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ADVANCEing the Kaleidoscope. Average = 32.3% 31.1% 35.3% 38.1% 23.6% National Science Foundation, 2013 Intentions of Women Freshman to Major in S&E.

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Presentation on theme: "ADVANCEing the Kaleidoscope. Average = 32.3% 31.1% 35.3% 38.1% 23.6% National Science Foundation, 2013 Intentions of Women Freshman to Major in S&E."— Presentation transcript:

1 ADVANCEing the Kaleidoscope

2 Average = 32.3% 31.1% 35.3% 38.1% 23.6% National Science Foundation, 2013 Intentions of Women Freshman to Major in S&E

3 Women: US Population/STEM Doctoral Degrees Maria (Mia) Ong, Ph.D., TERC, Cambridge, MA

4 Total Science and Engineering Faculty by Gender Male Female National Science Foundation, 2013

5 Life Sciences PhysicsEngineering Psychology S&E Faculty by Gender, Discipline

6 But Numbers Aren’t Everything

7 National Science Foundation, 2013 Domestic Status of Women S&E

8 Presence Of Children For Employed Women Scientists And Engineers

9 Women were a lower percentage of full-time professors with children and a lower percentage of married full-time full professors than of all full-time full professors in 2006. Women as Percentage of S&E Doctoral Degrees National Science Foundation, 2013

10 ADVANCE Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers

11 NSF ADVANCE Program  Program Goal: Increase the representation and advancement of women at all levels in academic science and engineering careers  Program History  Initiated at the National Science Foundation in 2001  As of 2012, over $130M invested to support various ADVANCE projects  >100 ADVANCE projects funded thus far at institutions of higher education and STEM related not-for-profit organizations in 41 states, the District of Columbia and Puerto Rico

12 20002001 2002 20032004 2007 200520062008 IT-Catalyst Leadership PAID Fellows Institutional Transformation 2009 2010+ ADVANCE Program Evolution

13 Current Award Mechanisms Institutional Transformation Catalyst (IT-Catalyst)  Planning grants to support basic work to prepare for transformation Institutional Transformation (IT)  Comprehensive, institution-wide projects to transform the culture of the institution Partnerships in Adaptation, Implementation and Dissemination (PAID)  Support for use of existing innovative materials and practices

14 ADVANCE Best Practices Implicit Bias  Training on the unconscious bias literature for recruitment, promotion and tenure committees Departmental Leadership  Provides chairs with tools and resources to identify issues, develop action plans to address issues:  Need for and use of climate survey data  Importance of chair’s role in mentoring new/senior faculty Faculty Development/Mentoring  Attendance at professional meetings, leadership development conferences  External mentor  Career coaching  Faculty advocates

15 ADVANCE Best Practices Policies/Procedures  Tenure and promotion decision making  Requests for leave or tenure clock stopping  Allocation of teaching, service workload Work-Life Balance  Dual hiring policies and practices  Tenure clock stopping policies and practices  Conversion of part-time positions to tenured or tenure track positions Women of Color  Social support for campuses in remote locations  Access to/appreciation for opportunities for civic engagement  Culturally competent mentoring  Awareness programs focused on issues directly related to women of color (implicit bias, microinequities)  Targeted seminar series featuring women of color scientists

16 ADVANCE, Early Examples (2001-2006)

17 Initiative# IT Awardees (n=26) 1Recruitment/search strategies15 2Department climate change strategies10 3Mini grants/release time/ research support9 4Formal mentoring program9 5Professional development for faculty9 6Family friendly policies7 7Leadership training experience6 8Showcasing women scientists6 9Focus on women of color5 10Promoting dialogue w/ retreats, conferences5 11Support for department change4 12Networks for women scientists3 13Transitional support for crisis3 14Professional development for administrators3 15ADVANCE advocates “on the ground”2 16Support/recognition for senior women faculty2 17Awareness for equity in compensation/resources2 ADVANCE Best Practices – Cohorts 1-3

18 CULTURALLY COMPETENT IB TRAINING ADVANCE: Institutional Structure Implicit Bias Training University of Michigan STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) Committee  Provides training on the unconscious bias literature for senior STEM faculty, recruitment committees, promotion and tenure committees  Reduces influences of implicit bias Outcomes  Increase in women hired in science and engineering tenure track positions (14% in 2001 – 34% in 2006)

19 POLICIES/ PROCEDURES ADVANCE: Institutional Structure Policies/Procedures Review and revision of key institutional policies:  Tenure and promotion decision making  Requests for tenure clock stopping  Access to resources or services  Allocation of teaching, service workload

20 MENTORING ADVANCE: Empowerment, Career Support Mentoring Successful approaches to faculty development  Supporting attendance at professional meetings, leadership development conferences  Providing funds to visit an external mentor or to bring one to campus  Encouraging interdisciplinary collaboration  Mentoring:  Formal and informal networks  Inter and intra-institutional mentoring  Career coaching

21 Dual Hiring DUAL HIRING ADVANCE: Work Life Support Dual Hiring Hiring of primary candidate and “trailing” spouse to increase the number of women faculty in STEM disciplines Particularly attractive for institutions that are geographically isolated University of Texas El Paso: 26 new faculty (13 couples) hired in 5-year funding cycle Washington State University: Dual hiring policy with Idaho State University (8 mile distance)

22 Lessons Learned/ Lessons Borrowed

23 Diversified the award portfolio Structured ADVANCE PI meeting toward fulfilling a national need Developed new research agendas related to Women of Color, PUIs, MSIs, CCs Our greatness lies not in the accomplishment we know we can make, but in the one that matters most. But Kelly…we are here to talk about gender issues…if we start adding race and ethnicity in our ADVANCE activity, it will water down the gender agenda and we won’t accomplish what we need to accomplish…Besides, we don’t have that many women of color on our campus anyway. There is a special place in hell for women who don't help other women.

24 Our success is our freedom, and it is inextricably linked to our responsibility for one another. I think that these activities you are proposing are great. But,…we tried all this before, and it didn’t work. No one cared, but me. So, I was forced to do it all on my own and raise my kids at the same time. And, yeah, it was hard, and it was lonely. But, I did it and I don’t see why they can’t…The reason I don’t get involved is because ADVANCE is a career breaker. I had crossed the line. I was free; but there was no one to welcome me… I freed a thousand slaves; I could have freed a thousand more... Upward career trajectories of ADVANCE PIs National community of scholars and practitioners unlike any other in the world Network of mentors, thought leaders, pioneers

25 When I ran away from slavery, it was for myself; when I advocated emancipation, it was for my people; but when I stood up for the rights of women, self was out of the question, and I found…nobility in the act. Our strength lies not only in having allies, but also in recognizing who our potential allies are.

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