2. ADVANCE Catalyst Program Baseline Measurement for Women in CST  Applicant tracking trends  Hiring trends  Retention and promotion study  Campus Climate Survey  Focus Groups  On-Line Forum  Best Practice Research

3. Thank You  Principal Investigators Kathleen Kitto Arlan Norman Sue Guenter-Schlessinger  Research Associate Debra Young

4. Thank You Faculty Leadership Team  Karen Bradley  Todd Morton  Joann Otto  Debra Jusak  Kristen Larson  Robert Mitchell  Elizabeth Raymond

5. Survey Response  In Total 139 Tenured, Tenure Track, and Non-Tenure Track Faculty Were Invited to Respond  Overall 58% Response Rate  Thank You For Your Participation!

6. Survey Response

7. Motivation for Employment at WWU  Salary  Teaching  Balance Teaching/Research  Balance /Collaboration  Geographic Area  Work-Life Balance

8. Motivation for Employment at WWU  Teaching/Work-Life Balance  Geographic Area  Teaching/Family

9. Workload Activities  Tenured Female Faculty: Percent of time in Service/Research  Tenured Female Faculty report greatest dissatisfaction with distribution (54%)

10. Committees Served on This Year  Female Tenured Faculty: 46% Report Serving on 5-10 Committees  Female Tenured Faculty: Average Past 5 Years is 47%  Male Tenured Faculty: Average Past 5 Years is 26%  12% More Male Faculty Perceive Participating in Service at a Higher Rate

11. Perception of Need to Work Harder  Women Perceive they Need to Work Harder to be Considered Successful

12. Work-Life Balance and Satisfaction  Female Tenured Faculty Report Greatest Difficulty Balancing Work-Life  Followed by Tenure Track Males  Nearly Half of all Faculty have Considered Leaving to Attain Balance

13. Work-Life Balance and Satisfaction  Female Tenured Faculty Least Satisfied with Department Support for Work-Life Balance

14. Impact of Childcare on Career  Minimal Perception that Childcare correlates with Less Commitment to Career  Greater Perception that Childless Faculty are Expected to Fill In

15.  Five Female Faculty Members Used Family Leave Due to the Birth of a Child  Five Female and Three Male Faculty Members Considered Requesting Family Leave but Did Not Parental & Family Leave Faculty Use of Family Friendly Benefits

16.  One Female Faculty Member Stopped Her Tenure Clock Due to the Birth of a Child  Two Female Faculty Members Considered Stopping Their Tenure Clock, but Did Not Tenure Clock Extension Faculty Use of Family Friendly Benefits

17. Reasons For Not Requesting Benefits  Confusion About Procedure for Requesting Tenure Clock Extension  Belief Family Leave Would Impact Tenure or Promotion  Concern About Impact on Department  Past Negative Attitudes for Taking Time Off for Any Reason  One Faculty Member “Could Not Imagine What Life Would Look Like Without My Job”