2. Dr. Joan Herbers, PI: Prof. of Evolution, Ecology, & Organismal Biology, College of Biological Sciences Dr. Jill Bystydzienski: Chair, Department of Women’s Studies Dr. Anne Carey: Assoc. Prof. of Earth Sciences, Assoc. Dean in the College of Mathematical & Physical Sciences Dr. Suzanne Damarin: Prof. of Educational Policy and Leadership, College of Education & Human Ecology Dr. Anand Desai: Prof., John Glenn School of Public Affairs Dr. Anne Massaro: Human Resources, Organizational Development Consultant Dr. Carolyn Merry: Prof. and Chair, Department of Civil and Environmental Eng. & Geodetic Sciences, College of Engineering Dr. Jean Sander: Prof. and Associate Dean, College of Vet Med CEOS: The Co-PIs

3. Overview of gender equity in Science, Technology, Engineering, and Mathematics (STEM) The situation at Ohio State –Demographics –Faculty flux diagrams Project CEOS –The Transformational Leadership Model –Participating units and management structure Outline

4. The problem: a persistent loss of women from scientific fields throughout phases of career development. Example: Academic Medicine Med School Applicants50% women Medical Students48% MD graduates46% Residents42% Med School Faculty33% Associate Professors27% Professors15% Chairs11%

5. Virginia Valian describes how gender schemas impede women’s progress Women are underestimated when in leadership positions Women’s credentials are implicitly devalued Women face unconscious bias in competitions for fellowships, journal space, recognition by prestigious societies

6. Stereotype threat can impair girls’ and women’s performance in STEM

7. Stereotype threat can impair girls’ and women’s performance

9. why students switch from STEM majors: MenWomen 1. Loss of interest in STEM1. Other majors offer better education 2.Curriculum Overload2. Loss of interest in STEM 3. Poor teaching in STEM3. Rejection of STEM lifestyle 4. Career path too hard4. Poor teaching in STEM 5. Other majors offer better education 5. Poor advising

10. Women and men STEM faculty have very different family situations: MenWomen Married with children70%44% Married without children15%19% Single without children11%26% Single with children4%19%

11. Married STEM faculty have very different home situations: MenWomen Spouse works full-time45%89% Spouse works part-time20%5% Spouse not employed35%6% Spouse is also a scientist48%78%

12. The National Academies published Beyond Bias and Barriers in 2007 to identify the issues and to outline remedies for universities and professional societies. The Hidden Brain Drain Project published the Athena Factor in 2008 concerning women’s careers in STEM industries with recommendations about retention. ADVANCE: Part of a National Conversation

13. Institutional Transformation (IT) Grant Overall goal: Increase participation of women in the scientific and engineering workforce through increased representation and advancement of women in academic science, technology, engineering, and mathematics (STEM) careers through research-based interventions that affect the workplace environment OSU’s grant: $3.6 million, 5-year duration starting 9/2008 there are currently 35 ADVANCE IT institutions; 5 in the Big Ten, 3 in Ohio 6 have already graduated NSF ADVANCE Program

14. Biological Sciences Engineering Mathematical & Physical Sciences Veterinary Medicine CEOS: The Participating Colleges

15. 1998 Faculty Demographic Snapshot* *For Colleges of Bio Sci, ENG, MAPS, and Vet Med 580 75

16. Faculty Flux Diagram for Men* 321 78 181 *For Colleges of Bio Sci, ENG, MAPS, and Vet Med

17. 321 78 181 Faculty Flux Diagram for Men

18. 321 78 181 351 72 156 580579

19. Faculty Flux Diagram for Women* *For Colleges of Bio Sci, ENG, MAPS, and Vet Med 20 25 30 75

20. Faculty Flux Diagram for Women* *For Colleges of Bio Sci, ENG, MAPS, and Vet Med 20 25 30 75 30 33 93 30

21. We have more women now on our faculties than in 1998 while the number of men have remained constant. Of the 103 assistant professors in 1998, 69% of the men and 44% of the women were still on the faculty 7 years later; only 3 were denied tenure. Of the 1998 associate professors, 42% of the men and 60% of the women were still in rank 7 years later. Since 1998, women constituted 38% of the assistant professor hires, 16% of the associate professor hires and 11% of the professor hires. Of those hired since 1998, 95% of the men and 87% of the women are still on the faculty. During the past year, our Colleges lost 4 women. Salient Points from Faculty Flux Diagrams

