1. Institutionalizing transformation
Update on CHARGE results and future plans

2. Outline CHARGE Overview CHARGE Results Institutionalization
Goals
CHARGE Results
CHARGE & Cornerstone Plan
Enhancement Grants
Faculty & Candidate Guide
Dual Career
DDI in the College, Pilot
Institutionalization
Purpose & Model
Efforts to Date
Academic Search Portal
Faculty Search Seminar
Moving Forward
Faculty Role

3. CHARGE GOALS & Projects
Goal 1, 21st Century Departments: To strengthen and support departmental efforts to create a positive environment for all faculty with an emphasis on women and minorities
Advocates & Allies/DDI in the College*
Training Chairs and Deans
P&T Policy Review (SEAS)*
Goal 2, Recruitment & Hiring: To increase the gender diversity of STEM/SBE departments
Faculty Search Seminar
Academic Search Portal
Faculty & Candidate Guide*
Recruitment Grants
Goal 3, Voices & Visibility: To increase the sense of belonging of STEM/SBE women faculty among their schools and departments
Social Science Research: Safer Grounds
Oral Histories with STEM Women Faculty
Photo Exhibit on Women STEM Faculty
Enhancement Grants
Here is what the program looks like now; we’ve realigned projects under the 3 goals; each goal has better synergy across each other; In many ways working toward goals 1 and 2 support goals 3
New projects are starred
Overview
Results
Sustainability

4. CHARGE Results
Now let’s turn to some of CHARGE accomplishments

5. CHARGE contributions to Cornerstone Plan
Pillar 4: Assemble & Support a Distinguishing Faculty
Safer Grounds Project: retention & productivity
Enhancement Grants: retention & productivity
DDI: faculty searches, diversity, retention
Faculty Search Seminars: best practices in faculty searches; diversity of candidate pools
Academic Search Portal: best practices in faculty searches, diversity of candidate pools
Recruitment Grants: diversity of the interview pool
Tournament of Ideas & Follow-on Activities: dual career solutions
Faculty & Candidate Guide: getting candidates to “yes”
Overview
Results
Sustainability

6. Enhancement grants Overview Results Sustainability Grants
Address issue of documented longer time in rank for women faculty
Grants up to $5000 for career development and advancement
23 awarded to date; 9 reports submitted
Results
Awardees expand their research networks, enter new research areas and take risks, collaborate on new grants
Report they feel valued and visible at UVA and in field
More positive toward career & institution
Overview
Results
Sustainability

7. Enhancement grants Overview Results Sustainability
“This funding was essential to help me keep my work (and therefore me) visible at a time in my life where it is easy to fade into the scientific background due to my family responsibilities. I was subsequently awarded an NSF grant to continue this project, and I suspect that the visibility that the Enhancement funds helped to provide was important in this process.”
–Kelsey Johnson, Assoc. Prof. of Astronomy
In their own words,
Kelsey went on to take over as lead of this initiative
Overview
Results
Sustainability

8. Overview Results Sustainability 2,818 page views since Sept. 1, 2015
Users
51% male; 49% female
75% are new users
43% in VA, also CA, NY, NC, MD, MI, DC, FL, PA
Most popular pages
Working at UVA
Living in C’ville
Now mobile friendly!
30% of all website traffic
People are coming here directly from links we sent or from the University home page; not even starting at our homepage
The most popular elements of the guide are: working at UVA; living in c’ville and the index
Countries:
China, France, Spain, India, Switzerland, germany, Italy, Malaysia
Overview
Results
Sustainability

9. Directors of Diversity & Inclusion
New Project
NSF recommended Allies & Advocates project after site visit
Began at UVA August 2015
College Partner and Model
Had proposal for similar project
Partnership to implement DDI as model
College, CHARGE, Provost Office
Structure & Purpose
1 faculty member in each department
Formal position at Director level
Serve 3 years, last year mentor new DDI
Governance structure elected May
Priorities: faculty searches, hiring, and retention
Medical School Similar Project
Partnering to create networked community of practice
CAROL COULD TAKE OVER HERE
Medical school: Assoc Dean for Diversity, Greg Townsend, started similar project in the med school independent of CHARGE and the College; now partnering to leverage resources and training, create networked community of practice.
Overview
Results
Sustainability

10. Dual Career Solutions Overview Results Sustainability Challenge CHARGE
Increase in offers made to women, but women not accepting offers
CHARGE
Tournament of Ideas: Dual Career Solutions
Grant proposal to Jefferson Trust to create telework center in WorkSpace 2.0
Supported by Provost, 9 Deans
Dual Career Survey
25% of faculty responded to dual career survey
Identified support & resource needs, culture change, use of telework center
Provost Office
Director of Dual Career Programs
New position created by Vice Provost for Faculty Affairs, Kerry Abrams
Candidates interviewed; selection process beginning; incorporating survey results and Provost data into new program services
Overview
Results
Sustainability

11. Institutionalization of CHARGE PROJECTS
So let’s take a look at some of these challenges and how we are addressing them
Carol:

12. Institutionalization
Purpose: NSF requires ADVANCE projects to be institutionalized by the end of the grant
Make change sustainable
Expand change beyond STEM departments to entire university
CHARGE Sustainability Model:
Decentralized; projects woven into existing systems & units
Internal Advisory Board (IAB) leading institutionalization
Chair, Kerry Abrams, Vice-Provost for Faculty Affairs
Members: faculty, Assoc. Deans of Diversity, UHR, administrators
Creating formal mechanisms and sustainability plans
First Projects to institutionalize
Faculty Search Seminar
Academic Search Portal—now on the Provost server
The search portal works in concert with the faculty search seminars---also Part of Goal 2- Recruitment and Hiring
Overview
Results
Sustainability

13. Faculty search seminars
2013 to 2015
299 attendees, 54% female; 82% faculty; 58% STEM/SBE
Workshops on recognizing & mitigating implicit bias, best practices in searches; search committee dynamics
Open to all faculty
2015 results:
82% of attendees reported they would use criteria to evaluate candidates
86% of attendees did use criteria to evaluate candidates
Sustainability
Working group of faculty and administrators developing 2016 workshop and long-term curriculum
GET INVOLVED: join the working group and help institutionalize change across the university
This year did a follow up survey to see how attendees were using the knowledge and skills they gained at the seminar
86% reported they were able to recognize their own biases during the search process
And 82% said they would use criteria while 86% did use criteria to evaluate candidates
Overview
Results
Sustainability

14. Academic Search Portal
Launched
September 2014
Dissemination
Shared w/ADVANCE community
Sustainability
Migrated to Provost server
Managed by Provost Office
Updated to include non-STEM departments
2 required trainings streamlined and merged
Overview
Results
Sustainability

15. Faculty role Overview Results Sustainability
CHARGE is looking for faculty to support our efforts.
You can:
Join the Faculty Search Seminar Working Group
Support the IAB in institutionalizing the remaining projects
Be an advocate in your department
For more information, contact:
Overview
Results
Sustainability