So please welcome, first of all, and to think theyre coming in from the side, dr. Jenny colombo, the Vice President global patients and Scientific Affairs at takeda pharmaceuticals. Michele oshman, the director, federal advocacy and Alliance Development at eli lilly. Dr. Gwen nichols, the chief medical officer at the leukemia and lymphoma society. Doctor erin oshea, president of the Howard Hughes medical institute. Doctor peggy hamburg, the foreign secretary of the National Academy of medicine and former commissioner of the fda. And doctor janine clayton, director of the nih office of research on womens health. Our moderator this morning is lucinda maine, ceo of the American Association of colleges of pharmacy, and the pride to say boardmember of research america. Thank you all leaders. We look forward to this. My thanks really to organizers of the forum this year for giving us an opportunity to talk about some things we dont talk about so much, and we have an exemplary panel that brings a ton of experience from public and private sectors and looking forward to moderating the conversation. Just a little bit by way of background. Over 50 of the phds that it recently been awarded in bioject gone to women. And yet i think it goes without saying that in some respect you all are an exception to the rule of women rising to important positions of leadership, regardless of our field academia, industry or government. And when we talk about it we recognize there are key issues that have blunted our ability to assume important positions of leadership. Some of those are related to work and life balance but in other cases there are biases that we need to acknowledge and over. Im looking forward to this conversation. As we prepared for what was struck me was is what what we k about the importance of diversity and making sure our leadership is as diverse as possible. Well come back to that with time. The first questions im going to ask everyone on the panel to respond to and then i have some focus questions that reflect your unique contributions to the panel. I just referred to the fact our numbers and in some cases our own experience tells us we still lack parity and sites leadership into many cases. I wonder if you would draw either upon your own career or those of the careers of others you observed to see if you can identify some of the key issues for why these gaps may persist you want to start . Absolutely. Morning everyone. One of the key reasons for the gap persisting is actually at the system level. You heard about over half of the life science phds kuna women, for four years women have been well represented. The system has not changed to catch up with the changes in the workforce. For example, promotion and tenure pathways have not changed. There are cultural issues around welcoming women and worklife balance and familyfriendly policies that although they exist, women feel stigmatized and unwilling or hesitant to use them. There are pay differentials we know about as an issue. We see women publish less than men and a different journals and on different topics. That is a factor because we talked about promotion and tenure not changing. And then the advent of team site and importance of collaboration, the critical decides of the day Interdisciplinary Research or approaches are needed to solve todays problems. That requires a team for promotion and reward structures havent caught up with recognizing those contributions as well as recognizing mentorship which is important. We know it is but its not rewarded. These are some of the key factors that i see. Thank you. Maybe ill take the personal side. For those of us who have moved into leadership roles, the responsibilities we have to be both role models and mentors, i was very fortunate. I had a mother who was a very successful and accomplished physician, and she was a pioneer in many ways. So i grew up thinking that of course i could be a doctor. Some of the best doctors and leaders in medicine are women. But it was a shock for me when it entered medical school in the medical training and then the workplace, that wasnt as easy as my mother had made it look. And being able to assert myself, being able to really sit full square at the table, being able to balance the other pressures in life because it was important to me to have a family and to commit time and effort to the family. And especially when i was in medical school but as i moved through the system, how few other models there really were. Throughout my whole medical school tenure, i only had one female attending physician. You know, that was pretty astounding when i was in my clinical rotations. In my residency programs that were three women out of 35 i think. That was pretty surprising. Just one quick story. When i got to the fda and i was the second woman to be in that role, the first week, it was about 7 00 at night. I had two kids at home and he has been that was working in new york and commuting, so i was effectively a single mom during the week. A couple of guys standing around the hall, part of the leadership team, and i made a joke, i guess im going home first. One of the glutamine said you dont have to say youre going home. You can say going to an event for work. I said why would i send going to an event for work . Its important to go home. Its important to be with your family. I knew one of them had two young kids and i said you should be home already. [laughing] from that moment