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Transforming Mr. Jefferson's Institution: Overview of CHARGE Results, Challenges, & Future Action

This overview provides an insight into the results, challenges, and future actions of the CHARGE program at U.Va. in improving faculty diversity, recruitment, and hiring practices. It also highlights the social science research project and enhancement grants undertaken to address the challenges faced by women faculty.

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Transforming Mr. Jefferson's Institution: Overview of CHARGE Results, Challenges, & Future Action

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  1. Transforming “Mr. Jefferson’s” Institution Overview of CHARGE Results, Challenges, & Future Action

  2. Outline • CHARGE Overview • U.Va. Context • NSF Site Visit • CHARGE Results • Recruitment & Hiring • Social Science Research Project • Enhancement Grants • Challenges & Future Action • Offers to women candidates • Institutionalization • Why this Matters

  3. CHARGE overview

  4. U.Va. context • Women not Admitted Until 1971 • Gap between institutional goals & practice for faculty diversity • Faculty Demographics • 2010: 13.7% (n=40) of all STEM/SBS faculty were women • 2013: 18.6% (n=80) of all STEM/SBS faculty were women • Surveys & Focus Groups • Women STEM faculty report feeling unrecognized, isolated, trapped in a place of male privilege • Gendered traditions protected & practiced as normative behavior • Some Change • 1st female President

  5. CHARGE GOALS & ACTIVITIES • Goal 1, Departmental Diversity: To strengthen and support departmental efforts to create a positive environment for all faculty with an emphasis on women • Advocates & Allies • Training Chairs and Deans • P&T Policy Review and training • Goal 2, Recruitment & Hiring: To increase the gender diversity of STEM/SBS departments • Equity Advisors • Academic Search Portal • Faculty Search Seminar • Recruitment Grants • Dual Career solutions • Meeting with candidates & Faculty Guide

  6. CHARGE GOALS & ACTIVITIES • Goal 3, Voices & Visibility: To increase the sense of belonging of STEM/SBS women faculty among their schools and departments • Social Science Research • Enhancement Grants • Oral Histories with STEM Women Faculty • Photo Exhibit

  7. NSF Site visit • March 2015 • Mid-program review to assess implementation of the grant, program effectiveness, and recommend course corrections • 55 UVA faculty, senior administrators, and staff were interviewed by 6 NSF Site Visitors • Very Successful; interviewed faculty and senior administrators • Report received May 22, 2015 • Overall impressed with our accomplishments to date • Recommendations • Minor adjustments to 2 projects • Focus on institutionalization of CHARGE projects • NSF recommends CHARGE be involved in: • HR redesign because our projects involve hiring, retention • University re-branding campaign to attract faculty

  8. CHARGE Results

  9. Actions: Recruitment & Hiring • Since 2012, CHARGE has worked with 81% of the STEM/SBE departments in SEAS and the College on faculty recruitment & hiring • Recruitment Grants • Anthropology, Astronomy, Biology, Chemistry, Economics, Env. Science, Math, Physics, Politics, Sociology • Chem E, Computer Sci, • Equity Advisors • Astronomy, Biology • Civil & EnvlEng, Electrical Eng, Materials Sci, Mechanical & Aerospace, Systems

  10. Actions: Recruitment & Hiring • Since 2013, 193 faculty have attended the annual Fall Faculty Search Seminar that provides training on best practices in conducting searches • 58% of attendees have been STEM/SBE department faculty • 22% SEAS • 36% College STEM/SBE • Fall 2014, CHARGE launched the Academic Search Portal as a resource for best practices in faculty searches, training on implicit bias, and other resources

  11. Results: Recruitment & Hiring • By 2015, the Recruitment Grants, Equity Advisors, Faculty Search Seminar, & Academic Search Portal led to the following changes: • Increase in bias literacy among STEM/SBS faculty on search committees • Increase in use of best practices for recruitment, candidate evaluation, and hiring by STEM/SBS search committees • Increase in offers made to women candidates by STEM/SBS departments

  12. Longitudinal Results: SEAS Baseline data is an average of the three years preceding the ADVANCE grant, 2009-2010, 2010-2011, and 2011-2012

  13. Longitudinal Results: College Baseline data is an average of the three years preceding the ADVANCE grant, 2009-2010, 2010-2011, and 2011-2012

  14. Social Science Research Safer Grounds • Survey Results • 55% of female faculty and 60% of female students have concerns about safety • 40% of female faculty and 42% of female students felt Grounds were too dark at night • Dark Grounds at night: • Less likely to use public and work spaces, such as labs • Less likely to feel “at home” at the University • 20% of women faculty said they would be more likely to use University facilities at night if the Grounds were better lit

  15. Social Science Research • Result • Collaboration with Housing, Facilities Management, Office of the Architect, Parking & Transportation to use research data as evidence to install lighting across Grounds • Next Steps • Pre and Post-lighting project assessments • Do lighting projects impact felt safety? • Swipe card access data from buildings & labs • Do lighting projects impact building use by women? • Do reported crimes impact building use by women? Whitehead Road, north side, from Geldard Drive to Rice Hall Light meter reading as measured in foot candles (Fc): Average- 0.5 Fc Maximum- 5.5 Fc Median- 0.1 Fc Mode- 0 Fc

