advanceing the kaleidoscope
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ADVANCEing the Kaleidoscope. Intentions of Women Freshman to Major in S&E. 38.1%. 35.3%. Average = 32.3% . 31.1%. 23.6%. National Science Foundation, 2013. Women: US Population/STEM Doctoral Degrees. Maria (Mia) Ong , Ph.D., TERC, Cambridge, MA. - PowerPoint PPT PresentationTRANSCRIPT
ADVANCEing the Kaleidoscope
White Black Hispanic American Indian0
5
10
15
20
25
30
35
40
45
Average = 32.3%
31.1%
35.3%
38.1%
23.6%
National Science Foundation, 2013
Intentions of Women Freshman to Major in S&E
Women: US Population/STEM Doctoral Degrees
White Women33.41
White Women33.19
Asian American/PacificIslander Women 2.60
Asian American/PacificIslander Women 4.65
African AmericanWomen 2.47
African AmericanWomen 6.72
Native AmericanWomen 0.38
Native AmericanWomen 0.20
HispanicWomen 6.66
HispanicWomen 2.53
% U.S. Population Ages, 25-44 (2005)
% STEM Doctoral Degrees Awarded (2005)
Maria (Mia) Ong, Ph.D., TERC, Cambridge, MA
Total Science and Engineering Faculty by Gender
MaleFemale
National Science Foundation, 2013
Asst Professor Assoc Professor Full Professor0
10000
20000
30000
40000
50000
60000
70000
Asst Prof Assoc Prof Full Prof0
102030405060708090
Life Sciences
Asst Prof Assoc Prof Full Prof0
102030405060708090
100
Physics
Asst Prof Assoc Prof Full Prof0
102030405060708090
100
Engineering
Asst Prof Assoc Prof Full Prof0
10
20
30
40
50
60
70
Psychology
S&E Faculty by Gender, Discipline
But Numbers Aren’t Everything
White Black Hispanic AI/AN0
10
20
3040
5060
7080
Married
White Black Hispanic AI/AN0
0.5
1
1.5
2
2.5
Widowed
White Black Hispanic AI/AN0246
8101214
16
Divorced
White Black Hispanic AI/AN0
5
10
15
20
25
30
35
Never Married
National Science Foundation, 2013
Domestic Status of Women S&E
Presence Of Children For Employed Women Scientists And Engineers
White Black Hispanic AI/AN0
10
20
30
40
50
60
70
80
90
100
childrenno children
Women were a lower percentage of full-time professors with children and a lower percentage of married full-time full professors than of all full-time full professors in 2006.
Women as Percentage of S&E Doctoral Degrees
National Science Foundation, 2013
ADVANCE Increasing the Participation and Advancement of Women
in Academic Science and Engineering Careers
NSF ADVANCE Program
Program Goal: Increase the representation and advancement of women at all levels in academic science and engineering careers
Program History Initiated at the National Science Foundation in 2001
As of 2012, over $130M invested to support various ADVANCE projects
>100 ADVANCE projects funded thus far at institutions of higher education and STEM related not-for-profit organizations in 41 states, the District of Columbia and Puerto Rico
2000
2001
2002
2003
2004
2007
2005
2006
2008
IT-Catalyst
Leadership
PAID
Fellows
Institutional Transformation
2009
2010
+
ADVANCE Program Evolution
Current Award Mechanisms
Institutional Transformation Catalyst (IT-Catalyst) Planning grants to support basic work to prepare for
transformation
Institutional Transformation (IT) Comprehensive, institution-wide projects to transform the
culture of the institution
Partnerships in Adaptation, Implementation and Dissemination (PAID) Support for use of existing innovative materials and practices
ADVANCE Best Practices
Implicit Bias Training on the unconscious bias literature for recruitment, promotion and tenure
committees
Departmental Leadership Provides chairs with tools and resources to identify issues, develop action plans to
address issues: Need for and use of climate survey data Importance of chair’s role in mentoring new/senior faculty
Faculty Development/Mentoring Attendance at professional meetings, leadership development conferences External mentor Career coaching Faculty advocates
ADVANCE Best Practices
Policies/Procedures Tenure and promotion decision making Requests for leave or tenure clock stopping Allocation of teaching, service workload
Work-Life Balance Dual hiring policies and practices Tenure clock stopping policies and practices Conversion of part-time positions to tenured or tenure track positions
Women of Color Social support for campuses in remote locations Access to/appreciation for opportunities for civic engagement Culturally competent mentoring Awareness programs focused on issues directly related to women of color (implicit bias,
