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ADVANCEing the Kaleidoscope

ADVANCEing the Kaleidoscope. Intentions of Women Freshman to Major in S&E. 38.1%. 35.3%. Average = 32.3% . 31.1%. 23.6%. National Science Foundation, 2013. Women: US Population/STEM Doctoral Degrees. Maria (Mia) Ong , Ph.D., TERC, Cambridge, MA.

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ADVANCEing the Kaleidoscope

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  1. ADVANCEing the Kaleidoscope

  2. Intentions of Women Freshman to Major in S&E 38.1% 35.3% Average = 32.3% 31.1% 23.6% National Science Foundation, 2013

  3. Women: US Population/STEM Doctoral Degrees Maria (Mia) Ong, Ph.D., TERC, Cambridge, MA

  4. Total Science and Engineering Faculty by Gender Female Male National Science Foundation, 2013

  5. S&E Faculty by Gender, Discipline Life Sciences Psychology Engineering Physics

  6. But Numbers Aren’t Everything

  7. Domestic Status of Women S&E National Science Foundation, 2013

  8. Presence Of Children For Employed Women Scientists And Engineers

  9. Women as Percentage of S&E Doctoral Degrees Women were a lower percentage of full-time professors with children and a lower percentage of married full-time full professors than of all full-time full professors in 2006. National Science Foundation, 2013

  10. ADVANCEIncreasing the Participation and Advancement of Women in Academic Science and Engineering Careers

  11. NSF ADVANCE Program • Program Goal: Increase the representation and advancement of women at all levels in academic science and engineering careers • Program History • Initiated at the National Science Foundation in 2001 • As of 2012, over $130M invested to support various ADVANCE projects • >100 ADVANCE projects funded thus far at institutions of higher education and STEM related not-for-profit organizations in 41 states, the District of Columbia and Puerto Rico

  12. ADVANCE Program Evolution IT-Catalyst PAID Fellows Leadership Institutional Transformation 2007 2010+ 2002 2001 2006 2008 2000 2003 2004 2005 2009

  13. Current Award Mechanisms • Institutional Transformation Catalyst (IT-Catalyst) • Planning grants to support basic work to prepare for transformation • Institutional Transformation (IT) • Comprehensive, institution-wide projects to transform the culture of the institution • Partnerships in Adaptation, Implementation and Dissemination (PAID) • Support for use of existing innovative materials and practices

  14. ADVANCE Best Practices • Implicit Bias • Training on the unconscious bias literature for recruitment, promotion and tenure committees • Departmental Leadership • Provides chairs with tools and resources to identify issues, develop action plans to address issues: • Need for and use of climate survey data • Importance of chair’s role in mentoring new/senior faculty • Faculty Development/Mentoring • Attendance at professional meetings, leadership development conferences • External mentor • Career coaching • Faculty advocates

  15. ADVANCE Best Practices • Policies/Procedures • Tenure and promotion decision making • Requests for leave or tenure clock stopping • Allocation of teaching, service workload • Work-Life Balance • Dual hiring policies and practices • Tenure clock stopping policies and practices • Conversion of part-time positions to tenured or tenure track positions • Women of Color • Social support for campuses in remote locations • Access to/appreciation for opportunities for civic engagement • Culturally competent mentoring • Awareness programs focused on issues directly related to women of color (implicit bias, microinequities) • Targeted seminar series featuring women of color scientists

  16. ADVANCE, Early Examples (2001-2006)

  17. ADVANCE Best Practices – Cohorts 1-3

  18. ADVANCE: Institutional StructureImplicit Bias Training • University of Michigan STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) Committee • Provides training on the unconscious bias literature for senior STEM faculty, recruitment committees, promotion and tenure committees • Reduces influences of implicit bias • Outcomes • Increase in women hired in science and engineering tenure track positions (14% in 2001 – 34% in 2006) CULTURALLY COMPETENT IB TRAINING

  19. ADVANCE: Institutional StructurePolicies/Procedures • Review and revision of key institutional policies: • Tenure and promotion decision making • Requests for tenure clock stopping • Access to resources or services • Allocation of teaching, service workload POLICIES/ PROCEDURES

  20. ADVANCE: Empowerment, Career SupportMentoring • Successful approaches to faculty development • Supporting attendance at professional meetings, leadership development conferences • Providing funds to visit an external mentor or to bring one to campus • Encouraging interdisciplinary collaboration • Mentoring: • Formal and informal networks • Inter and intra-institutional mentoring • Career coaching MENTORING

  21. ADVANCE: Work Life SupportDual Hiring Hiring of primary candidate and “trailing” spouse to increase the number of women faculty in STEM disciplines Particularly attractive for institutions that are geographically isolated University of Texas El Paso: 26 new faculty (13 couples) hired in 5-year funding cycle Washington State University: Dual hiring policy with Idaho State University (8 mile distance) DUAL HIRING

  22. Lessons Learned/ Lessons Borrowed

  23. Our greatness lies not in the accomplishment we know we can make, but in the one that matters most. But Kelly…we are here to talk about gender issues…if we start adding race and ethnicity in our ADVANCE activity, it will water down the gender agenda and we won’t accomplish what we need to accomplish…Besides, we don’t have that many women of color on our campus anyway. There is a special place in hell for women who don't help other women. • Diversified the award portfolio • Structured ADVANCE PI meeting toward fulfilling a national need • Developed new research agendas related to Women of Color, PUIs, MSIs, CCs

  24. Our success is our freedom, and it is inextricably linked to our responsibility for one another. I think that these activities you are proposing are great. But,…we tried all this before, and it didn’t work. No one cared, but me. So, I was forced to do it all on my own and raise my kids at the same time. And, yeah, it was hard, and it was lonely. But, I did it and I don’t see why they can’t…The reason I don’t get involved is because ADVANCE is a career breaker. I had crossed the line. I was free; but there was no one to welcome me… I freed a thousand slaves; I could have freed a thousand more... • Upward career trajectories of ADVANCE PIs • National community of scholars and practitioners unlike any other in the world • Network of mentors, thought leaders, pioneers

  25. Our strength lies not only in having allies, but also in recognizing who our potential allies are. When I ran away from slavery, it was for myself; when I advocated emancipation, it was for my people; but when I stood up for the rights of women, self was out of the question, and I found…nobility in the act.

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