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NSF ADVANCE: Institutional Transformation for Faculty Diversity ADVANCE Faculty Work Life Survey: Comparison of Statistically Significant Gender Differences.

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Presentation on theme: "NSF ADVANCE: Institutional Transformation for Faculty Diversity ADVANCE Faculty Work Life Survey: Comparison of Statistically Significant Gender Differences."— Presentation transcript:

1 NSF ADVANCE: Institutional Transformation for Faculty Diversity ADVANCE Faculty Work Life Survey: Comparison of Statistically Significant Gender Differences Between 2004 and 2007 August 1, 2008 Igor Ryabov Ann Darnell

2 The University of Texas at El Paso 2 Overview Survey monitors changes in institutional climate since the beginning of the ADVANCE initiative Differences are documented across gender, ethnicity, position and discipline in Modeled after the ADVANCE climate survey at the University of Wisconsin- Madison

3 The University of Texas at El Paso 3 Targeted Population Science, Technology, Engineering, and Mathematics (STEM) Biological Sciences Chemistry Computer Science Geological Sciences Mathematical Sciences Physics Civil Engineering Electrical & Computer Eng. Mechanical & Industrial Eng. Metallurgical & Material Eng. Social and Behavioral Sciences (S & BS) Communication Economics & Finance Information & Decision Sciences Languages & Linguistics Marketing & Management Political Science Psychology Sociology & Anthropology

4 The University of Texas at El Paso 4 Areas Addressed Basic Demographic Hiring Process Resources Interactions With Colleagues And Others Departmental Decision-Making Process Perceptions of Gender Diversity Tenure Process Satisfaction with UTEP

5 The University of Texas at El Paso 5 Survey Administration Method Wave 1 was administered in Spring 2004 as a paper survey in booklet format Wave 2 was administered in Fall 2007 and was entirely web-based

6 The University of Texas at El Paso 6 Results This presentation shows the statistically significant differences in responses on climate issues across gender only “Not Applicable” responses and cases with missing values were excluded from the analyses Full report available at

7 The University of Texas at El Paso 7 Basic Demographics Targeted PopulationRespondents N=301N=324N=126 (42%)N=149 (46%) Gender21% Female25% Female30% Female37% Female 80% Male75% Male70% Male63% Male Ethnicity60% White59% White64% White61% White 22% Hispanic27% Hispanic25% Hispanic28% Hispanic 18% Other14% Other11% Other Position 29% Professor 30% Professor26% Professor 24% Associate27% Associate25% Associate32% Associate 27% Assistant29% Assistant 33% Assistant 20% Lecturer15% Lecturer16% Lecturer10% Lecturer Department57% STEM58% STEM56% STEM54% STEM 43% S & BS42% S & BS44% S & BS46% S & BS

8 The University of Texas at El Paso 8 The Hiring Process

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11 The University of Texas at El Paso 11

12 The University of Texas at El Paso 12 Resources

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17 The University of Texas at El Paso 17 Interactions With Colleagues And Others

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20 The University of Texas at El Paso 20 Departmental Decision- Making Process

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25 The University of Texas at El Paso 25 Perceptions of Gender Diversity - Department, College, University* * Respondents were asked three series of identical questions to address gender diversity in their department, their college and the overall university level

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37 The University of Texas at El Paso 37 Tenure Process

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41 The University of Texas at El Paso 41 Satisfaction with UTEP

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43 The University of Texas at El Paso 43 Summary

44 The University of Texas at El Paso 44 Findings (Wave 1, 2004) Hiring Process Women were significantly more likely than men to feel that:  their department did not obtain resources for them  faculty in the department did not make an effort to meet them  they did not negotiate successfully for what they needed Tenure Process Women were significantly more likely than men to feel that:  they were unsupported in their advancement towards tenure and promotion Decision Making Process Women were significantly more likely than men to feel that:  their department chair did not involve them in the decision-making process  they did not have a voice in how resources were allocated  they were not full and equal participants in decision-making Gender Diversity Women were significantly more likely than men to feel that:  their department did not make an effort to promote women into leadership positions  the climate for women in their college was not good  their college had not taken steps to enhance the climate for women  the university had too few women faculty in leadership positions

45 The University of Texas at El Paso 45 Findings (Wave 2, 2007) Hiring Process The majority of UTEP faculty, regardless of gender, were satisfied with the hiring process. However, men were more likely to feel that:  they negotiated successfully for what they needed However, the majority of women also believed that they negotiated successfully for what they needed. Tenure Process Women were significantly more likely than men to indicate that:  they received reduced responsibilities so they could build their research program  they were told about assistance available to pretenure/promotion faculty (e.g., workshops, mentoring) Men and women were equally likely to feel that:  they were supported in their advancement towards tenure and promotion ResourcesMen were significantly more likely than women to feel that they had sufficient research and teaching support. However, the majority of women also indicated that they had sufficient research and teaching support.

46 The University of Texas at El Paso 46 Findings (Wave 2, 2007), Continued Decision Making Men were significantly more likely than women to feel that:  their department chair involved them in the decision-making process  they had a voice in how resources were allocated  committee assignments were rotated fairly to allow for participation of all faculty Gender Diversity Men were more likely than women to indicate that:  their college and university had actively recruited women faculty  the university had taken steps to enhance the climate for women  the university had made an effort to promote women into leadership positions  the climate for women in their college and university was good  the university had made an effort to promote women into leadership positions Women were significantly more likely than men to indicate that:  their college and university had too few women faculty in leadership positions

47 The University of Texas at El Paso 47 Conclusion Among UTEP faculty, gender differences in assessment of the key climate components pronounced in 2004 have become negligible in 2007 The UTEP faculty, regardless of gender, became more appreciative of gender diversity at all levels The satisfaction with hiring, tenure and decision- making processes at the department level increased for both sexes, but more so for women The climate areas that need further improvement are resource allocation and departmental decision-making The overall results show continuous improvement in institutional climate at UTEP and increased satisfaction with working conditions


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