputy Director

(Senior Advisor to Acting Director

as of January 2000)

National Institutes of Health

Building 1, Room 257 MSC 0170

Bethesda, MD 20892-0170

Phone (301) 435-6138

Fax (301) 435-7268

Email dd49p@nih.gov

Code: A–PC–PP

James F. Deatherage, Ph.D.

Program Director

Division of Cell Biology and Biophysics

National Institute of General Medical Sciences

National Institutes of Health

Phone (301) 594-3828

Email deatherj@nigms.nih.gov

Code: A

Nancy K. Dess, Ph.D.

Senior Scientist

American Psychological Association

750 First Street, N.E.

Washington, D.C. 200014242

Phone (202) 336-5925

Fax (202) 336-5953

Email ndess@apa.org

Code: A

Catherine Didion

Executive Director

Association for Women in Science

1200 New York Avenue

Suite 650

Washington, D.C. 20005

Phone (202) 326-8940

Fax (202) 326-8960

Email didion@awis.org

Code: A–PC–PP

Tamara L. Doering, Ph.D.

Assistant Professor of Molecular Microbiology

Washington University Medical School

Box 8230

660 South Euclid Avenue

St. Louis, MO 63110

Phone (314) 747-5597

Fax (314) 362-1232

Email doering@borcim.wustl.edu

Code: A–WP

Carola Eisenberg, M.D.

Dean of Student Affairs (Retired)

Harvard Medical School

9 Clement Circle

Cambridge, MA 02138

Phone (617) 868-0112

Fax (617) 441-3058

Email carola_eisenberg@hms.harvard.edu

Code: A–PS
93

W ORKSHOP R EPORT

Lauren G. Fasig, Ph.D., J.D.

Director, Office for Policy and Comm.

Society for Research in Child Development

750 First Street, N.E.

Washington, D.C. 20002-4242

Phone (202) 336-5951

Fax (202) 336-5953

Email srcd@apa.org

Code: A–WP

Jean Flagg-Newton, Ph.D.

Coordinator, Minority Health Initiative

Office of the Director

National Institutes of Health

9000 Rockville Pike

Bethesda, MD 20892

Phone (301) 402 1366

Email flaggnej@od.nih.gov

Code: PC–X

Paula Flicker, Ph.D.

Program Director

National Institute of General Medical Sciences

National Institutes of Health

Building 45

45 Center Drive MSC 6200

Bethesda, MD 20892

Phone (301) 594-3828

Fax (301) 480-2004

Email flickerp@nigms.nih.gov

Code: A–WS

Margaret Foti, Ph.D.

Chief Executive Officer

American Association for Cancer Research

Public Ledger Building, Suite 826

150 South Independence Mall West

Philadelphia, PA 191063483

Phone (215) 440-9300

Fax (215) 440-9412

Email foti@aacr.org

Code: A

Julia B. Freeman

Program Director

National Institute of Arthritis and

Musculoskeletal and Skin Diseases

National Institutes of Health

45 Center Drive, Room 5S.19F

Bethesda, MD 20892-6500

Phone (301) 594-5052

Fax (301) 480-4543

Email freemanb@exchange.nih.gov

Code: A

Janice L. Genevro, Ph.D.

Senior Project Director

Center for the Advancement of Health

2000 Florida Avenue, N.W., Suite 210

Washington, D.C. 20009

Phone (202) 387-2829

Fax (202) 387-2857

Email jgenevro@cfah.org

Code: A

Yolanda S. George

Deputy Director, HER

American Association for the Advancement

of Science

1200 New York Avenue, S.W.

Washington, D.C. 20005

Phone (202) 326-7019

Fax (202) 371-9849

Email ygeorge@aaas.org

Code: X

Lou Glasse, MSW

Chair, Task Force on Women

Gerontology Society of America

Vassar College #347

124 Raymond Avenue

Poughkeepsie, NY 12604

Phone (914) 452-4758

Fax (914) 485-8727

Email louglasse@att.net

Code: A

Joan R. Goldberg

Executive Director

American Society of Bone & Mineral Research

1200 – 19th Street, N.W.

Suite 300

Washington, D.C. 20036

Phone (202) 857-1161

Fax (202) 857-1102

Email joan_goldberg@dc.sba.com

Code: A

Walter Goldschmidt, Ph.D.

Associate Director

Research, Training, and Career Development

National Institute of Mental Health

National Institutes of Health

6001 Executive Boulevard, Room 7200-9645

Bethesda, MD 20892-9645

Phone (301) 443-3563

Fax (301) 443-1731

Email wgoldsch@nih.gov

Code: A
AXXS ’ 9 9

94

Kay Johnson Graham

EEO Program Manager, NIDCD/NINR

Minority Outreach Coordinator,

NIH/NIDCD/NINR

National Institutes of Health

9000 Rockville Pike

Building 31, Room 3C08

Bethesda, MD 20892

Phone (301) 402-6415

Fax (301) 496-7171

Email kayjohnson@nih.gov

Code: A

Paulette S. Gray, Ph.D.

Deputy Director and Associate Director

for Extramural Applications

Division of Extramural Activities

National Cancer Institute

National Institutes of Health

6130 Executive Boulevard EPN/Room 600

Bethesda, MD 20892

Phone (301) 496-4218

Fax (301) 402-0956

Email pg36f@nih.gov

Code: A–PC

Sandra C. Greer

Professor

Department of Chemical Engineering

University of Maryland

College Park, MD 207422111

Phone (301) 405-1899

Fax (301) 405-0523

Email sg28@umail.udm.edu

Code: A

Laure Haak, Ph.D.

National Institutes of Health

Building 49, Room 5C28

49 Convent Drive

Bethesda, MD 20892

Phone (301) 496-0416

Fax (301) 402-4777

Email haaker@colon.nih.gov

Code: A

Jong-on Hahm, Ph.D.

Director, Committee of Women in Science

and Engineering

National Research Council

2101 Constitution Avenue, N.W.

Washington, D.C. 20418

Phone (202) 334-2709

Fax (202) 334-2753

Email jhahm@nas.edu

Code: A–PC–WP

Eleanor Z. Hanna, Ph.D.

Advisor to Director

Division of Biometry and Epidemiology

National Institute on Alcohol Abuse

and Alcoholism

National Institutes of Health

6000 Executive Boulevard

Suite 514, MSC 7003

Bethesda, MD 20892-7003

Phone (301) 594-6231

Fax (301) 443-8614

Email ehanna@willco.niaaa.nih.gov

Code: A

William R. Harlan, M.D.

Associate Director for Disease Prevention

National Institutes of Health

31 Center Drive MSC 2082

Bethesda, MD 20892-2082

Phone (301) 496-1508

Fax (301) 480-7660

Email wh27v@nih.gov

Code: X

Virginia W. Hartmuller, Ph.D., R.D.

Research Policy Officer

Office of Research on Women’s Health

National Institutes of Health

Building 1, Room 201

1 Center Drive MSC 0161

Bethesda, MD 20892

Phone (301) 402-1770

Fax (301) 402-1798

Email hartmulv@od.nih.gov

Code: A
95

W ORKSHOP R EPORT

Sue C. Heffelfinger, Ph.D.

Assistant Professor

Department of Pathology

University of Cincinnati

P.O. Box 670529

Cincinnati, OH 45267-0529

Phone (513) 558-1795

Fax (513) 558-2141

Email sue.heffelfinger@uc.edu

Code: A–WP

Janice Hicks

Program Director

National Science Foundation

4201 Wilson Boulevard, Room 1055

Arlington, VA 22230

Phone (703) 306-1841

Fax (703) 306-0534

Email jhicks@nsf.gov

Code: A

Rona Hirschberg, Ph.D.

Chief of the Infectious Diseases and

Microbiology Integrated Review Group

Center for Scientific Review

National Institutes of Health

6701 Rockledge Drive, Room 4186

Bethesda, MD 20892

Phone (301) 435-1150

Email hirschbr@csr.nih.gov

Code: A–PP

Michie Hisada, M.D., MPH, Sc.D.

