1. Policies Not Enough Kathleen Christensen Alfred P. Sloan Foundation Leading Through Diversity Chairs Retreat Lake Arrowhead, California September 16, 2009

2. 2 Family Status of Tenured Faculty in the Sciences* *PhDs from 1978-1984 Who Are Tenured 12 Years out from PhD in STEM, Bio. Sciences & Health Sc. **Had a child in the household at any point post PhD to 12 years out. Source: Marc Goulden, UCB, Survey of Doctorate Recipients. Sciences, 1979-1999, MenWomen N=4,157N=19,767

3. 3 Having Fewer Children Than They Wanted : UC Faculty, Ages 40-60 Men=424 Women=205 Men=239 Women=153 Men=514 Women=224 Men=236 Women=50 Men=1,413 Women=632 Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” http://ucfamilyedge.berkeley.edu http://ucfamilyedge.berkeley.edu

4. Exciting Times General awareness Increased diversity of new professoriate Growing awareness Dual-focused, not single-focused, work force Emerging awareness Need to align career paths with changing needs of professoriate Provide fair, equitable flexiblity to all campus stakeholders: faculty, administration & staff

6. 6 Focus Today: Career Flexibility Structurally Realigns the Academic Career Path to Fit Work-Family Needs of Increasingly Diverse Work Force

7. Career Flexibility Policies 1.Tenure Clock Extension 2.Active Service Modified Duties 3.Unpaid leave beyond 12 weeks of FMLA 4.Reduced Appointment – Extraordinary circumstances 5.Reduced Appointment – Ordinary circumstances 6. Spouse/Partner Employment Assistance

8. Institution-wide, Formal, Written Policies 2002 - 2007

9. 9 Prevalence of Career Flexibility Policies by Type of School Type of Institution2007 Average # Doc – Extensive Doc - Intensive 2.8 1.7 Masters I & II1.4 Baccalaureate –Lib Arts Baccalaureate – General 1.8 1.3 Overall average1.9 Source: University of Michigan, Center for the Education of Women

10. 10 Type of Work/Family Policies at Doctoral – Extensive & Intensive Schools Source: University of Michigan, Center for the Education of Women

11. 11 Source: Drago, R., Colbeck, C. (2004). “Family-Work Policies & Practices: Results from the Mapping Project”. Fear of Bias Prevents Use of Policies and Impacts Families “Missed children’s important events when they were young to appear committed to my job.” “Did not ask for parental leave even though it would have helped me to take it.” [parents] “Did not ask to stop the tenure clock for a new child even though it would have helped me to take it.” [parents] “Did not bring children to the office during their school breaks because I worried that other faculty would be bothered.” [parents] “Came back to work sooner than I would have liked after new child to be taken seriously as an academic.” “Did not ask for reduced teaching load when needed for family reasons, because of adverse career repercussions.”

12. 12 PhD Students Shifting Career Goal away from Professor with Research Emphasis Source: Mason, Mary Ann and Marc Goulden. 2006. “UC Doctoral Student Career Life Survey.” http://ucfamilyedge.berkeley.edu/grad%20life%20survey.html % Citing Factor As “Very Important*” in Career Goal Shift TotalMenWomen 1 Negative experience as PhD student45%44%46% 2 Other life interests42%35%48% 3 Professional activities too time consuming41%35%45% 4 Issues related to children36%21%46% 5 Geographic location Issues35%28%40% 6 Feelings of isolation/alienation as PhD student33%31%35% 7 Bad job market30%29%30% 8 Career advancement issues30%34%27% 9 Job security29% 10 Spouse/partner issues or desire to marry27%22%32% 11 Monetary compensation (e.g. salary, ben.)27%31%23% 12 Other career interests25%23%27% Yellow shading indicates the group’s response is significantly higher than the other group’s response (P<.01). N=956 to 1201 402 to 529 550 to 666 *Not applicable is excluded from analysis.

13. Policies Necessary, But Not Sufficient 13 Fundamentally, the challenge is to change the culture on campus so that Fear of bias is reduced Critical mass of users exists Career flexibility becomes the “new normal.” BUT HOW?

14. 14 Alfred P. Sloan Awards for Faculty Career Flexibility Recognize leadership and accelerate progress in career flexibility through multi-stage application process: – Institutional Survey – Faculty Survey – Accelerator Grant applications In 3 rd Round:  Round 1 – Research Universities  Round 2 – Master’s Universities  Round 3 - Liberal Arts Colleges (in progress) 5 -6 Awards in each round – Accelerator grants range from $200,000 to $250,000 each

15. Winners of the Sloan Awards Research Universities UC Berkeley and Davis Duke University U Florida Lehigh University U Washington Masters Universities U Baltimore Boise State University Canisius College Santa Clara University San Jose State University Simmons College 15

16. Changing the Culture: Programmatically & Strategically 1.Know your culture 2.Engage leaders & tie to mission 3.Train key gatekeepers 4.Mount awareness campaign 5.Reward, not penalize, use of policies 6.Level the playing field 7.Build the business case 8.Prepare for the unexpected

