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Institutionalizing transformation

This update outlines the achievements and future goals of the CHARGE Program, a transformative initiative aimed at supporting women in STEM fields. It covers key workshops, exhibits, and initiatives, as well as the impact of the program on faculty search practices and bias intervention. The program's institutionalization efforts and final year goals are also discussed.

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Institutionalizing transformation

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  1. Institutionalizing transformation Update on CHARGE Program; Year 5

  2. Outline • CHARGE Overview • Goals • CHARGE Results • Faculty Search Seminar • Bias Intervention Workshop • (Re)Imaging Women in STEM • Institutionalization • Sustaining change after the grant • Final Year

  3. CHARGE GOALS & Projects • Goal 1, 21st Century Departments: To strengthen and support departmental efforts to create a positive environment for all faculty with an emphasis on women and minorities • Advocates & Allies/DDI in the College & SEAS • Training Chairs and Deans • P&T Policy Review (SEAS) & Workshop (University) • P&T Portal (SEAS) • Goal 2, Recruitment & Hiring: To increase the gender diversity of STEM/SBE departments • Faculty Search Seminar • Academic Search Portal • Faculty & Candidate Guide • Recruitment Grants • Goal 3, Voices & Visibility: To increase the sense of belonging of STEM/SBE women faculty among their schools and departments • Social Science Research: Safer Grounds • Oral Histories with STEM Women Faculty • (Re)Imaging Women in STEM exhibit • Enhancement Grants

  4. CHARGE Results

  5. Faculty search seminar • 101 faculty & staff attended workshops in September and November • 83% Faculty; 6% Administrative faculty • 76% non-STEM • 95% on a search committee • Interactive theater with Univ. of New Hampshire PowerPlay • Scenario topics • The Search: gender and racial bias in a search committee • Dual Career: vignettes and experiences of dual career couples • Cluster Hires: gender bias and other challenges of cluster hires • Follow-up evaluation after 6 months to see what attendees learned and used • 55% response rate

  6. Faculty search seminar: 6 months later • Applied their knowledge • 87% ensured committee used equitable search practices • 78% recognized their own bias (Bias Literacy Level 1) • 70% reduced bias during candidate evaluations • Other • Used what they learned to select students for groups • Minimized hall conversations about searches • Intervened when they saw bias in the process *55% response rate

  7. Bias Intervention workshop • The Workshop • Response to CHARGE evaluations since 2014 showing participants could recognize implicit bias, but did not know how to intervene with colleagues • Based on Bystander Intervention theory and model; trains bystanders to safely intervene and interrupt implicit bias situations • Attendees learned and practiced strategies for intervening • Univ. of New Hampshire PowerPlay and Dr. Stephanie Goodwin, Wright State Univ. • Demographics, 70 attendees • 77% female • 39% College, 14% McIntire • 19% Staff, 18% Lecturer, 14% Assoc. Professor • 67% attended previous implicit bias workshops

  8. Bias Intervention workshop

  9. Bias intervention workshop • Most important concepts learned • Strategies for intervening, dissonance, questioning, non confrontational • Strategies for pivoting & redirecting • Silence is a response • Remaining Questions • Need more men attending • How to practice these safely

  10. (re)imaging women in stem exhibit • Online and gallery exhibit featuring: • 28 photographic portraits of UVA women STEM faculty • Oral history excerpts that recount women’s experiences with gender discrimination in STEM and the joys they find in science • A timeline of women’s co-education at UVA • Recent social media campaigns from women in STEM counter-acting gender stereotypes • Gallery exhibit, March 13-May15 • Chemistry Building: portraits of faculty • Mural Room: oral histories, timeline, and social media campaigns

  11. (re)imaging women in stem exhibit • Online exhibit opened February 20 • Gallery exhibit • Chemistry Lobby & Mural Room • Over 5k visitors: students, staff, faculty, prospective students, parents, university tours, chemistry camps K-12

  12. (re)imaging women in stem exhibit • Gallery Evaluation Results*: • Women students inspired by the portraits • Would like the university to use these spaces creatively like this more often • Did not know this history of UVA; still see remnants of this culture today • Did not know their professors/colleagues had experienced this level of gender discrimination; more aware of own bias *Random sample of visitors interviewed for evaluation

  13. Future of exhibit • Gallery Exhibit • Catalogued, working with university on accession • Re-installed • Anthropology gallery • Bicentennial celebration • NSF ADVANCE conference Fall 2017 • Online Exhibit • Will remain open

  14. Faculty demographics in STEM 2010: 13.7% of STEM/SBE TTT faculty were women (N=40) 2016: 20% of STEM/SBE TTT faculty are women (N=93)

  15. Institutionalization & Final Year

  16. Institutionalization • Purpose:NSF requires ADVANCE projects to be institutionalized by the end of the grant • Make change sustainable • Expand change beyond STEM departments to entire university • CHARGE Sustainability Model: • Decentralized; projects woven into existing systems & units • Each project will have a steward office • Internal Advisory Board (IAB) leading institutionalization • Chair, Kerry Abrams, Vice-Provost for Faculty Affairs • Members: faculty, Assoc. Deans of Diversity, UHR, administrators • Creating formal mechanisms and sustainability plans • First Projectto institutionalize • Faculty Search Seminar

  17. Faculty search seminars • 2013 to 2016 • 400 attendees, 55% female; 82% faculty; 54% STEM/SBE • Workshops on recognizing & mitigating implicit bias, best practices in searches; search committee dynamics • Open to all faculty • Sustainability • Working with Vice Provost Office to have Faculty Search Seminars become part of the portfolio of the new Asst Vice Provost for Faculty Development • CHARGE working with Center for Teaching Excellence on institutionalizing the methodology—interactive theater. • Learning from Univ. of MI, UNH, Cornell • Piloting UVA interactive theater group

  18. Sustainability map

  19. Next year • CHARGE will apply for a 6th year, no-cost extension • We will focus on: • Launching & supporting Advocates/DDI in SEAS • Disseminating our results and lessons learned • To the ADVANCE community • Within UVA • Professional associations and publications • Institutionalizing change • Evaluating our impact • For more information, contact: • uvacharge@virginia.edu

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