on i really felt it was important to be a role model, to be an important, powerful position, you could have credibility and impact but you could also show that balance was important and you could also admit that you were not superwoman. Exactly, thanks. All of the things you to have said certainly resonate with me and i wont repeat those as factors but i think the factors that influence whether women are in leadership positions or not, in general are the same that im familiar with which influence the fraction of women that are tenured faculty, full professors. Which is, as you heard although half the phds are given to women in this country in the life sciences, fewer than 25 of full professors are women. I think this is the consequence of many factors, including the ones that are been mentioned by my televangelists. And the one i would add is that i think we are coming to recognize that the environment in which people work is very important part of how they feel about their job, and there have been problems pointed out about work environments, in particular there was a really terrific National Research Council Study on harassment in the workplace, gender harassment here and to think its quite clear from that study that this is really an issue that influences the retention of women in sciences. So i think that is an additional factor. On a more personal note of how i got here, i think when i reflect on what enabled me to overcome barriers, i think for me the biggest influences were, first, that i went to a womens college, smith college, as an undergraduate. And it had an enormous influence on me. I left there feeling like i could do anything. And i went to mit for a phd in chemistry. There is a single female faculty member when i started at mit. But the feeling i got from four years at smith carried me through that entire time. And really launched my career. And i think for many, many years after leaving smith i fell back on the sort of confidence and feeling i had that i could do whatever i wanted. So that was for me a very powerful thing. In addition to having great mentors, as peggy mentioned. That also was an important part of my success. And many of those mentors were men. They were not women but they played an Important Role in my career in supporting me, and enabling me to get to the counter position im in now. Youve heard that often about women only in higher ed. Very nice, thanks. So i have to make stories that i think would help illustrate. The value of, and im thinking that academia in particular, of what is considered important to succeed, needs to be changed and it will help all of us. It is not just change because it will help women. It will help everyone enjoyed the work more, have a family life that is reasonable, have a personal life that allows you to be somewhat other than a scientist. And i think that really needs to be done proactively. It cant just be, well now we have more women, it will happen. It really needs to be thought of as a process and what do we need to do to get there. The first story is one of my first days at columbia university, and they moved into my lap. I was very excited. My first lab, and the guy in the lab next door, i came into his office to introduce myself and say hello and a notice get a picture of two children on his desk, and i said are those your kids . The first thing he said to me was, are you one of those women who talks about the children all the time . I thought, you dont even know if i had a kid. I was talking about your children. [laughing] you know, its that, you know, until we realize thats a value for all of us, it will not change. And the second part, and the second story is, im fortunate in that i have has been who was not a scientist, whos in the Business World and he has been a mentor to me. Because the hazard me describe situations, why did you do this, this, and this works i would be too uncomfortable. That doesnt seem right. He said the guys are going to think you are weak. Theyre going to think you dont want it enough. That discrepancy and understanding that is really important. It doesnt mean we, i think its important that women dont become men. We need to have both. But we need to understand that some of the things we may do may appear we are not as driven or as interested or as aggressive or want it as badly. And i think, an adult me to take up too much time but i was recently at aten conference and there were five men and two women who spoke. Every one of those men, although i only knew one of them, came up to become and reduce himself, shook my hand and thanked them for having them at the conference. The two women never approached me, never approached me. And i know what theyre thinking, she is busy, she is the cmo, shes this and this, i dont want to bother her, all the people around her. It was so stark to me and i said i i know i have done that, too. We have to take responsibility as wanting it badly enough to say overcome those fears and actually self promote the need to do it. Terrific. From the corporate sector. Ill start with a story as well and it fits in nicely with what win just shared. Maybe five, secures ago i was attending the National Council for behavioral Healthcare Annual conference and Hillary Rodham clinton was a keynote speaker and she is being interviewed linda rosenberg, a very strong woman leader of the organization, and her kind of closing question for ambassador clinton was, so tell us, what