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Annual Report for the National Science Foundation ADVANCE Program

Developing Diverse Departments at North Carolina State University

Year 2: July 30, 2009 – July 30, 2010

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Table of Contents

Project Overview……………………………………………………………………….3

Project Participants……………………………………………………………………..3

Activities and Findings…………………………………………………………………5

Training and Development……………………………………………………………..16

Outreach Activities…………………………………………………………………….. 16

Contributions……………………………………………………………………………17

Tables…………………………………………………………………………………….17

Appendix………….. …………………………………………………………………….44

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Project Overview

The mission of the ADVANCE Developing Diverse Departments (D3) is to diversify the university professoriate and to create an inclusive climate that promotes the success of all faculty, with a specific emphasis on women and minority faculty at North Carolina State University. Towards this end, the D3 program utilizes several different workshops and programs to achieve these goals: 1. ADVANCE Scholars, 2. Leadership Development Workshops, 3. Climate Workshops for Department Heads, and, 4. Annual Retreat.

Participants

1. What people have worked on your project?The NC State Developing Diverse Departments (D3) ADVANCE program is finishing the second year in August 2010, under the direction of the project and senior leadership team:

Marcia Gumpertz, Principal Investigator and Interim Vice Provost for Diversity and Inclusion is responsible for supervising the project coordinator, facilitating the senior personnel meetings, leading the team developing the workshop series for department heads, for data analysis, and spreading the word about the project within NCSU.

More than 160 hours: Y

Margaret E. Daub, Co-Principal Investigator and the head of the department of Plant Biology. is responsible for interfacing with department heads and senior faculty. She is a member of the design team for the department heads workshop series and participated in all of the D3 components in 2009-10: the leadership development workshop series, the climate workshop series for department heads, and the Senior Leaders ADVANCE Scholars. She will lead the 2010-11 climate workshop series.


Laura Severin, Co-Principal Investigator and Professor of English, developed and led both the Emerging Leaders ADVANCE Scholars seminars and the Leadership Development Workshop Series.


Daniel Solomon, Co-Principal Investigator and Dean of the College of Physical and Mathematical Sciences serves as a senior advisor and is responsible for promoting the ADVANCE project within NC State by inviting faculty members to apply to the ADVANCE program and interfacing with deans, department heads and senior faculty.

More than 160 hours: N

Mary Wyer, Co-Principal Investigator and Interim Associate Dean for Research, Assistant Dean for Interdisciplinary Studies, and Associate Professor of Psychology and Women and Gender Studies, is responsible for leading seminars and activities for the ADVANCE Scholars. Co-PI Wyer oversees the

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development of the Senior Leader ADVANCE Scholar seminars, conducts the seminars, and oversees the ADVANCE Scholar projects.


Ming Shi Trammel, Developing Diverse Departments Project Coordinator, is responsible for developing and organizing project activities and events, assisting ADVANCE Scholars in implementing their projects, assisting co-PIs with research and preparation for ADVANCE Scholar seminars and for the workshop series, scheduling and planning meetings and workshops, data collection and analysis, and drafting annual and interim reports.

More that 160 hours: Y

Rebecca Brent, Project Evaluator, is responsible for developing the evaluation plan, attending leadership meetings, and providing process feedback to the leadership team. She also provides evaluation for both workshop series, the ADVANCE Scholars component, and the retreat, and handles all aspects of the department head workshop series related to the climate survey.


Jennifer Schneider, Post-Doc, works half-time and is responsible for offering research assistance to ADVANCE projects.

More than 160 hours: N

Senior PersonnelThe team of senior personnel guide and advise the ADVANCE project. This team includes the members listed below:

Betsy Brown, Vice Provost for Faculty Affairs. She is a member of the design team for the department heads workshop series and the leadership development workshop series and helps facilitate both of these workshops.Barbara Carroll, Associate Vice Chancellor for Human ResourcesJo-Ann Cohen, Associate Dean, College of Physical and Math Sciences.Karen Helm, University Planning and Analysis Director.Larry Nielsen, Department of Forestry and Natural Resources, Professor.Fay Cobb Payton, College of Management, Associate Professor of Information Systems.Joanne Woodard, Office for Equal Opportunity, Vice Provost for Equal Opportunity and Equity

Advisory CommitteesAdvisory Committee of Development of Department Heads, Deans and Center DirectorsNina Allen, Professor Emeritus of Plant BiologyStephanie Curtis, Professor of Genetics and Director of Academic ProgramsLouis Martin-Vega, Dean, College of EngineeringThomas Easley, Director of Community for Diversity, College of Natural ResourcesSastry Pantula, Head, Department of Statistics

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Advisory Committee on Development of Women and Faculty of Color as Emerging LeadersHelen Zhang, Associate Professor, StatisticsKaren Daniels, Assistant Professor, PhysicsHeidi Grappendorf, Assistant Professor, Parks, Recreation and Tourism ManagementCheryl Brown, Professor of Political Science, UNC CharlotteChristine Grant, College of Engineering Associate Dean for Faculty Development and Special Initiatives, Professor of Chemical EngineeringHatice Orun Ozturk, Teaching Associate Professor, Electrical and Computer Engineering

2. What other organizations have been involved as partners?We are continuing to collaborate with AWIS to fund and to bring in speakers to campus.

3. Have you had other collaborators or contacts?Cheryl Brown, Professor of Political Science, UNC Charlotte, serves on the Developing Diverse Departments Advisory Committee on Development of Women and Faculty of Color as Emerging Leaders.

Thomas Conway, Vice Chancellor and Chief of Staff, Fayetteville State University, served as a panelist for the Leadership Development Workshop Series.

Sarah Rajala, Dean and Professor, Bagley College of Engineering, at Mississippi State University, gave the keynote address at the Developing Diverse Departments annual retreat.

Jeff Russell, Professor and Chair of the Civil and Environmental Engineering Department, University of Wisconsin-Madison, served as guest facilitator for the first workshop in the Climate Workshop Series for department heads.

Kathleen Sturgis, president of Capital Consulting Group, is an expert in organizational development and interpersonal and group communication. She facilitated the discussion at the Developing Diverse Departments annual retreat on assessing the goals and objectives of the program and how ADVANCE participants can help the program move towards achieving the programmatic goals of creating a diverse and inclusive climate.

Coordinator’s GroupMing Trammel, Project Coordinator, attends quarterly conference call meetings with ADVANCE coordinators and project directors from around the country.

Activities and Findings

1. Describe the major research and education activities of the project.Meetings with Campus Groups

Deans and Department Heads. PI Marcia Gumpertz met with the deans and department heads of the following colleges during 2009-10 to describe the ADVANCE Developing Diverse Departments project: College of Agriculture and Life Sciences, College of Design, College of Education, College of Engineering, College of Humanities and Social Sciences, College of Natural Resources, College of Physical and Mathematical Sciences, College of Veterinary Medicine.

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NC State Faculty Developers Collaboration group. Ming Trammel, D3 program coordinator, participated and presented at a meeting with the NC State Faculty Developers Collaboration group. This group, led by Senior Personnel Member Betsy Brown, aims to cross-promote NC State’s faculty programs and initiatives and to develop new programming that draws on the combined expertise on campus to meet the needs of faculty. During this meeting, information was shared to encourage faculty members to consider participating in the ADVANCE Leadership and Department Head Workshops.

College of Physical and Mathematical Sciences (PAMS) Female Faculty. PI Marcia Gumpertz presented information about the D3 project and findings at a lunchtime gathering of the female faculty in PAMS.