Research Fellow

National Cancer Institute, DCEG

National Institutes of Health

6120 Executive Boulevard EPS 8007

Rockville, MD 20852

Phone (301) 435-4729

Fax (301) 402-0817

Email mn280i@nih.gov

Code: A

Alice Hogan

Senior Program Manager

National Science Foundation

4201 Wilson Boulevard

Arlington, VA 22230

Phone (703) 306-1704

Fax (703) 306-0477

Email ahogan@nsf.gov

Code: A

Pamela G. Holbrook, Ph.D.

Biologist

National Heart, Lung, and Blood Institute

National Institutes of Health

Building 10, Room 8N-109

Bethesda, MD 20892

Phone (301) 496-5378

Fax (301) 402-0171

Email holbroop@fido.nhlbi.nih.gov

Code: A

Kristin Holman

Appropriations Legislative Assistant

Representative Rosa Delaura

436 CHOB

Washington, D.C. 20515

Phone (202) 225-3661

Fax (202) 225-4890

Code: A

Michelle S. Hooth, Ph.D.

Postdoctoral Fellow

U.S. EPA, NHEERL/ECD/BPD

36 TW Alexander - MD 68

Research Triangle Park, NC 27711

Phone (919) 541-1430

Fax (919) 541-0694

Email hooth.michelle@epamail.epa.gov

Code: A

Viola Young Horvath

Executive Director

Federation of Organizations for

Professional Women

P.O. Box 6234

Falls Church, VA 22240

Phone (703) 532-1294

Fax (703) 532-7295

Email hphelps@hers.com

Code: A

Lorraine W. Jackson

Diversity Program Specialist

National Institute of Dental and

Craniofacial Research

National Institutes of Health

45 Center Drive MSC 6402

Building 45, Room 4AN24

Bethesda, MD 20892-6402

Phone (301) 594-2616

Fax (301) 480-8318

Code: A
AXXS ’ 9 9

96

Madeleine Jacobs

Editor-in-Chief

Chemical & Engineering News

1155 – 16th Street, N.W.

Washington, D.C. 20036

Phone (202) 872-6310

Fax (202) 872-8727

Email msj95@acs.org

Code: A–PP

Mona S. Jhaveri, Ph.D.

Postdoctoral Fellow

National Cancer Institute

10101 Grosvenor Place, #402

Rockville, MD 20852

Phone (301) 496-6840

Fax (301) 402-0172

Email monaj@nih.gov

Code: A

Alfred C. Johnson, Ph.D.

Investigator

National Cancer Institute

National Institutes of Health

Building 37, Room 2D18

37 Convent Drive MSC 4255

Bethesda, MD 20892

Phone (301) 496-3224

Fax (301) 496-2212

Email aj2e@nih.gov

Code: A–PP

Kathryn Johnson, Ph.D.

Commissioner

CAWMSET

3220 West Main Street

Rapid City, SD 57702

Phone (605) 343-3534

Fax (605) 343-4131

Email kathyj@cnetis.net

Code: X

Rosalba Kampman

Executive Director

Biophysical Society

9650 Rockville Pike

Bethesda, MD 20814-3998

Phone (301) 530-7114

Fax (301) 530-7133

Email society@biophysics.faseb.org

Code: A

Caroline M. Kane, Ph.D.

Adjunct Professor

Department of Molecular and Cell Biology

University of California, Berkeley

401 Barker Hall

Berkeley, CA 947203202

Phone (510) 642-4118

Fax (510) 643-9290

Email kanecm@uclink4.berkeley.edu

Code: A–WP

Paula B. Kavathas

Chair, American Association of Immunologists

Committee on the Status of Women

c/o Yale University

333 Cedar Street

P.O. Box 208035

New Haven, CT 06520-8035

Phone (203) 688-6223

Fax (203) 688-4111

Email paula.kavathas@yale.edu

Code: A–WP

Gwendolyn Keita, Ph.D.

Director, Women’s Programs Office

American Psychological Association

750 First Street, N.E.

Washington, D.C. 20002-4242

Phone (202) 336-6044

Fax (202) 336-6117

Email gkeita@apa.org

Code: A–PC

Miriam F. Kelty, Ph.D.

Associate Director

Office of Extramural Affairs

National Institute on Aging

National Institutes of Health

Gateway Building

7201 Wisconsin Avenue, Suite 2C218

Bethesda, MD 20892

Phone (301) 496-9322

Fax (301) 402-2945

Email mk46u@nih.gov

Code: X
97

W ORKSHOP R EPORT

Sooja K Kim, Ph.D., R.D.

Chief, Nutrition and Metabolic Sciences IRG

Division of Research Grants

National Institutes of Health

6701 Rockledge Drive, Room 4120

Bethesda, MD 20892-7818

Phone (301) 435-1780

Fax (301) 480-2644

Email kims@drg.nih.gov

Code: A

Ruth L. Kirschstein, M.D.

Deputy Director

(Acting Director as of January 2000)

National Institutes of Health

Building 1, Room 126

1 Center Drive MSC 0148

Bethesda, MD 20892

Phone (301) 496-2433

Fax (301) 402-2700

Email rk25n@nih.gov

Code: A–PS

Emily L. Klotz, Ph.D.

Program Director

AAAS (Science’s Next Wave)

1200 New York Avenue, N.W.

Washington, D.C. 20005

Phone (202) 312-6344

Fax (202) 371-9227

Email eklotz@aaas.org

Code: A

Sarah Kolla, M.D., Ph.D.

Medicine Branch

National Cancer Institute

National Institutes of Health

Building 10, Room 12C207

Bethesda, MD 20892

Phone (301) 496-6840

Fax (301) 402-0172

Email kollas@pog.nci.nih.gov

Code: A

Terry Ann Krulwich

Professor, Biochemical and Molecular Biology

Dean, Graduate School

Department of Biochemical and

Molecular Biology

Mount Sinai School of Medicine

Box 1020

1 Gustave Levy Place

New York, NY 10029

Phone (212) 241-7280

Fax (212) 996-7214

Email terry.krulwich@mssm.edu

Code: A

Catherine Lewis, M.D.

Chief, Biophysics Branch

National Institute of General Medical Sciences

National Institutes of Health

Natcher Building

45 Center Drive

Bethesda, MD 20892

Phone (301) 594-0828

Fax (301) 480-2004

Email lewisc@nigms.nih.gov

Code: A–WS

Cynthia Lewis

Employee Relations Specialist

National Cancer Institute

National Institutes of Health

HRMCB/MERDT

Building 31, Room 3A22

9000 Rockville Pike

Bethesda, MD 20892

Phone (301) 435-5729

Fax (301) 435-5287

Email cl168@nih.gov

Code: A

Ellen Liberman

Program Director

National Eye Institute

National Institutes of Health

6120 Executive Boulevard EPS

Suite 350

Bethesda, MD 20892-7164

Phone (301) 496-0484

Fax (301) 402-0528

Email ellenliberman@nei.nih.gov

Code: A
AXXS ’ 9 9

98

Enid Light, Ph.D.

Chief, Career Development

National Institute of Mental Health

National Institutes of Health

Neuroscience Center Building

6001 Executive Boulevard

Room 7155 MSC 9635

Bethesda, MD 20892

Phone (301) 443-3599

Fax (301) 594-6784

Email elight@nih.gov

Code: A

Jennifer Lovejoy, M.D.

Associate Professor

Pennington Biomedical Research Center

6400 Perkins Road

Baton Rouge, LA 70808

Phone (225) 763-2666

Fax (225) 763-3045

Email lovejoj@mhs.pbrc.edu

Code: A

Yvonne Maddox, Ph.D.

Deputy Director

National Institute of Child Health

and Human Development

National Institutes of Health

31 Center Drive

Building 31, Room 2A03

Bethesda, MD 20892-2425

Phone (301) 496-1848

Fax (301) 402-1104

Email yml6x@nih.gov

Code: X

Rose Mage, M.D.