have you observed as a woman leader over the 30 years of your career. And she said, well, the take away for me has been, every time i promoted a woman she is said are you sure im ready for it . Are you sure that i can do this . You know, can they make the grade . Every time i promoted a man come again Hillary Clintons words, not mine, he has said what took you so long . [laughing] im not running for president as i really cant say if thats at the time anyway, but i thought it was exemplary of the attitude i think many women have, whether or not its accurate for our male counterparts i cant say for sure. But i only live my experience. I will also say with great thanks to the National Health council i had some good news to share as we talked about the lack of women in leadership across Healthcare Systems and certainly academia and the opportunities for promotion. Among Patient Advocacy organizations its a very different story. So again thanks to the data but other voluntary Health Agency members, noncorporate Patient Advocacy consumer advocacy and association members, 89. 3 89. F those organizations that female ceos, and 64. 7 have female cmos or csrs. I think the question is what do we learn from these organizations . I was doing a survey across the room and i saw kim mccleary and, of course, mary wooley who is really been a mentor to me and many others in this film. Laura gordon was taken on this challenge starting a new organization and to whom i owe an email. I know i will get back to you. Amy risch, so many of the women here who are inspired leaders. In the patient and Research Advocacy community i do think there are lessons we can learn and how do we expect those and how do we bring that thinking over to all of our respective sectors. Can i just say it is not easy following five very articulate women. Its really difficult to add to whats already been said. It all resonates for me. I, both from an academic background as well as now 20 plus years indy Pharma Industry and elected the cup on some of the nuances in the pharma the decisions being made for us when were not in the room that tie all of it into implicit bia. As an example i am a career woman and i also chose to have a family. That then questions my commitment to my career. And so i had seen over the years, even when i was in academia and in the industry, how these questions come up. They come up in ways where we are not even there to defend ourselves. We are not there to say i can be considered for that promotion. I can travel. I can relocate. Those are questions that dont necessarily come to us so we are part of that decisionmaking. I think theres another side to that, and thats we as women at a really thank you for putting it out there, we have to take some ownership. There are some things we are doing that dont help us in this case. We talk a lot about worklife balance. We dont hear a lot of men talk about worklife balance. They find it and they do it in the figure it out. One of the things ive gotten a little more accustomed to was talking about choices that i have made along my career and along my life. And i think of my own life as being just one, its not career, personal, my community involvement. Its really just one life and all these pieces are important to me. The more we can get women to look at that in a more holistic way and to really think about how they find balance and not be talk about that worklife balance issue that suddenly becomes a gender issue or a womens issue, and it really isnt. Its everybodys issue. We are all looking for balance, is really one of those things that ive still seeing even though i hear in academia from my colleagues who are still there and and i still sing it e industry. Anything that we can do as leaders to make sure we dont fall into that trap, that we are not making decisions about women, about what they can or cant do especially when were considering them for leadership promotions. I have come to talk about that as worklife integration, not balance. Thank you. And when you read the literature in the rising generation, the millennials et cetera, doesnt matter if youre a man or a woman. That integration seems to be really key. Several of you have teed up the second question, but as leaders in her own organization, even thought about one thing that we should do that would help prepare the people who are coming up into leadership positions. And again some of those recommendations were mentioned the wider to go in reverse order this time. I would say there are some things that when i reflect back to my own career some things i wish id done better, and i think that now when you speak to women in particular but men alike in terms of my mentoring them. Actually about there being an network in building it early in and not thinking you build the network and its done. You have to continue to search and build that network. I say this to my son every day who just graduated from american university. The other piece is defined mentors and sponsors to find. Theyre not necessarily the same people. I have benefited tremendously from our sponsors, and in particular in the industry. These are people who when im not in the room are able to speak on my behalf and theyre the ones who will open the doors for opportunities. I would give those two pieces of advice and women in particular really need to be focusing on that. I dont know we think about sponsors. We always talk about mentors but that so