ADVANCE ScholarsThe D3 ADVANCE Scholars program is comprised of two groups of faculty members: (1) Eight full professors and department heads called the Senior Leaders (SL), and (2) nine assistant and associate professors called the Emerging Leaders (EL) group. SL and EL ADVANCE scholars are listed below:

EL ADVANCE Scholars Maria Correa, Department of Population Health and Pathobiology, Associate Professor of EpidemiologyJessica DeCuir-Gunby, Curriculum and Instruction, Associate Professor Joel Ducoste, Civil, Construction and Environmental Engineering, Associate ProfessorJulie Earp, Business Management, Associate ProfessorHeidi Grappendorf, Parks Recreation and Tourism Management, Assistant ProfessorAmy Grunden, Microbiology, Associate ProfessorWendy Krause, Textile Engineering Chemistry and Science, Associate ProfessorKara Peters, Mechanical and Aerospace Engineering, Associate ProfessorTraciel Reid, Public & International Affairs, Associate Professor

SL ADVANCE ScholarsRobin Abrams, Architecture, Professor and HeadRuth Chabay, Physics, ProfessorChristine Grant, College of Engineering, Associate Dean for Faculty Development and Special Initiatives and Professor of Chemical EngineeringKarla Henderson, Parks Recreation and Tourism Management, ProfessorThomas Schaefer, Physics, ProfessorPaola Sztajn, Elementary Education, ProfessorKen Zagacki, Communication, Professor and HeadMargo Daub, Plant Biology, William Neal Reynolds Professor & Department Head

EL and SL faculty members, also known as ADVANCE scholars, have made a commitment to meet each month as a group for three years, to develop a depth of knowledge concerning social biases in hiring, promotion, and tenure decisions. Each monthly session also focused on an increasingly challenging set of readings about social bias and stereotypes (see appendix). ADVANCE scholars’ primary obligations are to participate in the seminars and develop initiatives for their departments/colleges/disciplines as sparked by seminar discussions. ADVANCE scholars are change agents who will play an extraordinarily important role in expanding their colleagues’, departments’, and colleges’ knowledge base about the role unconscious bias may play in faculty hiring, promotions and tenure decisions. The ADVANCE Scholars are currently

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developing proposals for their college initiatives. A brief description of proposed scholar projects are listed below:

Establishing a network of support and mentoring for minority students to improve recruitment and retention; increase the diversity of faculty through strategic recruitment

Developing a Department Head Workshop series model for NC State University that is similar to the Wiseli Model

Collection of success stories and strategies from tenured female and minority faculty Development of “invitational” communication strategies for administrators Examining (possible) inequities in resources, compensation, and space across the college for women A peer institutional study of women in business schools Orientation workshops right before and after reappointment to reestablish peer group time

management component in the colleges of Textiles, Physics and Mathematical Sciences, and Engineering.

Exploring perceptions of early career female faculty regarding work-life balance and gender equity issues

Revitalizing Promotion and Tenure for the 21st Century Academic Workforce and Beyond Hispanic faculty experience in higher education Determination of best practices for improving institutional diversity hires and retention in the College

of Agriculture and Life Sciences and the College of Humanities and Social Sciences at NC State University and a sister peer-institution.

Leadership Development Workshop SeriesIn Spring 2010, the Developing Diverse Departments project offered a leadership development workshop series for women and faculty of color. The leadership development workshop series consisted of three panel discussions interleaved with three conjoint discussion sessions designed to motivate tenured women and faculty of color to enter into line leadership roles (e.g., department head, center director, dean, provost). Nine senior faculty members (associate professors and above) attended three panel sessions and engaged in three discussion sessions which reviewed readings focused on the themes of each panel (see appendix for the list of readings.) The leadership development workshop series is offered once yearly and each year new faculty members are selected. The list of participating faculty members for this year appears below:Maxine Atkinson, Sociology and Anthropology, Professor and HeadAnne Baker, English, Associate ProfessorAndrea Cardinal, Crop Science, Associate ProfessorLisa Guion, Agricultural and Extension Education, Professor and Interim Assistant Dean for DiversityH.C. (Sunny) Liu, Animal Science, Associate ProfessorKaren Norwood, Math Science and Technology Education, Associate ProfessorMaria Oliver-Hoyo, Chemistry, Associate ProfessorTao Pang, Mathematics, Associate ProfessorSheila Smith-McKoy, English, Associate Professor and Director of Africana Studies

The expected learning outcomes for faculty participants included increasing their skills in career planning, self-discovery related to becoming a leader, learning more about best practices in increasing diversity, and gave participants the opportunity to engage in discussions with department heads, deans, and university

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leaders as well as learn about the benefits, challenges, and skills needed in line leadership positions. A brief description of the workshops appears below:

Friday January 15, 2010: Introductory meeting Wednesday, February 3: Panel with Department Heads: Robin Abrams (Architecture), Margo Daub

(Plant Biology) and Sastry Pantula (Statistics), Moderator Betsy Brown

Friday, February 26: Discussion Session

Wednesday, March 10: Panel with Deans: Louis Martin-Vega (Engineering), Jose Picart (Education), and Daniel Solomon (PAMS), Moderator Laura Severin

Friday, March 26: Discussion Session

Wednesday, April 7: Panel with University Leaders: Betsy Brown (Vice Provost for Faculty Affairs), Terri Lomax (Vice Chancellor for Research and Graduate Studies), and Thomas Conway (Vice Chancellor and Chief of Staff at Fayetteville State University), Moderator Margo Daub

Friday, April 30: Discussion Session

Department Head Workshop SeriesThis academic year NC State’s Developing Diverse Departments (D3) project offered a three-session workshop series for department heads. The workshop series focused on cultivating a supportive and inclusive department climate for diverse faculty. The workshop focused on department climate for two reasons:

1. Overall satisfaction and desire to stay at an institution are strongly related to satisfaction in the department. This is where faculty live and the department is the environment they experience.

2. Any negative aspects of department climate affect faculty of color and women faculty, those outside the mainstream, more strongly than faculty in majority groups.

The workshop series was based on a model developed by the University of Wisconsin WISELI (Women in Science and Engineering Leadership Institute) program. Following the WISELI model, the D3 workshops are organized around a climate survey administered to faculty and staff in the departments of participating heads.

The first workshop session took place on November 18, 2009. Jeff Russell, Professor and Chair of the Civil and Environmental Engineering Department at the University of Wisconsin-Madison, was invited to serve as guest facilitator. He gave evidence of substantial change in his own department as a result of participating in this workshop series over a period of 6 years and discussed the impact that department climate has on retention and recruitment of faculty. In the first session faculty participants discussed climate in general, survey findings about the demographics and climate at NC State, and the heads’ perceptions of the climate within their own departments.

The second and third workshops of the series were held in Spring 2010. Between the first and second sessions we administered a survey to department faculty. At the second session each participating department head received the survey results for their department. During this session, Rebecca Brent, the ADVANCE evaluator, discussed how to interpret the results and how the results might be used. In this session, department

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heads were also given the NC State University’s Department Head’s Climate Resource Guide that was adapted to NC State with permission from WISELI. The Guide contains a compilation of information regarding institutional programs, policies, committees, and offices that support the university’s core mission, along with links to websites and contact information for key personnel (http://www.ncsu.edu/odi/advance/resource4.htm). During the third session, department heads developed action plans to improve the climate in their department, offered reflections on any insights gained from the survey results, and shared suggestions with other chairs on ways to create more inclusive climates.

Participating department heads:Dorothy Anderson, Parks, Recreation and Tourism ManagementMargaret Daub, Plant BiologyBarry Goldfarb, Forestry and Environmental ResourcesEllen McIntyre, Elementary EducationEric Miller, MicrobiologyMalcolm Roberts, Population Health and PathobiologyRichard Gould, Mechanical and Aerospace Engineering

RetreatThe D3 Project’s second annual retreat took place on May 4, 2010. The annual retreat provided a touchstone opportunity for EL and SL Scholars to articulate, practice, and present their insights about becoming change agents in a diversifying professoriate. The retreat also created an opportunity for the various groups of the D3 program (e.g., Senior Personnel and Advisory Committee members) and different components of the project (i.e., ADVANCE scholars, Department Head and Leadership Workshop participants) to come together and meet and share program knowledge and experiences. Over 50 faculty, department heads, and administrators participated in the retreat, including ADVANCE Scholars, Leadership Development Workshop participants, Department Head Workshop participants, project senior personnel, members of the two project advisory committees, and several deans and administrators We were pleased that NC State’s chancellor’s wife, Susan Woodson, participated to learn more about the program and to become more familiar with programs and issues for women on campus.

