university of maryland advance investing in cultures of inclusive excellence
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University of Maryland ADVANCE Investing in Cultures of Inclusive
Excellence
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Goal Statement
We are trying to improve work environments and opportunities for women faculty in ways that improve the university for everyone.
By doing so, we aim to lead AAU universities in the recruitment, retention, and advancement of women faculty.
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History of ADVANCE
• Initially funded by NSF, now by Campus funds, located in Provosts Office, partnering w/ Faculty Affairs & Office of Diversity & Inclusion
• Recognizing differences between women & men and white and URM in retention and advancement & lower representation of women in STEM fields
• Recognizing unconscious bias, differences in professional networks, service roles, recognition, editorial roles, work-life balance, leadership
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Representation of UM Women by Rank
T/TT Women % (N) All campus
2010 2015
Assistant Professors 43.4 (147)
49.0 (165)
Associate Professors 35.6 (162)
38.5 (190)
Full Professors 21.5 (156)
23.0 (177)
Total 30.6 (465)
33.2 (532)
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Retention of Women TT Faculty
Retention from Assistant to Associate Professor: All campus
We look at those who resigned prior to coming up for tenure, and those who received tenure and were promoted.
Baseline Year 5% (N)
RESIGNED women 39.6 (105) 34.6 (109)
men 28.4 (114) 26.8 (114)
% (N)TENURED women 53.6 (142) 55.6 (175)
men 63.6 (255) 66.0 (281)
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Time to Advancement Associate to Full
All Campus
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Promoted to Full Baseline Year 5
Women 9.34 9.33
Men 7.86 8.01
The gender difference in time to promotion is statistically significant at p=.001.
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Representation of Women by Race
Across all T/TT Faculty Rank
Women Faculty of Color, % (N)
2010 2015
STEM 29.3 (41) 28.0 (47)
NSTEM 26.4 (82) 29.7 (95)
All Campus 27.3 (123) 29.1 (142)
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Tenure and Advancement
• Among recently tenured promoted faculty, no significant differences between men and women when they stand for tenure/promotion.
• Last available campus APT report (2013-2014) showed differences by gender and race in cases that required additional discussion, or were slam dunk.
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All T/TT faculty Resigned
N %
Participating (N= 259)16 6.3%
Not participating (N= 1828)
245 14.1%
* p< .001Since the start of ADVANCE grant in the Fall of 2010
ADVANCE and RetentionParticipation in “core” ADVANCE activities decreases the odds of leaving the institution by 71.5% (controlling for gender, race and rank)
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Work Environment: 2011, 2013, 2015
Note: 2011, 2013 and 2015 FWES matched respondents1 -Strongly Disagree, 5 -Strongly AgreeStatistically significant at *** < .001; ** < .01, * < .05
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FWES Question 2011
2013
2015
2011/2015
N Mean dif.(SD)
Cohen’s d
Effect size
The opportunities for female faculty are at least as good as they are for male faculty.
3.37 3.28 3.13 202 .228**(1.026)
.17 Very small
The opportunities for faculty of Color are at least as good as they are for White faculty.
3.48 3.33 3.18 203 .296***(1.126)
.26 Small
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Four things that help faculty succeed• Information (and examples)
• Allies (Professional Relationships and Networks)
• Advice (Strategic, Informed)
• Structures and cultures that are inclusive
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Often all we see is the tree….
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Not what is holding it up…….
