Recruiting, Retaining, & Mentoring Women Faculty 11/1/02

Who Teaches Matters “The most accurate predictor of subsequent success for female undergraduates is the percentage of women among faculty members at their college.” Trowers and Chait; Harvard Magazine, 104:33, 2002.

Representation of Women in Graduate Professional Programs

Spectrum of Approaches Negative Neutral SupportivePro-Active

Outline  History of UT EFWO  Review Objective Data  Discussion: –Set Measurable Goals –Process to Achieve Goals –Resources to Achieve Goals

UT EFWO  ulty/richards-kortum/WomenInEng/ ulty/richards-kortum/WomenInEng/  Child Care Survey & Report –Summer 01  Career Success Workshop –April 02  White Paper –Fall 02

White Paper: Areas of Concern  Attract & retain more women faculty  Improve recruitment and retention of women graduate students at UT  Provide mentoring for women graduate students & faculty  Increase # of women in leadership positions at UT

Focus of tonight’s discussion  Attract more women faculty

Where are we? 2002: 240 total tenure track faculty –21 women (9%) 7 Assistant Professors 7 Associate Professors 7 Full Professors –219 men (91%) 40 Assistant Professors 34 Associate Professors 145 Full Professors

How has this changed? = Target of Opportunity Years

= Target of Opportunity Years

How do we compare to our peers? 2001 ASEE Data

% Women Faculty by Dept ASEE Data

% Women Faculty by Dept ASEE Data

Are there qualified candidates? 2001 ASEE Data

Do they apply to UT?

Why did our current women faculty apply?

What should we do?  Goals  Action Items  Resources

Goals  Double the number of women faculty in five years –To reach this goal, we only need to add 4 women faculty per year in the next five years –Currently recruiting 14 positions

Actions: Spectrum of Approaches Negative Neutral SupportivePro-Active What PROACTIVE recruitment approaches are needed to DOUBLE the number of FEMALE FACULTY?

Attract women faculty  Monitor numbers/report progress  Incentives: –Targeted slots –Targeted recruiting $$  Share ‘best practices’ amongst recruiting committees  Evaluate interview process –Positive impression? –Work/family balance –Teaching/research balance

Retain women faculty  Monitor numbers  Assess departmental climates  Critical mass  Mentoring program  Career Success workshop

Mentor our Women PhD Students  Faculty driven mentoring activities for graduate students –F6: First Friday Forum for Future Female Faculty

Women in leadership positions  Monitor numbers  Recruit externally

Target of Opportunity Program  –5 th Circuit Opinion in Messer v. Meno –Racial preferences in hiring solely to achieve diversity are unconstitutional.  Focus: black & Hispanic faculty –50 minority faculty hired  During same time: –Provost provided 25 new eng. faculty lines – A fraction of these funds were allocated to recruit women faculty

Where do the women go? NSF Data Courtesy: V. Kuck

Where do the women go? NSF Data Courtesy: V. Kuck

Where do the women go? From Scarcity to Visibility National Academy Press

Where do the women go? NSF Data Courtesy: V. Kuck