The retreat keynote address was delivered by Sarah A. Rajala, Dean and Professor, Bagley College of Engineering, at Mississippi State University. Dean Rajala in her speech described the journey she took to becoming a dean, juggling leadership roles in and out of the academy, and balancing (or not) work and family life. She also shared her strategies for success and advice on what has not worked for her in academia. After the keynote address, retreat participants made presentations that summarized the work done and lessons learned by ADVANCE D3 members.

Retreat attendees also actively participated in a role play of a case study concerning a faculty search committee in a Computer Science and Engineering department. The search committee consisted of three full professors and one untenured assistant professor, whose job it was to select from four final candidates for an open tenure-track position in their department. The races and genders of the faculty search committee members were identified, as were the races and genders of the applicants. In the search committee deliberations some conflicts of interest are revealed and some members base judgments on criteria outside the position description. These issues and biases are commonly experienced in real search committees, but become more visible in the role-play. Retreat participants identified all of the these issues in discussion after

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the role play and discussed how they may play out in their own faculty search committees. The session concluded with a discussion of common cognitive errors. This part of the retreat was so successful that several department heads were interested in using the skit in their departments.

2. Describe the major findings resulting from these activities.

ADVANCE Scholars

Emerging Leaders: Appreciative InquiryRebecca Brent, Program Evaluator, led an appreciative inquiry evaluation session with the Emerging Leaders and Senior Leaders on March 24, 2010. When EL scholars were asked, “to indicate a peak event or most significant moment of the past year,” their responses were as follows:

Bonding moment-Hidden bias Eye-opening discussions Other women supporting us Sharing similar experiences in our careers Meeting and talking with women from various colleges in the university Realizing I am not alone Participating in group discussions feeling free to say/comment on my experiences as a faculty without

stress/fear of consequences…imaginary or real ones

EL participants were also asked, “what conditions led to your peak event,” positive representative comments included:

Readings (especially for participants not in social science fields) Pivotal moment was one member sharing her research with the group—bonding—we’re all in this

together Two excellent facilitators who ask probing questions in a supportive way Being able to talk and speak freely Support from others in the group “Eye-opening” came up again and again

Senior Leaders Appreciative InquiryResponses from the SL scholars on the appreciative inquiry about their peak event are listed below:

“Camaraderie and advice” Sharing similar concerns & problems was “comforting” Readings were good A chance to look at scholarly work “unrelated to my own” Closeness Good to hear from other colleges Focus on the project without too much pressure

On the question, “what conditions led to your peak event,” senior leaders remarked:

Effective facilitators Diversity within the group (especially across colleges) Human problems are the same while structures may differ

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“I wish we knew each other better”

Self Efficacy SurveyAll EL and SL ADVANCE Scholars (17) completed an online survey in December 2009 in which they were asked a series of nine leadership self-efficacy questions and one group efficacy question. Open-ended questions were asked and will be used for comparison with answers to follow-up surveys in Years 2 and 3. Responses ranged from not confident at all (0) to highly confident (10). One of the major components of the ADVANCE scholars program is to prepare faculty to be change agents in their departments to spark discussions and to expand their colleagues’ knowledge about the role unconscious bias plays in hiring and promotion decisions. Self-efficacy responses to questions about SL and EL scholars’ ability to perform as change agents in their departments showed that EL scholars (6.2) and SL scholars (6.6) were more than moderately confident. Self efficacy responses for SL scholars (7.0) were higher than EL scholars (5.5) concerning their ability to perform as a change agent in their college. SL’s (7.2) also had higher self-efficacy responses on their ability to persuade others in comparison to EL’s (6.4). Finally, when ADVANCE scholars were asked to think about the group to which they belong and to rate how confident that their group could be a force for change in the university, EL’s (7.0) and SL’s (5.2) were moderately confident.

Leadership Development Workshop SeriesRebecca Brent, Program Evaluator, administered pre-and post-workshop surveys to the nine participants in the leadership development workshop series. All nine participants responded to the pre-workshop survey and seven responded to the post-workshop survey. Respondents were asked to answer a series of questions concerning their confidence in persuading others, communicating effectively, and ability to perform as a change agent on a scale from 0 (not at all confident) to 10 (highly confident). Respondents showed the greatest change from pre- to post- workshop on their ability to express their thoughts clearly (+0.44) and perform as a change agent in their college (+0.47) and their university (+1.33).

Participants were also asked, “what aspects of the Leadership Development Workshop series were helpful or meaningful.” Most of the participants (5/7) noted the panels of department heads, college-level administrators, and university-level administrators as the most helpful part of the experience. Assigned readings were mentioned by two out of seven participants. Items receiving only one mention were the chance to meet administrators, taking the survey instruments (personality type and conflict style), and the role play of deans giving feedback to department heads.

On the question “What aspects of the Leadership Workshop Series were least helpful or meaningful and needed to be changed?” no items were mentioned by more than one participant. Items mentioned once were too much talking/storytelling from participants, not being “real” enough in talking about problems of why women and underrepresented minorities are not in leadership roles, personality surveys, days without panels, and not enough time to discuss readings.

Department Head Climate Workshop SeriesAs a part of the workshop series, Rebecca Brent administered an online climate survey adapted from a survey developed by the Women in Science and Engineering Leadership Institute (WISELI), University of Wisconsin-Madison. The survey was administered in December 2009 to the faculty and staff in seven

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departments. Results were compiled for each department and given to the department head in February. Some highlights from the survey showed that overall climate department was rated as positive (3.89/5.00). This finding should be viewed in light of the fact that the data was not disaggregated by race or gender. Respondents commented that they viewed “congenial atmosphere including social activities” and “department head who tries to solve faculty/staff problems and promote the department’s needs within the university,” as positive aspects of their department. Faculty and staff commented that they viewed “lack of vision for improving our research mission” and “lack of resources,” as negative aspects of their departments. On the question, “what do faculty and staff want from their department head,” respondent’s reported that want their department head to “mentor and support new faculty” and “advocate for the department to the college and university.”

Each department head decided how to share the results with faculty and staff. As a part of the workshop process, each department head took a shortened version of the survey prior to the February workshop session. A follow-up online survey will be administered to the department heads during the summer 2010.

RetreatFeedback from retreat participants showed that participants (16/26) were most satisfied when ADVANCE participants summarize their experiences and activities in the program at the retreat. Of the total respondents (26), all of the participants would recommend next year’s retreat to other colleagues. Below is a summary of responses of what attendees learned or liked about the retreat:

The retreat provided an opportunity to network with other colleagues working on other aspects of the ADVANCE retreat (Emerging Leader)

The balance of listening with talking/meeting was great. I was glad the afternoon was dedicated to “workshop” activities rather than just listening. Great (Department Head)

Great presentations from different groups participating in the retreat (Senior Personnel)

Suggestions for improvements included:

Less examples/speakers from Engineering. Try to pick examples and speakers than can appeal to non-science areas. More examples/speakers from perspectives of people of color/women of color. (Emerging Leader)

It would be nice to highlight specific projects in detail (next year as they become more available) (Senior Leader)

More time for discussion with members of other groups (Leadership Workshop)

Faculty Demographics (Tables 1 and 2)In year two of the ADVANCE project, the Department of Plant Biology (listed as Botany in the tables) still has the highest proportion of tenured and tenure track women faculty among STEM disciplines at NC State. However, the percentage of women has slightly decreased (46.7% vs. 50%). Plant Biology has the highest proportion of female full professors (57.1%).

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For ADVANCE year one, in the College of Agriculture and Life Sciences (CALS) there were 160 male full professors, 55 associate, and 45 assistant professors compared to 23 full female professors, 12 associate, and 27 assistant professors. In year two in CALS there was no change in the number of male full professors, 7 fewer associate, and 3 more assistant professors, as compared to 3 more female associate and 1 more female assistant professor, and no change in the number of women full professors.

