Leading us off today. I think nothing could be better, really. I know were going to hear insights and suggestions and everybodys going to bevery energetic. So please welcome. First of all and i think theyre coming in from the side, doctor jenny columbo, Vice President of global patients and Scientific Affairs at kl pharmaceutical michelle ashman, the director federal advocacy and Alliance Development eli lilly. Doctor gwen nichols, chief medical officer at the leukemia and lymphoma society. Doctor erin oshea, president of the Howard Hughes institute. Doctor peggy amber, foreign secretary of the National Academy of medicineand former commissioner of the fda. And doctor janine clayton, director of the office of research on womens health. Our moderator this morning is doctor loosen the main. The evp and ceo of American Association of colleges pharmacy and im proud to say board member of Research America. Thank you all leaders, we look forward to this. My thanks to the organizers of the forum this year. For giving us an opportunity to talk about something that wedont talk about so much. And we have an exemplary panel that brings a ton of experience from the public and private sectors and looking forward to moderating the conversation. Just a little bit by way of background. Over 50 percent of the phd have recently been awarded in biology on the women i think its goes without saying that in summary respects you are all our exception to the rules. Of women rising two important positions of leadership. Regardless of our field, academia or industry or government. And when we talk about it, we recognize there are some key issues that have blunted our ability to assume important positions ofleadership. Some of those are related to work and life balance but in other cases there are biases that we need to acknowledge and over, and so im looking forward to this conversation as we preparefor it. What struck me was what were talking about is the importance of diversity and in making sure that our leadership is as diverse as possible and we will come back to that time. First the questions i might ask everyone on the Panel Response to and then i have some focus questions. To reflect on our unique contributions to the panel. And so i just refer to the fact that our numbers and in some cases our own experience tells us that we still lack parity in science leadership into many cases and i wonder if you draw either on your own career or those of the careers of others that you observe to see if you can identify some of the key issues for why these gaps may persist. Good morning everyone. I think one of the key reasons for the Gas Processing is actually at the system level. You heard about over half of the Life Sciences patients like women over 40 years, women have been well received in that space. The system has not changed though to catch up with the changes in the workforce. For example promotion and tenure have not changed. Are cultural issues around welcoming women and Work Life Balance and familyfriendly policies that although they exists , when feel stigmatized and unwilling or hesitant to use that. There are eight differentials that we know about as an issue as well. We do that women publish less than men and in different journals and on different topics. Has a factor. We talked about pnt, promotion and tenure not changing and the advent of team science and the importance of collaboration being critical to the science of today, interdisciplinary approaches are needed to solve problems, that requires a team of promotion and reward structures havent caught up with recognizing those contributions as well as recognizing mentorships which is important and we know that it is but its not rewarded. Those are some of the key factors that i see. Im going to be less scholarly and argue for tackling those issues and maybe ill take the personal side and for those of us who have moved into leadership roles, what sort of responsibilities we have to be both role models and mentors and i was very fortunate. I had a mother who was a very successful and accomplished physician. She was a pioneer in many ways and 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 i entered medical school and my medical training and then the workplace that it wasnt as easy as mymother had made it look. And being able to assert myself, being able to really set full square at the table, being able to balance the other pressures in life has been more important to me to have a family to commit time and emphasis to the family and especially when i was in medical school but as i moved through the system , how few other models there were. Throughout my whole medical school tenure, i only had one female attending physician. That was astounding when i was in my clinical rotation and in my Residency Program there were only three women out of 35 who felt that was pretty surprising to read but one quick story, when i got the fda and i was the second woman to be in that role , the first week i was, it was about 7 00 at night. I had two kids at home and a husband working in new york andcommuting. So i was effectively a single long during the week. I was leaving and there were a couple of guys ending around in the hall or part of this Leadership Team in asia, i guess im going home first and he looked at me and said you have to say youre going home, you can say youre going to an event for work. And i said why would i sayim going to event for work , its important to go home. Its important to be with your family and i knew that one of them had two young kids and i said you should be home already. And so from that moment on, i really felt it important to be a role model, to be in an important powerful session. You could have credibility and impact but you can also show that balance was important and you could also admit that you works superwoman. All of the things you do have said certainly resonate with me and i wontrepeat those. 