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Moving the Needle Together: The Demographics of the Higher Education Leadership Pipeline

Moving the Needle Together: The Demographics of the Higher Education Leadership Pipeline. Diana I. Cordova, Ph.D. Assistant Vice President, Leadership Programs WHEMN Conference – February 2012 . The American Council on Education (ACE).

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Moving the Needle Together: The Demographics of the Higher Education Leadership Pipeline

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  1. Moving the Needle Together:The Demographics of the Higher Education Leadership Pipeline Diana I. Cordova, Ph.D. Assistant Vice President, Leadership Programs WHEMN Conference – February 2012

  2. The American Council on Education (ACE) • Only higher education organization that represents presidents and chancellors of all types of U.S. accredited, degree-granting institutions: community colleges and four-year institutions, private and public universities, and nonprofit and for-profit colleges. • ACE seeks to provide leadership and a unifying voice on key higher education issues and to influence public policy through advocacy, research, and program initiatives.

  3. ACE Leadership Programs Executive Leadership Group Institute for New Presidents (coming July 2012) Advancing to the Presidency Institute for New Chief Academic Officers Emerging Leaders Group ACE Fellows Program Dept. Chair Workshops (coming summer 2012) Inclusive Excellence Group Regional Forums for Mid-Level Women Administrators National Forums for Senior-Level Women Administrators

  4. Key Questions • Why focus now on leadership for the future? • What is the state of the higher education leadership pipeline - for women, in particular? • How are we doing compared to other sectors?

  5. Why leadership for the future? • Those who retire (eventually) will need to be “replaced.” • Higher education as an enterprise is expanding. • Higher education is in a high stakes environment, facing serious challenges with no tested solutions. 5

  6. A Growing Higher Education Enterprise 6 Source: Department of Education, IPEDS

  7. A High(er) Stakes Future “…this country needs and values the talents of every American. That is why we will provide the support necessary for you to complete college andmeet a new goal: by 2020, America will once again have the highest proportion of college graduates in the world.” - President Barack Obama 7

  8. The View from the Top 8

  9. The American College President: 2007 Edition • Sixth national study since 1986 • 2,148 respondents, 70% response rate. • Most comprehensive survey on the characteristics and career paths of college presidents. 9

  10. The Aging of Presidents: 1986 and 2006

  11. Average Years in the Presidency: 2006 11

  12. Women Presidents by Institution Type: 1986 to 2006 12

  13. Progress on Presidential Diversity Has Been Slow Source: ACE. 2007. The American College President: 2007 Edition.

  14. Minority Presidents: 1986 and 2006

  15. Minority Presidents: 2006

  16. Marital Status of Presidents: 2006

  17. Family Responsibilities: 2006

  18. Most Recent Position: 2006

  19. Long-Standing Presidents’ Time Demands: Areas Most Likely to Occupy More Time: 2006

  20. Time Demands: Areas Most Likely to Occupy Less Time

  21. Areas Insufficiently Prepared for First Presidency

  22. The Contemporary Presidency Slow progress in diversity. Experience matters. Position is: • More complex and time-consuming; • Externally focused; • Driven by the competitive marketplace and the need for revenue. 22

  23. The Pathway Up 23

  24. On the Pathway to the Presidency • Follow-up study to The American College President: 2007 Edition. • First-ever attempt to describe characteristics of senior leaders other than presidents. 24

  25. Research Questions • What is the age profile of senior leaders? (Will the last person out please turn off the lights …) • Are those in position to be the next generation of presidents more diverse than the current group? 25

  26. Methods and Data • Surveyed HR directors at 4,300 regionally accredited, degree-granting institutions. • Used CUPA-HR position taxonomy and ACPS results to identify 35 positions “on the pathway.” • Asked for information in HR databases. • 850 institutions responded with info on about 9,700 positions (20% response rate). • Response rate varied by institution type. Data weighted to reflect national distribution of institutions. 26

  27. Senior Administrators are Younger than Presidents Sources: ACE. 2007. The American College President: 2007 Edition. ACE. 2008. On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.

  28. And more likely to be women … Sources: ACE. 2007. The American College President: 2007 Edition. ACE. Sources: ACE. 2007. The American College President: 2007 Edition. ACE. Forthcoming. On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.

  29. Senior Administrators No More Likely to be People of Color Sources: ACE. 2007. The American College President: 2007 Edition. ACE. 2008. On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.

  30. Gender Diversity Among Senior Administrators by Institutional Type

  31. Racial/Ethnic Diversity Among Senior Administrators by Institutional Type

  32. CAOs’ Presidential Aspirations, by Gender and Race/Ethnicity Source: ACE.2009. The CAO Census: A National Profile of Chief Academic Officers.

  33. Select Reasons for Not Aspiring to a Presidency, by Gender

  34. Steps Taken to Prepare for Presidency: Spoken to a Mentor? Source: ACE.2009. The CAO Census: A National Profile of Chief Academic Officers.

  35. Steps Taken to Prepare for Presidency: Spoken to Search Consultants? Source: ACE.2009. The CAO Census: A National Profile of Chief Academic Officers.

  36. How are we doing relative to other sectors? • The White House Project Report: Benchmarking Women’s Leadership • www.thewhitehouseproject.org/documents/Report.pdf • Motivation for the Report • Belief that most people think “Women have made it; it’s no longer an issue.” • Need to document that women are not adequately represented in top leadership positions across sectors. • Need to motivate conversations and actions around this issue.

  37. Source: The White House Project analysis

  38. Sources: Catalyst 2005, 2006 (a), (b), 2007(b); Catalyst 2008 (a), (b); Catalyst 2009 (a); Daily et al. 1999

  39. Source: The Face of Corporate Leadership by Toni Wolfman in the New England Journal of Public Policy, Spring 2007

  40. Source: Association of Governing Boards of Universities and Colleges (AGB)

  41. Why Women? The Business Case Catalyst Report: Fortune 500 firms with higher percentages of women corporate officers experienced a 35% higher return on equity and a 34% higher return to shareholders. Ernst and Young Report: Diverse groups outperform homogenous groups even if the members of the homogenous group are more capable.

  42. For Discussion • What are some of the major factors that stand in the way of women’s advancement to top leadership positions in higher education? • How can we overcome some of these barriers? How can ACE and the State Networks more effectively support, advance and sustain women leaders?

  43. Diana I. Córdova Assistant Vice President for Leadership Programs dcordova@acenet.edu (202) 939-9481 43

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