ADVANCE Institutional Transformation at the University of Puerto Rico Humacao

Slide 1:ADVANCE Institutional Transformation at the University of Puerto Rico Humacao

Hilda M. Col�n-Plumey Chancellor April 21, 2004

Slide 4:A suburban 4-year, public institution of higher education 19 bachelor degree programs, 4,440 students 70% first year degree seeking student are women in Natural Science 333 faculty members, 26% women in science faculty, 12 credit/hours typical academic load The typical student is Puerto Rican: commuter, female (71%), graduated from a public high school, from a rural, non-farming area, receives federal financial aid

The University of Puerto Rico Humacao

Slide 5:VISIBILITY and AWARENESS of under representation of women science faculty Organize data to include gender issues Challenge equal salary myth Use indicators to measure the advancement women in higher academic positions: Research funds Research space Salary bonus based on external funds for research Research publications Funds to buy release time Funds to travel

Major impacts of ADVANCE

Slide 6:Science faculty women engaged in research: 57% currently engaged in research 40% percent have been awarded release time by ADVANCE 90% of women engaged in research are ADVANCE participants Increase in research productivity: conferences, proceedings and journal publications, proposals submitted

Major impacts of ADVANCE

Slide 7:Collaboration with UPRH�s Statistics Division Collect and analysis of base-line data Dissemination of findings in Institution�s data book and others Combined ADVANCE and Institutional Research Funds (FOPI) to support women science faculty engaged in research

Strategies undertaken to assure continuity of these impacts

Slide 8:ADVANCE Coordinating Committee creates an environment to promote the advancement of women through academic ranks Members serve as advocators, provide for awareness Support program implementation, including data collection Improve coordination and information sharing with university and community Promote education and discussions about women issues in science

Strategies undertaken to assure continuity of these impacts

Slide 9:Recruitment of new women faculty Consciousness of under-representation Target women in recruitment procedures New UPRH policy on research Will provide an opportunity to include a gender perspective

Opportunities for assuring sustainability

Slide 10:UPR System plans, policies and procedures Different views on roles and mission of the 11 campuses Teaching Research Graduate studies Economic constraints Faculty hiring freeze Limited library resources and space for research for small campuses

Challenges

Slide 11:ADVANCE Coordinating Committee Policies and procedures for faculty recruitment Faculty in training with a gender perspective long-term follow-up and support

Aspects of ADVANCE to Replicate

Slide 12:Disaggregated institutional data collection with a gender perspective Establish policies and procedures for faculty recruitment Replicate strategies to all Departments and Programs Permanent Coordinating Committee Educational activities Follow-up on policies and data collection Strengthening the Office of External Resources

Longer-term impact of ADVANCE at UPRH