important. So i speak to it from two sides. One is my primary organization which is as coo of the household, and i look at our daughters who just got off for her freshman year in college and i wont cry. Its only a couple days ago. Who has someday won many since eighth grade she has said im going to get a phd in biology, and the biological sciences, im going to state Wildlife Conservation and figured this out. In but i think thats incredible. Could i have done that at that age . Can i do it, a worthy, can i get a Pharmacy School . Can do all these things . I think it is about, to your point, the generation coming up now doesnt differentiate i should think this way, i am a woman. We as those folks raising the generation need to try to get ourselves out of that rut. The other thing i would say is fail. What i mean by that . If you fail at something because you tried, and you took something out on the risk curve, you have a far richer experience than if you had sort of instead of going for broke you in for a little bit and gotten that success. I dont know, think about the number of times i have failed in my efforts to do something really outside the box. I carried that double burden of not only failing but gee, ima woman and will he get another chance. Get over it because the only way you will learn is to fail. We need to show that you are girls. Einstein quote above my desk talks about if you havent failed youve really not ever anything. I would like to expand on that because i was one of those girls who knew what i wanted to do the minute i took a biology class and said this is it, thats where im going. I think we also can suffer, and i dont think this of uniquely female, from thinking they can just put your head down, do the work, be good at it and people will reward you. If you have have had a nice him who has reward you when you do good job you think thats going to continue. I think we need to be proactive, and i hope that young women dont believe that the problems are all solved just because of the men may be more evolved about life balance in the next generation. We need to be understood as wanting these careers and wanting to do this work, and finding those mentors. For me and was never comfortable to ask anybody for any help. I think i harmed myself in my career in doing that, and a really encourage people to do exactly as you said, to build those networks and to be proactive about saying what you want and where you hope to go. So i think all of the things that a been said resonate with me. I guess i would turn this around a bit and say that, although it is important to give women and actually others, advice about how to succeed in size, i think that now equally important is for us as leaders to focus on changing the environment of science so that people from all different walks of life, gender, ethnicity, race, are in a good position to succeed. And that is not the case now, right . We had serious issues about bias that we have talked about, about harassment, that really we need to clean up. People need to be educated, leadership, but also scientists need to be educated about creating inclusive environments where everyone is in a position to succeed who is talented and wants to succeed. And i think this can have, clearly has tremendous influence. It turns out many of our investigators, they train a disproportionate share of the next generation of faculty members at the top research universities. So now we are beginning to focus very much on how to create inclusive environments in those Research Laboratories that then go on to train the next generations of the professoriate. And in doing so, creating this kind of environments will have a significant effect on the number of women who go on in size and the number from other groups underrepresented in this area. So my message is that a good part of what we should be doing as leaders is focusing on cleaning up the environment. Peggy, im going to enter because we were talking as we are preparing to come out how pleased we are to be participating in the effort of these issues but would you like to say more about that . Sure. I mean, building on what erin was to say and some of the earlier conversations it is really a critical time that we focus on, how do we change the culture of Scientific Research institutions and other sciencebased sciencebased organizations, whether its industry, government or academics. And that we really have to recognize that its not just flagrant Sexual Harassment but its the sort of constant corrosive joking in teasing, you know, in the catalan report they refer to it as an harassment but its the sort of quiet unstated i think one person commented on this, assumptions that you are a woman so youre going to leave the lab and have babies, or because you have kids at home you cant travel. And even now this is a worrisome aspect of the light that is being shown on Sexual Harassment in the hold me too movement that now your stories of Lab Directors or agency heads are unwilling to take a woman with them to a conference or have a mentor and lunch because it might be misperceived. Weve got a lot of hard work on changing the overall culture, and this will be good going back to other comments made, not just for women but appropriate conclusion and equity and diversity which will not only enhance the lives of individuals, and their career paths and opportunities but it will enhance the robustness of sites done at these