In year one several departments in the College of Engineering (COE) had two or fewer female faculty (Industrial, Materials, Chemical, Mechanical and Aerospace and Nuclear). Chemical Engineering added one female assistant professor in year two. The numbers of tenured and tenure track faculty have not changed in any other departments in the College of Engineering.

In the College of Physical and Mathematical Sciences, the Department of Marine, Earth and Atmospheric Sciences (MEAS) lost one tenured female faculty member and the Statistics Department gained 2 female tenure track assistant professors in 2009-10. There were no changes in the numbers of female tenured and tenure track faculty in the departments of Physics, Chemistry, or Mathematics.

The College of Humanities and Social Sciences (CHASS) departments in Tables 1 and 2 continue to have higher proportions of female tenured and tenure-track faculty than most of the STEM departments, but the department of Economics in the College of Management, still does not. In year 2, among the Social and Behavioral science (SBS) departments, Sociology and Anthropology again has the highest percentage of tenured and tenure-track female faculty (52%). Economics has the lowest (4.8%). The Psychology Department and Sociology and Anthropology Department have 5 and 6 female full professors which was the same in year 1. The Economics Department has no female full professors, which remains unchanged since year 1.

Tables 2a and 2b disaggregate tenured, tenure-track and non-tenure track faculty data by gender and race. In Table 2b, women of color (African American, Latino, Native American, and Asian American) and International women are represented by tenure and compared to their white female counterparts. In the STEM departments, CALS has the highest number of women faculty of color, 16, which is an increase of 3 over year one. Note that the reporting categories for race and ethnicity at NC State were changed in 2009, hence comparisons between 2009 and previous years are difficult to make. PAMS and the College of Engineering each have 9 female faculty of color. This represents an increase of 4 female faculty of color in Engineering, but no change in PAMS. CHASS (two departments only) has 4 female faculty of color, which is a decrease of 3 from last year. The largest number (4) of International women tenure-track faculty are found in CALS.

Years in Rank as Associate Professor (Table 5)Women associate professors tend to have less time in rank than men in both the STEM and SBS departments included in this report. In 2008-09, 78% of women associate professors and 59% of men associate professors who were hired as assistant professors in the STEM departments have been at the associate professor level for 5 years or less. In the SBS departments a larger number of associate professors have been at the associate professor level 5 years or less, but the discrepancy between men and women’s years in rank is similar to that in the STEM departments: 85% of women and 64% of men have been at the associate professor 5 years or less.

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Attrition of Tenured and Tenure Track Faculty (Table 6)The assistant professor years are the years of highest attrition. From 2007-2009, 13 women and 17 men assistant professors left NC State. The proportion of women who left over those three years was similar to the proportion of women in the tenure track assistant professor rank at the end of that period; women made up 43% of the assistant professors who left NC State from 2007-2009 and 39% (119/304) of the tenure track assistant professors in fall 2009. Note that this includes all departments at NC State, not just the STEM and SBS disciplines. This is a welcome change from previous years in which women were at higher risk of leaving than male assistant professors. In the 2008-09 report women made up 48% of the assistant professors who left, but 39% of the assistant professors. One female tenured associate professor left in 2007-2009 and 1 female tenured full professor left. In the previous period (2006-2008) 1 female associate professor left and 3 female full professors left.

Of the 30 tenure track assistant professors who left NC State from 2007-2009, 6 (20%) were faculty of color and 2 (7%) were international faculty. This is consistent with the proportion of tenure track assistant professors who are non-white in fall 2009: 19% (99/526) are U.S. minorities and 8% (42/526) are international faculty. The attrition of faculty of color was higher in the previous report; 10 assistant professors of color left from 2006-2008.

Leadership Demographics (Table 7)In fall 2008, women made up 16.5% of all tenured full professors at NC State. This percentage changed very little in fall 2009 (16.4%). For year 1, there were 3 female STEM department heads and 1 SBS department head. During the year of 2009-10, there were again 3 female STEM department heads (Biomedical Engineering, Horticulture, Plant Biology) and 1 SBS department head (Sociology and Anthropology). In 2008-09, 2 deans were women (Education, Graduate School) compared to 0 women deans the following year One of the deans was promoted to Vice Chancellor for Research and Graduate Studies; the other stepped down to return to the faculty. In both years women were more strongly represented in the associate dean ranks; 28% of associate deans at NC State were female in year 1 and 30% of women were associate deans in year 2. Women continue to be underrepresented in the ranks of named chairs, where 12 out of 121 named chairs are women. Women are represented in small numbers on the CALS and University Promotion and Tenure committees, there were no women on the PAMS Promotion and Tenure committee in either ADVANCE year 1 or 2. The Board of Trustees gained an additional female member (3 vs. 4) and the University Space Committee now has one woman as a member (0 vs.1), in year 2. There were 60 (8% of 738) tenured full professors of color at NC State in Fall 2008 and 78 (10% of 767) in Fall 2009, which is a large increase. Note, however, that the categories for reporting race and ethnicity at NC State were changed in fall 2009, making it difficult to make comparisons across years. Since incoming students, faculty and staff were categorized under a new system in fall 2009, all faculty, staff, and students were given the opportunity and encouraged to examine their classification in university records and change or correct the classification. Although there were no STEM or SBS department heads of color reported in year 1, there is 1 STEM department head that is a faculty person of color in year 2. That appears to be due to the change in reporting. The one STEM department head reported in year two is an Indian (from India) faculty member who is a naturalized citizen and received citizenship several years ago. There were 6 center directors (5 STEM) and 8 endowed/named chairs (4 STEM) that were faculty of color. No SBS faculty members of color were center directors or endowed named chairs. PAMS and CALS Promotion and Tenure Committees each had one faculty member of color. No members of the University Space Committee are faculty of color.

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Space dataThe space data for this report were derived from the 2006 NC State Faculty Well-Being Survey. This survey was disseminated online and 1,132 of the 1,625 faculty responded, for a 69.7% response rate. The questionnaire was designed to be very comprehensive, covering a wide range of concerns related to faculty well-being (i.e., faculty-administration relationships, diversity/multiculturalism, working relationships, and campus infrastructure/physical environment). For the purpose of this report, information from the section on infrastructure/physical environment was used to determine faculty satisfaction with their office and lab space. The five questions analyzed for this report were as follows:

There is sufficient support staff in my college Satisfaction with lab space Satisfaction with labs in which you teach Satisfaction with availability of up-to-date equipment Satisfaction with office space

Women and men reported similar levels of satisfaction with the amount of support staff. On question 1, “there is sufficient support staff in my college,” 69% of female faculty in the COE agreed or strongly agreed with this statement compared to 64% of male faculty. In CALS a smaller fraction agreed or strongly agreed: 58% of women and 62% of men. In PAMS there was a larger difference between women and men; 53% of female faculty agreed or strongly agreed with this statement compared to 66% of male faculty.

On the question concerning “satisfaction with lab space,” more men reported being satisfied or very satisfied in PAMS and CALS: 71% of men and 63% of women in PAMS, 74% of men and 68% of women in CALS. In the College of Engineering, 70% of men and 73% of women were satisfied or very satisfied.

More women (80%) than men (72%) in the College of Engineering reported that they were satisfied or very satisfied “with the labs in which they teach”. It was the opposite in CALS, where 68% of women and 74% of men reported being satisfied or very satisfied. In PAMS female and male faculty reported similar rates of satisfaction; 63% of women and 61% of men reported that they were satisfied or very satisfied.

On the question “satisfaction with availability of up-to-date equipment, half of the female faculty were very satisfied compared to 8% of male faculty in the COE. The men appeared to be much more dissatisfied as well: 9% were very dissatisfied, whereas no women reported being very dissatisfied. In CALS and PAMS there were not large differences in satisfaction between women and men: 11% of women and 9% of men were very satisfied in CALS and 10% and 14% of women and men, respectively, were very satisfied in PAMS.

Women tended to be more satisfied than men with their office space in these three colleges, but there were large differences among colleges. 51% of women and 36% of men were satisfied or very satisfied in CALS, 93% of women and 82% of men in the College of Engineering, and 91% of women and 82% of men were satisfied or very satisfied with their office space in PAMS.