22. CollegeDeans Assoc & Asst DeansChairs 200220072002200720022007 CBS0/11/11/22/30/62/6 MAPS0/1 0/21/30/6 ENG0/1 2/42/5**0/123/12 VET0/1 0/31/30/3 Total0/41/43/116/140/275/27 Leadership Changes over Five Years* * Entries indicate the no. of women/total no. in those positions ** One male is African American

23. Representation of Women Faculty in Autumn 2007 CollegeAsst ProfAssoc ProfProfTotal N of Faculty CBS39.1%23.7%17.1%25.5%102 MAPS37.8%14.8%6.3%13.3%225 ENG26.8%19.3%5.4%12.8%272 VET44.4%33.3%20.0%27.1%70 All OSU40.8%34.6%18.2%30.6%3477

24. CEOS Leadership and Management Structure - 1 Dr. Mary Juhas: CEOS Program Director (0.5 FTE), Senior Asst. Dean, College of Engineering (0.5 FTE), Research Scientist in the Dept. of Materials Science & Eng. (0 FTE) Dr. Joan Herbers: CEOS Principal Investigator Ms. Jill Hartman: Program Assistant (1 FTE) CEOS College Council – Dr. John Hubbell (Vet Med) – Dr. Matt Platz (BMPS) – Dr. Greg Washington (ENG)

25. CEOS Leadership and Management Structure - 2 CEOS Advisory Council – Deb Ballam: Director of The Women’s Place – Glenda La Rue: Director, Women in Engineering Program (ENG) – Jean Schelhorn: Associate Vice President, Technology Licensing – Michael Camp: Director of the Center for Entrepreneurship – Georgina Dodge: Office of Minority Affairs – Brenda Brueggemann: Program Coordinator, Disability Studies Program – Mary Juhas, ex officio Research team: data collection, analysis, assessment, and evaluation – Jill Bystydzienski – Suzanne Damarin – Anand Desai – Anne Massaro – Joan Herbers, ex officio

26. CEOS Leadership and Management Structure - 3 External Advisory Board – Dr. Joseph Alutto, Provost and Executive Vice President (chair) – Dr. Sharon Bird: Assoc. Prof. of Sociology, Iowa State, co-PI on ISU’s ADVANCE project – Dr. Carolyn Mahoney: President of Lincoln University, Missouri – Dr. Farah Majidzadeh: CEO of Resource International, an engineering consulting firm in Columbus – Dr. Sue Rosser: Dean of the Ivan Allen College of Liberal Arts, Georgia Tech, Prof. of Public Policy and of History, Technology, and Society, PI on Georgia Tech’s ADVANCE project

27. Improve recruitment and retention of women & minority faculty Improve diversity of faculty & students Establish a pool of senior women available for leadership positions ADVANCE: Expected Benefits

28. TransformationalLeadership Vision of Support and Inclusiveness Individual Needs Understood and Met Flexible Career Policies Cultural Assumptions Questioned and Shifted Changed Practices Accommodate Diversity Transformational Leadership Model

29. 1.Leadership training for deans and department chairs 2.Action learning teams that include deans, chairs, faculty and staff in the participating Colleges and beyond 3.Peer mentoring for tenured women in the STEM Colleges 4.Entrepreneurship training for women faculty in the STEM Colleges Each program will include structured activities, peer networking, and reflective practice. The Four Programs within Project CEOS

30. 1.Peer mentoring circles to start June 2009 2.Entrepreneurship training to start autumn 2009 3.Maintain faculty profiles on OSU PRO 4.Podcasts of your lab for promotion of your work 5.Electronic reference library on women in STEM 6.What else can CEOS do for YOU? Services for Women Faculty ceos.osu.edu