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Creating a Climate for Successful Retention, Tenure, and Promotion

Creating a Climate for Successful Retention, Tenure, and Promotion. Year 1 Change Team Leaders: Dr. Karen Bjorkman Dr. Nancy Collins Dr. Timothy Fisher Co-Director: Dr. Penny Poplin Gosetti Coach: Dr. Margaret “ Miggy ” Hopkins IDEAL Plenary Conference September 17, 2010.

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Creating a Climate for Successful Retention, Tenure, and Promotion

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  1. Creating a Climate for Successful Retention, Tenure, and Promotion Year 1 Change Team Leaders: Dr. Karen Bjorkman Dr. Nancy Collins Dr. Timothy Fisher Co-Director: Dr. Penny Poplin Gosetti Coach: Dr. Margaret “Miggy” Hopkins IDEAL Plenary Conference September 17, 2010

  2. Exciting Synergistic Activities A growing network of campus-wide diversity initiatives provides opportunities to develop partnerships and leverage experience to affect change. Office of Equity and Diversity President’s Diversity Council University Women’s Commission Women Graduate Student Association Women’s Leadership Forum and Council Women’s Programs Initiative • American Medical Women’s Association • Catherine S. Eberly Center for Women • Department of Women and Gender Studies • Disability Studies Program • NW Ohio Chapter Association for Women in Science

  3. Change Project: Campus Climate Survey Strengths • Overall experience of community, collegiality, and being a faculty member in one’s primary department or college unit. • Department/college support of career-relevant issues (e.g., family leave, child care, health accommodations, sabbatical leave). • Benefits

  4. Climate Survey: Change Opportunities • Finding: • While formal and informal mentoring opportunities serve some of the faculty, at least two-thirds of the female respondents reported receiving minimal or no formal mentoring. • Recommendation: • Develop and implement strategies for formal mentoring within and outside the university.

  5. Climate Survey: Change Opportunities Findings from female respondents: • Agree their colleagues believe female faculty with children are less committed to their careers than are men (over 50%). • Note that departmental support for tenure clock adjustment is minimal or not at all (≈40%). • Agree gender makes a difference in everyday interactions (≈50%) and in access to resources (≈33%). Recommendation: • Conduct targeted focus groups in STEMM disciplines to learn more about identified perceptions and beliefs and to inform the development of change projects.

  6. Climate Survey: Change Opportunities Finding • Nearly 40% of female respondents noted that there is minimal or no department/college support for partner/spousal hiring Recommendation: • Pursue a formalized, institutional strategy to address the issue of partner/spousal hiring. • Examine best practices of partner/spousal hiring at comparable universities • Assess impact on UT of not having a spousal/partner hiring policy

  7. Final Recommendations • Disseminate widely the findings from the Campus Climate Survey • Implement recommendations that emerged from survey findings • Continue collaboration with the Office of Institutional Equity and Diversity in cyclical assessment of campus climate Next survey follow-up spring 2012

  8. Questions? Focus Groups Mentoring Spousal/Partner Hires Retain Promote Tenure Women & URM Success Spousal/Parner Hires Retain Promote Tenure Women & URM

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