3. Describe the opportunities for training, development, and mentoring provided by your project.2009 ADVANCE Program MeetingPI Marcia Gumpertz and Ming Trammel, Project Coordinator attended the ADVANCE program meeting on October 29-30, 2009 in Alexandria, VA.

16

AAC&U ConferenceCo-PI’s Mary Wyer, Laura Severin, and Margo Daub will attend the “Diversity, Learning and Pathways to Inclusive Excellence” conference which will be held on October 21-23, 2010, Houston, Texas to present a talk titled “Developing Diverse Departments.”

Winter MeetingOn December 8, 2009, EL and SL ADVANCE Scholars and project senior personnel met together to discuss and share project ideas.

4. Describe the outreach activities your project has undertaken.Publications and Products

Publications2008-09 NC State Diversity Fact Book, produced by the Office for Diversity and Inclusion (http://www.ncsu.edu/diversity/outcomes/Factbook2007.php) with support from the ADVANCE Developing

Diverse Departments Project. The Diversity Fact Book is a compilation of information on NC State faculty, staff, and student demographics in addition to data on faculty salaries, retention, and their tenure-track status (i.e., non tenure-track or tenure-track faculty).Developing Diverse Departments Interim Report, February 2, 2010. http://www.ncsu.edu/odi/advance/documents/D3Fall2009interimreport.doc

Department Head’s Climate Resource Guide, February 24, 2010. http://www.ncsu.edu/odi/advance/documents/NCSUResourceBookFinal.doc

ProductsThe program website is located at www.ncsu.edu/odi/advance. The website includes information about the mission and goals of the ADVANCE program. It also provides information for all the ADVANCE workshops and programs.

ADVANCE ListservA Listserv has been created by Jennifer Schneider, ADVANCE Post-doc as a way to facilitatesharing of information and supporting materials (articles, links, and references)

Contributions1. the principal discipline(s) of the project

The compiled research provides empirical, university-wide evidence of the current state, the progress, and need for a concrete change in evaluations and the hiring of women and minority faculty. The ADVANCE Scholars’ proposed projects include a collection of success stories and strategies from tenured female and minority faculty, a peer institutional study of women in business schools, and development of “invitational” communication strategies for administrators.

2. other disciplines of science or engineeringThe project offers scientists and engineers an opportunity to learn more about research in the social sciences on unconscious bias and how biases may influence processes and discussions in hiring, promotion, and tenure. The ADVANCE Scholars report that the readings and discussions across disciplines have provided an eye-opening experience for them. The ADVANCE Scholars’ proposed projects include a study of Hispanic faculty

http://www.ncsu.edu/odi/advance

http://www.ncsu.edu/odi/advance/documents/NCSUResourceBookFinal.doc

http://www.ncsu.edu/odi/advance/documents/D3Fall2009interimreport.doc

http://www.ncsu.edu/diversity/outcomes/Factbook2007.php

17

experience in higher education by a member of the veterinary medicine faculty, an exploration of communication styles and language and how they play into the reasons professors leave or stay at NC State by a civil engineer, and an exploration of early-career female faculty regarding work-life balance and gender equity issues by a member of the sport management faculty.

3. the development of human resourcesThe best news with respect to faculty demographics at NC State is that the attrition rates for assistant professors of color and for women were lower during the 2007-2009 time period than in the previous three-year period (2006-2008). Also important: the Board of Trustees and the University Space Committee each gained one female member.

The participants in the 2009-10 Leadership Development Workshop Series reported increased confidence in their ability to serve as change agents in the university. The department heads who participated in the 2009-10 Climate Workshop Series plan to recruit department heads for the 2010-11 workshop series and actively participate in the 2010-11 series. They have strengthened their departmental leadership skills through discussing situations they face with department heads from across campus. The participating disciplines and their faculty have very different cultures, so they all bring different approaches to the challenges that department heads face. The Senior Leader ADVANCE Scholars participate in their college leadership team meetings, which gives them exposure to the activities of the deans, associate deans, and department heads and a better understanding of the workings of the college. The ADVANCE scholar projects will also contribute to the development of human resources. One of the ADVANCE Scholars will be leading the 2010-11 Climate Workshop Series for department heads, another plans to coordinate a targeted roundtable series for female engineering faculty featuring national administrators, one plans to develop an orientation workshop for Textiles, PAMS and Engineering faculty right before and after promotion to associate professor, and two plan to compile best practices for improving institutional diversity hires and retention in CALS and CHASS.

4. the physical, institutional, or information resources that form the infrastructure for research and educationThe Diversity Fact Book provides demographic data for the campus community. It provides a resource widely used beyond the NC State campus in studies of faculty, staff, and student demographic patterns and trends, and in benchmarking comparisons for other campuses and programs. In addition, University Planning and Analysis is conducting an NC State faculty salary equity study right now, and a Faculty Well-Being Survey will be conducted in Spring 2011.

5. other aspects of public welfare beyond science and engineering, such as commercial technology, the economy, cost-efficient environmental protection or solutions to social problems The ADVANCE project is a testing ground for a new approach to diversity, one that can derail the “diversity paradox” and promote community support for diversity as a professional and institutional strength. So far, the reaction to the project has been favorable, and those involved are beginning to make small changes in their parts of the campus.

18

Tables

Table 1a. Number and Percent of Women Tenured and Tenure Track Faculty in STEM by Rank and Department Fall 2009

Women Men %Women

Full Associate Assistant Full Associate Assistant Full Associate AssistantCALS 23 15 28 160 48 48 12.6% 23.8% 36.8%AnimalScience

2 3 1 12 6 2 14.3% 33.3% 33.3%

Bio & AG Egineer

0 0 3 10 6 5 0 0 37.5%

Biochemistry 2 1 1 7 5 0 22.2% 16.7% 100%Botany 4 1 2 3 2 3 57.1% 33.3% 40%Crop Science 3 1 3 23 2 4 11.5% 33.3% 42.9%Entomology 0 0 3 15 2 4 0 0 42.9%Environ & MolecularToxicology

0 1 0 2 2 5 0 50% 0

Food Science 3 1 1 11 1 3 21.4% 50% 25%Genetics 2 0 1 5 3 1 28.6% 0 50%Horticulture 4 3 4 16 5 7 20% 37.5% 36.4%Microbiology 0 1 2 5 3 4 0 25% 33.3%Plant Pathology

1 0 3 14 3 1 6.7% 0 75%

Poultry Science

0 1 1 11 2 4 0 33% 20%

Soil Science 1 1 2 14 2 3 6.7% 33% 40%Zoology 1 1 1 12 4 2 7.7% 20% 33%COE 8 7 8 133 54 44 5.7% 11.5% 15.4%Biomedical1 0 1 1 1 2 5 0 33% 16.7%Chemical 1 0 1 22 2 6 4.3% 0 14.3%Civ. Construct & Eviron Engineer

1 0 2 22 10 5 4.3% 0 28.6%

Computer Science

2 4 2 14 12 3 12.5% 25% 40%

Electrical 3 0 0 23 11 10 11.5% 0 0Industrial 0 0 1 13 3 2 0 0 33%Materials 1 0 1 11 3 4 8.3% 0 20%Mech & Aerospace

0 2 0 19 9 6 0 18.2% 0

Nuclear 0 0 0 8 2 3 0 0 0PAMS 9 12 10 86 23 25 9.5% 34.3% 28.6%Chemistry 0 1 3 14 1 6 0 50% 33.3%Marine Earth 2 2 1 16 4 7 11.1% 33.3% 12.5%Mathematics 2 7 0 22 8 2 8.3% 46.7% 0Physics 4 1 1 24 3 4 14.3% 25% 20%Statistics 1 1 5 10 7 6 9.1% 12.5% 45.5%

1 Data set includes faculty who primary appointment in Biomedical Engineering is at NC State. It does not include faculty that share a dual appointment at UNC. There are 6 women in the department.

