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UD ADVANCE PAID: Resources for Recruitment and Retention of Women Faculty in STEM Fields

UD ADVANCE PAID: Resources for Recruitment and Retention of Women Faculty in STEM Fields. Heather Doty, PhD Program Manager, UD ADVANCE Assistant Professor, Engineering University of Delaware. 2013 ADVANCE PI Meeting. UD ADVANCE – Key Faculty.

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UD ADVANCE PAID: Resources for Recruitment and Retention of Women Faculty in STEM Fields

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  1. UD ADVANCE PAID:Resources for Recruitment and Retention of Women Faculty in STEM Fields Heather Doty, PhD Program Manager, UD ADVANCE Assistant Professor, Engineering University of Delaware 2013 ADVANCE PI Meeting

  2. UD ADVANCE – Key Faculty • Dr. Pam Cook, UD ADVANCE Director, Associate Dean of Engineering; Professor, Mathematics • Dr. Robin Andreasen, Associate Professor, Cognitive Science (head of reading group) • Dr. Michael Chajes, Professor, Civil Engineering, PI • Dr. Kate Scantlebury, Professor, Chemistry, co-PI • Dr. Charlie Riordan, Vice Provost for Research; Professor, Chemistry (head of Recruitment group) • Dr. Lori Pollock, Professor, Computer and Information Sciences (head of Mentoring group)

  3. UD ADVANCE PAID • Grant held jointly by Colleges of Engineering and Arts & Sciences (natural sciences) • Workshops “for faculty, by faculty” on: • - Faculty Recruitment • Faculty Mentoring • Workshops adapted from University of Michigan (STRIDE) and Wisconsin (WISELI) • Started in 2008 Both workshops include a unit on cognitive shortcuts (Implicit bias)

  4. Workshops • Core group of senior faculty from Engineering and Arts and Sciences formed a reading group to study cognitive shortcuts and women’s underrepresentation in STEM faculty. • Core faculty group created and present workshops • Workshops are targeted toward senior faculty (those most likely to chair search committees or serve as formal mentors) • To date, over half of senior faculty in the participating departments have attended a workshop

  5. Evolution & Outreach Reduced faculty hiring starting in 2011 few searches and limited turnover of formal mentors. We had to adapt to stay relevant and not lose ground: • Mentee workshops for junior faculty • UD Chairs’ Caucus • Delaware County Community College Recruitment Workshop • Delaware State University

  6. Percent Women Faculty (t/tt) Engineering Natural Sciences

  7. Sustainability: Our Story • Currently supported by the President’s Diversity Initiative (one-year grant) • Expanding to the Colleges of Health Sciences and Earth, Ocean, and Environment • Expanding to cover race and ethnicity • New faculty reading group • Original core group rotated over time, advancing in their own careers, taking the ADVANCE message with them • Continue to apply for NSF funding

  8. Sustainability: Best Practices • Need support and involvement from deans (at least) • Need strong faculty involvement – reading group comprised of senior, respected faculty has been essential for us • Workshops should promote faculty interaction, discussion • Dedicated staffing allows program to keep going • Resources incentivize faculty participation • Make workshops and materials useful to faculty

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