Section Chief, Immunology Laboratory

National Institute of Allergy and

Infectious Diseases

National Institutes of Health

Building 10, Room 11N311, MSC 1892

Bethesda, MD 20892-1892

Phone (301) 496-6113

Fax (301) 496-0222

Email rm3z@nih.gov

Code: A

Elizabeth Marincola

Executive Director

American Society for Cell Biology

9650 Rockville Pike

Bethesda, MD 20814

Phone (301) 530-7153

Fax (301) 530-7139

Email emarincola@ascb.org

Code: A–PC–PS

Pamela A. Marino, Ph.D.

Program Director

National Institute of General Medical Sciences

National Institutes of Health

45 Center Drive, Room 2AS43

Bethesda, MD 20892-6200

Phone (301) 594-3827

Fax (301) 480-2802

Email marinop@nigms.nih.gov

Code: A–PC–WS

Saralyn Mark, M.D.

Senior Medical Advisor

Office on Women’s Health

Health and Human Services

200 Independence Avenue, S.W.

Room 728F

Washington, D.C. 20201

Phone (202) 690-7650

Fax (202) 260-6537

Email Smark@sophs.dhhs.gov

Code: A

Sally Marshall, Ph.D.

Professor, Vice Chair for Research

University of California, San Francisco

Department of Restorative Dentistry

707 Parnassaus Avenue

Box 0758

San Francisco, CA 94143-0758

Phone (415) 476-5992

Fax (415) 476-0858

Email sallym@itsa.ucsf.edu

Code: A
99

W ORKSHOP R EPORT

Sandra K. Masur, Ph.D.

Associate Professor

Mount Sinai School of Medicine

1 Gustave Levy Place

New York, NY 10029

Phone (212) 241-0089

Fax (212) 289-5945

Email masur@inka.mssm

Code: A

Melissa Matosian

Director, Membership Services

American Thoracic Society

1740 Broadway

New York, NY 10019

Phone (212) 315-8778

Fax (212) 315-6498

Email mmatosian@thoracic.org

Code: A

Marsha Lakes Matyas

Education Officer

American Physiological Society

9650 Rockville Pike

Bethesda, MD 20814

Phone (301) 530-7132

Fax (301) 571-8305

Email mmatyas@apas.faseb.org

Code: X

Iris Abigail McDuffie

2521 Miller Park Circle, D

Winston-Salem, NC 27103

Phone (336) 761-1703

Email imcduffie@hotmail.com

Code: A

Tara McLouglin, MA

Program Manager

Women’s Issues & Career Development

American Psychiatric Association

1400 K Street, N.W.

Suite 510

Washington, D.C. 20005

Phone (202) 682-6171

Fax (202) 682-6102

Email tara@psych.org

Code: A

Ruth Merkatz, Ph.D., RN, FAAN

Director, Women’s Health

Pfizer Pharmaceuticals

235 East 42nd Street

New York, NY 10017

Phone (212) 573-4020

Code: PC–X

Susan S. Metz

President

WEPAN

c/o Stevens, Castle Point on Hudson

Hoboken, NJ 07030

Phone (201) 216-5245

Fax (201) 216-5175

Email smetz@stevens-tech.edu

Code: A

Page S. Morahan, Ph.D.

Director

National Center of Leadership in

Academic Medicine

MCP Hahnemann University, The Gatehouse

3300 Henry Avenue

Philadelphia, PA 19129-1191

Phone (215) 842-6462

Fax (215) 842-1041

Email page.morahan@drexel.edu

Code: A–WP

Sharon E. Moss, Ph.D.

Director

Research Resources and Advocacy

American Speech-Language Hearing Association

10801 Rockville Pike

Rockville, MD 20852

Phone (301) 897-5700

Fax (301) 897-7354

Email smoss@asha.org

Code: A

Angela Nunley, M.S.

Graduate Student

Howard University College of Medicine

Department of Pharmacology

520 West Street, N.W., Suite 3408

Washington, D.C. 20059

Phone (202) 806-6311

Fax (202) 806-4453

Email videsupra@aol.com

Code: X
AXXS ’ 9 9

100

Kathie L. Olsen, Ph.D.

Chief Scientist

National Aeronautics and Space Administration

Mail Code AS

300 E Street, S.W.

Washington, D.C. 20019

Phone (202) 358-4509

Fax (202) 358-3931

Email kolsen@mail.hq.nasa.gov

Code: X

Janet Osteryoung

Division Director

National Science Foundation

Division of Chemistry

4201 Wilson Boulevard

Arlington, VA 22230

Phone (703) 306-1845

Fax (703) 306-0534

Email josteryo@nsf.gov

Code: A–PC

Eileen M. Ouellette, M.D., J.D.

American Academy of Pediatrics

Board of Directors

215 Brookline Street

Newton Center, MA 02459-2802

Phone (617) 969-8650

Fax (617) 969-2417

Email eouellette@aap.org

Code: A

Mary Margaret Overbey, Ph.D.

Director of Government Relations

American Anthropological Association

4350 North Fairfax Drive, Suite 640

Arlington, VA 22203-1620

Phone (703) 528-1902

Fax (703) 528-3546

Email poverbey@aaanet.org

Code: A

Gina Pastino, Ph.D.

Senior Health Scientist

McLaren-Hurt, Inc./Chem Risk

25 Independence Boulevard

Warren, NJ 07059

Phone (908) 647-8111

Fax (908) 647-8162

Email gina-pastino@mclarent-hart.com

Code: A

Smita Patel, M.D.

Psychiatrist

(Sole practitioner)

11161 New Hampshire Avenue, Suite 420

Silver Spring, MD 20904

Phone (301) 754-3600

Fax (301) 754-3695

Email tmehta611@aol.com

Code: A

Lynda J. Patterson, CAE

Associate Executive Vice President

AAAA

611 East Wells Street

Milwaukee, WI 53202

Phone (414) 272-6071

Fax (414) 272-6070

Email lpatterson@aaaai.org

Code: A

Nancy J. Pearson, Ph.D.

Chief

Genetics Intergrated Review Group

National Institutes of Health

6701 Rockledge Drive

Room 2212

Bethesda, MD 20892-7890

Phone (301) 435-1047

Fax (301) 480-2067

Email pearsonn@csr.nih.gov

Code: A

Andrea Pendleton

Executive Director

American Association of Anatomists

9650 Rockville Pike

Bethesda, MD 20814

Phone (301) 571-8314

Fax (301) 571-0619

Email apendleton@anatomy.org

Code: A

Teri Perl

Math Science Network

ACM-W

525 Lincoln Avenue

Palo Alto, CA 94301

Phone (650) 326-2003

Fax (650) 326-0558

Email teriped@aol.com

Code: A
101

W ORKSHOP R EPORT

Susan Persons, M.A.

Public Policy Liaison Officer

Office of Behavioral and Social Sciences Research

National Institutes of Health

1 Center Drive

Building 1, Room 326

Bethesda, MD 20892

Phone (301) 402-3930

Fax (301) 480-7555

Email personss@od.nih.gov

Code: PC–X

Harriette L. Phelps

(Professor) President

Federation of Organizations for

Professional Women

7822 Hanover Parkway, #303

Greenbelt, MD 20770

Phone (301) 441-2207

Fax (301) 345-6017

Email hphelps@hers.com

Code: A

Vivian W. Pinn, M.D.

Director

Office of Research on Women’s Health

Associate Director, Research on Women’s Health

National Institutes of Health

1 Center Drive, Room 201

Bethesda, MD 20892

Phone (301) 402-1770

Fax (301) 402-1798

Email pinnv@od.nih.gov

Code: A–PS

Frances A. Pitlick, Ph.D.

Executive Officer

American Society for Investigative Pathology

9650 Rockville Pike

Bethesda, MD 20814-3993

Phone (301) 530-7130

Fax (301) 571-1879

Email fpitlick@pathd.fascb.org

Code: A

Judith Podskalny, Ph.D.

