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MUSC Initiative for the Advancement, Recruitment, and Retention of Women (ARROW)

Institutional Progress

Scholars for Best Practices in Hiring and Promotion
Research has established that all persons are subject to unconscious bias in hiring and promotion practices. Our goal is to educate individuals involved in the hiring and promotion of faculty on how to avoid unintentional bias by selecting (from MUSC Deans’ nominations) one College of Medicine and one other senior women faculty to serve two-year terms (administrative compensation provided) for training all high-level search committees, department chairs and deans, and annual tenure and promotion committees (departmental, college, and university level)
Led by Darlene Shaw


Exit Surveys
Conduct exit interviews with faculty leaving MUSC to obtain valid feedback about the organization, with major objectives of (a) collecting data in a structured manner; (b) aggregating results for the institution as a whole; (c) analyzing findings to identify consistent trends, patterns, and themes; and (d) using the results to determine and implement strategies for increasing retention and reducing turnover of women faculty
Led by Sheila Smith & Shannon Smith


University-Wide Development Plan (pdf)
Address the macro (i.e., policies) challenges at MUSC to improve recruitment, retention, and advancement of women faculty at MUSC through annual monitoring of the University-Wide Women Faculty Development Plan
Led by Ashli Sheidow & Darlene Shaw

 
 
 

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