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 or professors which is as you heard although the phds argument women in this country and the Life Sciences, fewer than 25 percent of all professors are women. And i think this is a consequence of many factors including the ones that have been mentioned by my fellow panelists 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 i think a terrific National ResearchCouncil Study on harassment in the workplace. Gender harassment. And i think its quite clear from the study that this is really an issue that influences the retention of women in sciences. And 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 influence was first that i went to a womens college, 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 was a single email back the member when i started at mit. But he feeling i from four years as necessary me through the entire time. And really launched my career. And i think for many many years after leaving smith i felt that 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 he mentioned. That also was an important point of my success and many of those mentors, they were men. They were women they play an Important Role in my career and supportingme. And enabling me to get the kind of position im in now. You heard that often about women only, its very nice things. So i have to stories that i think would help illustrate the value of, and im thinking about you in particular of what is considered important to succeed. Needs to be changed and it will help all of us. It is not just changed because it will help women. It will help everyone enjoy their work more, have a family life that is reasonable, have a personal life that allows you to be someone other than a scientist and i think that really needs to be done collectively. It cant just be well now we have more women area it will happen. It really needs to be fought as a process and what we need to get there. And the first story is one of my first day at Columbia University and i moved intomy lab. 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 i noticed he had a picture of two children on his desk and i said are those your kids and the first thing he said was are you one of thosewomen who talked about their children all the time . And i thought you dont even know if i have a kid. Im talking about your children. Its that, until we realize that avalue for all of us. It will not change. The second part, the second story is im fortunate in that i have a husband who is not a scientist, was in the Business World and he has been a mentor to me. Because he has heard me describe situations and said why didnt you do this, this and this and i said i would be too uncomfortable. That doesnt seem right. And he said the guys are going to think you are weak. Theyre going to think you dont want it enough. And that discrepancy in understanding that is really important. It doesnt mean, and i think its important thatwomen dont become men. That we need to understand that some of the things we may do may appear that we are not as driven or as interested or as aggressive or as wanted as badly and i think i have this and i dont need to much time but i was recently at an mls, 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 me, introduced themselves, shook my hand and thank me for having them at the conference. The two women never approached me. Never approached me. And i know what theyre thinking. Theyre thinking shes busy, see shes a cmo, sees thisand this. All the people are around her. It was so stark to me and i said i know ive done that too. We have to take responsibility as wanting it badly enough to say overcome those fears and actually so promote. From the corporate sector. Ill start with the story that fits in nicely with what gwen just shared. Maybe five, six years ago i was attending the National Council or behavioral Healthcare Annual conference and lori clinton was the keynote speaker and she was being interviewed by linda rosenberg, a strong woman leader of the organization and her closing question for ambassador clinton was tell us what have you observed as a woman leader over the 30 years of yourcareer . She said well, but take away for me has been every time ive promoted a woman, she has said are you sure im ready for it . Are you sure i can do this . Can i make the grade . Every time ive promoted a man, again Hillary Clintons words not mine, he has said what took you so long . Im not running for president , so i cant say that at the time, but i thought it was exemplary of the attitude that 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 would also say with great thanks to the National Health council i have reviews to share as we talk about the lack of women in leadership across Healthcare Systems and certainly academia and the opportunity for promotion among Patient Advocacy organizations. So again, thanks to the nac for the creative but on the voluntary Health Agency members, the noncorporate Patient Advocates and consumer advocacy corporation members, 59. 3 percent of those organizations have female ceos and 64. 