Diversity & Inclusion Resources for CUIMC Faculty


The Columbia University Irving Medical Center has joined with the National Academies of Science, Engineering and Medicine and the Association of American Medical Colleges in our commitment to advancing gender equity, with specific regard to the representation of women in our workforce, promotion opportunities, salary equity, authorship in high-impact journals, service on editorial boards, and recognition of professional achievements.


The leadership and faculty at the Columbia University Vagelos College of Physicians and Surgeons strongly supports the diversity of our faculty, in the broadest terms. We believe that excellence, diversity, and inclusivity are inextricably linked, and that different experiences, perspectives, and values are essential elements that enrich every dimension of our work. A diverse faculty facilitates culturally competent medical education and clinical care, and also brings important and different perspectives to the research agenda.

Between 2007 and 2017, the overall percentage of women in the Vagelos College of Physicians and Surgeons (VP&S) faculty grew from 39% to 47% (49% of clinical and 35% of basic science faculty). When benchmarked against nationally aggregated data, VP&S has a greater percentage than the national average of women at all faculty ranks. The percentage of tenured women is on par or slightly greater than peer institutions with similar qualifications for award of tenure (depending on whether faculty holding interschool joint appointments are included), and the percentage of tenure track women was the highest among our peers with analogous university tenure criteria.

Consideration of the number of women faculty is an important parameter of equity, but equally important is the inclusion of women faculty in leadership, scholarly advancement, and institutional honors and awards.  We are committed to ongoing progress in the domain of gender equity.

Over the last decade, the VP&S leadership has worked, with the advice and feedback from the faculty, to create an academic environment that supports the success and satisfaction of faculty in every career path. A consistent and critical process for creating this environment has been partnerships with consultative, advisory, and focus groups representative of all our faculty, tenured and non-tenured, women and men.  We believe that world-class researchers, expert clinicians, and innovative educators are all required to maintain our pre-eminence in medicine, and all should have a voice in helping us to shape the culture and climate of our work environment.

In April 2018, two Dean’s Advisory Committees (one representing women and one representing diverse faculty) were appointed to assess the current environment for women and diverse faculty, to identify gaps and opportunities for improved career satisfaction and success, and to make recommendations to further advance equity, success, recognition, and satisfaction for women and diverse faculty.

Based on this review, several general needs were identified by both committees including the following:

  • Increased outreach for women and diverse faculty, particularly at early career stages, administered by a dedicated office to enhance mentorship/sponsorship and career development information
  • Continued financial support and recognition of women and diverse faculty who contribute to the diversity goals of the University through research, teaching, and mentoring activities
  • Early academic career development support to women and diverse trainees as pipelines for new faculty, and enhancement of onboarding of women and diverse faculty
  • Continuing review of salary equity across all departments
  • Increased transparency of school-wide processes for searches, promotions, honors and awards, appointments to key leadership, and to decision-making committees
  • Increased implicit bias training for all departments, for key decision-making committees, and for all search committees
  • Regular departmental diversity update reports, including information on metrics measuring the inclusion of women and diverse faculty that would be posted online
  • Additional programing to focus on mentoring/sponsorship/coaching and leadership opportunities, with attention to faculty who are re-entering the full-time workforce after a period of family workload accommodation or who are interested in making a career transition to leadership positions
  • Enhancement of work/life services
  • Strategies for building “a community of engagement” across the school to further improve the organizational climate around diversity, gender, and equity
  • Ongoing research and evaluation of all initiatives and programs

View more information about the work of the VP&S Dean's Advisory Committees on Women and Diverse Faculty

VP&S Diversity Plan

In spring 2018, the VP&S Dean’s Office appointed two advisory committees, one for women faculty and one for diverse faculty. Their joint report, published in 2019, identifies ways for our medical school to continue building on the progress we have made in diversity, inclusion, and support for women and diverse faculty.

View the VP&S women and diverse faculty recommendations

View the VP&S women and diverse faculty report

Recruitment and Retention of Diversity Faculty

The Columbia University Irving Medical Center offers a number of resources to the health sciences schools to help support, retain, and recruit diverse faculty.

Diversity and Inclusion Programs for Faculty 

The Office also partners with other offices including the CUIMC Diversity Deans, Columbia University Office of the Vice Provost for Faculty Diversity and Inclusion, and the Office of Work/Life to offer special lectures, professional development programs, resources, and networking opportunities.

Faculty Development

Mentoring Programs and Sponsorship Opportunities

Recruitment and Retention Plan

Networking Opportunities and Special Lectures

Women Faculty Resources and Programs (the Virginia Kneeland Frantz Society for Women Faculty)

Contact Us

Please let us know if you have questions or need more information about our programs. Contact OFPDI