Program Director

National Institute of Diabetes and Digestive

and Kidney Diseases

National Institutes of Health

Building 45, Room 6AN12E

Bethesda, MD 20892

Phone (301) 594-8876

Fax (301) 480-8300

Email jp53s@nih.gov

Code: X

Ellyn J. Pollack, M.A., APR

Information Officer

Office of Research on Women’s Health

National Institutes of Health

1 Center Drive, Room 201

Bethesda, MD 20892

Phone (301) 402-1770

Fax (301) 402-1798

Email ep8k@nih.gov

Code: A

Indra Poola, Ph.D.

Associate Professor

Howard University College of Medicine

Pharmacology Department

520 West Street, N.W.

Washington, D.C. 20059

Phone (202) 806-5554

Fax (202) 806-5553

Code: A

Rosalyn C. Richman, MA

Co-director, ELAM Program

Hedwig van Amerigen ELAM Program

MCP Hahnemann University

The Gatehouse

330 Henry Avenue

Philadelphia, PA 19129-1191

Phone (215) 842-6909

Fax (215) 842-1041

Email rosalyn.richman@drexel.edu

Code: A
AXXS ’ 9 9

102

Alberto L. Rivera-Rentas, Ph.D.

Acting Director

Undergraduate Scholarship Program

Office of Loan Repayment

National Institutes of Health

2 Center Drive

Bethesda, MD 20892-0230

Phone (301) 462-6425

Fax (301) 480-7430

Email rivera-rentas@nih.gov

Code: A

David Robinson

Director, Vascular Research

National Heart, Lung, and Blood Institute

National Institutes of Health

2 Rockledge Drive, Suite 10193

MSC 7956

Bethesda, MD 20892-7956

Phone (301) 435-0545

Fax (301) 480-2849

Email drw@cu.nih.gov

Code: X

Adele Roman, MSN

Women & Gender Research Deputy Coordinator

National Institute on Drug Abuse

National Institutes of Health

6001 Executive Boulevard

Room 4282 MSC 9555

Bethesda, MD 20892-9555

Phone (301) 435-1320

Fax (301) 594-6043

Email ar96g@nih.gov

Code: A

Ester Rozenblum, Ph.D.

National Human Genome Research Institute

National Institutes of Health

9000 Rockville Pike

Building 49, Room 4C-20

Bethesda, MD 20892

Phone (301) 402-2017

Fax (301) 402-3241

Email erozenbl@nhgri.nih.gov

Code: A

Joyce Rudick

Director, Programs and Management

Office of Research on Women’s Health

National Institutes of Health

9000 Rockville Pike

Building 1, Room 201

Bethesda, MD 20892

Phone (301) 402-1770

Fax (301) 402-1798

Email rudickj@od.nih.gov

Code: PC–X

Brenda M. Ryals, Ph.D.

Professor

James Madison University

Auditory Research Lab MSC 6501

Harrisonburg, VA 22807

Phone (540) 568-3871

Fax (540) 568-7930

Email ryalsbm@cisat.jmu.edu

Code: X

Anne P. Sassaman, Ph.D.

Director, DERT

National Institute of Environmental

Health Sciences

National Institutes of Health

EC-20, PO Box 12233

Research Triangle Park, NC 27709

Phone (919) 541-7723

Fax (919) 541-2843

Email sassaman@niehs.nih.gov

Code: A–PC–PS

Karla R. Saunders

Legislative Associate

American Chemical Society

1155 – 16th Street, N.W.

Washington, D.C. 20036

Phone (202) 872-6241

Fax (202) 872-6206

Email krs93@acs.org

Code: A–WP
103

W ORKSHOP R EPORT

Mary Jean Sawey

President

Women in Cancer Research

Department of Radiation Oncology

Temple University Medical School

Philadelphia, PA 19140

Phone (215) 707-8184

Email mjsawey@um.temple.edu

Code: A

Suzanne Scarlata

Associate Professor, Biophysical Society

Department of Physiology

SUNY Stony Brook

Stony Brook, NY 117948661

Phone (631) 444-3071

Fax (631) 444-3432

Email suzanne@physiobgy.pnb.sunysb.edu

Code: X

Randy W. Schekman, Ph.D.

President, The American Society for Cell Biology

Professor & Chair of Department of Molecular

and Cell Biology

Investigator, Howard Hughes Medical Institute

9650 Rockville Pike

Bethesda, MD 20814

Code: A–PS

Joan P. Schwartz, Ph.D.

Assistant Director

Office of Intramural Research

Office of the Director

National Institutes of Health

Building 1, Room 135

Bethesda, MD 20892-0151

Phone (301) 496-1248

Fax (301) 402-0027

Email jps@helix.nih.gov

Code: A–PC

Justina Schwemberger

Research Training Officer

National Institute of Allergy and

Infectious Diseases

National Institutes of Health

6700-B Rockledge Drive

Room 2131

Bethesda, MD 20892

Phone (301) 496-9978

Fax (301) 496-8729

Email js74g@nih.gov

Code: A

Rosalyn P. Scott, M.D., MSHA

Associate Professor

Charles R. Drew University of Medicine

and Science

4265 Marina City Drive, #902

Marina del Rey, CA 90292

Phone (310) 827-7437

Fax (310) 827-8821

Email rozscott@ix.netcom.com

Code: A–WP

Magda Sgagias, Ph.D.

Medicine Branch

National Cancer Institute

National Institutes of Health

Building 10, Room 12C108

Bethesda, MD 20892

Phone (301) 402-1382

Fax (301) 402-0172

Email musgagia@box-ui.nih.gov

Code: A

W. Sue Shafer, Ph.D.

Assistant Vice Chancellor

Research Administration

University of California, San Francisco

3333 California Street

Suite 320

San Francisco, CA 94118

Phone (415) 502-4032

Fax (415) 476-9926

Email Sshafer@itsa.ucsf.edu

Code: A–PC–PS
AXXS ’ 9 9

104

Ulonda B. Shamwell, M.S.W.

Associate Administrator for Women’s Services

Substance Abuse & Mental Health Services

Administration

5600 Fishers Lane, Room 13-99

Rockville, MD 20857

Phone (301) 443-5184

Fax (301) 443-8964

Email ushawel@samhsa.gov

Code: X

Joan Rankin Shapiro

Director, Neuro-Oncology

Barrow Neurological Association

350 West Thomas Road

Phoenix, AZ 85013

Phone (602) 406-3499

Fax (602) 406-7161

Email jshapiro@chw.edu

Code: A

Katherine M. Sharkey

Trainee Representative, SRS

Rush-Presbyterian-St. Luke’s Medical Center

1653 West Congress Parkway

Chicago, IL 60612

Phone (312) 942-8328

Fax (312) 942-6050

Email ksharkey@rush.edu

Code: A

Bonney Sheahan

Program Director

National Science Foundation

4201 Wilson Boulevard

Arlington, VA 22230

Phone (703) 306-1733

Fax (703) 306-0485

Email bsheahan@nsf.gov

Code: A

Omega Logan Silva, M.D.

President-Elect

American Medical Women’s Association

354 North Street, S.W.

Washington, D.C. 20024

Phone (202) 554-9428

Fax (202) 484-0283

Email osilva@ehp.com

Code: A

Barbara Simons, Ph.D.

President

Association for Computing Machinery

770 Homer Avenue

Palo Alto, CA 94301

Phone (650) 328-8730

Fax (650) 617-3709

Email simons@acm.org

Code: A

Jeanne Sinkford, D.D.S., Ph.D.

American Association of Dental Schools

1625 Massachusetts Avenue, N.W.

6th Floor

Washington, D.C. 20036

Phone (202) 667-9433

Code: PC–X

Shirel Smith

Program Coordinator

National Research Council

2101 Constitution Avenue

Washington, D.C. 20076

Phone (202) 334-3339

Fax (202) 334-2753

Email srsmith@nas.edu

Code: A

Christine G. Spain, MA

Director, Research, Planning, and Special Projects

President’s Council on Physical Fitness and Sports

DHHS/OS/OPHS

200 Independence Avenue, S.W.

Room 738-H

Washington, D.C. 20201-0004

Phone (202) 690-5148

Fax (202) 690-5211

Email cspain@osophs.dhhs.gov

Code: X

Elaine Spector, Ph.D.