institutions and the esprit de corps within these organizations. He mentioned about aaas which is now very involved, and chair of at aaas now and weve launched a program thats actually modeling a Successful Program in the uk but our program is called seachange and its work with academic institutions to really ask hard questions about these issues, about the culture within the institutions, and how they are performing on some key measures, develop a strategy to address them, based on information about what has worked in other places and based on their own assessment and needs, and then to really monitor progress but to be held accountable. Its almost creating a framework of assessment and ongoing improvement and evaluation that is like the system that now exists for environmentally sound buildings, the leads a rating. Your institution can get a platinum rating if you work hard and make it a priority, but its really trying to identify the problem, not in a way that is punitive but in a way where you will be held accountable and where there will be ongoing assessment and where there will the rewards and hopefully resources that go with that for constant, sustainable change we all know you dont change culture overnight. It is a process but its something that chapter really be committed to and you have to have signposts for progress. You have to measure what matters. You cochair the nah working group on women and biomedical careers and it strikes me that the purposeful effort to add value in this portfolio. Absolutely. So the working group on women and biomedical careers was greater after the 20 2006 bears report at the National Academies put out, and at that point the nih director challenged the director to develop strategies and not have it be a report that sits on the shelf. That working group work through committees at nih to develop familyfriendly policies, extended Maternity Leave for fellows, added a stop the clock provision, added a keep the thread provision for postdocs to grant a parttime and not lose their Health Insurance and not lose their nih status, of right of other, leave banks were they could share but when the biggest things that working group did was for the first time nih supported grants to actually study the factors that are associated women with women advancing, or not, i detest intervention in a very rigorous way. As a result of that, 17 million ducks investment, now over 100 publications. From those principal investigators who banded together and formed a Grassroots Group called the Research Partnership for women in science. We now have evidence about what works for some women in some context. We know the array of factors. We have the data that safe culture is important but there are ways to measure. There are validated instruments so you can measure over change with seachange for any other intervention. We also know you cant probably just do one off interventions in one part. You need to look at this from a socioecological model and look at the individual, the institution, broadly academic and i would say the entire biomedical enterprise including pharma and beyond in develop courtney at strategies, not that among this table could coordinate something quickly. Web a lot of barriers but we do have a lot to learn from each other. So now what were doing coming up november the National Academies we find a a consensus study to look at which interventions work for which women and why they havent been adopted more broadly. We have the evidence. You heard about putting sites into action earlier today. We have evidence of what works. Now im going to target specific questions to specific petals and aron, im going to start with you, okay . It goes back to the fact that while we have the enrollment of equal numbers of men and women, only 22 i think you mentioned that are tenured full professors. Youve done some things at hhmi to increase diversity. Do you want to just share this is a perfect segue, because when i was chief scientific officer i helped to design a new program called the hannah grace bell a program that ill talk about in in a minute. But the design of the program was informed by the studies that you mentioned about intervention that help retain women in science. Thats the first thing. Let me just say, so the purpose of the program is really to enhance diversity in the professoriate. Thats the ultimate objective. And we are targeting the career stage after the phd, which as we heard 50 are given to women in the life sciences. There is lots of women at every career stage thereafter. This program will selects people right at the end of graduate school and provides four years of postdoctoral support and up to four years of support as an independent faculty member. So we invest more than 1. 