University of Maryland ADVANCE Investing in Cultures of Inclusive Excellence

Goal Statement We are trying to improve work environments and opportunities for women faculty in ways that improve the university for everyone. By doing so, we aim to lead AAU universities in the recruitment, retention, and advancement of women faculty. 2

History of ADVANCE Initially funded by NSF, now by Campus funds, located in Provosts Office, partnering w/ Faculty Affairs & Office of Diversity & Inclusion Recognizing differences between women & men and white and URM in retention and advancement & lower representation of women in STEM fields Recognizing unconscious bias, differences in professional networks, service roles, recognition, editorial roles, work-life balance, leadership 3

Representation of UM Women by Rank T/TT Women% (N) All campus Assistant Professors43.4 (147) 49.0 (165) Associate Professors35.6 (162) 38.5 (190) Full Professors21.5 (156) 23.0 (177) Total30.6 (465) 33.2 (532) 4

Retention of Women TT Faculty Retention from Assistant to Associate Professor: All campus We look at those who resigned prior to coming up for tenure, and those who received tenure and were promoted. BaselineYear 5 % (N) RESIGNEDwomen39.6 (105)34.6 (109) men28.4 (114)26.8 (114) % (N) TENUREDwomen53.6 (142)55.6 (175) men63.6 (255)66.0 (281) 5

Time to Advancement Associate to Full All Campus 6 Promoted to FullBaselineYear 5 Women Men The gender difference in time to promotion is statistically significant at p=.001.

Representation of Women by Race Across all T/TT Faculty RankWomen Faculty of Color, % (N) STEM29.3 (41)28.0 (47) NSTEM26.4 (82)29.7 (95) All Campus27.3 (123)29.1 (142) 7

Tenure and Advancement Among recently tenured promoted faculty, no significant differences between men and women when they stand for tenure/promotion. Last available campus APT report ( ) showed differences by gender and race in cases that required additional discussion, or were slam dunk. 8

All T/TT faculty Resigned N% Participating (N= 259) 166.3% Not participating (N= 1828) % * p<.001 Since the start of ADVANCE grant in the Fall of 2010 ADVANCE and Retention Participation in “core” ADVANCE activities decreases the odds of leaving the institution by 71.5% (controlling for gender, race and rank) 9

Work Environment: 2011, 2013, 2015 Note: 2011, 2013 and 2015 FWES matched respondents 1 -Strongly Disagree, 5 -Strongly Agree Statistically significant at *** <.001; ** <.01, * < FWES Question /2015 NMean dif.(SD) Cohen’ s d Effect size The opportunities for female faculty are at least as good as they are for male faculty ** (1.026).17Very small The opportunities for faculty of Color are at least as good as they are for White faculty *** (1.126).26Small

Four things that help faculty succeed Information (and examples) Allies (Professional Relationships and Networks) Advice (Strategic, Informed) Structures and cultures that are inclusive 11

Often all we see is the tree…. 12

Not what is holding it up……. 13

Program Activities 14 ADVANCE Professors Peer Networks (AFD, KOF, Advancing Together, Professional Track Faculty) Work Life & Policy Initiatives (parental leave) Dashboards (salary, demographics, service) Research and Evaluation (See ADVANCE 2 page handout)

ADVANCE Professors Senior women faculty who: Provide individual strategic mentoring for assistant & associate professors and facilitate peer and group mentoring Act as knowledge brokers—about work life policies, dashboard, where to find resources for conflict resolution Provide strategic advice to the Director on implementation and evaluation of programs 15

NameCollege/School Norma AllewellComputer, Mathematical, and Natural Sciences Christine BeckmanRobert H. Smith School of Business Kathryne EvertsAgriculture and Natural Resources Mary Ann HoffmanEducation Dushanka KleinmanSchool of Public Health Alene MoyerArts and Humanities Amy MullinComputer, Mathematical and Natural Sciences Sarah OatesJournalism, ISCH, PUAF Margaret PearsonBehavioral and Social Sciences Elisabeth SmelaEngineering Madlen SimonArchitecture, Planning and Preservation 16 ADVANCE Professors

