1. Contact Information: Authors: kwishner@gso.uri.edu, silver@uri.edu, boud@ele.uri.edu, lharlow@uri.edu, hedrickmo@aol.com, knickle@egr.uri.edu, hmederer@uri.edu, joan@cs.uri.edu, crw@uri.edu, janett@uri.edu, kweb7049@postoffice.uri.edu ADVANCE Resource Center, 001 Carlotti Hall, 75 Lower College Rd., Kingston, RI 02881; email: advance1@etal.uri.edu; Website: www.uri.edu/advance/; Phone: (401) 874-9422 Strategies for the Success of Women Faculty in Science: The ADVANCE Program at the University of Rhode Island Karen Wishner, Barbara Silver, Faye Boudreaux-Bartels, Lisa Harlow, Molly Hedrick, Harry Knickle, Helen Mederer, Joan Peckham, Cathy Roheim, Janett Trubatch, and Kate Webster ED23B-0094 Overview The ADVANCE program at the University of Rhode Island (URI) seeks to increase the recruitment and retention of women faculty in science, technology, engineering, and mathematics (STEM) disciplines. URI received a 5-year Institutional Transformation ADVANCE award from the National Science Foundation in 2003. URI ADVANCE is aiding STEM women faculty recruitment, initiating career development and support programs, improving networks of support, changing university policies, and assisting departments in self-evaluation and modification. Results are being quantitatively and qualitatively assessed within the overall context of a theoretical model for change. The overall goal is to permanently improve the work climate at the university, not only for STEM women faculty, but for all faculty. URI ADVANCE is contributing to the national goal of creating a broad-based scientific workforce, able to effectively address present and future societal demands. Overview The ADVANCE program at the University of Rhode Island (URI) seeks to increase the recruitment and retention of women faculty in science, technology, engineering, and mathematics (STEM) disciplines. URI received a 5-year Institutional Transformation ADVANCE award from the National Science Foundation in 2003. URI ADVANCE is aiding STEM women faculty recruitment, initiating career development and support programs, improving networks of support, changing university policies, and assisting departments in self-evaluation and modification. Results are being quantitatively and qualitatively assessed within the overall context of a theoretical model for change. The overall goal is to permanently improve the work climate at the university, not only for STEM women faculty, but for all faculty. URI ADVANCE is contributing to the national goal of creating a broad-based scientific workforce, able to effectively address present and future societal demands. Faculty Recruitment A unique highlight of URI ADVANCE is the recruitment of women ADVANCE Assistant Professors in STEM disciplines. This position allows a new hire to spend the first 2 - 3 years developing a research program without teaching or service obligations. ADVANCE pays their salary during this time, after which they transition to a regular faculty position. Searches for these positions have been highly competitive. Four ADVANCE Assistant Professors have been hired; another search is nearing completion. ADVANCE has also given partial support to STEM women hired in other faculty searches. ADVANCE also provides guidance and materials on best practices to regular faculty search committees. Changes in University Policy and Procedures ADVANCE leaders, working with other groups on campus, were instrumental in getting a paid family leave provision into the new AAUP faculty union contract. This provides 6 weeks of paid leave to women and men, upon the birth or adoption of a child. Previous policies involved unpaid leave or expected women to utilize sick leave, and did not include men. Planning is underway to develop policies and pathways for addressing the needs of dual career couples during the hiring process and beyond. Changes in University Policy and Procedures ADVANCE leaders, working with other groups on campus, were instrumental in getting a paid family leave provision into the new AAUP faculty union contract. This provides 6 weeks of paid leave to women and men, upon the birth or adoption of a child. Previous policies involved unpaid leave or expected women to utilize sick leave, and did not include men. Planning is underway to develop policies and pathways for addressing the needs of dual career couples during the hiring process and beyond. Present Status of Women STEM Faculty at URI Acknowledgements and Funding The ADVANCE Institutional Transformation Project is sponsored by a National Science Foundation Cooperative Agreement (SBE 0245039) and the University of Rhode Island Goals for URI ADVANCE  Develop and share a comprehensive analysis of the status of women STEM faculty & the academic work environment at URI  Increase the number of women STEM tenure-track faculty  Provide opportunities and training to advance the careers of all faculty, especially women STEM faculty  Improve networks of professional and social support for women faculty  In collaboration with administrators and other leaders, plan and implement long-term organizational changes throughout the university that promote a supportive work environment for women STEM faculty Goals for URI ADVANCE  Develop and share a comprehensive analysis of the status of women STEM faculty & the academic work environment at URI  Increase the number of women STEM tenure-track faculty  Provide opportunities and training to advance the careers of all faculty, especially women STEM faculty  Improve networks of professional and social support for women faculty  In collaboration with administrators and other leaders, plan and implement long-term organizational changes throughout the university that promote a supportive work environment for women STEM faculty URI ADVANCE: Achievements to Date  Recruitment and hiring of 4 ADVANCE Assistant Professors; other searches presently underway. Partial support given to several other new women STEM faculty.  