NDSU Advance FORWARD           Retaining and Advancing                Women Faculty     Canan Bilen-Green                 ...
NDSU Advance FORWARDFocus on Resources for Women’s        Advancement  Recruitment/Retention and         Development   U.S...
Genesis of the Project               % Tenure-line         % Tenured        % Full Professor              Women      Men  ...
Genesis of the Project               % Tenure-line         % Tenured        % Full Professor              Women      Men  ...
Genesis of the Project                         5
NDSU Climate and Female Faculty• Work-life surveys revealed that (vs. male faculty)  female faculty:   – Reported higher s...
7
North Dakota State University’s    Advance FORWARD Project• Campus climate• Faculty recruitment• Faculty retention and adv...
Major Project Components   Implementation Group                                         Provost, Vice President for       ...
Evaluation• NSF 12 Indicator data collection• Faculty work-life survey and academic  administrator survey• Evaluation of w...
FORWARD Advocates & Allies• Male faculty interested in supporting female faculty  members in departments, colleges, and th...
Junior Faculty Mentoring Program• New faculty cohort mentoring program and mentor  training  – Same-gender mentoring group...
Junior Faculty Mentoring Speakers Gender & the Evaluation of Teaching: What We Cant Count Can Hurt Us- pedagogical        ...
Junior Faculty Mentoring Program:                     Evaluation• Increased mentees’ sense of connection across campus  an...
Mid-Career Mentoring Program• Peer mentoring teams, which may be interdisciplinary• Teams meet informally once a month and...
Promotion to Professor Panels• Promotion to Professor Panel Series   − Recently-promoted professors, department     chairs...
Grant Programs• Promote the advancement of tenure-line women  faculty• Major grants involve external reviews; internal  co...
Travel, CourseRelease, Climate/Gender, Leadership, and         Leap Awards 2008-2011     81 faculty received FORWARD award...
Grant Programs: Evaluation• Positive Impacts:   – decision to remain at NDSU (94.7%)   – tenure and/or promotion process (...
Percentage of NDSU Women        Tenure-Line Faculty by Rank                        %Assistant         %Associate          ...
Retention Progress• Grant/award recipients and mentees agreed that their  participation in these programs had a positive i...
Policy Related Work• Spouse/partner hire• Required formal search for all positions• Childbearing leave• Modified duties• T...
Impacts• Increased the number of female   • full professors   • faculty in leadership roles   • advanced associate profess...
Conclusions• Universities seeking to tap top talent pools  need to pay attention to the progress of women faculty  in orde...
www.ndsu.edu/forward                       25
Thank You…             26
Additional Slides                    27
Mentor Relationship Travel Grant• Provide funds to offset costs of meeting with mentors  from outside NDSU to build long-t...
Course Release Grants• Provides funds for one-semester release from teaching  responsibilities• Open to tenure-line women ...
Leap Research Grants• Provides research grants to seed successful grant  proposals• Open to tenure-track and tenured women...
Barriers to Women’s Advancement           in the Academic Ranks• “the chilly climate”   ― committee assignments   ― suppor...
Barriers to Women’s Advancement           in the Academic Ranks• coincidence of biological and tenure clocks  ― the “glass...
NDSU ADVANCE FORWARD           Retaining and Advancing                Women Faculty     Canan Bilen-Green                 ...
NDSU ADVANCE FORWARD           Retaining and Advancing                Women Faculty     Canan Bilen-Green                 ...
NDSU ADVANCE FORWARD           Retaining and Advancing                Women Faculty     Canan Bilen-Green                 ...
NSF ADVANCEInstitutional Transformation Program• Funding for comprehensive and sustainable  institutional transformation t...
Genesis of the Project                         37
Genesis of the Project         Universities seeking to           tap top talent pools        NEED to pay attention tothe p...
Outline• NSF ADVANCE Institutional Transformation Program• NDSU Advance FORWARD• Goals and Major Project Components• Reten...
Genesis of the Project      A relatively narrow   and quite leaky pipeline –           So what?                           ...
New Faculty Orientation:Enhancing Department Climate Session • Offered in 2008, 2009, and 2010 • Participants generate ide...
