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Commission on Professionals in Science and Technology Climate Studies Lisa M. Frehill, Ph.D. Executive Director.

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Presentation on theme: "Commission on Professionals in Science and Technology Climate Studies Lisa M. Frehill, Ph.D. Executive Director."— Presentation transcript:

1 Commission on Professionals in Science and Technology Climate Studies Lisa M. Frehill, Ph.D. Executive Director

2 Your workforce data source. Climate Bernice Sandler – Chilly Climate for women (1980s) Bernice Sandler – Chilly Climate for women (1980s) Climate surveys became popular among Commissions on the Status of Women Climate surveys became popular among Commissions on the Status of Women Applied to various populations on campuses: Applied to various populations on campuses: –Students –Faculty –Staff

3 Your workforce data source. Administration Usually an ungodly long survey Usually an ungodly long survey Sometimes: focus groups, interviews or town hall meetings Sometimes: focus groups, interviews or town hall meetings Low response rates, open to critique Low response rates, open to critique Results often published in an official report. Results often published in an official report. –Sometimes used to make changes. –Even if now changes: process – the organization had actually made an attempt to find out about climate issues.

4 Your workforce data source. Questions Original surveys: Original surveys: –Feeling of discrimination –Opinions about treatment of women, minorities, etc. Newer surveys: Newer surveys: –We KNOW what makes a climate less chilly, so we ask about the presence & efficacy of these elements.

5 Your workforce data source. USING DATA Critical: something happens as a result of the data collection. Critical: something happens as a result of the data collection. Large-scale informs policy or procedures changes of the institution. Large-scale informs policy or procedures changes of the institution. Small-scale permits a department or program to improve climate. Small-scale permits a department or program to improve climate. WHO does the survey WHO does the survey –Expertise and motivation –Ease of administration –Ease of analysis –Outsider / insider

6 Your workforce data source. USING the data, contd. Large-scale climate surveys produce LOTS of data. Large-scale climate surveys produce LOTS of data. Limitations: time and media. Limitations: time and media. –Time: w/any given audience 30 min. max. –Media: Report length: 2-3 pages max. Implications: Implications: –short & sweet. –Analysis informed by social science research data reduction. –Keep in mind the big picture of the program.

7 Your workforce data source. Packet Exit Survey Exit Survey –Grad students in NMSUs AMP Bridge to the Doctorate Program –Short interviews in addition to survey. Climate Survey for Graduate Students Climate Survey for Graduate Students –New Mexico AGEP (UNM, NMSU and NM-Tech). –Faculty and graduate students in STEM. –Compared: faculty-students –Dont Know – what did people not know about? University of Washington Science and Engineering Graduate Student Experience University of Washington Science and Engineering Graduate Student Experience –Web-based. –Ultimate goal: develop an instrument that could be used at multiple institutions Other examples online: Other examples online:

8 Examples Results Presentations

9 Your workforce data source. Example 1. University of Wisconsin, Jenn Sheridans presentation of results

10 Your workforce data source. Explanation & motivation for the analysis Faculty who do non-mainstream research experience the same isolation and lack of fit that women (and minority) faculty experience. Demonstrates to chairs: Isolation - not just due to gender and race/ethnicity. Working on ways to include ALL department members benefits all members.

11 Your workforce data source. Utah State University Department Chairs Retreat

12 Your workforce data source. Climate response rate 563 surveys, overall response rate of 70%. In organizational research, > 50% considered a good representative sample. Explaining the measurement of Psychological Safety Psychological safety (Edmondson 1999) Administrative Science Quarterly 44(2): alpha=.82; These questions measure the belief that the department is safe for interpersonal risk-taking. 1. If you make a mistake in this department it is often held against you (R) 2. Members of this department are able to bring up problems and tough issues 3. People in this department sometimes reject others for being different (R) 4. It is safe to take a risk in this department 5. It is difficult to ask other members of this department for help (R) 6. No one in this department would deliberately act in a way that undermines my efforts 7. In this department my unique skills and talents are valued and utilized. Ronda Callisters explanation of the previous graph. Whos NOT on the graph and why? Five departments not shown -- were too small (fewer than 8 respondents) to maintain the confidentiality of respondents. What do the results mean and how do they relate to gender? Climate measures job satisfaction and intentions to quit job turnover. We will track turnover for the next few years Women faculty report higher job dissatisfaction and higher intentions to quit, but this relationship is completely explained by the quality of department climate.

13 Your workforce data source. Findings from NMSU Climate Survey: Evidence of Mentoring Impact Participants versus Non-Participants Non-participant male = 126 Non-Participant female = 66 Participant male = 23 Participant female = 42

14 Your workforce data source. Sometimes a survey aint about the survey,... sometimes its about the process.

15 Your workforce data source. Department diagnostic instrument

16 Your workforce data source. Action Research Data collected, analyzed and presented by participants. Data collected, analyzed and presented by participants. Not pure research. Not pure research. Instrument may not be perfect. Instrument may not be perfect. Community/team building. Community/team building. Or... Personal diagnostic tool. Or... Personal diagnostic tool. Self or internal Benchmarking – gaps analysis. Self or internal Benchmarking – gaps analysis.

17 Your workforce data source. Lisa M. Frehill, Ph.D.Nathan Bell Executive DirectorAssociate Director Nicole Di Fabio Research Assistant 1200 New York Avenue Suite 113 Washington, DC Phone: Fax:


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