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Recruitment, Retention and Advancement of Women and URM in STEM

Research study on mechanisms for enhancing representation and success of women and URM in STEM, focusing on building support networks and addressing gender disparities.

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Recruitment, Retention and Advancement of Women and URM in STEM

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  1. Recruitment, Retention and Advancement of Women and URM in STEM Jamie Barlowe, Karen Bjorkman, Patricia Case, Edith Kippenhan, MonitaMungo University of Toledo

  2. Objectives of Research Study • To determine effective mechanisms for increasing the presence and successes of women and URM in STEM disciplines. • To work to build supportive administrative frameworks for success. • To assist with building interdisciplinary support networks for research, mentoring and social well-being of women in STEM. • To determine areas where we have work to do on gender disparities across the campuses. • Internal Research funding awarded for AY2017-2018: $20,000

  3. Methods/Outcomes of Research Study • Examination of Outcomes of UT Biennial Climate Surveys (2010-2016), including: • Satisfaction with UT, unit, support (time & funding) (42% of women/61% of men felt they had adequate time for work) • Job Stress by gender, e.g., departmental politics (80% of women/62% of men reported stress from departmental politics); Stress outside job, e.g., primary care giver for children or someone who is ill (53% of women/35% of men reported stress as care giver) • Attitudes/Assumptions about Gender, e.g., women faculty with children less committed to career, and Practices/Implicit Bias, e.g., less access to departmental resources and greater expectations for service

  4. Methods/Outcomes: Focus Groups The Climate survey data informed focus groups. Focus groups showed that women in STEM at UT have difficulty being taken seriously. Are more likely to carry service burdens. Feel less respected. Struggle to find work/life balance. Sense that the previous generation of academic women are not supportive of work/life balance: either/or approach to family/career.

  5. Method/Outcomes: STEM only survey • Designed to increase STEM participation. • Better data to look at gender differences for STEM only. • Allowed us to look closely at issues around mentoring needs and work-life balance issues. • Analysis of data in progress • Next 6 slides provide response rate and some preliminary data

  6. Responses

  7. Discipline by Gender

  8. Rank by Gender

  9. Social Perceptions More variance in responses for femalesacross all variables analyzed for this report.

  10. Work-Life Balance

  11. Family Versus Career

  12. Outcomes: Research Showcase and Celebration of UT Women in STEM • March 22, 2018 • Dr. Heather Burton, Director, IDEAL-N Keynote Speaker • Presentation of preliminary results of Research Study • Research presentations/posters • Reception in celebration of women in STEM faculty

  13. Outcomes: Conference Presentation & Article Submission • Our two social science team members, Dr. Patricia Case and Dr. MonitaMungo, are presenting data from our study at the North Central Sociological Association Conference in Pittsburgh today • An article proposal on research study submitted

  14. Next Steps • Summer 2018 Research Funding and mentoring of female graduate students in STEM disciplines. • Fund mentoring initiatives in STEM departments. • Submit NSF grant to assist with recruitment, retention and advancement initiatives. • Continuing highlighting Women in STEM research on our IDEAL-N website • Continuing review of Dual Career Hiring Policy • Our work is informing a new university-wide faculty mentoring plan, including (Rocket) Launch committees

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