Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering

1. Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering Alice M. Agogino University of Oklahoma April 20, 2007

2. DONNA E. SHALALA [IOM] (Chair), President, University of Miami, Miami, Florida ALICE M. AGOGINO [NAE], Roscoe and Elizabeth Hughes Professor of Mechanical Engineering, University of California, Berkeley, California LOTTE BAILYN, Professor of Management, Sloan School of Management, Massachusetts Institute of Technology, Cambridge, Massachusetts ROBERT J. BIRGENEAU [NAS], Chancellor, University of California, Berkeley, California ANA MARI CAUCE, Executive Vice Provost and Earl R. Carlson Professor of Psychology, University of Washington, Seattle, Washington CATHERINE D. DEANGELIS [IOM], Editor-in-Chief, Journal of the American Medical Association, Chicago, Illinois DENICE DENTON*, Chancellor, University of California, Santa Cruz, California BARBARA GROSZ, Higgins Professor of Natural Sciences, Division of Engineering and Applied Sciences, and Dean of Science, Radcliffe Institute for Advanced Study, Harvard University, Cambridge, Massachusetts JO HANDELSMAN, Howard Hughes Medical Institute Professor, Department of Plant Pathology, University of Wisconsin, Madison, Wisconsin NAN KEOHANE, President Emerita, Duke University, Durham, North Carolina SHIRLEY MALCOM [NAS], Head, Directorate for Education and Human Resources Programs, American Association for the Advancement of Science, Washington, DC GERALDINE RICHMOND, Richard M. and Patricia H. Noyes Professor, Department of Chemistry, University of Oregon, Eugene, Oregon ALICE M. RIVLIN, Senior Fellow, Brookings Institution, Washington, DC RUTH SIMMONS President, Brown University, Providence, Rhode Island ELIZABETH SPELKE [NAS], Berkman Professor of Psychology, Harvard University, Cambridge, Massachusetts JOAN STEITZ [NAS, IOM], Sterling Professor of Molecular Biophysics and Biochemistry, Howard Hughes Medical Institute, Yale University School of Medicine, New Haven, Connecticut ELAINE WEYUKER [NAE], Fellow, AT&T Laboratories, Florham Park, New Jersey MARIA T. ZUBER [NAS], E. A. Griswold Professor of Geophysics, Massachusetts Institute of Technology, Cambridge, Massachusetts

3. Percentage of BS Degrees for Women National Center for Education Statistics. Data for academic year 1999 not available. Compiled by AIP Statistical Research Center.

4. Percentage of PhDs Earned by Women National Science Foundation. Compiled by AIP Statistical Research Center.

5. But women are leaving academic careers Increasing the number of women earning science and engineering doctorates will have little effect on the number of women in academic positions, unless attention is paid to recruiting women to these positions and retaining them once hired.

6. Women as a Percent of New UCB Faculty Appointments 1984-2006 Source: Academic Personnel Records, 1984-2006.

7. Faculty Headcount by Gender and Rank Number

8. Women have the capability to succeed in Science & Engineering • Studies of brain structure and function, of hormonal modulation of performance, of human cognitive development, and of human evolution have not found any significant biological differences between men and women in performing science and mathematics that can account for the lower representation of women in academic faculty and scientific leadership positions in these fields.

9. Women have the drive to succeed in Science & Engineering • The drive and motivation of women scientists and engineers is demonstrated by those who persist in academic careers despite barriers that disproportionately disadvantage them.

10. Larry Summers, President, Harvard Need for Family Friendly Policies(UC Faculty, ages 30-50) N=338 701 248 505

11. It is not lack of talent or drive, but rather unintentional biases and outmoded institutional structures that are hindering the access and advancement of women.