  16. Enhancement grants • Grants • Grants up to $5000 for career development and advancement • 15 awarded to date; 6 grants completed • Results • Awardees expand their research networks, enter new research areas and take risks, collaborate on new grants, advise UK government • Report they feel valued and visible at U.Va. and in field • More positive toward career & institution

  17. Enhancement grants “This funding was essential to help me keep my work (and therefore me) visible at a time in my life where it is easy to fade into the scientific background due to my family responsibilities. I was subsequently awarded an NSF grant to continue this project, and I suspect that the visibility that the Enhancement funds helped to provide was important in this process.” –Kelsey Johnson, Assoc. Prof. of Astronomy

  18. Challenges & Future Actions

  19. Challenges in 2015 • Increase in offers made to women candidates, many decline • Equity Advisors • Advised 9 searches in 3 departments in 2015 • 3 searches made offers to women as top candidates • 1 accepted • 2 declined citing dual career • Offers made to 2 more women candidates, awaiting decision • Recruitment Grants • 7 grants in 3 departments for 4 searches in 2015 • 4 searches made offers to women candidates • 3 declined citing dual career • Additional offers made to women candidates, awaiting decision

  20. action • To attract the top candidates, University needs to address dual careers in innovative ways • Create central dual career office with full time staff that works with faculty and staff • Implement innovative solutions from CHARGE Tournament of Ideas • Establish remote work facility and telework community for dual career employee spouses • Spouse remains with current employer, works remotely from U.Va. Facility • Spouse maintains career agency, not dependent on position from university • Teleworking increased 79% between 2005 and 2012, especially among the federal government • Spouses working for the feds can continue to work for the feds, or start working for the feds

  21. Future actions: institutionalization • Key component for NSF: Sustainability • To create systemic change, NSF requires ADVANCE grant universities to institutionalize the activities of the grant into the fabric of the university • Requires sustainability plan for each project • Internal Advisory Board (IAB) mission is to institutionalize CHARGE projects • Kerry Abrams, Chair • Need representation from UHR

  22. Why this matters

  23. High and low point of career • Dr. Kelsey Johnson and her team of astronomers discovered a globular cluster about to be born—a universe “hatching” • Many popular media outlets picked up the UVA press release, which described Kelsey as “she” and “Dr.” • The popular media, however, turned Kesley into a man, stating “he” made the discovery, or they called her “Ms.” • The high point of Dr. Johnson’s career was also a low point • Media and the public consider scientists “boys with toys”, UVA and CHARGE must change this to gain full recognition for our scholars & university

  24. AAU Comparison Data 2007 to 2013 Comparisons of AAU & ADVANCE Grant Institutions

  25. Comparison of % Women & URM TTT Faculty at U.Va., 2007 through 20131 While U.Va. ranked 52 out of 61 AAU Universities in 2007 (ranking above 9 others) for representation of women, we improved to 47 out of 60 in 2013 (ranking above 13 others) 1Data from the peer rankings in % women and % URR TTT faculty at all institutions in the Association of American Universities from 2007 to 2013 Note: This data is for ALL women and URM TTT faculty, not just STEM faculty

  26. Comparison of U.Va. Rank in % Women and URM TTT Faculty, 2007 through 20131 While U.Va. ranked 52 out of 61 AAU Universities in 2007 (ranking above 9 others) for representation of women, we improved to 47 out of 60 in 2013 (ranking above 13 others) 1Data from the peer rankings in % women and % URR TTT faculty at all institutions in the Association of American Universities from 2007 to 2013 Note: This data is for ALL women and URM TTT faculty, not just STEM faculty

  27. Change in AAU Rank from 2011 to 2013 in % Women TTT Faculty at NSF ADVANCE Institutions1 sorted by 2015 U.S. News & World Report “Best Colleges” Ranking2 (decreasing from left to right) Legend Cohort 1 (2001) Cohort 2 (2003) Cohort 3 (2005) Cohort 4 (2008) Cohort 5 (2010) Cohort 6 (2012) 1Data from the peer rankings in % women and % URR TTT faculty at all institutions in the Association of American Universities from 2007 to 2013 2Data from the 2015 annual report on “Best Colleges” by U.S. News & World Report Note: This data is for ALL women and URM TTT faculty, not just STEM faculty

  28. Change in AAU Rank from 2011 to 2013 in % URM TTT Faculty at NSF ADVANCE Institutions1 sorted by 2015 U.S. News & World Report “Best Colleges” Ranking2 (decreasing from left to right) Legend Cohort 1 (2001) Cohort 2 (2003) Cohort 3 (2005) Cohort 4 (2008) Cohort 5 (2010) Cohort 6 (2012) 1Data from the peer rankings in % women and % URR TTT faculty at all institutions in the Association of American Universities from 2007 to 2013 2Data from the 2015 annual report on “Best Colleges” by U.S. News & World Report Note: This data is for ALL women and URM TTT faculty, not just STEM faculty

  29. Inserted pdf Powerpoints • Devin Harris tournament presentation • Michael Livermore tournament presentation

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