Associate Professor, Pediatrics

University of Colorado, School of Medicine

Box C233

4200 East Ninth Avenue

Denver, CO 80262

Phone (303) 315-8415

Fax (303) 315-0349

Email elaine.spector@uchsc.edu

Code: A–WP
105

W ORKSHOP R EPORT

Jane E. Spencer

Program Analyst

National Institute of Diabetes and Digestive

and Kidney Diseases

National Institutes of Health

31 Center Drive MSC 2560

Building 31, Room 9A07

Bethesda, MD 20892-2560

Phone (301) 496-6623

Fax (301) 480-6741

Email spencerj@extra.niddk.nih.gov

Code: A

Mary Ann Stepp, Ph.D.

Associate Professor

The George Washington University

Department of Anatomy and Cell Biology

2300 I Street, N.W.

Ross Hall 226C

Washington, D.C. 20026

Phone (202) 994-0557

Fax (202) 994-8885

Code: A–WP

Jennifer P. Stevens

Legislative Assistant

American Academy of Pediatrics

601 – 13th Street, Suite 400N

Washington, D.C. 20005

Phone (202) 347-8600

Fax (202) 393-6137

Email jstevens@aap.org

Code: A

Carlyle Storm, Ph.D.

Director

Gordon Research Conferences

P.O. Box 984

West Kingston, RI 02892

Phone (401) 783-4011

Fax (401) 783-7644

Email cbstorm@grcmail.grc.uri.edu

Code: A–PP

Elaine Strass

Executive Director

American Society of Human Genetics

9650 Rockville Pike

Bethesda, MD 20814

Phone (301) 571-1826

Fax (301) 530-7079

Email estrass@genetics.faseb.org

Code: A

Christine Swanson, Ph.D.

Nutritionist

National Institutes of Health

31 Center Drive, 1B29

Bethesda, MD 208922086

Phone (301) 435-2920

Fax (301) 480-1845

Email swansonc@od.nih.gov

Code: A

Viqar Syed, Ph.D.

Research Instructor

Department of Surgery

University of Massachusetts Medical School

55 Lake Avenue North

Worcester, MA 01655

Phone (508) 856-8109

Fax (508) 856-8699

Email viqar.syed@umassmed.edu

Code: X

Christina Teng

Head, Gene Regulation Group

National Institute of Environmental

Health Sciences

National Institutes of Health

P.O. Box 12233 MDE201

Research Triangle Park, NC 27709

Phone (919) 541-0344

Fax (919) 541-0696

Email teng@niehs.nih.gov

Code: A
AXXS ’ 9 9

106

Claudia L. Thompson, Ph.D.

Scientific Program Administrator

National Institute of Environmental

Health Sciences

National Institutes of Health

EC-21

P.O. Box 12233

Research Triangle Park, NC 27709

Phone (919) 541-4638

Fax (919) 316-4606

Email thompso1@niehs.nih.gov

Code: A

Thea Tlsty, Ph.D., RN

Professor of Pathology

University of California–San Francisco

San Francisco, CA 94143

Phone (415) 502-6115

Fax 415) 502-6163

Email ttlsty@itsa.ucsf.edu

Code: PC–X

Leana M. Topper

Graduate Student

1300 JPA

Box 439 HSC

Charlottesville, VA 22908

Phone (804) 984-1814

Fax (804) 982-3912

Email lmt2y@virginia.edu

Code: A–PC

Elizabeth L. Travis, Ph.D.

Professor

Director, Women Faculty Initiatives

University of Texas

M.D. Anderson Cancer Center

1515 Holcombe Boulevard

P.O. Box 066

Houston, TX 77030-4095

Phone (713) 792-3424

Fax (713) 794-5369

Email etravis@mdanderson.org

Code: X

Barbara K. Vonderhaar, Ph.D.

Section Chief

National Cancer Institute

National Institutes of Health

Building 10, Room 5B47

Bethesda, MD 20892-1402

Phone (301) 496-3625

Fax (301) 402-0711

Email barbarav@helix.nih.gov

Code: A–PC

Wanda E. Ward, M.D.

Deputy Assistant Director

Director for Social Behavior & Economic Science

National Science Foundation

4201 Wilson Boulevard

Arlington, VA 22230

Phone (703) 306-1741

Email weward@nsf.gov

Code: A

Joy Ware, Ph.D.

Professor

Department of Pathology

Virginia Commonwealth University

P.O. Box 980-662

Richmond, VA 23298

Phone (804) 828-5092

Fax (804) 828-9749

Email jlware@hsc.vcw.edu

Code: A–PC–WS–WP

Elise M. Weerts, Ph.D.

Assistant Professor

Johns Hopkins University

BBRC, 5510 Nathan Shock Drive

Suite 3000

Baltimore, MD 21224

Phone (410) 550-2781

Fax (410) 550-2780

Email eweerts@mail.jhmi.edu

Code: A
107

W ORKSHOP R EPORT

Janna P. Wehrle, Ph.D.

Program Director

National Institute of General Medical Sciences

National Institutes of Health

45 Center Drive

Room 2AS.19K

Bethesda, MD 20892-6200

Phone (301) 594-5950

Fax (301) 480-2004

Email wehrlej@nigms.nih.gov

Code: A–WS

Zena Werb, Ph.D.

Professor of Anatomy

University of California–San Francisco

Department of Anatomy

Box 0452

513 Parnassus Avenue

San Francisco, CA 94143-0452

Phone (415) 476-4622

Fax (415) 476-4565

Email zena@itsa.ucsf.edu

Code: A–PP

Barbara K. Wingrove, MPH

Health Scientist Administrator

National Institute of Child Health and

Human Development

National Institutes of Health

6100 Executive Boulevard MSC 7510

Room 7B07

Bethesda, MD 20892-7510

Phone (301) 594-1302

Fax (301) 480-0649

Email wingrove@nih.gov

Code: A

Andrea M. Zardetto-Smith, Ph.D.

Assistant Professor

Women in Neuroscience

Society of Neuroscience

c/o Creighton University

Department of Physical Therapy

2500 California

Omaha, NE 68178

Phone (402) 280-5946

Fax (402) 280-5692

Email amzarsmi@creighton.edu

Code: A–WP

Marion Zatz, Ph.D.

Health Scientist Administrator

National Institute of General Medical Sciences

National Institutes of Health

45 Center Drive MSC 6200

Bethesda, MD 20892

Phone (301) 594-0943

Fax (301) 480-2228

Email zatzm@NIGMS.NIH.GOV

Code: A–WS

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Sixteen organizations, in addition to the Office

of Research on Women’s Health, National Institutes of Health, exhibited posters at AXXS ’99.

Individual presentations covered a multitude of

topics, ranging from general information and

handouts to specific and informative displays.

Most presenting societies, commissions, and

committees posted their mission, history, membership demographics, programs and/or women’s

committees activities, publications, and/or awards

and initiatives. Many described their mentoring

programs, offered web sites of interest to scientists, and reported on the demographics of women

within a given field of science and/or engineering.

The posters were on display throughout the meeting, allowing for a great deal of interaction and

information exchange between individuals and

presenting organizations.

The following associations, societies, commissions, and committees exhibited poster boards:

• American Association for Cancer Research

Women in Cancer Research

• American Association of Immunologists

Committee on the Status of Women

• American Psychological Association

• American Society for Cell Biology

Women in Cell Biology

• Association for Computing Machinery

Women in Computing

• Association for Women in Science

• Association of American Medical Colleges

• Association of Women Surgeons

• Commission for the Advancement of

Women, Minorities, and Persons with

Disabilities in Science, Engineering,

and Technology Development

• Committee on the Advancement

of Women Chemists

• Executive Leadership in Academic

Medicine

• Federation of Organizations for

Professional Women

• Office of Research on Women’s

Health

• Science’s Next Wave, GrantsNet

• Sleep Research Society

• Women in Engineering Programs

and Advocates Network

• Women in Neuroscience

Websites and contact information for the organizations presenting posters at AXXS follows.

