The Experts below are selected from a list of 16440 Experts worldwide ranked by ideXlab platform

David W Eisele - One of the best experts on this subject based on the ideXlab platform.

  • faculty Diversity and inclusion program outcomes at an academic otolaryngology department
    Laryngoscope, 2016
    Co-Authors: Sandra Y Lin, Howard W Francis, Lloyd B Minor, David W Eisele
    Abstract:

    Objectives/Hypothesis To describe a 10-year Diversity Initiative to increase the number of women and underrepresented minorities in an academic department of otolaryngology–head and neck surgery. Study Design Retrospective review. Methods A multifaceted approach was undertaken to recruit and retain women and underrepresented minority (URM) faculty: creation of a climate of Diversity, aggressive recruitment, achievement of parity of salary at rank regardless of gender or minority status, provision of mentorship to women and URM faculty, and increasing the pipeline of qualified candidates. Primary outcomes measures included number of women and URM faculty, academic rank, and salary. Results From 2004 to 2014, the percentage of women clinical faculty increased from 5.8% to 23.7%; women basic science faculty increased from 11.1% to 37.5%. The number of women at associate professor rank increased from 0 to eight. During this period, underrepresented minority faculty increased in number from two to four; URM full professors increased in number from 0 to 1. In 2004, women earned 4% to 12% less than their male counterparts; there were no salary differences for URM. In 2014, salary was equal by rank and subspecialty training independent of gender or minority status. Conclusion A comprehensive Diversity and inclusion Initiative has increased representation of women and URM faculty in an academic department of otolaryngology–head and neck surgery. However, there continue to be opportunities to further increase Diversity. Level of Evidence N/A. Laryngoscope, 2015

Terrenda White - One of the best experts on this subject based on the ideXlab platform.

  • teach for america s paradoxical Diversity Initiative race policy and black teacher displacement in urban schools
    Education Policy Analysis Archives, 2016
    Co-Authors: Terrenda White
    Abstract:

    This article examines the paradox of Teach For America’s Diversity gains and its support for policies that contribute to Black teacher decline in urban communities. TFA has countered claims that its expansion is connected to teacher displacement, but its two-pronged structure—as an alternative certification program and an influential policy actor via its leadership model for education reform—requires a critical analysis of the impact of its policy commitments on Black teachers. I propose steps to better align TFA’s policy orientations with its Diversity values by leveraging TFA’s policy influence to support better working conditions for teachers in urban schools, democratic school turnarounds, and teacher organizing linked to broad social justice movements.

Sandra Y Lin - One of the best experts on this subject based on the ideXlab platform.

  • faculty Diversity and inclusion program outcomes at an academic otolaryngology department
    Laryngoscope, 2016
    Co-Authors: Sandra Y Lin, Howard W Francis, Lloyd B Minor, David W Eisele
    Abstract:

    Objectives/Hypothesis To describe a 10-year Diversity Initiative to increase the number of women and underrepresented minorities in an academic department of otolaryngology–head and neck surgery. Study Design Retrospective review. Methods A multifaceted approach was undertaken to recruit and retain women and underrepresented minority (URM) faculty: creation of a climate of Diversity, aggressive recruitment, achievement of parity of salary at rank regardless of gender or minority status, provision of mentorship to women and URM faculty, and increasing the pipeline of qualified candidates. Primary outcomes measures included number of women and URM faculty, academic rank, and salary. Results From 2004 to 2014, the percentage of women clinical faculty increased from 5.8% to 23.7%; women basic science faculty increased from 11.1% to 37.5%. The number of women at associate professor rank increased from 0 to eight. During this period, underrepresented minority faculty increased in number from two to four; URM full professors increased in number from 0 to 1. In 2004, women earned 4% to 12% less than their male counterparts; there were no salary differences for URM. In 2014, salary was equal by rank and subspecialty training independent of gender or minority status. Conclusion A comprehensive Diversity and inclusion Initiative has increased representation of women and URM faculty in an academic department of otolaryngology–head and neck surgery. However, there continue to be opportunities to further increase Diversity. Level of Evidence N/A. Laryngoscope, 2015

Lloyd B Minor - One of the best experts on this subject based on the ideXlab platform.

  • faculty Diversity and inclusion program outcomes at an academic otolaryngology department
    Laryngoscope, 2016
    Co-Authors: Sandra Y Lin, Howard W Francis, Lloyd B Minor, David W Eisele
    Abstract:

    Objectives/Hypothesis To describe a 10-year Diversity Initiative to increase the number of women and underrepresented minorities in an academic department of otolaryngology–head and neck surgery. Study Design Retrospective review. Methods A multifaceted approach was undertaken to recruit and retain women and underrepresented minority (URM) faculty: creation of a climate of Diversity, aggressive recruitment, achievement of parity of salary at rank regardless of gender or minority status, provision of mentorship to women and URM faculty, and increasing the pipeline of qualified candidates. Primary outcomes measures included number of women and URM faculty, academic rank, and salary. Results From 2004 to 2014, the percentage of women clinical faculty increased from 5.8% to 23.7%; women basic science faculty increased from 11.1% to 37.5%. The number of women at associate professor rank increased from 0 to eight. During this period, underrepresented minority faculty increased in number from two to four; URM full professors increased in number from 0 to 1. In 2004, women earned 4% to 12% less than their male counterparts; there were no salary differences for URM. In 2014, salary was equal by rank and subspecialty training independent of gender or minority status. Conclusion A comprehensive Diversity and inclusion Initiative has increased representation of women and URM faculty in an academic department of otolaryngology–head and neck surgery. However, there continue to be opportunities to further increase Diversity. Level of Evidence N/A. Laryngoscope, 2015

Howard W Francis - One of the best experts on this subject based on the ideXlab platform.

  • faculty Diversity and inclusion program outcomes at an academic otolaryngology department
    Laryngoscope, 2016
    Co-Authors: Sandra Y Lin, Howard W Francis, Lloyd B Minor, David W Eisele
    Abstract:

    Objectives/Hypothesis To describe a 10-year Diversity Initiative to increase the number of women and underrepresented minorities in an academic department of otolaryngology–head and neck surgery. Study Design Retrospective review. Methods A multifaceted approach was undertaken to recruit and retain women and underrepresented minority (URM) faculty: creation of a climate of Diversity, aggressive recruitment, achievement of parity of salary at rank regardless of gender or minority status, provision of mentorship to women and URM faculty, and increasing the pipeline of qualified candidates. Primary outcomes measures included number of women and URM faculty, academic rank, and salary. Results From 2004 to 2014, the percentage of women clinical faculty increased from 5.8% to 23.7%; women basic science faculty increased from 11.1% to 37.5%. The number of women at associate professor rank increased from 0 to eight. During this period, underrepresented minority faculty increased in number from two to four; URM full professors increased in number from 0 to 1. In 2004, women earned 4% to 12% less than their male counterparts; there were no salary differences for URM. In 2014, salary was equal by rank and subspecialty training independent of gender or minority status. Conclusion A comprehensive Diversity and inclusion Initiative has increased representation of women and URM faculty in an academic department of otolaryngology–head and neck surgery. However, there continue to be opportunities to further increase Diversity. Level of Evidence N/A. Laryngoscope, 2015