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Measuring the Status of Women: Towards Cross-Institutional Analysis to Understand Institutional Transformation

Measuring the Status of Women: Towards Cross-Institutional Analysis to Understand Institutional Transformation. Lisa M. Frehill and Cecily Jeser Cannavale New Mexico State University ADVANCE Program http://www.nmsu.edu/~advprog E-mail: lfrehill@nmsu.edu

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Measuring the Status of Women: Towards Cross-Institutional Analysis to Understand Institutional Transformation

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  1. Measuring the Status of Women: Towards Cross-Institutional Analysis to Understand Institutional Transformation Lisa M. Frehill and Cecily Jeser Cannavale New Mexico State University ADVANCE Program http://www.nmsu.edu/~advprog E-mail: lfrehill@nmsu.edu This research was funded by the National Science Foundation, NSF #0123690.

  2. Overview: 1st Round Awardees’ Institutions

  3. Overview: 1st Round Awardees’ Institutions

  4. Some of the issues • Key issue: Faculty “live” in departments but departments are organized differently across institutions. • Small n’s, especially within rank and department – often even within a unit • Basis of comparability • For departments? • For units? • For institutions?

  5. Provide feedback for: Departments  Deans & Provosts  Program Evaluation  Comparisons needed Disciplinary Field groupings STEM vs. non-STEM at institution Comparability—Purpose

  6. Distribution of Female Faculty in STEM Departments

  7. Fundamental Questions—Status of Women Faculty • To what extent are departmental sex compositions “equitable”? To what extent are women and men in similar positions? • Are the institution’s processes of advancement fair to men and women? • To what extent do women hold powerful positions within the institution? • To what extent are resources allocated equitably by gender?

  8. Original Metrics: 1. Number and percent of women faculty in STEM 2. Number and percent of women in tenure line positions by rank and department 6. Number of women in STEM who are in non-tenure-track positions (teaching and research) To what extent are departmental sex compositions “ equitable”? To what extent are women and men in similar positions?

  9. Original Metrics: 1. Number and percent of women faculty in STEM 2. Number and percent of women in tenure line positions by rank and department 6. Number of women in STEM who are in non-tenure-track positions (teaching and research) Report indicators for STEM and institution as a whole: Number and percent of departments with: Female tokens Female minority Gender equitable Male minority Male tokens Index of positional dissimilarity, D To what extent are women and men in “gender equitable” departments and positions?

  10. Relative Numbers—Conceptual Scheme

  11. Index of Dissimilarity

  12. Institutional Data: Departmental Sex Composition

  13. Original Metrics: 3. Tenure and promotion outcomes by gender 4. Years in rank by gender 5a. Time at institution 5b. Attrition by gender 8. Number of women STEM faculty in endowed/named chairs Are the institution’s processes of advancement fair to men and women?

  14. Original Metrics: 3. Tenure and promotion outcomes by gender 4. Years in rank by gender 5a. Time at institution 5b. Attrition by gender 8. Number of women STEM faculty in endowed/named chairs Report indicators for STEM and institution as a whole: Likelihood of (by gender): Tenure Promotion Asst  Assc Promotion Assc  Full Average years at Associate rank for Full Annual attrition: % of each sex within rank who leave the institution for any reason other than retirement Number of women faculty in endowed/named chairs Are the institution’s processes of advancement fair to men and women?

  15. Original Metrics: 2. Number and percent of women in tenure line positions by rank and department 7. Number and percent of women scientists and engineers in administrative positions 8. Number of women STEM faculty in endowed/named chairs 9. Number and percent of women STEM faculty on promotion and tenure committees To what extent do women hold powerful positions within the institution?

  16. Original Metrics: 2. Number and percent of women in tenure line positions by rank and department 7. Number and percent of women scientists and engineers in administrative positions 8. Number of women STEM faculty in endowed/named chairs 9. Number and percent of women STEM faculty on promotion and tenure committees Number and percent women: Full professors (STEM and inst) Department heads (STEM and inst) Associate Deans (STEM units and inst) Deans (STEM units and inst) Provosts and VP level (inst) President Number and percent of women STEM faculty on STEM unit promotion and tenure committees To what extent do women hold powerful positions within the institution?

  17. Women in Mid-level Academic Leadership in STEM

  18. Original Metrics 10. Salary of STEM faculty by gender (with additional controls such as department, rank, years in rank) 11. Space allocation of STEM faculty by gender (with additional controls such as department, etc.) 12. Start-up packages of newly hired STEM faculty by gender (with additional controls such as field/department,rank, etc.) To what extent are resources allocated equitably by gender?

  19. Original Metrics 10. Salary of STEM faculty by gender (with additional controls such as department, rank, years in rank) 11. Space allocation of STEM faculty by gender (with additional controls such as department, etc.) 12. Start-up packages of newly hired STEM faculty by gender (with additional controls such as field/department,rank, etc.) Report indicators as follows: Sex gap in pay (STEM and inst) by rank. Sex gap in space allocation (STEM) by rank. Value of start-up package: gap for new assistant professors (STEM) *All gaps should be ratios: Female/Male To what extent are resources allocated equitably by gender?

  20. Fundamental Questions—Status of Women Faculty • To what extent are departmental sex compositions “equitable”? To what extent are women and men in similar positions? • Are the institution’s processes of advancement fair to men and women? • To what extent do women hold powerful positions within the institution? • To what extent are resources allocated equitably by gender?

  21. Key Metrics—Agreed Upon at First Principal Investigators’ Meeting at NSF, April 2002 • # and % of women faculty in science/engineering by department • # and % of women in tenure-line positions by rank and department • Tenure promotion outcomes by gender • Years in rank by gender • Time at institution and attrition by gender • # of women in S & E who are in non-tenure-track positions (teaching and research) • # and % of women scientists and engineers in administrative positions

  22. Key Metrics, cont’d. • # of women S & E faculty in endowed or named chairs • # and % of women S & E faculty on promotion and tenure committees • Salary of S & E faculty by gender (controlling for department, rank, years in rank) • Space allocation of S & E faculty by gender (with additional controls such as dept., etc.) • Start-up packages of newly hired S & E faculty by gender (with additional controls such as field/department, rank, etc.)

  23. Aggregation: Number and Percent of STEM Departments with Critical Mass

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