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IDEAL-N Case Western Reserve University Project Change Team Diana Bilimoria, IDEAL-N Co-PI and

IDEAL-N Case Western Reserve University Project Change Team Diana Bilimoria, IDEAL-N Co-PI and Co-Director, CWRU. CWRU Project Change Team. Lynn Singer , PhD, Principal Investigator, Deputy Provost & Vice President of Academic Affairs

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IDEAL-N Case Western Reserve University Project Change Team Diana Bilimoria, IDEAL-N Co-PI and

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  1. IDEAL-N Case Western Reserve University Project Change Team Diana Bilimoria, IDEAL-N Co-PI and Co-Director, CWRU CWRU IDEAL-N 2017

  2. CWRU Project Change Team Lynn Singer, PhD, Principal Investigator, Deputy Provost & Vice President of Academic Affairs Diana Bilimoria, PhD, Co-Principal Investigator, KeyBank Professor and Chair of Organizational Behavior Heather Burton, PhD, Project Director Clare Rimnac, PhD, Change Leader, Professor of Engineering, Sue Hinze, PhD, Social Scientist, Associate Professor of Sociology and Women’s Studies and Gender Studies Donna Davis Reddix, JD, Faculty Diversity Officer Donald Feke, PhD, Vice Provost for Undergraduate Education, Professor of Chemical Engineering Susan Freimark, MA, Associate Director-Faculty Leadership Kathleen Kash, PhD, Professor and Chair, Department of Physics CWRU IDEAL-N 2017

  3. IDEAL-N 2016-17 Activities • Gender Equity Index • Pathways to Academic Leadership Study • Women Faculty in Engineering Open Forums • Women in Physics Department Evaluation CWRU IDEAL-N 2017

  4. Gender Equity Index “Measuring Diversity and Inclusion in Institutions of Higher Education: Developing a Gender Equity Index” Diana Bilimoria and Sophie Jané Study Objectives • Develop and validate an index of gender equity at the university level • Provide a benchmark for participating universities to measure progress in gender equity over time • Empirically test a multidimensional conceptual model of gender equity at the organizational level CWRU IDEAL-N 2017

  5. Gender Equity Index ConceptualFramework CWRU IDEAL-N 2017

  6. Gender Equity Index Sample Items CWRU IDEAL-N 2017

  7. Gender Equity Index Pilot Data Collection • IDEAL-N Consortium (N=10) • Index administered via Qualtrics • Responses will be assessed for completeness and qualitative feedback CWRU IDEAL-N 2017

  8. Pathways to Academic Leadership in STEM Fields Study “Life at the Intersections: Pathways to STEM Leadership in Academia” Sue Hinze, Diana Bilimoria, and Delia Su Study Objectives • To elucidate links between service appointments, elected positions in faculty governance, and appointed leadership positions • To employ an intersectional lens that captures how gender intersects with race/ethnicity to shape interest and experiences • To utilize a life-course perspective for understanding mid to late career challenges and opportunities CWRU IDEAL-N 2017

  9. Pathways to STEM Leadership Methodology • Semi-Structured Interviews with respondents stratified by gender, discipline, ethno racial status, leadership roles and faculty rank • Researchers will gather data to examine interest in and experience of formal leadership CWRU IDEAL-N 2017

  10. Women Faculty in Engineering Open Forums Purpose On-going discussion forums (approximately every other month) to facilitate dialog between women faculty* in engineering as well as with school and university leadership Goal To identify and act on common themes related to academic and life-balance concerns to enhance career development and environment at CWRU *19 tenure/tenure track and teaching faculty CWRU IDEAL-N 2017

  11. Women Faculty in Engineering Open Forums • Identified items to-date include: • Better communication promotion and tenure expectations • Mentorship of career trajectories from Assistant to Full Professor and beyond • Better clarity about policies for management of federally-awarded grants during maternity leave • Improvement of, and better access to, lactation rooms in engineering buildings (of importance to women students and post-doctoral fellows as well faculty) • Management of cultural & societal barriers and expectations CWRU IDEAL-N 2017

  12. Women in Physics Departmental Evaluation • Purpose • To evaluate and make recommendations for improving the climate in the Physics Department* • 14-page report evaluating the department • 15-item bullet list summary of recommendations • Initially distributed to the faculty, staff, students, the CAS Dean and the Deputy Provost • Subsequent involvement of the CWRU Office of Inclusion, Diversity and Equal Opportunity, the WISER office, and the Office of Student Affairs • *Visiting committee with representatives from the APS Committee on the Status of Women in Physics and the APS Committee on the Status of Minorities in Physics CWRU IDEAL-N 2017

  13. Physics Department: Highlighted Actions • Accomplished • Diversity and inclusion in the department’s strategic plan: • Faculty hiring and retention • Postdoc, graduate and undergraduate student recruiting and retention • Physics Diversity and Inclusion Committee • In progress • Diversity 360 training for all Physics faculty • Receipt and consideration of recommendations from OIDEO, WiSER, and the Office of Student Affairs • Planned • Specialized Diversity 360 training follow-up for Physics • Continued work in the department strategic plan CWRU IDEAL-N 2017

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