2 million in each one of these people. Hannah gray was a tremendous hhmi trusty but one of the first women president s of a Major Research university, university of chicago. At any rate, the program is named after her, and we do a lot of things in addition to the financial support. We help the group build the cohort. We have training for the mentors. We have discretionary funds that can be used to pay many expenses but including child care expenses through the entire eight years of support. As i said this is the third cohort we are now pointing, and i can tell you that it is remarkable to see the people that we get for this kind of fellowship. It makes you realize there are many, many talented people out there, and i think even a modest sized program like this, we appoint 15 people you, can have a significant effect on diversity in the professoriate, particularly for underrepresented minorities. But also i think for women. Yes, thats it in a nutshell. We also have other programs, targeted other career stages, the phd with the gilliam fellows, but this hannah gray was something i wanted to highlight. Peggy, we know the pipeline to get people prepared for that has to start very early. Another aaas program is the if then program that targets middle school aged girls in stem. I think this is very important and i think weve been focusing on women once they are sort of in the workplace and the barriers and opportunities they may see before them but we want to make sure that were getting as many people as we can have as many girls, interested in science. And again its not just looking at girls pic its looking more broadly at inclusion and diversity. But we need to make sure that we have the pathways, and this is a program that is specifically targeting middle school girls and connecting them up with mentors in the s. T. E. M. Area. I think thats a very exciting opportunity and a chance for people that otherwise might not have quality s. T. E. M. Education in their schools to be exposed to science, to be excited by sites, to see whats possible and to get real support as they expand their interest and try out new things. I think thats really important but i think the broader issue of really making sure that we are not forget about the importance of reaching kids early and providing the appropriate education. In the modern era everyone should be fully exposed to science and technology and math education, and especially you want to look at where we are losing women in the system. A lot early on because there isnt the perception that they can do science, and it continues on. I had to say going back to a personal story, i was shocked him my daughter who is now 26 and shes on a great career path, shes a thirdyear law student at yale, but she said to me, you know, mom, i would think if i had had a better science teacher, biology teacher in high school, i might have done science. And i felt like, i let her down. But thats been pretty profound. We need to not forget about the importance of early exposure and early education. I think the girl scouts are stepping up their game in the area of s. T. E. M. Which is terrific. Michele, you mention in your opening remarks about the role of Women Leaders and Patient Advocacy groups, and the things we need to potentially learn from them to extrapolate beyond. Can you talk about that a little bit more, and specifically what the label of the women in leadership . Sure. I guess its a timely comment, certainly i think about the women who i look to as mentors, amy rich being one of them, mary of course, and i think the lesson to learn, 60 of Senior Officers at patients in a busy groups of women. This is a big deal. In my nonscientific getty collection effort, theres collaboration across the Patient Advocacy community that i feel fortunate that we get to observe every day. Certainly groups are buying for grant support for a number of things but in reality they come together around advocacy, for example, advocating for everything that certainly would talk about here research america, advocating for access for patients and i think patient abbasid workstation to good job of amplifying one anothers efforts and messages and i wonder how we can do that, how o extrapolate that and bring that for two other organizations. At lilly with any business of Drug Discovery and developments, so we approach everything from a scientific perspective. Thats good, you want that for medicine. Similarly we undertook an effort in 2015 to do rigorous Data Collection around women in the workforce. I think it is been a longterm effort and longterm project but some of the key findings from this Data Collection initiative, 47 of our Global Workforce in 52 of entrylevel jobs were held by women. How does that in balance happen . What we need to understand that . That seem trendline wind up all all the way to the executive suite where we only had 20 of our executive level were female. Certainly you cant approach Something Like this with a bandaid so it is a longterm culture change that our ceo has encouraged to bring forward. It has involved a number of interventions, behavioral interventions as dr. Clayton referenced, and really better understanding how to create that employ journey so that everybody feels safe in their and fibers, psychologically safe but also safe and having the conversations about their career. Certainly ive been here at lilly for 17 used. At the beginning of my career im not sure i ever wouldve asked whats my career trajectory and ill take to make the turn elites in the meantime i hope thats okay. So i think taking every conversation around to redevelop and planning safe and constructive in really hold our leaders to that. There has been a very significant interventional effort including workshop training, ongoing dialogue and we really have seen a very significant, we have measured the change. Last year 60 of our promotions for women, excuse me, for senior director and above went to women. Our executive committee is now much more balanced. We hope that trend continues. Again not just to populate with women for the sake of it but because shes the right person