1. NSF ADVANCE: Institutional Transformation for Faculty Diversity The University of Texas at El Paso April 2004 Evelyn Posey, Department of English Libby Anthony, Department of Geological Sciences Ann Gates, Department of Computer Science Tine Reimers, Center for Effective Teaching and Learning Pat Witherspoon, Department of Communication

2. UTEP’s Initiative for Institutional Change Because of our talented faculty and Hispanic-majority student population, UTEP is the ideal setting to create, implement, and document a model for diversifying the academic workforce and contributing to the national goal of creating positive and sustainable change in academic climates through: a policy and recruitment process that proposes faculty support and retention policies, supports recruitment efforts, and provides research support a faculty development process that helps faculty define a holistic and balanced academic career a collaborative leadership process involving faculty throughout the participating colleges, to identify and support innovative leaders, share best practices, and facilitate improvement of departmental climates an evaluation process that includes both formative and summative self-assessments and review by an external advisory board

3. UTEP at a Glance UTEP is the only research-intensive doctoral university in the US with a Mexican- American majority student population, ranking second in the nation in awarding Bachelor’s degrees to Hispanics. Student Demographics 1 18,542 Students –Ethnicity 71% Hispanic 13% White 12% International 4% Other Ethnic Minorities –Gender 55% Female –Average Age 23 Undergraduate 34 Graduate Faculty Demographics 1 568 Faculty –Ethnicity 21% Hispanic 67% White 5% International 7% Other Ethnic Minorities –Gender 36% Female –Tenure Status 45% Tenured 30% Tenure Track 25% Non-Tenure Track 1 For Fall 2003

4. UTEP ADVANCE Departments 18 Departments –10 STEM –8 Social & Behavioral Sciences 301 Faculty –Ethnicity 22% Hispanic 60% White 9% International 9% Other Ethnic Minorities –Gender 21% Female –Tenure Status 51% Tenured 29% Tenure Track 20% Non-Tenure Track 1 For Fall 2003 STEM Departments 1 AllFemale% Female Tenured951213 Tenure Track571018 Non-Tenure Track381026 Total1903217 1 Biological Science; Chemistry; Computer Science; Geological Science; Mathematical Science; Physics; Civil Eng.; Electrical & Computer Eng.; Mechanical & Industrial Eng.; Metallurgical & Material Eng. Social & Behavioral Sciences Departments 1 AllFemale% Female Tenured57814 Tenure Track31826 Non-Tenure Track231565 Total1113128 1 Communication; Economics & Finance; Information & Decision; Languages & Linguistics; Marketing & Management; Political Science; Psychology; Sociology & Anthropology

5. Significant Accomplishments - 1 Provided spring semester support for 10 Graduate Research Assistants/Associates working with female faculty or faculty conducting research on gender issues. Met with over 20 female candidates in the 18 departments as part of their on-campus interviews and male candidates interested in dual career opportunities. 53 tenure track women faculty (mentees) are actively participating in the Faculty Mentoring Program for Women. Mentees are networking outside of the official program. 13 faculty members will participate in the first IMPACT Seminar, a program designed to identify strategies for integrating teaching, research, and service. The Provost is supporting 4 from non- ADVANCE departments.

6. Significant Accomplishments - 2 Completed revision of faculty survey on quality of work-life and developed categories to be used in creation of departmental profiles. Began an inventory of ADVANCE-related initiatives on campus to better understand existing efforts, record best practices and lessons learned, identify potential collaborations, and identify areas of need. Created a framework for baseline measurements, including the design of a survey to study faculty work-life issues. Acquired individual-level data for faculty hired since 1996 and identified sources for space data.

7. Areas of Difficulty/Resistance Dual Career Hires - The departments that would receive a spouse or partner are concerned that accepting these faculty into their departments will jeopardize approval of future lines. Identifying Mentors – It is difficult to effectively mentor junior faculty facing new and different tenure standards. Successful tenured faculty find their time fully committed. Understanding Subtext – Understanding underlying concerns within articulated issues is a challenge when discussing them with faculty and chairs. Acquisition of Data - Individual-level data are incomplete and missing key indicators, forcing us to identify alternative sources of data.

8. Best Ideas Yet Meeting with female and dual career candidates has provided opportunities to promote UTEP and its ADVANCE related programs. Improved orientation and training for mentors and mentees participating in the Faculty Mentoring Program for Women. Used the University of Wisconsin Madison ADVANCE survey as a model for UTEP survey, enabling us to streamline the development process and compare results across campuses. 4 UTEP ADVANCE personnel will participate in the WEPAN 2004 National Conference. Changed from working with 4 departments to all 18 to identify critical issues in the initial stages of climate evaluation.