• Melissa D Bauman, Lydia P Howell, and Amparo C Villablanca.
• Dr. Bauman is assistant professor, Department of Psychiatry and Behavioral Sciences, University of California Davis School of Medicine, Davis, California. Dr. Howell is professor and chair, Department of Pathology and Laboratory Medicine, University of California Davis School of Medicine, Davis, California. Dr. Villablanca is professor and Frances Lazda Endowed Chair in Women's Cardiovascular Medicine, Department of Internal Medicine, University of California Davis School of Medicine, Davis, California.
• Acad Med. 2014 Nov 1;89(11):1462-6.

ProblemAlthough more female physicians and scientists are choosing careers in academic medicine, women continue to be underrepresented as medical school faculty, particularly at the level of full professor and in leadership positions. Effective interventions to support women in academic medicine exist, but the nature and content of such programs varies widely.ApproachWomen in medicine programs can play a critical role in supporting women's careers and can improve recruitment and retention of women by providing opportunities for networking, sponsorship, mentorship, and career development. The University of California Davis School of Medicine established the Women in Medicine and Health Science (WIMHS) program in 2000 to ensure the full participation and success of women in all roles within academic medicine. The authors describe the components and evolution of the WIMHS program.OutcomesA steady increase in the number and percentage of female faculty and department chairs, as well as a relatively low departure rate for female faculty, strong and growing internal partnerships, and enthusiastic support from faculty and the school of medicine leadership, suggest that the WIMHS program has had a positive influence on recruitment and retention, career satisfaction, and institutional climate to provide a more inclusive and supportive culture for women.Next StepsGoing forward, the WIMHS program will continue to advocate for broader institutional change to support female faculty, like creating an on-site child care program. Other institutions seeking to address the challenges facing female faculty may consider using the WIMHS program as a model to guide their efforts.

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