for that job. And how do we help make sure shes right person for the job, how do we develop and engage that employ from day one . There is that measurement again. Gwen, your society conducted a poll with, for public views on the role of women in Cancer Research specifically. Women are critical to science, seven have template women should more leadership roles in science. Can you talk more about the survey . We decided to Commission Survey because we wanted to take a good hard look at ourselves and our practices and what we were doing. We look at some of our grant review panels and saw they were populated by the same guys. And while they are brilliant scientists, it was a catch 22. We never seem to change and have a Diverse Group of scientists. This wasnt, the circuit was about women but wanted to look about diversity and how we did that while keeping the quality, the scientific review. We actually asked 1000 adults, 5050 men and women, and very diverse about the u. S. , these questions about what you think about women in science . Where should we intervene . And most of the answers were about young girls. If you cant see it, you wont be yet. We took two steps. One of them was for our panels to proactively look at our grants because i grant recipients interestingly, are quite diverse and are quite even in terms of their backgrounds and their genders. But oftentimes they were grants were the leader was male and one or two of the key components were being performed by females. When we saw great performers who were still young and were not yet at the level where we are going to pick the highest level person in the department to be on this committee, instead we said lets pick some of our really great performers because it only way theyre going to be recognized to become a leader is they have the opportunity to be on these panels and to be introduced to other people. So we made a conscious effort to do that on our review panels, and i think our panels are much more diverse. The other piece was we look at our programs that we have in schools, and we have a program thats called pennies for patients, and its a program where in the schools, kids raise funds and learn philanthropy. Its meant to be, go home and do chores and your parents will give you pennies to put in the box and bring to school, and that coast to science. What we added to that was a s. T. E. M. Curriculum in the schools. And these are kindergarten and Elementary School kids. So were stuffed one sells and would talk about kids who may have to leave school because they had cancer. As you know, aol in children is the most common cancer in these kids are usually kindergarten age. Thats the peak. A lot of these kids experience it, and the teachers need to be taught about how to reintegrate kids after theyve been treated. So we built a big curriculum around that, and we also made sure that the pictures and the cartoon character of dr. Nichols is actually a female so that they see a female doctor in the video and they learned about the blood cells, and we hopefully make it exciting so that this is a winwin. And i think its been a Successful Program so far. We are going to stop with where you are seeing the bright spots on the horizon, but many of you have mentioned that and i have a feeling there might be a few questions among the audience for the amount of time that we have remaining. The only other thing i want to say is, wouldnt dr. Collins be really proud of this panel today . I see one in the back. Yes, in the front. My name is erin mertz. Im director of the Aspen Institute science program. Truly inspiring. In a discussion that largely centered around obstacles and barriers i would love to hear a few examples or anecdotes of moments when your gender was an advantage in your career. You know, i had to say its a little bit negative but there certainly have been times when peoples expectations were lower. [laughing] because, that i was able to surprise them. I had to tell one story. I was on the committee and there were 13 people on the committee and i was the only woman on the committee. Another group was out later in the evening and we were socializing and some asked me about my immediate experience and i said could you believe there were 13 people and i the only woman . The top end of the committee said, you know, when i worked with you it never occurred to me that you were a woman. [laughing] first, i want to thank whoever put this panel together because this is a great conversation. Want to address my comment to come i feel almost at once that Something Like this. As a child growing up i found the behavior of some of my male friends and colleagues extremely disturbing, because i found it denigrating to what women, and escalating for men. So my question is, number one, is there a value in trying to have more of a focus on that Early Development which creates this kind of attitude in men versus women . If so, if, is someone doing it, and if not what should we do . Anything coming out of the trial . Most of the trial is focused on the professoriate so they were not at this level, but i certainly, i dont know if you heard this expression called my mom calls it home training, you know. Its manners pickets basically matters in how we behave. We dont behave that way. Youre talking that early, vey early, and thats part of who we are as a nation. Its part of the work we need to do within our schools, i would say. I dont know if its the