An important function of Women in Medicine and Science is facilitating the career development of women faculty and junior faculty members. Various initiatives have been organized by the WIMS to carry out its missions, including the Early Career Women Faculty Mentoring Program, general professional development opportunities, two career development programs, and identification of liaisons within each WFSM department to facilitate communication and disseminate information to faculty across the institution.
Career Development for Women Leaders (CDWL) Program
This professional development fellowship began in January 2008. Modeled after national programs for women in academic medicine, the CDWL fellowship covers nine one-day sessions over months. Because national leadership programs for women are becoming increasingly competitive and expensive and only a few faculty members can benefit each year, the purposes of the cross-campus CDWL program are to provide:
- An affordable, university-based leadership development program for women who are either currently in or aspire to leadership roles at Wake Forest
- A local, national-level-quality experience that allows more women to participate in leadership education
- An opportunity to bring women together from diverse professional backgrounds (anesthesiology, cancer biology, theater, math) to exchange ideas and foster cross-campus collaboration.
Presenters are nationally and internationally known experts, executive coaches and senior Wake Forest University faculty and administrators. All presenters are highly respected in their content areas.
Women faculty (mid- to senior-career preferred) and senior staff (Vice President level or equivalent) are eligible to apply for the program. The call for applications opens annually in February/March for the program that begins the following September.
- There are 154 CDWL Graduates (2008-2017): WFSM (66%); WFU (25%); other, WSSU, UNCG, High Point U & Salem College (8%).
- Of 154 graduates, 90 (58%) have accepted a new leadership role after program completion.
- Of those 90, 38 (42%) have accepted more than one new leadership role since program completion.
- Only 19 (12%) graduates have left their institution. Of these 19, 74% left for leadership opportunities at their new institution. Two others retired.
From a 2016 graduate:
"I owe a debt of gratitude for this women’s leadership experience in helping me find my voice, enabling my voice to be heard, and to be heard by the unexpected. I thank you and everyone that helped facilitate this growth in not only me but others in our group."