17. 1a. Know Internal Culture Sloan Award application process designed to establish baseline data: – Institutional availability of policies – Faculty & staff knowledge of policies – Use of policies – Biases against using policies Why important? – Unmasks biases and obstacles Instruments available for use by other schools – UC Berkeley’s Family Friendly Edge set standard – Sloan survey instruments available through ACE 17

18. 1b. Know External Culture Sloan Award application process designed to benchmark applicants to peers. Why important? Benchmarking provides critical change incentive Other examples of benchmarking. University of Baltimore - benchmarked itself against 12 other universities re tenure clock extension Chronicle of Higher Educ.- Great Place to Work (Canisius College & Duke University among winners) Higher Education Research Institute (HERI) Collaborative on Academic Careers in Higher Education (COACHE)

19. 1c. Track Changes Over Time To Be Accountable Sloan Winners – Complete internal surveys on policy availability, usage and climate when apply and two years later – Benchmarked against peers at two points in time – Track progress against goals set in accelerator plan U Washington – Internal survey of career outcomes for faculty, hired between 1995 and 2001, who requested tenure clock extensions UC Berkeley – Tracking doctoral students career goals over time 19

20. 2. Engage Leaders & Tie to Mission Most Sloan winners house flexibility initiatives in offices of Provosts/CAOs – Even presidents directly involved: Simmons – Details count: Duke’s website – provost.duke.edu/ – Dean & chairs comprise advisory groups: Lehigh U Others tie flexibility to mission or core values – Santa Clara ties to Jesuit tradition of educating “the whole person” – University of Baltimore president views flexibility as integral to recruitment of excellent faculty Engaged top leadership most important ! 20

21. 3. Train Key Gatekeepers Targeting new department chairs – San Jose State – Office of Faculty Affairs’ training – UC Davis – mandatory 2 day training session and family-friendly advisor/mentor program – UC Berkeley – comprehensive online training Targeting promotion and tenure review committees – U Florida - Mandatory online certification on how to assess gaps in candidate’s resume – UC Davis – Shares, across 10 UC campuses, prototypical internal & external review letters, ensuring reviewers “evaluate without prejudice” 21

23. 4. Mount Awareness Campaign To ensure acceptance and transparency – UC Berkeley online newsletter UC Families, part of the Berkeley Parents Network, with interactive blog and links to policies and program Family Friendly Edge – online & most comprehensive in nation re flexibility – UC Davis – daylong workshops and brown bags for new faculty – Duke University – award-winning Duke Advantage – Lehigh University – Balancing Work & Life, online and hard copies, mailed to all faculty – U Washington’s Balance @UW postcard outlining “8 by ‘08” and mailed to all faculty 23

26. 5. Reward, Not Penalize, Use of Flexibility Policies Commit central funds to not penalize depts. – UC Davis expanded to all 10 UC campuses its model of central funding of leaves or ASMD. Reward faculty who use policies – Lehigh U makes automatic $6,000 Sloan Career Flexibility grants to all tenure-track faculty on dependent care leaves Recognize departments and leaders – U Florida makes awards to those who take effective steps to promote family-friendly accommodations 26

27. 6. Level the Playing Field Many ways to create culture of inclusiveness – Automatic extension of tenure clock Duke – Extend availability of leave policies to men and upon adoption U Washington’s pilot program for this population – Extend availability of part-time to retiring faculty U Baltimore in its Balance that Works@UB – Ensure no abuse of leave policies involving their use for research purposes UC Berkeley’s MOU 27

28. 7. Build the Business Case Formal cost-benefit analyses Iowa State University – building model UC Berkeley and Davis –Tracking costs to university of replacement instruction for faculty on child bearing leaves or ASMD Systematic assessment of policy use on career outcomes University of Washington assessed career outcomes for faculty, hired between 1995 and 2001, who requested tenure clock extensions 28

29. 8. Prepare for the Unexpected Budget cuts, turnover in leadership tests business continuity on all counts, including flexiblity policies & programs – Several Sloan winners had significant leadership changes and continued to meet goals set in accelerator plans Lehigh University, Simmons College, and University of Baltimore had new presidents or provosts University of Baltimore president met with all new hires and recommitted to flexiblity as integral to recruitment and institutional reputation. 29

30. What Have We Learned? – Career flexibility must be achieved through simultaneous changes in policy and culture – Career flexibility must be positioned as a means to an institutional end – Career Flexibility must be embraced by the top, but driven by chairs, and pursued without fear by faculty – Career flexibility must be made available at all stages of career

31. What Remains to Be Done? What other steps needed to ensure culture change? How can we best learn from one another? 31

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34. Early Intervention: Graduate Students Assessment of work-family issues Paid family leave Part-time post doc appointments University & federal grant policies Delayed entry/alternate entry points non-tenure lines (research or teaching) re-tooling and re-entry fellowships

35. 35 Family Status of Tenured Faculty Sciences, Social Sciences, and Humanities in the U.S.* *PhDs from 1978-1984 Who Are Tenured 12 Years out from PhD. **Had a child in the household at any point post PhD to 12 years out. Source: Marc Goulden, UCB, Survey of Doctorate Recipients. Sciences, 1979-1999, Humanities, 1979-1995 MenWomen N=10,652N=32,234