Impact on Climate•   Grant/award recipients:    – agreed to some extent that their participation in the FORWARD      award...
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ICWES15 - Retaining and Advancing Women Faculty. Presented by Dr Canan Bilen-Green, North Dakota State University, United States

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Presentation from ICWES 15 Conference - July 2011, Australia

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ICWES15 - Retaining and Advancing Women Faculty. Presented by Dr Canan Bilen-Green, North Dakota State University, United States

  1. 1. NDSU Advance FORWARD Retaining and Advancing Women Faculty Canan Bilen-Green Donald P. SchwertIndustrial and Manufacturing Engineering Geosciences, and North Dakota State University Center for Science & Math Education Fargo, North Dakota, USA North Dakota State University Fargo, North Dakota, USA
  2. 2. NDSU Advance FORWARDFocus on Resources for Women’s Advancement Recruitment/Retention and Development U.S. National Science Foundation #HRD-0811239 September, 2008 – August, 2013
  3. 3. Genesis of the Project % Tenure-line % Tenured % Full Professor Women Men Women Men Women Men*Average 45 55 31 69 24 76*Doctoral 41 59 26 74 19 81 *AAUP Report, Curtis and West, 2006 N = 1445 universities; data from U.S. Dept Educ and AAUP 3
  4. 4. Genesis of the Project % Tenure-line % Tenured % Full Professor Women Men Women Men Women Men*Average 45 55 31 69 24 76*Doctoral 41 59 26 74 19 81NDSU 2006 36 64 10 90 7 93 *AAUP Report, Curtis and West, 2006 N = 1445 universities; data from U.S. Dept Educ and AAUP 4
  5. 5. Genesis of the Project 5
  6. 6. NDSU Climate and Female Faculty• Work-life surveys revealed that (vs. male faculty) female faculty: – Reported higher stress levels – Struggled with work/life balance – Scored lower on work environment – Rated climate lower – Spent significantly more time on their teaching and service• No significant differences between STEM and non- STEM faculty 6
  7. 7. 7
  8. 8. North Dakota State University’s Advance FORWARD Project• Campus climate• Faculty recruitment• Faculty retention and advancement• Leadership opportunities 8
  9. 9. Major Project Components Implementation Group Provost, Vice President for Commission on the Academic Deans and Academic Affairs Status of Women Faculty Department Chairs/Heads NDSU Advance FORWARD Executive Director and Project Staff Internal Advisory Board External Advisory Board Steering Committee Campus Climate Advancement/Leadership Research v Faculty recruiter v Cohort mentoring program for v Unstructured spaces v Advocates and Allies Program junior faculty v Interventions into climate v Gender/equity awareness v Mid-career mentoring v Programs to recruit, retain, education/training for program and advance § Academic administrators v Professional development v Role of critical mass in § Faculty grant programs climate § Course Release v Grant programs § Leap v Gender and productivity § Climate/gender equity § Leadership Development v Mentoring and reverse research § Mentor Relationship mentoring § Department climate initiative Travel v Women in leadership Dissemination Activities FORWARD TeamKey: NDSU AdministrationFORWARD Administration Evaluation External to NDSU Internal & External 9
  10. 10. Evaluation• NSF 12 Indicator data collection• Faculty work-life survey and academic administrator survey• Evaluation of workshops, lectures, and programs.• Interviews with faculty who have resigned• Focus groups with faculty 10
  11. 11. FORWARD Advocates & Allies• Male faculty interested in supporting female faculty members in departments, colleges, and the university• Advocates: tenured male faculty men with a proven record of supporting female faculty• Allies: trained male faculty who identify themselves as allies of female faculty• Advocates and Allies are active proponents of gender diversity and equality in their units• Male faculty trained to date: 65 11
  12. 12. Junior Faculty Mentoring Program• New faculty cohort mentoring program and mentor training – Same-gender mentoring groups composed of 4- 5 new faculty and 2 senior faculty (expanded to include male and non-STEM faculty) – Groups meet monthly from first-year through third-year review process – Planned activities offered once per semester (e.g., scholarly writing, teaching assessment) – Two workshops/year led by outside experts 12