19

Table 1b. Number and Percent of Women Tenured and Tenure Track Faculty in Social Sciences by Rank and Department Fall 2009

Women Men %Women

Full Associate Assistant Full Associate Assistant Full Associate AssistantSBS 11 8 5 29 18 6 27.5% 30.8% 45.5%Psychology 5 4 2 11 9 2 31.3% 30.8% 50%Soc & Anthropology

6 4 2 5 5 1 54.5% 44.4% 66.7%

Economics 0 0 1 13 4 3 0 0 25%

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Table 2a. Fall 2009 STEM and SBS Departmental Gender Composition

Tenured and Tenure Track Non-Tenure Track Non-Tenure Track as % All Women

All Faculty

Women % Women

All Faculty

Women %Women

CALS 346 68 19.7% 64 31 48.4% 31.3%Ag & Res Economics

24 2 8.3% 9 1 11.1% 33.3%

Animal Science

26 6 23.1% 6 3 50% 33.3%

Bio & Agriculture

24 3 12.5% 4 1 25% 25%

Biochemist 16 4 25% 4 2 50% 33.3%Botany 15 7 46.7% 5 2 40% 22.2%Crop Science 36 7 19.4% 4 1 25% 12.5%Entomology 24 3 12.5% 2 1 50% 25%Environ & MolecularToxicology

10 1 10% 2 1 50% 50%

Food Science 20 5 25% 1 0 0 0Genetics 12 3 25% 7 6 85.7% 66.7%Horticulture 39 11 28.2% 4 2 50% 15.4%Microbiology 15 3 20% 1 0 0 0Plant Pathology

22 4 18.2% 2 1 50% 20%

Poultry Science

19 2 10.5% 0 0 0 0

Soil Science 23 4 17.4% 0 0 0 0Zoology 21 3 14.3% 13 10 76.9% 76.9%COE 177 22 17.5% 66 15 22.7% 40.5%Biomedical 9 2 22.2% 4 3 75% 60%Chemical 22 2 9.1% 4 1 25% 33.3%Civ. Construct & Eviron Engineer

40 3 7.5% 4 1 25% 25%

Computer Science

37 8 21.6% 4 3 75% 27.3%

Electrical 47 3 6.4% 14 2 14.3% 40%Industrial 19 1 5.3% 5 1 20% 50%Materials 9 1 11.1% 20 2 10% 66.7%Mech & Aerospace

38 2 5.3% 11 2 18.2%

Nuclear 13 0 0 0 0 0 0PAMS 234 31 9.4% 66 17 22.7% 35.4%Chemistry 25 4 16% 16 8 50% 66.7%Marine Earth 32 5 15.6% 6 1 16.7% 16.7%Mathematics 53 9 17% 7 5 71.4% 35.7%Physics 37 6 16.2% 12 0 0 0Statistics 30 7 23.3% 6 3 50% 30%SBS 77 24 31.2% 27 16 59.3% 40%Psychology 33 11 33.3% 4 4 100% 26.7%Soc & Anthropology

23 12 52.2% 18 10 55.6% 45.5%

Economics 21 1 4.8% 5 2 40% 66.7%Notes: Data from NCSU University Planning and Analysis. The database includes all faculty (part time and http://v3.player.abacast.com/player/player.php?pid=reachmedia_tjms&mediaurl=http://wm-

http://v3.player.abacast.com/player/player.php?pid=reachmedia_tjms&mediaurl=http://wm-ondemand.abacast.com/reachmediainc/072210/ROLAND.wma&gateway=http://asx.abacast.com/dynamic/reachmediainc.asx

21

ondemand.abacast.com/reachmediainc/072210/ROLAND.wma&gateway=http://asx.abacast.com/dynamic/reachmediainc.asxfull time) employed at NCSU at the 2008 NCSU Fall census date. These tables exclude faculty on phased retirement. The counts of departmental faculty exclude faculty who are currently serving in other offices, such as the dean’s office. The disciplines in Tables 1 and 2 were selected to correspond with disciplines listed in Appendix 2 of the NSF Advance Toolkit (http://www.cpst.org/diversity/toolkit1.pdf).

http://www.cpst.org/diversity/toolkit1.pdf



22

Table 2b. Fall 2009 STEM and SBS Departmental Race/Ethnicity Composition of Women Faculty

Tenured and Tenure Track Non-Tenure TrackAll 2Faculty

ALNA3

WomenInternationalWomen

All Faculty

ALNAWomen

InternationalWomen

CALS 346 16 4 64 5 0Ag & Resource Econ

24 0 0 9 0 0

Animal Science 26 2 1 6 0 0Bio & Agriculture 24 3 0 4 0 0Biochemist 16 1 1 4 1 0Botany 15 2 0 5 1 0Crop Science 36 2 0 4 0 0Entomology 24 1 0 2 1 0Envir & MoleculToxicology

10 1 0 2 0 0

Food Science 20 0 0 1 0 0Genetics 12 0 1 7 0 0Horticulture 39 3 0 4 0 0Microbiology 15 0 0 1 0 0Plant Pathology 22 0 1 2 0 0Poultry Science 19 0 0 0 0 0Soil Science 23 1 0 0 0 0Zoology 21 0 0 13 2 0COE 234 9 1 66 3 0Biomedical 9 1 0 4 0 0Chemical 22 0 0 4 0 0Civ. Construct & Eviron Engineer

40 1 1 4 0 0

Computer Science

37 4 0 4 1 0

Electrical 47 1 0 14 2 0Industrial 19 1 0 5 0 0Materials 9 1 0 20 0 0Mech & Aerospace

38 0 0 11 0 0

Nuclear 13 0 0 0 0 0PAMS 177 9 1 47 3 0Chemistry 25 2 0 16 2 0Marine Earth 32 1 0 6 0 0Mathematics 53 1 0 7 0 0Physics 37 1 0 12 0 0Statistics 30 4 1 6 1 0CHASS/COM 77 4 0 27 1 0Psychology 33 1 0 4 0 0Soc & Anthropology

23 3 0 18 0 0

Economics 21 0 0 5 1 0

2 All faculty includes both men and women3 ALNA= African American, Latino, Native American and Asian American

23

5a. Years in rank at the associate professor level. Hired as Assistant Professor

STEM SBSYears in Rank Women Men Women Men

Number % of Women

Number % of Men Number % of Women

Number % of Men

1-2 14 44 33 33 1 14 7 503-5 11 34 26 26 5 71 2 146-8 5 16 17 179-11 1 3 9 9 1 14 3 2112-14 0 0 4 415 or more 1 3 10 10 0 2 14

5b. Years in rank at the associate professor level. Hired as Associate Professor

STEM SBSYears in Rank Women Men Women Men

Number % of Women

Number % of Men Number % of Women

Number % of Men

1-2 1 33 7 17 0 0 2 253-5 1 33 14 346-8 0 0 3 79-11 0 0 3 7 0 0 1 1312-14 0 0 0 015 or more 1 33 14 34 1 100 5 63

Table 6A. Number of Tenured and Tenure Track Faculty who Left NCSU from 2007-2009 for any Reason Other than Retirement or Death, by Gender.

Rank

Assistant Associate Full Prof

PSEX PSEX PSEX

Women Men Women Men Women Men

N N N N N N

College Department year

. 1 . . . .CALS Ag & Ext Education 2009

Ag & Resource Econ 2008 . . . . 1 .

Animal Science 2009 . 1 . . . .

Bio & Ag Engr 2009 . . . . . 1

Crop Science 2007 1 . . . . .

2008 . . . 1 . .

Entomology 2007 1 . . . . .

Genetics 2007 . 1 . . . .

Horticultural Science 2008 . . . . . 1

2009 1 . . . . .

Plant Pathology 2008 1 . . . . .

2009 . . . 1 . .

CED Adult & Higher Education 2007 . 1 . . . .

Elementary Education 2008 1 . . . . .

Math, Science & Tech Ed 2009 . . 1 . . .

24

Rank


PSEX PSEX PSEX


N N N N N N

CHASS Foreign Lang and Lit 2008 1 . . . . .