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Program Activities
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• ADVANCE Professors• Peer Networks (AFD, KOF, Advancing
Together, Professional Track Faculty) • Work Life & Policy Initiatives (parental
leave)
• Dashboards (salary, demographics, service)
• Research and Evaluation (See ADVANCE 2 page
handout)
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ADVANCE Professors
Senior women faculty who:
• Provide individual strategic mentoring for assistant & associate professors and facilitate peer and group mentoring
• Act as knowledge brokers—about work life policies, dashboard, where to find resources for conflict resolution
• Provide strategic advice to the Director on implementation and
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Name College/School
Norma Allewell Computer, Mathematical, and Natural Sciences
Christine Beckman Robert H. Smith School of Business
Kathryne Everts Agriculture and Natural Resources
Mary Ann Hoffman Education
Dushanka Kleinman School of Public Health
Alene Moyer Arts and Humanities
Amy Mullin Computer, Mathematical and Natural Sciences
Sarah Oates Journalism, ISCH, PUAF
Margaret Pearson Behavioral and Social Sciences
Elisabeth Smela Engineering
Madlen Simon Architecture, Planning and Preservation
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ADVANCE Professors
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ADVANCE Networks
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• Clarify Goals
• Get to know academic neighborhood
• Present Diverse Models of Success
• Find Information, Allies
• Engage Peers for Advice, Affirmation, Third Spaces
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ADVANCE Peer Network Facilitators
ADVANCING TOGETHER
Ellin ScholnickUMD Faculty Ombuds Officer and Former Associate Provost for Faculty Affairs
ADVANCING PROFESSIONAL TRACK FACULTY
Colleen Worthington Clinical ProfessorDirector, Clinical Education in Speech-Language PathologyHearing and Speech Sciences
KEEPING OUR FACULTY
Jennifer RiceProfessor and Assoc. Dean, Teaching and Learning, Policy and Leadership
ADVANCING FACULTY DIVERSITY
KerryAnn O’MearaProfessor, Higher Education & Affiliate Faculty in Women’s StudiesDirector, ADVANCE Program for Inclusive ExcellenceUniversity of Maryland
ADVANCING FACULTY DIVERSITY
Stephen B. ThomasProfessor, School of Public HealthDirector, University of Maryland Center for Health EquityAssociate Director, National Mentor Research Network
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Peer Network participants report…..• Enhanced agency in career advancement,
less isolation, more allies, greater knowledge of how campus works, ideas for their research, teaching and campus programs, new pathways to succeed.
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Dashboard• Online, college-specific resource
– live as of Jan 2012, three years of data now posted
• Goal: increase institutional transparency and sense of agency
• Faculty access via UID login • Provides current information (per college)
regarding:– Salary range and median; by rank– Time to advancement; by rank– Demographics by rank
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Example: Average number of service activities at each level among faculty who reported at least one service activity (N=266)
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Thanks to CoE Research Assistant Alexandra Kuvaeva
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5CMNS
Assistant Associate Full
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Expected Time Commitment Department College University
High
Merit/Salary Review Committee
Director or Assoc. Dean Search/Review
Campus APT Committee
Graduate Admissions
Accreditation ReviewSearch Committee for Provost, Dean, or other Executive Level Administrator
Faculty SearchScholarship/Fellowship selection
Review of Dean or other Exec. Level Administrator
Chair Search/Chair Review
College Committee ChairProvost/Senate Task Force or temporary ad-hoc task force
Medium
Undergraduate recruitment
College PCC or APT Chair of a Senate Committee
Staff Search Facilities Committee
Standing Campus Committee (Research Council, Sustainability Council, APAC, Living-Learning Review)
Priorities/Strategic Planning
Awards selection CommitteeFaculty Board for General Education
Low
Technology Committee
College Administrative Council
Campus Senate
IRB Committee Diversity Committee Senate Committee or CouncilGraduate Seminar/colloquium
College Senate Graduate Council
There is “service” and there is “SERVICE”
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ADVANCE FWES Briefs
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Work-Life Climate Faculty Learning Differences by rank: Associate
Professors Career Advancement and
Institutional Support of Career Advancement
Fair Treatment and Diversity Organizational Commitment and
Faculty Retention Professional Networks,
Collegiality, and Recognition Satisfaction with Department and
UMD Satisfaction with Resources Evaluation and Management of
Teaching, Research, and Service
Example: Work-Life Climate Brief
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Policy WorkParental Leave Policy passed 2012 and FAQs
APT Policy passed fall, 2014 • Broader definition of
scholarship/interdisciplinary/engaged research
• Work-life policies [external letters] & trajectory
• Mentoring associate professorsNTT Promotion Policies (APTF provided feedback)
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Key Roles of Administrators in Retention• Fostering Strategic Relationships• Organizing Equity-Minded Workloads• Creating Transparency• Fostering Civility, Agency, Full Participation• Expanding Views of Merit and Pace
Helping Faculty & Colleagues “Leave Less Unsaid.”
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ADVANCE is your ally
Please contact us if we can help you support your faculty..• If we can provide FWES data to help shed light
on faculty retention, satisfaction and workload issues
• If we can help in recruitment/retention of women faculty
• If we can help connect your faculty to other faculty
• If we can help think through organizing practices to improve department work environments
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Information, People & Resources
Website: www.advance.umd.eduDirector KerryAnn O’Meara: [email protected] Manager: Kristen Corrigan
ADVANCE Office:1402 Marie Mount Hall301-405-4817
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