Websites and Contact Information

for Poster Board Presenters

American Association for Cancer Research

Women in Cancer Research

Contact: AACR Office

Public Ledger Building, Suite 826

150 South Independence Mall West

Philadelphia, PA 19106

Phone (215) 440-9300

Fax (215) 351-9165

Email meetings@aacr.org

Website http://www.aacr.org

American Association of Immunologists

Committee on the Status of Women

Website http://www.aai.org

Appendix B

Summary of Poster Board Presentations
AXXS ’ 9 9

110

American Psychological Association

Contact: Gwendolyn Puryear Keita

Women’s Program Office

750 First Street, N.E.

Washington, D.C. 20002

Phone (202) 336-6044

Fax (202) 336-6117

Email gkeita@apa.org

Website http://www.apa.org/pi/wpo

American Society for Cell Biology

Women in Cell Biology

Contact: Sandra Masur

Associate Professor of Ophthalmology

Mount Sinai School of Medicine

Email masur@inka.mssn.edu

Contact: Caroline M. Kane

Adjunct Associate Professor

Molecular and Cell Biology

University of California

Email kanecm@uclink4.berkely.edu

Association for Computing Machinery

Women in Computing

Website http://www.acm.org/

Website http://www.acm.org/women/

(Committee on Women in Computing)

Association for Women in Science

Contact: Association for Women in Science

1200 New York Avenue

Suite 650

Washington, D.C. 20005

Phone (202) 326-8940

Fax (202) 326-8960

Email awis@awis.org

Website http://www.awis.org

Association of American Medical Colleges

Contact: Valarie Clark

Association Director

Women in Medicine/Faculty Affairs

Association of American Medical Colleges

2450 N Street, N.W.

Washington, D.C. 20037

Phone (202) 828-0586

Fax (202) 828-1125

Email vclark@aamc.org

Website http://www.aamc.org

Association of Women Surgeons

Contact: Association of Women Surgeons

414 Plaza Drive, Suite 209

Westmont, IL 60559

Phone (630) 655-0392

Fax (630) 655-0391

Email info@womensurgeons.org

Email aws@asihq.com

Commission for the Advancement of Women,

Minorities, and Persons with Disabilities

in Science, Engineering, and Technology

Development (CAWMSET)

Contact: CAWMSET

4201 Wilson Boulevard, Suite 1280

Arlington, VA 22230

Phone (703) 306-0595

Fax (703) 306-1082

Email CAWMSET-INFO@nsf.gov

Website http://www.nsf.gov/od/cawmset/

start.htm

Committee on the Advancement of Women

Chemists (COACh)

Contact: Jeanne Pemberton

Department of Chemistry

University of Arizona

Tucson, AZ 85721

Email pembertn@u.arizona.edu

Contact: Department of Chemistry

University of Oregon

Eugene, OR 97403

Email richmond@oregon.uoregon.edu

Executive Leadership in Academic

Medicine (ELAM)

Contact: Rosalyn Richman

Co-Director, ELAM Program

Deputy Director, National Center of

Leadership in Academic Medicine

MCP Hahnemann University

3300 Henry Avenue, The Gatehouse

Philadelphia, PA 19129

Phone (215) 842-6909

Fax (215) 842-1041

Email Rosalyn.Richman@drexel.edu
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Federation of Organizations for Professional

Women (FOPW)

Contact: FOPW

1825 I Street, N.W.

Suite 400

Washington, D.C. 20006

Phone (202) 328-1415

Fax (202) 328-1215 (phone first)

Email fopq@dgs.dgsys.com

Website http://www.fopw.org

Office of Research on Women’s Health

Contact: Joyce Rudick, Director of Programs

and Management

National Institutes of Health

Building 1, Room 201

9000 Rockville Pike

Bethesda, MD. 20892-0161

Phone (301) 402-1770

Fax (301) 402-1798

Email RudickJ@od1tm1.od.nih.gov

Website http://www4.od.nih.gov/orwh/

Science’s Next Wave, GrantsNet

Contact: Science’s Next Wave

1200 New York Avenue, N.W.

Washington, D.C. 20005

Email grantdoctor@aaas.org

Website http://www.nextwave.org

Website http://www.grantsnet.org

Sleep Research Society

Contact: Mary A. Carskadon

President, SRS

E.P. Bradley Hospital

1011 Veterans Memorial Parkway

East Providence, RI 02915

Phone (401) 421-9440

Fax (401) 453-3578

Email mary_carskadon@brown.edu

Women in Engineering Programs and

Advocates Network (WEPAN)

Contact: Cathy M. Deno

WEPAN Member Services

1284 CIVL Building, Room G167

West Lafayette, IN 47907

Phone (765) 494-5387

Fax (765) 494-9152

Email wiep@ecn.purdue.edu

Website http://www.wepan.org

Website http://www.engr.washington.edu/wepan

Women in Neuroscience

Contact: Andrea Zardetto-Smith

Assistant Professor, Physical Therapy

School of Pharmacy and Allied Health Professions

2500 California Plaza

Omaha, NE 68178

Phone (402) 280-5946

Fax (402) 280-5692

Email amzarsmi@creighton.edu

Website http://www.beemnet.com/win

(for job postings)

113

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Annotated Bibliography

American Psychological Association. “Psychology

Education and Careers Guidebook for College

Students of Color.” Office of Ethnic Minority

Affairs, March 1998. Also available on the

Internet at http://www.apa.org/pi/oema/.

This pamphlet advises minority college students

about steps they can take to prepare for a future

career in psychology. The importance of mentorship, networking, and preparation for graduate

training are outlined throughout the publication.

American Psychological Association. “Psychology

Education and Careers Guidebook for College

Students of Color: Applying to Graduate and

Professional Programs.” Office of Ethnic Minority Affairs, March 1998. Also available on the

Internet at http://www.apa.org/pi/oema/.

This pamphlet provides guidance about many

aspects of the graduate school application process.

Some of the topics in the guide include information about selecting a graduate program, the

application process, and examinations required

for graduate study of psychology. The pamphlet

also contains advice about the factors that contribute to successful and unsuccessful applications.

American Psychological Association. “Psychology

Education and Careers Guidebook for High School

Students of Color.” Office of Ethnic Minority

Affairs, March 1998. Also available on the

Internet at http://www.apa.org/pi/oema/.

This pamphlet gives advice to minority high

school students about seeking careers in psychology. The pamphlet explains the duties and educational background necessary for a career in

psychology. Contributions of ethnic minorities

to the field of psychology are also highlighted.

American Psychological Association. “Psychology

Education and Careers Guidebook: Resources for

Psychology Training Programs Recruiting Students of Color.” Office of Ethnic Minority Affairs,

March 1998. Also available on the Internet at

http://www.apa.org/pi/oema/.

This brochure gives guidance to psychology

graduate and professional training programs in

the development of minority recruitment and

retention strategies. The brochure also contains

advice for academic institutions about developing

recruitment packets to attract ethnic minorities

to psychology programs.

American Psychological Association. “Report

of the Task Force on the Changing Gender

Composition of Psychology.” October 1995.

Also available on the Internet at http://

www.apa.org/pi/taskforce/.

This report analyzes factors related to the increased representation of women and decreased

representation of men in the field of psychology.

More access to educational and employment

opportunities has led to a significant increase in

the number of women who are choosing to enter

the field of psychology. The report cautions that

female dominance in the field of psychology could

potentially lead to lower salaries and prestige

based on historical trends in other professions.

American Psychological Association. “Surviving

and Thriving in Academia: A Guide For Women

and Ethnic Minorities.” A Joint Publication of the

Committee on Women in Psychology and American Psychological Association’s (APA) Commission on Ethnic Minority Recruitment, Retention,

and Training in Psychology (CEMRRAT). May

1998. Also available on the Internet at http://

www.apa.org/pi/wpo/.