History 2007 . . . . . 1

2008 . 1 . . . .

Interdisciplinary Studies 2007 . . . 1 . .

Philosophy and Rel 2008 1 . . . . .

2009 . . . . . 1

Sch of Public & International Affairs 2009 . 1 . . . .

Soc & Anthropology 2009 . 1 . . . 1

COE Civil, Const, & Environ 2007 . . . 1 . .

Computer Science 2007 . 1 . . . .

2008 . 1 . . . .

Electrical & Comp Eng 2008 . 1 . . . .

2009 . . . . . 1

Materials Science 2009 . . . 1 . 1

Mech & Aero Engr 2008 1 1 . . . .

COM Accounting 2008 1 . . . . .

Business Management 2007 . 1 . 1 . .

Economics 2008 . . . . . 1

Design Graphic Design 2007 . 1 . . . .

Industrial Design 2008 . . . . . 1

Landscape Arch 2008 1 . . . . .

School of Architecture 2007 . 1 . . . .

2008 1 . . . . .

25

Rank


PSEX PSEX PSEX


N N N N N N

PAMS Chemistry 2007 . . . . . 1

2008 . . . 1 . .

Marine Earth Atmos Sc 2007 . . . . . 1

2008 1 . . . . .

2009 1 . . . . .

Mathematics 2008 . 2 . . . .

2009 . 1 . 2 . .

Physics 2007 . . . . . 1

College

4 3 . 2 1 2CALS All

CED All 1 1 1 . . .

CHASS All 2 3 . 1 . 3

COE All 1 4 . 2 . 2

COM All 1 1 . 1 . 1

Design All 2 2 . . . 1

PAMS All 2 3 . 3 . 3

All 13 17 1 9 1 12

26

Table 6B. Number of Tenured and Tenure Track Faculty who Left NCSU from 2007-2009 for Any Reason other than Retirement or Death, by Race/Ethnic Group.

Rank


group group group

Internat Other White White Internat Other White

N N N N N N N

College Department year

. . 1 . . . .CALS Ag & Ext Education 2009

Ag & Resource Econ 2008 . . . . . . 1

Animal Science 2009 . . 1 . . . .

Bio & Ag Engr 2009 . . . . . . 1

Crop Science 2007 . . 1 . . . .

2008 . . . 1 . . .

Entomology 2007 . . 1 . . . .

Genetics 2007 . . 1 . . . .

Horticultural Science 2008 . . . . . . 1

2009 . . 1 . . . .

Plant Pathology 2008 . . 1 . . . .

2009 . . . 1 . . .

CED Adult & Higher Education 2007 . 1 . . . . .

Elementary Education 2008 . . 1 . . . .

Math, Science & Tech Ed 2009 . . . 1 . . .

27

Rank


group group group


N N N N N N N

CHASS Foreign Lang and Lit 2008 . . 1 . . . .

History 2007 . . . . . 1 .

2008 . . 1 . . . .

Interdisciplinary Studies 2007 . . . 1 . . .

Philosophy and Rel 2008 . . 1 . . . .

2009 . . . . . . 1

Sch of Public & International Affairs 2009 . . 1 . . . .

Soc & Anthropology 2009 . . 1 . . . 1

COE Civil, Const, & Environ 2007 . . . 1 . . .

Computer Science 2007 . 1 . . . . .

2008 . . 1 . . . .

Electrical & Comp Eng 2008 . . 1 . . . .

2009 . . . . . . 1

Materials Science 2009 . . . 1 1 . .

Mech & Aero Engr 2008 . 2 . . . . .

COM Accounting 2008 . 1 . . . . .

Business Management 2007 . . 1 1 . . .

Economics 2008 . . . . 1 . .

Design Graphic Design 2007 . . 1 . . . .

Industrial Design 2008 . . . . . 1 .

Landscape Arch 2008 . . 1 . . . .

School of Architecture 2007 . . 1 . . . .

2008 . 1 . . . . .

28

Rank


group group group


N N N N N N N

PAMS Chemistry 2007 . . . . . . 1

2008 . . . 1 . . .

Marine Earth Atmos Sc 2007 . . . . . . 1

2008 . . 1 . . . .

2009 . . 1 . . . .

Mathematics 2008 2 . . . . . .

2009 . . 1 2 . . .

Physics 2007 . . . . . . 1

College

. . 7 2 . . 3CALS All

CED All . 1 1 1 . . .

CHASS All . . 5 1 . 1 2

COE All . 3 2 2 1 . 1

COM All . 1 1 1 1 . .

Design All . 1 3 . . 1 .

PAMS All 2 . 3 3 . . 3

All 2 6 22 10 2 2 9

29

Table 7a. Women in Leadership Positions in Fall 2009 (at NCSU Fall Census Date, unless otherwise noted)

All Faculty

Number of Women Faculty

Number of Women in STEM

Number of Women in SBS

Tenured Full Professors 767 126 40 12All Full Professors 801 130 42 12STEM Dept Heads 27 2 2 naSBS Dept Heads 4 1 na 1Deans 12 0 0 0Associate Deans 27 8 1 CALS, 1 COE,

1 PAMS2 CHASS, 1 COM

Center Directors 50 6 3 0Chancellor, Provost,Vice Chancellors, Vice Provosts

17 6 na na

Endowed/Named Chairs 121 12 6 1University Promotion and Tenure Cmte

12 3 2 0

PAMS Promotion and Tenure Cmte

5 0 0 na

CALS Promotion and Tenure Cmte

8 2 2 na

Provost Search Cmte 16 4 2 0University Space Cmte 3 1 na naNCSU Board of Trustees 13 3 na na

Female associate deans: 1 CALS, 2 CHASS, 1 CNR, 1 COE, 1 COM, 1 Grad School, 1 PAMS

30

Table 7b. Faculty of Color in Leadership Positions in Fall 2009 (at NCSU Fall Census Date, unless otherwise noted)

All Faculty

Number of Faculty of Color

Number of Faculty of Color in STEM

Number of Faculty of Color in SBS

Tenured Full Professors 767 78 47 3All Full Professors 801 80 49 3STEM Dept Heads 27 1 1 naSBS Dept Heads 4 0 na 0Deans 12 2 1 COE 0Associate Deans 27 3 1 COE 0Center Directors 50 4 5 0Chancellor, Provost,Vice Chancellors, Vice Provosts

17 2 na na

Endowed/Named Chairs 121 8 4 0University Promotion and Tenure Cmte

12 2 3 0

PAMS Promotion and Tenure Cmte

5 1 1 na

CALS Promotion and Tenure Cmte

8 1 1 na

Provost Search Cmte 16 2 2 0University Space Cmte 3 0 na naNCSU Board of Trustees 3 0 Na na

Deans of color: 1 COE (Hispanic), 1 CED (Hispanic)

Associate deans of color: 1 COE (black), 1 Graduate School (Hispanic), 1 Textiles (black)

31

Space Data Tables: CALS

Q1. There is sufficient support staff in my college

Male Female

Mean Rating 2.6 2.6

Strongly agree (%) 8.2 9.2

Agree (%) 53.3 49.2

Disagree (%) 31.3 30.8

Strongly disagree 7.2 10.8

Total (N) 195 65

Q2. Satisfaction with lab space Male Female

Mean Rating 2.8 2.8

Very Satisfied (%) 22.2 25.6

Satisfied (%) 51.6 41.9

Dissatisfied (%) 15.0 18.6

Very Dissatisfied (%) 11.1 14.0

Total (N) 153 43

Q3. Satisfaction with labs in which you teach

Male Female

Mean Rating 2.8 2.7


Satisfied (%) 47.8 33.3


Very Dissatisfied (%) 10.9 18.2

32

Total (N) 92 33

Q4. Satisfaction with availability of up-to-date equipment

Male Female

Mean Rating 2.6 2.6


Satisfied (%) 53.4 51.5


Very dissatisfied (%) 11.4 15.2

Total (N) 193 66

Q5. Satisfaction with office space Male Female

Mean Rating 3.1 3.3


Satisfied (%) 46.9 38.5



Total (N) 196 65

33

Space Data Tables: COE


Male Female

Mean Rating 2.6 2.7

Strongly Agree (%) 8.5 7.7

Agree (%) 55.0 61.5

Disagree (%) 27.9 23.1

Strongly Disagree (%) 8.5 7.7

Total (N) 129 13


Mean Rating 2.8 3.0


Satisfied (%) 53.8 45.5


Very dissatisfied (%) 9.4 .