7 have female cmos were cfos. So i think the question is what do we learn from these organizations . I was just doing the survey across the room and i saw tim mccleary and of course mary wally who is busy and such a mentor to me and many others in this room. Notebaert, laura who hastaken on the challenge of starting a new organization. I know i will get back to you. And i see any rich, so many of the women here who are inspired leaders. In the patient and Research Advocacy community, i think there are lessons that we can learn and how do we expect those in how we bring that thinking over to all of our respective sectors mark. And i just say it is not easy following these five particulate women. Its difficult at whats alreadybeen said. It all resonates for me. I come both from an academic crown as well as now 20 years in the Pharma Industry and id like to pick up on some of the nuances and that is that there are decisions being made for us when were not in the room that tied a little bit into the society so as an example i am a career woman and i also chose to have a family. And questions my commitment to my career. And so i have seen over the years even when i was in academia in the industry, how these questions and they come up in ways where were not even there and ourselves. Were 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 where part of that decisionmaking. I think theres another side to that and thats that we women and i think i thank you for putting out there, we have to take some ownership and there are things we are doing that does help us in thiscase. So we talk a lot about workplace violence. We dont hear a lot of men talking about Work Life Balance but the and they do it and they figure it out so one of the things that ive gotten a little more accustomed to is talking about choices i have made among my career and along my life and i think of my own life and being just one, that career personal, my community involvement. Its really just one like all these pieces are really important to me and the more we can get when you look at that in a more holistic way, and to really think about how they find balance and not merely talking about that Work Life Balance issue that then only becomes a gender issue or a womens issue and it really isnt, its everybodys issue. Were all looking for balance. Its one of the things that im still seeing even though we move the needle. I still see it, i hear it and academia from my colleagues are still there and im still seeing it in the industry area i think anything that we can do as leaders to make sure we dont fall into that trap that were not making decisions for women about what they can or cant do, especially when were considering them for leadership promotion. I have come to talk about that as worklife integration, not balance. And anyone can leave read the literature and the rising generation, millennial etc. It doesnt matter whether youre a man or a woman. At integration seems to be key. So some of you have the question but as leaders in our ownorganization , if you thought about one thing we should do that would help prepare the people who are coming upinto leadership positions , again, you mentioned some of those recommendations but what are we doing in reverse order this time mark. I would say that things that when i reflect back to my own career, things i wish i had done better and i think that now when i women in particular but men like in terms of monitoringthem , its really about building a network and building it early. Then that, not thinking that you build the network and its done. You have to continue to search and build that network and i say this to my son every day, he just graduated from american university. The other piece is fine mentors and sponsors and theyre not necessarily the same people. I have benefited tremendously from my sponsors and in particular in the industry. These are thepeople who will have , when im not in the room are able to seek on my behalf and theyre the ones that have opened the doors for opportunities so i would give those two pieces of advice to prepare and women in particular really need to be focusing on that. I dont know that we think about sponsors. We always talk about mentors. Ill it from two sides. One is my primary organization which is as all of the oshman household. And i look at our daughters we just dropped off for her freshman year in college and i wont cry. Its only a couple of days ago. Who has from day one eighth grade, she has said im going to get a phd inbiology , and biological sciences. To study wildlife conservation. And really i think thats incredible. And could i have said that at that age mark i think i would have been more since my early point, i do it, and my worthy. And i a pharmacy school, and i do all of these things. So i think is about to your voice, the generation now doesnt necessarily differentiate. I should think this way, i am a woman so we as those raising generation need to try to get ourselves out of that rut and the other thing i would say is what i mean by that . I mean you should fail at somethingbecause you try and you took something out on the risk curve. You have a far richer experience than if you had instead of going for brokeyou went for a little bit. And the back success so i dont know, i think up a number of times i have failed in my efforts to do something really outside the box and i think that i carry that double burden of not only failing g, im a woman and will i get another chance. Over it. The only way to learn is to fail so we need to show that you are girls. I have a quote above my deskb if you have failed never try. Id 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 to but i think we also can suffer and i dont think this is uniquely female, from thinking that you canjust put