12. Leaks in the Academic Pipeline for Women* Assistant Professor (Tenure Track) Associate Professor (Tenured) Full Professor (Tenured) Graduate School Entry PhD Receipt Women PhDs Water Level Women PhDs Water Level Women PhDs Water Level Leak!! Leak!! Leak!! Leak!! Women, Married (21% less likely than single women to enter a tenure-track position) Women (27% less likely than men to become an Associate Professor) Women (20% less likely than men to become a Full Professor within a maximum of 16 years) Women with Babies (28% less likely than women without babies to enter a tenure-track position) • Preliminary results based on Survival Analysis of the Survey of Doctorate Recipients (a national biennial longitudinal data set funded by the National Science Foundation and others, 1979 to 1995). Percentages take into account disciplinary, age, ethnicity, PhD calendar year, time-to-PhD degree, and National Research Council academic reputation rankings of PhD program effects. For each event (PhD to TT job procurement, or Associate to Full Professor), data is limited to a maximum of 16 years. The waterline is an artistic rendering of the statistical effects of family and gender.

17. The Nations New Majority Science and Engineering Workforce U.S. Workforce

18. 2020? Science and Engineering Workforce 2000 2020 U.S. Workforce

19. Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering Recommendations

20. Recommendations for Universities LEADERSHIP CLIMATE Deans, department chairs, and tenured faculty Trustees, university presidents, and provosts RECRUITING HIRING, TENURE, PROMOTION POLICIES MONITOR AND EVALUATE

21. Trustees, university presidents, and provosts: • Provide clear leadership in changing institutional culture and structure • University strategic planning • Immediately remedy inequalities in hiring, promotion, and treatment • Hold leadership workshops for personnel • Require evidence for equitable practices before approving appointments • Develop and implement policies accounting for flexibility across life course

22. Deans, department chairs, and tenured faculty: • Take responsibility for creating a productive environment • Initiate faculty discussion of climate issues • Develop and implement effective evaluation programs for faculty and students • Expand faculty recruitment efforts • Review equity of tenure processes and timelines

23. Workshops for Search CommitteesUniversity of Wisconsin-Madison Percentages of women and minority faculty hired increased by 19% for those who attended “fair hiring” workshops compared to a 23% decrease to those who did not.

24. The Pool Problem at UC Berkeley: Ladder Rank Faculty *Data prepared by Angelica Stacy, Associate Vice Provost for Faculty Equity, UCB. Potential UCB Applicant Pool is derived from NCES data on PhD degrees granted in 2000, cut to a selected group of top-ranked graduate institutions and cut to relevant disciplinary fields for UCB.

25. UCB Faculty STEM* by Rank, Gender, and Ethnicity, 2005-06 N= 18 220 136 41 68 5367 13792 *STEM=Division of Physical Sciences, College of Engineering, College of Chemistry, and School of Info. Manag. Syst. (SIMS). **URM=African Amer., Hispanic Amer., and Native Amer. ***Chair/Dean (2006-07) figures are broken down only by gender because of low counts. ****Source: UCB Faculty Applicant Pool Database, 2001-2006. Not all departments have responded. *****Based on PhDs granted to U.S. Residents, 1997-2001, at the 35 Institutions producing the most PhDs at Top Quartile Rated doctoral programs (National Research Council Reputation Ratings), Survey of Earned Doctorates. Faculty Headcount Source: UCB Faculty Pers. Rec. 2006.

26. Methods Used to Encourage Women Applicants Note: Yellow shading denotes p<.05 significant difference based on chi-square. Note: Light Green shading denotes p<.10 significant difference based on chi-square.

29. Federal Enforcement Agencies Even without additional resources, federal agencies should move immediately to enforce the federal anti-discrimination laws at universities and other higher education institutions through regular compliance reviews and prompt and thorough investigation of discrimination complaints. Title IX Opportunities Federal agencies MONITOR

30. Higher education organizations: • Createinter-institution monitoring organization

32. More Information For more National Academy study : www.engineeringpathway.com/ (most commented or search over “beyond bias”) University of California Family Edge:http://ucfamilyedge.berkeley.edu/ Chairs and Deans Toolkit for Creating a Family Friendly Department:http://ucfamilyedge.berkeley.edu/