  13. 13. Junior Faculty Mentoring Speakers Gender & the Evaluation of Teaching: What We Cant Count Can Hurt Us- pedagogical Joey Sprague lunch, workshop for PTE committee members Rising Above Cognitive Errors: Tips for Promotion, Tenure and Evaluation, Good and Bad Practices related to job searches and JoAnn Moody review processes- pedagogical lunch, workshops for chairs, deans, female faculty, PTE committees How to Feel as Bright as Everyone Thinks You Are: Why Smart Women (and Men) Valerie Young Suffer from the Impostor Syndrome and What to Do About It- pedagogical lunch Networking workshop for female faculty Bonnie Coffey 13
  14. 14. Junior Faculty Mentoring Program: Evaluation• Increased mentees’ sense of connection across campus and in the community• Women were less likely to agree that their comfort level with the promotion and tenure process increased• Female faculty mentees preferred female mentors• Both mentors and mentees mutually found the experience valuable• Time and scheduling were reported to be the greatest challenges 14
  15. 15. Mid-Career Mentoring Program• Peer mentoring teams, which may be interdisciplinary• Teams meet informally once a month and include at least two women but can be mixed gender• Includes twice-yearly formal meetings with academic administrators• Funding for teams to purchase items needed to meet the mentoring goals of the group 15
  16. 16. Promotion to Professor Panels• Promotion to Professor Panel Series − Recently-promoted professors, department chairs, promotion/tenure committee members• Panels inform faculty about how/when to apply for professorship – Understanding of the process and criteria for promotion to full professor improved (81.2%) – Acquired new skills and/or information about determining when they are ready to apply for promotion to full professor (73.5%) 16
  17. 17. Grant Programs• Promote the advancement of tenure-line women faculty• Major grants involve external reviews; internal committees• Mentor travel relationship, course release, leap research, lab renovation, and leadership development 17
  18. 18. Travel, CourseRelease, Climate/Gender, Leadership, and Leap Awards 2008-2011 81 faculty received FORWARD awards totaling of $740,850• As of summer 2011, those awards have translated into – 20 articles under review, – 15 articles accepted for publication, – 21 grants submitted and under review, and – 9 grants funded. 18
  19. 19. Grant Programs: Evaluation• Positive Impacts: – decision to remain at NDSU (94.7%) – tenure and/or promotion process (89.5%) – career advancement (78.9%) – experience of the NDSU campus climate (92.1%) 19
  20. 20. Percentage of NDSU Women Tenure-Line Faculty by Rank %Assistant %Associate %Full50% 42% 42% 44% 44% 42% 40% 41% 39%40% 36% 31% 29%30% 24% 23% 19% 20%20% 15% 16% 12% 11% 11% 10%10% 6% 6% 8% 7% 7% 7% 7% 5% 5%0% 92-93 02-03 03-04 04-05 05-06 06-07 07-08 08-09 09-10 10-11 Before FORWARD “Early” FORWARD NDSU Advance FORWARD 20
  21. 21. Retention Progress• Grant/award recipients and mentees agreed that their participation in these programs had a positive impact on their decision to remain at NDSU• Retain/promote women assistant professors – 2008-09: 8 women to associate rank (of 20 promotions) – 2009-10: 5 women to associate rank (of 17 promotions) – 2010-11: 8 women to associate rank (of 18 promotions)• Promote/advance women associate professors – 2008-09: 1 woman to full rank (of 13 promotions) – 2009-10: 6 women to full rank (of 12 promotions) – 2010-11: 3 women to full rank (of 12 promotions) 21
  22. 22. Policy Related Work• Spouse/partner hire• Required formal search for all positions• Childbearing leave• Modified duties• Tracking compliance with policies• Instrument for student rating of instruction 22
  23. 23. Impacts• Increased the number of female • full professors • faculty in leadership roles • advanced associate professors to consider promotion• Enhanced research productivity• Stimulated conversations about climate• Fostered greater interest in engaging in issues 23
  24. 24. Conclusions• Universities seeking to tap top talent pools need to pay attention to the progress of women faculty in order to enhance institutional performance• Through FORWARD’s institutional transformation framework, changes in policy, attitude, and outlook are taking place• NSF ADVANCE guidelines are a good resource for other institutions interested in institutional transformation 24