microinequities) Targeted seminar series featuring women of color scientists
ADVANCE, Early Examples (2001-2006)
Initiative # IT Awardees (n=26)
1 Recruitment/search strategies 15
2 Department climate change strategies 10
3 Mini grants/release time/ research support 9
4 Formal mentoring program 9
5 Professional development for faculty 9
6 Family friendly policies 7
7 Leadership training experience 6
8 Showcasing women scientists 6
9 Focus on women of color 5
10 Promoting dialogue w/ retreats, conferences 5
11 Support for department change 4
12 Networks for women scientists 3
13 Transitional support for crisis 3
14 Professional development for administrators 3
15 ADVANCE advocates “on the ground” 2
16 Support/recognition for senior women faculty 2
17 Awareness for equity in compensation/resources 2
ADVANCE Best Practices – Cohorts 1-3
CULTURALLY COMPETENT
IB TRAINING
ADVANCE: Institutional StructureImplicit Bias Training
University of Michigan STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) Committee
Provides training on the unconscious bias literature for senior STEM faculty, recruitment committees, promotion and tenure committees
Reduces influences of implicit bias
Outcomes Increase in women hired in science and
engineering tenure track positions (14% in 2001 – 34% in 2006)
Policies
POLICIES/PROCEDURES
ADVANCE: Institutional StructurePolicies/Procedures
Review and revision of key institutional policies: Tenure and promotion decision
making
Requests for tenure clock stopping
Access to resources or services
Allocation of teaching, service workload
Mentoring
MENTORING
ADVANCE: Empowerment, Career SupportMentoring
Successful approaches to faculty development Supporting attendance at professional
meetings, leadership development conferences
Providing funds to visit an external mentor or to bring one to campus
Encouraging interdisciplinary collaboration Mentoring:
Formal and informal networks Inter and intra-institutional mentoring Career coaching
Dual Hiring
DUAL HIRING
ADVANCE: Work Life SupportDual Hiring
Hiring of primary candidate and “trailing” spouse to increase the number of women faculty in STEM disciplines
Particularly attractive for institutions that are geographically isolated
University of Texas El Paso: 26 new faculty (13 couples) hired in 5-year funding cycle
Washington State University: Dual hiring policy with Idaho State University (8 mile distance)
Lessons Learned/ Lessons Borrowed
• Diversified the award portfolio
• Structured ADVANCE PI meeting toward fulfilling a national need
• Developed new research agendas related to Women of Color, PUIs, MSIs, CCs
Our greatness lies not in the accomplishment we know we can make, but in the one that matters most.
But Kelly…we are here to talk about gender issues…if we start adding race and ethnicity in our ADVANCE activity, it will water down the gender agenda and we won’t accomplish what we need to accomplish…Besides, we don’t have that many women of color on our campus anyway.
There is a special place in hell for women who don't help other women.
Our success is our freedom, and it is inextricably linked to our responsibility for one another.
I think that these activities you are proposing are great. But,…we tried all this before, and it didn’t work. No one cared, but me. So, I was forced to do it all on my own and raise my kids at the same time. And, yeah, it was hard, and it was lonely. But, I did it and I don’t see why they can’t…The reason I don’t get involved is because ADVANCE is a career breaker.
I had crossed the line. I was free; but there was no one to welcome me… I freed a thousand slaves; I
could have freed a thousand more...
• Upward career trajectories of ADVANCE PIs
• National community of scholars and practitioners unlike any other in the world
• Network of mentors, thought leaders, pioneers
When I ran away from slavery, it was for myself; when I advocated
emancipation, it was for my people; but when I stood up for
the rights of women, self was out of the question, and I found…
nobility in the act.
Our strength lies not only in having allies, but also in recognizing who our potential allies are.