Workshops on critical skills for junior faculty (grant-writing, negotiation skills) and senior faculty (mentoring)  Informal lunches and other social events for women STEM faculty  Incentive Grant Program: $40,000 in small research grants  Paid family leave policy incorporated into new faculty union contract. Work underway to develop new procedures and policies for dual career couple situations and additional family needs.  Self-study workshops for entire departments using a trained facilitator  Public seminars and speakers on women in science and academia  Development and implementation of qualitative and quantitative assessment tools including a baseline campus-wide climate survey  Compilation of faculty employment and resources data  Establishment of ADVANCE Resource Center, an office and meeting center to serve the community of STEM women faculty  Establishment of strong lines of communication with the university administration and individual departments  Community outreach and student training URI ADVANCE: Achievements to Date  Recruitment and hiring of 4 ADVANCE Assistant Professors; other searches presently underway. Partial support given to several other new women STEM faculty.  Workshops on critical skills for junior faculty (grant-writing, negotiation skills) and senior faculty (mentoring)  Informal lunches and other social events for women STEM faculty  Incentive Grant Program: $40,000 in small research grants  Paid family leave policy incorporated into new faculty union contract. Work underway to develop new procedures and policies for dual career couple situations and additional family needs.  Self-study workshops for entire departments using a trained facilitator  Public seminars and speakers on women in science and academia  Development and implementation of qualitative and quantitative assessment tools including a baseline campus-wide climate survey  Compilation of faculty employment and resources data  Establishment of ADVANCE Resource Center, an office and meeting center to serve the community of STEM women faculty  Establishment of strong lines of communication with the university administration and individual departments  Community outreach and student training University-wide in 2004, women represent 30% of ranked faculty (45% of assistant and associate professors, and 20% of full professors). In the STEM fields, which represent 43% of all faculty at URI, women represent only 14% of faculty. In addition to ADVANCE, many initiatives have been implemented in recent years to increase the representation of women and under-represented minorities and that improve the working climate for faculty, including:  President’s Commission on Women  Women in Science Lunch Group  Women in Oceanography Collegium  College of Engineering Diversity Ctte.  Women Students in Science & Technology Program Faculty Career Development and Support  Career Workshops: Grant-writing, Negotiation Skills, Mentoring for Faculty, Effective Teaching. Open to all faculty.  ADVANCE Incentive Fund: An annual $40,000 competitive award program, jointly funded by the NSF grant and the URI Provost’s Office. Funding is provided for research by STEM women faculty and for activities by individuals or departments that promote the goals of ADVANCE. Open to women and men.  Monthly Topical Lunches: Informal discussion group for STEM women faculty on topics ranging from work and family issues, tenure concerns, grant administration, and career development.  Mentor Training: Training program for mentors and mentees. Evaluation and Assessment Academic Work Environment Survey developed and distributed to all faculty in all departments. This survey will provide information to help the university and departments promote equity, diversity, faculty retention, and job satisfaction. It will be done 2 times during the funding period to assess change. Climate Change and Sustainability  Facilitated workshops offered to all STEM departments to help create an excellent work environment for all faculty, particularly women faculty. Departments engage in positive collaborative self-study, develop a departmental action plan, and initiate changes where needed.  Nationally-known guest speakers invited for university- wide seminars and workshops  Coordination with the university administration to develop a long-term funding plan for similar activities  Collaboration with ProChange, Inc., an organizational change consulting firm, to develop an intervention model Our ADVANCE Professors: Yana Reshetnyak, Physics Mayrai Gindy, Civil Engineering Yan Sun, Electrical Engineering Bethany Jenkins, Cell & Molecular Biology (not pictured) Preliminary significant results include: Career Satisfaction:  Men report more career satisfaction than women  STEM faculty report more career satisfaction than non-STEM faculty Work Environment and Gender Equity:  Men perceive fewer gender inequities in their departments than do women  There are no significant differences in perceptions of gender inequities between STEM and non-STEM faculty Work Environment and Colleague Interactions:  Men report more positive interactions with colleagues than do women  Men STEM faculty report more positive interactions with colleagues than do women STEM faculty