Appendix C

Key Resources
AXXS ’ 9 9

114

This pamphlet helps new female and minority

Ph.D.s to find jobs and gain career advancement.

The pamphlet discusses strategies for maximizing

chances for promotion and tenure, as well as

strategies for coping with negative tenure outcomes. In addition, the pamphlet gives advice to

women and minorities about how to functionally

deal with adversity during their careers.

American Psychological Association. “Visions and

Transformations...The Final Report.” Commission on Ethnic Minority Recruitment, Retention,

and Training in Psychology, January 1997. Also

available on the Internet at http://www.apa.org/

pi/oema/.

The Committee explored barriers to recruitment

and retention of ethnic minorities in the field of

psychology. The report outlines the American Psychological Association’s 5-year plan for increasing

minority recruitment and retention by promoting

multicultural education, and increasing ethnic

minority faculty and student recruitment and

retention. In addition, the APA aims to provide

national leadership for diversity education in

science and the APA plans to promote data collection, research, and evaluation in the areas

of minority recruitment and retention.

American Psychological Association. “Women

in the American Psychological Association

Women’s Program Office Public Interest

Directorate.” Washington, D.C.: 1999.

This pamphlet is a biannual assessment of

the status of women’s participation in APA

governance, in the journal publication process,

program consultation and accreditation, and

the governance structure of the APA. The pamphlet provides demographic information about

women in the APA and their participation in

APA divisions and state and regional psychological associations.

American Society for Cell Biology Newsletter.

Women in Cell Biology Column (published

monthly). Also located on the Internet at

http://www.ascb.org/ascb/.

The “Women in Cell Biology” column, written

by members of the Women in Cell Biology Committee, covers a variety of issues related to career

development and advancement of women scientists. Topics include: transition between academia

and industry, the tenure process, sexual harassment, and skill development.

American Society for Cell Biology. ASCB

Membership Survey. Published September 14,

1998. Also located on the Internet at http://

www.ascb.org/ascb/survey/survey.htm

The Education Committee of the American

Society for Cell Biology conducted a Member

Career Survey. The comprehensive survey of

biomedical scientists and trainees compares real

and perceived career prospects, measuring success

by several objective parameters and satisfaction

qualitatively across cohorts. The study found that

during the past 20 years it has become increasingly difficult for scientists to complete Ph.D.’s

and obtain full-time employment.

Benjamin, Ernst. “Disparity in the Salaries

and Appointments of Academic Women and

Men: An Update of a 1988 Report of Committee W on the Status of Women in the Academic

Profession American Association of University

Professors.” American Association of University Professors. Also available on the Internet

at http://www.aaup.org/Wrepup.htm. Accessed

November 1, 1999.

Despite the fact that salary disparities between

male and female academicians have decreased, the

differences are still significant. Although female

participation in scientific careers is increasing, the

number of women in high-paying positions is still

far less than that of men. The paper considers

several factors that contribute to continuing

disparities between male and female scientists.
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Bowman, Sharon, Ph.D. and Stacia Davis Hill,

M.A., et. al. “It Takes a (Small) Village: Mentoring Black Women in the Academy.”

This paper discusses mentoring for AfricanAmerican and international black women who

are graduate or undergraduate students. There

are issues related to racial identity that may have

an effect on the relationships between mentors

and mentees. The article provides suggestions

for improving the mentoring process for international and African-American women students,

including broadening the image of mentor to

include Caucasians.

Brennan, Mairin. “Reflections of Women in

Science.” C&EN. April 6, 1998, pp. 37-41.

The New York Academy of Sciences held a

conference to discuss major issues facing women

scientists and engineers. The conference emphasized the importance of mentoring and networking, as well as “risk taking” and “trade offs”

in science and engineering careers. The status

of women scientists working in private industry

and government is better than that of women

working in academia. However, in private

industry, there are few women scientists in

top leadership positions.

Catalyst. “Women Scientists in Industry:

A Winning Formula for Companies.” Published 1999. May be purchased via the Internet

at http://www.catalystwomen.org/research/

research14.html.

Catalyst, a nonprofit organization that works

for the advancement of women into leadership

positions, conducted a study that found that

corporations do not aggressively recruit women

into scientific careers in private industry. The

report recommends strategies that the private

sector can use to attract, recruit, and retain

highly qualified female scientists.

Clewell, Beatriz Chu and Angela B. Ginorio.

“Examining Women’s Progress in the Sciences

from the Perspective of Diversity.” (Chapter 6).

The Equity Equation: Fostering the Advancement of Women in the Sciences, Mathematics

and Engineering. San Francisco: Jossey-Bass

Publishers, 1996.

This chapter analyzes the status of underrepresented populations in science, mathematics,

and engineering careers (SME) focusing on the

educational experiences of these populations,

from kindergarten to undergraduate and graduate levels. The chapter discusses factors or

variables relating to achievement, performance,

and participation in academic disciplines relating to science, medicine, and engineering. In

addition, the chapter identifies areas of future

research in the education and career advancement of underrepresented populations in SME.

Davis, Clinda-Sue and Sue Rosser. “Program

and Curricular Interventions.” (Chapter 7). The

Equity Equation: Fostering the Advancement

of Women in the Sciences, Mathematics and

Engineering. San Francisco: Jossey-Bass Publishers, 1996.

This chapter examines the effectiveness of federal

investments in program intervention and curriculum reform in science, medicine, and engineering.

The chapter identifies effective interventions at

the undergraduate and graduate education levels.

The authors also outline a model of science curriculum reform. In addition, the chapter identifies

several effective science-teaching methods.

Dunkin, Mary Anne. “Polly’s Spin.” Arthritis

Today. March-April 1999, pp. 41-42, 55.

The article discusses the career of Polly Matzinger,

a researcher at the National Institutes of Health,

who focuses on immunology. Dr. Matzinger has

been questioning traditional paradigms with

respect to the autoimmune system. The article

outlines Dr. Matzinger’s Danger Model hypothesis

of the immune system, which challenges fundamental scientific beliefs and faces criticism from

traditionalists in the scientific community.
AXXS ’ 9 9

116

Eisenhart, Margaret and Elizabeth Finkel.

Women’s Science: Learning and Succeeding

From the Margins. Chicago: University of

Chicago Press, 1998.

The book discusses the cultural alienation

of women in the scientific community. Since

society has traditionally discouraged women

from entering scientific careers, less is expected

from women who are involved in science. As

a result of traditional societal bias, women scientists often internalize these lowered expectations, thus limiting their career advancement.

Herring, Susan C. “Gender and Democracy

in Computer-Mediated Communication.” EJC/

REC Vol. 3, No. 2, 1993. http://dc.smu.edu/dc/

classroom/Gender.txt. Accessed August 11, 1999.

The article evaluates claims that computers

democratize communication with respect to

males and females in two electronic academic

discussion lists during the course of 1 year.

The article finds that there is a tendency for

a minority of males to dominate discussions.

The author argues that this electronic form of

communication may act as a form of censorship

and limit the level of democratic discourse.

Massachusetts Institute of Technology (MIT).

“A Study on the Status of Women Faculty in

Science at MIT Numbers Faculty By Gender

and School: October 1998.” Written by Members of the First and Second Committees on

Women Faculty in the School of Science. Available on the Internet at http://web.mit.edu/fnl/

women/Fnlwomen.htm

A committee comprised of science faculty

members studied the status of women faculty

in science at MIT. The report found that many

tenured female faculty felt “marginalized and

excluded from a significant role in their departments.” The report also found that the number

of female faculty members has not experienced

a significant increase in almost two decades.

The committee recommended strategies for

improving the status of female faculty members

and increasing recruitment of females and

underrepresented minorities.

