PAGE photo

Program to Advance Gender Equity (PAGE)

Department of Medicine

Why do we strive for gender equity?

  • Increased productivity
  • Worker satisfaction
  • Less turnover
  • Equality and flexibility

Vision: To create a culture that embraces gender equity in all aspects of recruitment, retention, compensation, advancement and leadership in the Department of Medicine at the University of Colorado.   

Guiding Principals: We are inspired by innovative and transparent approaches that ensure gender equity, diversity, and inclusion within the Department of Medicine. 

We are committed to develop tools, processes and programs to break down barriers for women faculty to increase their participation in all aspects of our department and in particular the pipeline to leadership roles.

Priorities:

  • Salary Transparency
    • Conduct a yearly review of AAMC benchmarking and incentive plans with faculty
    • Salary transparency will be part of the annual review, and PAGE will collect data on implementation
  • Access and Build a Diverse Leadership Pipeline
    • Reflect demographic distribution on committees and leadership positions
    • Compile and publish patterns of leadership
    • Provide leadership training for mid-career women faculty (faculty who identify as women, transwomen/transfeminine, gender non-conforming, non-binary, and gender queer)
    • Provide a mentoring educational program
    • Provide educational interventions in unconscious bias


PAGE Programming

2022 Mid-Career Faculty Women's Leadership Development Program

Mid-Career Faculty Women's Leadership Program 2022.

Applications are now open for the 2022 Mid-Career Faculty Women's Leadership Development Program.

Program Details:

This is a unique program on campus for mid-career faculty and is complimentary to the School of Medicine's Women’s Leadership Training. This 10-month program includes five ½ day workshops, bi-monthly lunch and learns and a 360-assessment debriefed with an executive coach with individual development planning. Programming provides generalized leadership skill development with a focus on barriers and biases women often face in leadership roles.

Target Audience: Department of Medicine faculty, mid-career, any promotion track, any degree. We seek to build a diverse, inclusive cohort, and welcome applications from any mid-career Department of Medicine faculty seeking leadership training, including, but not limited to, all who identify as women, trans, gender non-conforming, non-binary, or genderqueer.

2022 Session Dates, held 8:30am-12:30pm:
Session 1: Wednesday, March 2
Session 2: Wednesday, May 4
Session 3: Wednesday, September 14
Session 4: Wednesday, October 26
Session 5: Wednesday, December 7

*Participants must commit to all five sessions*

Rooted in development of Emotional Intelligence including self-awareness, self-management, relationship awareness and social management, workshops include: The Business of Healthcare, Successful Negotiations, Learning to Fail, Persuasive Communication: Constructing a Narrative for Vision and Personal Storytelling, Building a National Reputation, Learning to Ask for Help, and The Power of We focused on culture.

Past Cohorts:

To date, the program has graduated 17 participants in Cohort 1 2019-2020, with an additional 22 completing the program this December as members of Cohort 2 2020-2021. Cohort 1 participants reported increased confidence and experience ratings in all targeted leadership competencies, and 100% of participants indicated they would recommend the program to colleagues.

How to Apply:

Submit an Application

Application must include the following:

    Need more information?

    Questions: DOMFacAdvancement@ucdenver.edu


    Salary Benchmarking and Transparency

    Salary equity is the number one priority topic selected by focus group participants. 64% of faculty rated “make salary public” as both a highly important and highly feasible action that would promote gender equity in DOM.

    • Increases transparency, thereby enabling DOM and faculty to assess progress towards reducing gender salary gaps
    • Reduces faculty time and effort needed to obtain the information
    • Assures compliance with current DOM policy 

    PAGE Leadership

    If you have an area of concern that you would like the committee to address, please contact:

    Margaret WiermanPAGE Chair Margaret E. Wierman MD
    Professor in Medicine,
    Integrative Physiology,
    Director, Pituitary Adrenal and Neuroendocrine Tumor Program
    University of Colorado Anschutz Medical Campus
    Chief of Endocrinology, Denver VAMC 
    margaret.wierman@cuanschutz.edu
    303-724-3952

    PAGE Committee Members 2020