part of the program, the if then program. But i can pivot off of that to say that male allies, but say folks who grew up are very important for women and men are sponsors and men are very important, and were seeing people step up in amazing ways. Sometimes its very visible publicly, sometimes it isnt. That sponsorship can often happen behind the scenes. That person would be good for that. So hopefully within their homes if we are not within our schools, the millennials that are having kids now who are different, there are real generational differences, will be raising kids that wont behave that way. In the middle. [inaudible] my questions more as as a pare. I found this conversation fascinating. I lost my daughter in middle school, and even in real time. What i find facet in terms of engagement with science and math is the girls take a much more collaborative approach. They dont so much alike the competitive gain, so i find, i wonder as you think about women about the trajectory of the science trajectory in the s. T. E. M. Trajectory what role this place, for example, if are examples about race car driving basics versus some other kind of example if the discussion is whoever does best gets a reward as the individual for the best talk on the science project. I suspect this has reverberations but but i wondet you see not only as a consequence of that but then how do we tip that so it feels like a like a moore, not just engaging but for the way girls and women see the world as much more important what its environment or other kinds of things . Thank you. Someone mention team science, the emergence of team signs and that really fold into that. The emergence of team signs resonates completely with your comments. The field i would also mention his Global Health. The number of undergraduates who are Global Health has skyrocketed and many, many, many of them are women. Graduate students and other students, half of the stints are women. I talked to them every year. Thats another area and they work on problems were collaboratively. We do need to find a way to reward teamwork and not say its only who is the lead, who really is in the lead . We know there are issues on publishing as well, 25 of the authors typically first or last author of the sheena positions are held by women. Not so good in the Patient Advocacy field, 5 of s. T. E. M. Chairs are women, 5 . Thats from 50 and we see 50 parity over parity and those of the phds for 40 years. It time for the pipeline to be full. Its not thats about the system and youve heard about some amazing potential solutions. Last comment, it has to come from the leadership. Change has to come from the leaders. I see my colleagues the green with that. Recently you mentioned, i dont know if everyone knows that dr. Collins came out and said no more mantles. He was not willing to speak on a panel that did not have appropriate diversity. Its reverberated i think. We got a lot of attention. Other nih leaders have also pledged that as well. Terrific. In the middle. This is probably more of a parenting advice think im a father of four little girls come so your panel has been extremely inspiring and instructional for me. But i would love to hear how fathers might be able to play a role in the success that you all have had. Im happy to speak to that. We have a 5050 balance in our household, so a daughter and a son. I think that come and have to give my husband kudos. Hes the youngest of four and the only boy. So my friends talking about is somewhat is dating, marry someone with older sisters because he will get it. In your situation, four little girls, what can you do . I think fostering the sense of curiosity, dont be afraid to take them for a hike in the mud in the park and look for salamander eggs. Dont shy away from doing things that might be icky or dirty because they are girls, right . And i say dont assume, im not suggesting you do assume this, but when my kids used to play together with dinosaurs, my daughter was having all the dinosaurs to a tea party and my son was weaponizing them. [laughing] like, you know, completely crush her animals. Recognize that place that was different. Dont be afraid to introduce what might the store could be considered male play. To help boys play with each other. Just think about how do you introduce stuff that they are interested in, that they will eventually become good at. I think the biggest thing is, like my husband was never, and i come never afraid to just take judy to a muddy creek and look for whatever gross things we could find and look at them under the microscope in our living room, because we are geeks. Its okay to be a ballerina as a son. Its okay. The flipside of that is dont be afraid to dress like a princess. I just got the wrap up. I knew there would be more questions than we could i have more questions than with time to cover. Would you please in congratulating an outstanding panel. [applause] and mary, we have a lot more to talk about so this cant be one and done. Thank you now. The Supreme Court justices return for the new term next week. The first monday in october with the Court Hearing cases on employment discrimination race on sexual orientation, the Trump Administration winding down of daca, and state funding of religious education. Listen to significant Supreme Court oral arguments on our website cspan. Org, and watch on cspan. [inaudible conversations]
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