National Academy of Sciences. Trends in the

Early Careers of Life Scientists. Washington,

D.C.: National Academy Press, 1998. Written

by Committee on Dimensions, Causes, and

Implications of Recent Trends in the Careers

of Life Scientists, Shirley Tilghman Chair. Also

available on the Internet at http://www.nap.edu/

readingroom/books/trends/#contents

This book examines the data concerning the

production of doctorates in life science and the

changes in the kinds of positions that graduates

have obtained. It discusses the impact of those

changes and suggests ways to deal with the

challenges of supply versus demand for life

science Ph.D. graduates. The book serves as

an information resource for young scientists

deciding on career paths.

National Institutes of Health. “Building Interdisciplinary Research Careers in Women’s

Health.” Request for Applications OD-99-008.

Release Date: September 7, 1999. Also located

on the internet at http://grants.nih.gov/grants/

guide/rfa-files/RFA-OD-99-008.html.

The Office of Research on Women’s Health and

co-sponsors invite institutional career development award applications to support research

career development of junior faculty members,

who have recently completed clinical training

or postdoctoral fellowships, and who are commencing basic, translational, clinical, and/or

health services research relevant to women’s

health. The goal of this initiative is to promote

the performance of research and transfer of

findings that will benefit the health of women.
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National Institutes of Health. “Supplements to

Promote Re-entry into Biomedical and Behavioral

Research Careers.” Request for Applications

PA-99-106. Release Date: May 14, 1999. Also

located on the internet at http://grants.nih.gov/

grants/guide/pa-files/PA-99-106.html.

The National Institutes of Health (NIH)

reannounces a program for administrative

supplements to research grants to support

individuals with high potential to re-enter an

active research career after taking time off to

care for children or parents or to attend to other

family responsibilities. The aim of these supplements is to encourage fully trained individuals

to re-enter research careers within the missions

of all the program areas of NIH.

National Science Foundation. “Women, Minorities, and Persons With Disabilities in Science

and Engineering: 1998.” Arlington, VA, 1999.

(NSF99-338). Also available on the internet at

http://www.nsf.gov/sbe/srs/nsf99338/

This report is the ninth in a series of Congressionally mandated biennial reports on the status

of women and minorities in science and engineering. The report documents both short- and

long-term trends in the participation of women,

minorities, and persons with disabilities in science

and engineering education and employment.

Shibley Hyde, Janet. “Women’s Slow Progress

Up the Professional Ladder: Just One Big

Schema?” Contemporary Psychology: APA

Review of Books. February 1999, Vol. 44, No. 1,

31-33. Also located on the Internet at http://

www.apa.org/journals/cnt/feb99/cnt44131.html

This article is a critique of Virginia Valian’s

book, Why So Slow? The Advancement of

Women. The author examines factors that have

traditionally hindered women’s career advancement and critiques Valian’s use of a schema

approach to explain gender differences in

career development and advancement.

Web Sites

American Psychological Association

Women’s Program Office

http://www.apa.org/pi/wpo/

The Women’s Program Office coordinates the

American Psychological Association’s efforts

to ensure equal opportunities for women psychologists as practitioners, educators, and scientists and to eliminate gender bias in education

and training, research, and diagnosis. The web

site contains information about academe, awards,

conferences, and publications, including “Surviving and Thriving in Academia: A Guide for

Women and Ethnic Minorities; Task Force on the

Changing Gender Composition of Psychology”

and “ Women in the American Psychological

Association and Women in Academe.” In addition, the Office of Ethnic Minority Affairs web

site, http://www.wpw.org/pi/oema, has a number of useful and informative publications with

respect to the status of minorities in the field

of psychology.

American Society for Cell Biology

http://www.ascb.org/ascb

This web site contains information about products, services, and meetings sponsored by The

American Society for Cell Biology (ASCB).

The site includes a Women’s Resource Bureau,

which is a list of prominent women scientists

in a variety of fields who provide information

for recommending excellent women scientists to

study section membership and committee membership. In addition, members of the Resource

Bureau can recommend women scientists who

are also excellent and compelling speakers to

meeting organizers. The site also contains an

online monthly newsletter, which includes a

column focused specifically on career advancement of women scientists. In addition, the site

includes information about ASCB’s Women

in Cell Biology Committee.
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Arizona State University, College of Education

The IPEDS Interactive Database

http://129.219.88.111/ipeds/

Accessed November 1, 1999

The web site contains a database developed by

Arizona State University, College of Education.

The database provides information on faculty

salaries for different institutions and breaks

out the data by gender.

Association for Women in Science

http://www.awis.org

The Association for Women in Science (AWIS) is

an organization dedicated to the achievement of

equity and full participation of women in all areas

of science and technology. The web site provides

information regarding AWIS programs and career

development activities, including networking and

mentoring opportunities. In addition, the web site

contains information regarding scholarships and

internship opportunities for women scientists.

The Chronicle of Higher Education

“Career Network” Web Page

http://www.chronicle.com/jobs

The web page contains advice about job hunting

and other career-related issues, such as balancing

work and family life. The site contains a searchable database of job announcements. In addition,

the site provides useful information about the

current job market. Also included is a section

entitled “Ms. Mentor,” which provides guidance

about career advancement specifically for women.

Institute for Women and Technology

http://www.iwt.org

This organization aims to “imagine, design,

create, and deploy technologies that have positive

impacts on women around the world.” The web

site contains information about the organization’s

events and activities, research and development

projects, and outreach initiatives.

The Math/Science Network

http://www.elstad.com/msn.html

The Math/Science Network (MSN) is a nonprofit organization of educators, scientists,

mathematicians, parents, community leaders,

and government and corporate representatives

whose mission is to promote the continuing

advancement in mathematics and science education of all people, with particular emphasis

on the needs of women and girls. The web site

contains information about MSN history, membership, and programs, such as the “Expanding

Your Horizons in Science, Mathematics, and

Engineering” program.

Office of Research on Women’s Health

National Institutes of Health

http://www.od.nih.gov/orwh/

The web site provides information about Office

of Research on Women’s Health (ORWH) career

development initiatives for women scientists. The

site contains information about the inclusion of

women in health research. In addition, the site

contains a comprehensive women’s health research

agenda that is followed by ORWH. Information

regarding ORWH committees, meetings, and special events can also be accessed on this web site.

Pathways to Careers for Young Women in

Mathematics, Science, and Technology

http://www.moo.tappedin.org:8000/

Accessed November 1, 1999

This web site, developed by SRI International,

provides biographies on women scientists and

mathematicians. The site gives female students

an opportunity to connect with mentors and

engage in online discussions.
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Sociologists for Women in Society

http://socsci.colorado.edu/sws/index.html#general

Sociologists for Women in Society is an organization of social scientists fostering social equality

for women. The web page contains information

about awards and scholarships for women’s health.

The Women in Biology Internet Launch Page

http://pingu.salk.edu/ percent7Eforsburg/bio.html

The site is a starting point for finding information

about women biologists. The site provides lists of

links to available information on the web regarding women in biomedical sciences, especially

information relevant to women who are graduate

students, postdocs, or more senior scientists. The

topics range from science education, to practical

career issues, to the history of women in science.

WISENET

http://www.math.purdue.edu

WISENET was set up to provide a way for women

in science and engineering to meet with others

having similar interests. There are no guidelines

as to topic, presuming that women with some

similarities in interest and background, and likely

to be in a minority in their place of employment,

will find it helpful and useful and supportive to

talk with others about many things. The list is

unmoderated. To subscribe to WISENET, send

email to LISTSERV@uicvm.uic.edu. Leave the

subject blank and in the body of the message

type: SUBSCRIBE WISENET (your full name

and email address).

Women in Science

http://library.advanced.org/20117/

This web site allows visitors to learn about

women of the past and present who are involved

in science. The site contains an International

Registry for Women in Science, which allows

women scientists to connect with each other.

The site also contains a Mentoring Area, where

female scientists can seek out mentors or learn

about particular fields of science. In addition,

the site provides a Chat Room that allows

female scientists to engage in dialogue.

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NIH PUBLICATION NO. 00-4777