  25. 25. www.ndsu.edu/forward 25
  26. 26. Thank You… 26
  27. 27. Additional Slides 27
  28. 28. Mentor Relationship Travel Grant• Provide funds to offset costs of meeting with mentors from outside NDSU to build long-term professional mentoring relationships – Travel costs associated with meeting a mentor – Travel costs associated with bringing a mentor to NDSU 28
  29. 29. Course Release Grants• Provides funds for one-semester release from teaching responsibilities• Open to tenure-line women faculty in STEM disciplines• Budget cap: Cost of teaching replacement• Awardees are expected to submit manuscripts (peer reviewed) 29
  30. 30. Leap Research Grants• Provides research grants to seed successful grant proposals• Open to tenure-track and tenured women faculty in STEM disciplines• Proposals reviewed by external researchers; internal committee• Awardees are expected to submit proposals, manuscripts 30
  31. 31. Barriers to Women’s Advancement in the Academic Ranks• “the chilly climate” ― committee assignments ― support roles• empirical evidence of gender bias ― overrating of men; under-rating of women• “the gendered organization” ― work policies evolved from life experience of traditional male bread-winner, but now . . . 31
  32. 32. Barriers to Women’s Advancement in the Academic Ranks• coincidence of biological and tenure clocks ― the “glass floor”; the “second shift”; the “invisible job”; the “hidden curriculum”; and a “catch 22”• a variety of remedies − Mentoring − Policy• critical mass ― 35-40% women needed to overcome perceived tokenism and extra scrutiny 32
  33. 33. NDSU ADVANCE FORWARD Retaining and Advancing Women Faculty Canan Bilen-Green Donald SchwertIndustrial and Manufacturing Engineering Center for Science and Math Education North Dakota State University North Dakota State University
  34. 34. NDSU ADVANCE FORWARD Retaining and Advancing Women Faculty Canan Bilen-Green Donald SchwertIndustrial and Manufacturing Engineering Center for Science and Math Education North Dakota State University North Dakota State University
  35. 35. NDSU ADVANCE FORWARD Retaining and Advancing Women Faculty Canan Bilen-Green Donald SchwertIndustrial and Manufacturing Engineering Center for Science and Math Education North Dakota State University North Dakota State University
  36. 36. NSF ADVANCEInstitutional Transformation Program• Funding for comprehensive and sustainable institutional transformation to increase participation of women faculty• 49 ADVANCE Institutions – 2001; 9 – 2003; 10 – 2006; 13 – 2008; 9 (including NDSU) – 2010; 8 more funded in 2010 36
  37. 37. Genesis of the Project 37
  38. 38. Genesis of the Project Universities seeking to tap top talent pools NEED to pay attention tothe progress of this large segment of the labor force in order to enhance institutional performance. 38
  39. 39. Outline• NSF ADVANCE Institutional Transformation Program• NDSU Advance FORWARD• Goals and Major Project Components• Retention and Advancement of Women Faculty 39
  40. 40. Genesis of the Project A relatively narrow and quite leaky pipeline – So what? 40
  41. 41. New Faculty Orientation:Enhancing Department Climate Session • Offered in 2008, 2009, and 2010 • Participants generate ideas on – barriers to promoting a positive department climate – helpful aspects to promoting a positive department climate • Participants somewhat agreed that – their knowledge of how to promote a positive climate at NDSU increased (100%) – they have acquired new skills, information, or understanding about gender and climate at NDSU (100%) 41
  42. 42. Impact on Climate• Grant/award recipients: – agreed to some extent that their participation in the FORWARD award/grant program(s) enhanced their experience of the NDSU campus climate (78.0%)• Mentees somewhat agreed that being in the cohort mentoring program has: – increased their sense of connection with other faculty (100%) – decreased their sense of isolation on the NDSU campus (71%)• Mentors somewhat agreed that being in the cohort mentoring program – has increased their sense of connection with other faculty on campus (75.1%) – felt that they were mentored during the cohort mentoring process (50.0%) – had a positive impact on their own experience of the climate at NDSU (56.3%) 42
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