I. Divisional Goals
	To recruit more women faculty
	To retain women faculty
	To increase the total number of women faculty
	To mentor junior women faculty
	To collect and analyze data regarding recruitment, retention, and promotion of faculty
II. Areas of Strength
	School of Public Health (SPH) Faculty Development and Orientation Programs
	SPH establishment of criteria for department chairs
	SPH and Whiting School of Engineering (WSE) Recruitment Efforts
	SPH, Zanvyl Krieger School of Arts and Sciences (A&S), and WSE "Stop the Clock" policy
	A&S, School of Medicine (SOM), and SPH Salary Equity Reviews
	SOM mandate to appoint at least two women to every SOM search committee
	Department of Medicine (DOM) Initiative in the SOM
	School of Advanced International Studies (SAIS) "Alumnae Network"
	School of Nursing (SON) Faculty Development Strategic Planning
	Applied Physics Lab (APL), SON, WSE Exit Interviews
	SPH supportive environment for faculty; commitment by all faculty
III. Areas in Need of Development (where not already in place)
	Make more effective use of faculty governing bodies in formulation of policy
	Create a working group consisting of senior and highly respected faculty to monitor progress in divisional practice
	Legitimize concerns as important to the institution
	Set explicit goals
	Launch strategic interventions based on collaborative analysis and planning with faculty
	Maintain appropriate safeguards to ensure protection, if not high regard, for members of monitoring committees
	Recognize professional service (i.e., serving on search committees)
	Establish leadership opportunities for women
	Create a formal process of orientation for new and junior women faculty
	Develop effective mentoring programs for junior faculty
	Create financial packages to attract and retain competitive women faculty (i.e., incentives to individuals and to departments)
IV. Information Needs
	Develop and utilize/implement an analytical database
	Yearly reviews of progress towards goals for women faculty in each division
	Surveys of gender-based obstacles in each division
	Institute salary equity reviews
	Institute exit interviews
	Consistent reporting and feedback from Affirmative Action forms

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