ADVANCE Networks 17 Clarify Goals Get to know academic neighborhood Present Diverse Models of Success Find Information, Allies Engage Peers for Advice, Affirmation, Third Spaces

18 ADVANCE Peer Network Facilitators ADVANCING TOGETHER Ellin Scholnick UMD Faculty Ombuds Officer and Former Associate Provost for Faculty Affairs ADVANCING PROFESSIONAL TRACK FACULTY Colleen Worthington Clinical Professor Director, Clinical Education in Speech-Language Pathology Hearing and Speech Sciences KEEPING OUR FACULTY Jennifer Rice Professor and Assoc. Dean, Teaching and Learning, Policy and Leadership ADVANCING FACULTY DIVERSITY KerryAnn O’Meara Professor, Higher Education & Affiliate Faculty in Women’s Studies Director, ADVANCE Program for Inclusive Excellence University of Maryland ADVANCING FACULTY DIVERSITY Stephen B. Thomas Professor, School of Public Health Director, University of Maryland Center for Health Equity Associate Director, National Mentor Research Network

Peer Network participants report….. Enhanced agency in career advancement, less isolation, more allies, greater knowledge of how campus works, ideas for their research, teaching and campus programs, new pathways to succeed.

Dashboard Online, college-specific resource –live as of Jan 2012, three years of data now posted Goal: increase institutional transparency and sense of agency Faculty access via UID login Provides current information (per college) regarding: –Salary range and median; by rank –Time to advancement; by rank –Demographics by rank 20

Example: Average number of service activities at each level among faculty who reported at least one service activity (N=266) 21 Thanks to CoE Research Assistant Alexandra Kuvaeva

22 Expected Time Commitment DepartmentCollegeUniversity High Merit/Salary Review Committee Director or Assoc. Dean Search/Review Campus APT Committee Graduate AdmissionsAccreditation Review Search Committee for Provost, Dean, or other Executive Level Administrator Faculty SearchScholarship/Fellowship selection Review of Dean or other Exec. Level Administrator Chair Search/Chair Review College Committee Chair Provost/Senate Task Force or temporary ad-hoc task force Medium Undergraduate recruitment College PCC or APTChair of a Senate Committee Staff SearchFacilities Committee Standing Campus Committee (Research Council, Sustainability Council, APAC, Living-Learning Review) Priorities/Strategic Planning Awards selection Committee Faculty Board for General Education Low Technology CommitteeCollege Administrative CouncilCampus Senate IRB CommitteeDiversity CommitteeSenate Committee or Council Graduate Seminar/colloquium College SenateGraduate Council There is “service” and there is “SERVICE”

ADVANCE FWES Briefs 23  Work-Life Climate  Faculty Learning  Differences by rank: Associate Professors  Career Advancement and Institutional Support of Career Advancement  Fair Treatment and Diversity  Organizational Commitment and Faculty Retention  Professional Networks, Collegiality, and Recognition  Satisfaction with Department and UMD  Satisfaction with Resources  Evaluation and Management of Teaching, Research, and Service Example: Work-Life Climate Brief

Policy Work Parental Leave Policy passed 2012 and FAQs APT Policy passed fall, 2014 Broader definition of scholarship/interdisciplinary/engaged research Work-life policies [external letters] & trajectory Mentoring associate professors NTT Promotion Policies (APTF provided feedback) 24

Key Roles of Administrators in Retention Fostering Strategic Relationships Organizing Equity-Minded Workloads Creating Transparency Fostering Civility, Agency, Full Participation Expanding Views of Merit and Pace Helping Faculty & Colleagues “Leave Less Unsaid.” 25

ADVANCE is your ally Please contact us if we can help you support your faculty.. If we can provide FWES data to help shed light on faculty retention, satisfaction and workload issues If we can help in recruitment/retention of women faculty If we can help connect your faculty to other faculty If we can help think through organizing practices to improve department work environments 26

Information, People & Resources Website: Director KerryAnn O’Meara: Projects Manager: Kristen Corrigan ADVANCE Office: 1402 Marie Mount Hall