Total (N) 117 11


Male Female

Mean Rating 2.9 3.2


Satisfied (%) 45.8 40.0



Total (N) 83 5

34


Male Female

Mean Rating 2.6 3.4


Satisfied (%) 52.7 35.7



Total (N) 131 14


Mean Rating 3.1 3.3


Satisfied (%) 50.4 57.1



Total (N) 131 14

35

Space Data Tables: PAMS


Male Female

Mean Rating 2.7 2.5

Strongly Agree (%) 14.3 5.3

Agree (%) 51.2 47.4

Disagree (%) 20.2 42.1

Strongly Disagree (%) 14.3 5.3

Total (N) 84 19


Mean Rating 2.9 2.8


Satisfied (%) 44.7 50.0



Total (N) 38 8


Male Female

Mean Rating 2.7 3.0


Satisfied (%) 45.5 25.0



Total (N) 33 8

36


Male Female

Mean Rating 2.6 2.5


Satisfied (%) 49.4 47.6



Total (N) 79 21


Mean Rating 3.1 3.2


Satisfied (%) 46.4 59.1



Total (N) 84 22

37

APPENDIX

Reading List for Emerging and Senior Advance Scholars

Discovering the Politics of the Personal

August 26, 2009

1. Wayne, M. (2009). Walking a tightrope: The feminist life of a Drosophila biologist. In Women, Science and Technology (2nd ed), ed. M. Wyer, M. Barbercheck, D. Giesman, H. Orun Ozturk, and M. Wayne. New York: Routledge. pp. 84-100.

September 23, 2009

2. Caldwell-Colbert, T., and Albino, J. (2007). Women as academic leaders: Living the experience from two perspectives. In Women and Leadership: Transforming Visions and Diverse Voices, ed. J. Chin et al. New York: Blackwell/Wiley. pp. 69-87

Institutional Contexts

October 14, 2009

3. Bowser, B., Auletta, G., and Jones, T. (1993). The unwritten organization. Confronting Diversity Issues on Campus. Newbury Park, Calif.: Sage. pp. 1-15. Do exercise naming the unwritten rules that guide day-to-day interactions.

November 11, 2009

4. Sevo, R. and Chubin, D. (2008). Bias literacy: Review of concepts in research on discrimination. Distilled list of definitions. (1-2 pages as reference document only).

5. Dar-Nimrod, I., & Heine, S.J. (2006). Exposure to scientific theories affects women’s math performance. Science , 314: 435. Additional articles documenting stereotype threat at project website.

Defining Problems and Solutions

January, 2010

6. Ferber, M. (2003). Women’s uneven progress in academia: Problems and solutions. In Equal Rites, Unequal Outcomes: Women in American Research Universities , ed. L. Hornig. New York: Kluwer Academic/Plenum. pp. 281-309. Include current NC State data.

39

http://www.ncsu.edu/odi/advance/documents/5_UnevenProgress.pdf



http://www.ncsu.edu/odi/advance/documents/9_ExposuretoScientific.pdf



http://www.ncsu.edu/odi/advance/documents/Biasliteracydefinitions_001.doc

http://www.ncsu.edu/odi/advance/documents/Biasliteracydefinitions_001.doc

http://www.ncsu.edu/odi/advance/documents/3_UnwrittenOrg.pdf



http://www.ncsu.edu/odi/advance/documents/2_WomenLeaders.pdf



http://www.ncsu.edu/odi/advance/documents/1_WalkingTight.pdf



February, 2010

7. Williams, Joan C. (2004). Hitting the maternal wall. Academe , 90.6: 16-20.

Social Perspectives – Being a Change Agent

March, 2010

8. Sanchez-Hughes, J. and Sanchez, P. (2007). From margin to center (portions of one chapter). In Women and Leadership: Transforming Visions and Diverse Voices, ed. J. Chin et al. New York: Blackwell/Wiley. pp. 218-24

9. Madsen, S. (2008). On becoming a woman leader (portions of one chapter). San Francisco: Jossey-Bass, 2008. pp. 203-07.

April, 2010

10. Stewart, A.J., LaVaque-Manty, D. & Malley, J.E. (2004). Recruiting female faculty members in science and engineering: Preliminary evaluation of one intervention model. Journal of Women and Minorities in Science and Engineering , 10: 361-375.

40

http://www.ncsu.edu/odi/advance/documents/7_RecruitingFemale.pdf



http://www.ncsu.edu/odi/advance/documents/12_DevelopmentalActivities_000.pdf

http://www.ncsu.edu/odi/advance/documents/12_DevelopmentalActivities_000.pdf

http://www.ncsu.edu/odi/advance/documents/11_FromMargintoCenter.pdf



http://www.ncsu.edu/odi/advance/documents/MaternalWall.pdf

Reading List for Spring 2010 Leadership Workshop

Session 1 (F Jan 15): Introduction

Reading: Caldwell-Colbert, T. and Albino J. (2007). Women as academic leaders: Living the experience from two perspectives. In Women and Leadership: Transforming Visions and Diverse Voices, ed. J Chin et al. New York: Blackwell/Wiley, pp. 69-87.

Session 2 (W Feb 3): Panel with Department Heads: Robin Abrams (Architecture), Margo Daub (Plant Biology) and Sastry Pantula (Statistics), Moderator Betsy Brown

Reading #1: Hecht, Irene W.D. (2006). Becoming a department chair: to

be or not to be.” Effective Practices for Academic Leaders 3 (1), pp. 1-16,

Reading #2: Raines, Shirley C. and Alberg, Martha Squires. (2003). The role of professional development in preparing academic leaders. New Directions for Higher Education no. 3, pp. 33-39.

Session 3 (F Feb 26): Discussion Session, Focus on Time Management and Communication, Facilitator Laura Severin

Reading #1: Lucas, A.F. (1994). Survival skills for department chairs. In Strengthening Departmental Leadership. San Francisco: Jossey-Bass Publishers, pp. 249-261.

Reading #2: Lucas, A.F. (1994). Team building through supportive communication. Strengthening Departmental Leadership. In Strengthening Departmental Leadership. San Francisco: Jossey Bass Publishers, pp. 173-200.

Session 4 (W Mar 10): Panel with Deans: Louis Martin-Vega (Engineering), and Dan Solomon (PAMS), Moderator Betsy Brown

Reading: David D. Perlmutter. (2009). The decisive difference between dean and professor. The Chronicle of Higher Education (July 24), pp. A 12.

Session 5 (F Mar 26): Discussion Session, Focus on Leadership and Communication, Facilitator Laura Severin

Reading #1: Lucas, A.F. (1994). The dean’s role in developing departmental leadership. In Strengthening Departmental Leadership. San Francisco: Jossey Bass Publishers, pp. 237-248.

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Reading #2: Tucker, A. and Bryan, R.A. (1991). The dean and department chairpersons. In The Academic Dean. New York: Macmillan, 77-90. (excerpt)

Session 6 (W Apr 7): Panel with University Leaders: Betsy Brown (Vice Provost for Faculty Affairs), Terri Lomax (Vice Chancellor for Research and Graduate Studies), and Thomas Conway (Vice Chancellor and Chief of Staff, Fayetteville State University), Moderator Margo Daub

Reading #1: Susan R. Madsen. (2008). Presidential advice and perspectives. In On Becoming a Woman Leader. San Francisco: Jossey-Bass, pp. 265-288.

Reading #2: Ronald A. Crutcher. (2006). Spiraling through the glass ceiling. Liberal Education (Summer), pp. 14-21.

Session 7 (F Apr 30): Discussion Session, Next Steps, Facilitator Laura Severin

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