ADVANCE – Recruitment and Retention of Women in STEM – Accomplishments of The University of Illinois at Chicago’s (UIC)   ...
Outline•   WISEST Goal•   WISEST Strategies•   Recruitment•   Retention•   Evaluation
3           WISEST at UIC addresses:• Underrepresentation of women in STEM fields  ▫ Recruitment - unconscious gender bias...
Goal of WISEST        To increase the number,            participation, and           leadership status of          women ...
WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM              faculty.• Strategy 2: ...
Warm the climate - Increase in number of            women in STEM• Number of STEM women faculty increased from     33 in ...
Tenured & Tenure Track STEM Faculty at UIC                                    300Number of Male and Female Faculty        ...
Decrease Isolation - WISEST Facilitator Model• WISEST facilitators are tenured faculty      • Act as liaisons between STEM...
Decrease Isolation - WISER FundUsed to support research, travel, work during lifecycle event • 21 awards made between AY20...
Decrease Isolation - Mentoring Initiatives• Designed to provide departmental support for STEM women    through active ment...
Implemented Work-Life Friendly Policies  • Automatic Tenure Hold Policy: Policy is automatic, no    need for request nor a...
WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM              faculty.• Strategy 2: ...
WISEST Postdoctoral Research Associates for           Academic Diversity• Unique 2-year pilot initiative designed to help ...
14WISEST Postdoctoral Research Associates for           Academic Diversity 5 URM women STEM postdocs selected from a pool ...
15                          SUCCEED (Supporting UIC’s Commitment to a Community of Excellence,                     Equity ...
WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM              faculty.• Strategy 2: ...
Networking InitiativesIncludes: Leadership seminars, visiting scholars, informal drop-in          lunchtimes, semi-annual ...
Promoting Scholarship         • Departmental support &           nominations for awards           • In just one academic  ...
WAPI (WISEST Assistant Professor             Initiative) Seminars• Modeled after the WISEST Postdoctoral Institute• Mentor...
WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM              faculty.• Strategy 2: ...
Role of Evaluation• The challenge of institutional  data• Data driven decision making• Triangulation of qualitative &  qua...
22               Questions??For more information:http://www.uic.edu/depts/oaa/wisest/
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ICWES15 - Recruitment and Retention of Women in STEM. Presented by Dr Manorama M Khare, University of Illinois at Chicago, United States

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Presentation from ICWES 15 Conference - July 2011, Australia

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ICWES15 - Recruitment and Retention of Women in STEM. Presented by Dr Manorama M Khare, University of Illinois at Chicago, United States

  1. 1. ADVANCE – Recruitment and Retention of Women in STEM – Accomplishments of The University of Illinois at Chicago’s (UIC) Women in Science and Engineering System Transformation (WISEST) http://www.uic.edu/depts/oaa/wisest/ Manorama M. Khare, PhD; Mo-Yin Tam, PhDInternational Conference for Women Engineers and Scientists July, 2011
  2. 2. Outline• WISEST Goal• WISEST Strategies• Recruitment• Retention• Evaluation
  3. 3. 3 WISEST at UIC addresses:• Underrepresentation of women in STEM fields ▫ Recruitment - unconscious gender bias, pipeline ▫ Retention - isolation, work-life balance• Lack of STEM women in leadership ▫ Insufficient mentoring and networking opportunities ▫ Pipeline• Overall climate
  4. 4. Goal of WISEST To increase the number, participation, and leadership status of women - minority and majority, in academic science and engineering through institutional transformation.
  5. 5. WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM faculty.• Strategy 2: Pilot initiatives to attract and recruit women minority faculty.• Strategy 3: Transform STEM departments to foster diversity and women’s leadership.• Strategy 4: Promote STEM women scholarship and teaching.• Strategy 5: Improve the ability to track and report on gender equity in STEM.
  6. 6. Warm the climate - Increase in number of women in STEM• Number of STEM women faculty increased from  33 in Fall 2005 to 51 in Fall 2011• WISEST supported through start-up monies  14 of 18 women hires  3 of 5 URM women hires• TT women faculty in STEM  Increased from 31% in 2005 to 44% in 2010
  7. 7. Tenured & Tenure Track STEM Faculty at UIC 300Number of Male and Female Faculty (14.6%) (15.0%) (18.5%) (22.4%) (13.4%) 250 (20.3%) 33 37 37 47 48 49 200 Females 150 Males 100 214 216 210 207 201 192 50 0 2005 2006 2007 2008 2009 2010 Advance Grant Year Number in parenthesis represent the percentage of total STEM faculty that are women
  8. 8. Decrease Isolation - WISEST Facilitator Model• WISEST facilitators are tenured faculty • Act as liaisons between STEM departments, WISEST leadership and broader UIC community. • Grassroots voice in the department • Implement initiatives • Develop climate action plans for their department • Work with STEM faculty to inform them about important WISEST issues and departmental meetings.
  9. 9. Decrease Isolation - WISER FundUsed to support research, travel, work during lifecycle event • 21 awards made between AY2006 –AY 2010 (total amount awarded $ 94,652) • 6 awards supported faculty during periods of intense care giving. • 15 awards provided research support for conference travels and lab supplies
  10. 10. Decrease Isolation - Mentoring Initiatives• Designed to provide departmental support for STEM women through active mentorship by senior faculty by: o Integrating the faculty member within the department o Providing access to various learning opportunities o Reviewing publication submissions and presentations, and guiding the development of an independent research program o Providing advice and feedback on the STEM woman’s teaching• Range of mentoring initiatives, vary by department and needs of faculty
  11. 11. Implemented Work-Life Friendly Policies • Automatic Tenure Hold Policy: Policy is automatic, no need for request nor approval, can opt out. • Modified Teaching Duties Policy: Faculty members who have a new child will be granted a period of modified teaching duties without a reduction in effort or salary. • Infant/Toddler/Child Care Resource and Referral Service: Provides referrals to confirmed openings for care (and emergency back up care) provided by consultants available 24/7, 365 days of the year.
  12. 12. WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM faculty.• Strategy 2: Pilot initiatives to attract and recruit women minority faculty.• Strategy 3: Transform STEM departments to foster diversity and women’s leadership.• Strategy 4: Promote STEM women scholarship and teaching.• Strategy 5: Improve the ability to track and report on gender equity in STEM.
  13. 13. WISEST Postdoctoral Research Associates for Academic Diversity• Unique 2-year pilot initiative designed to help STEM women post doc scholars, particularly Underrepresented Minority Women (URM), prepare for faculty careers.• Key features include: • A research proposal written jointly with a faculty member • A strong mentoring team • Postdoctoral Institute
  14. 14. 14WISEST Postdoctoral Research Associates for Academic Diversity 5 URM women STEM postdocs selected from a pool of 28 applicants At the end of the 2 year program • 3 obtained TT positions in research universities • 1 obtained a research faculty position
  15. 15. 15 SUCCEED (Supporting UIC’s Commitment to a Community of Excellence, Equity and Diversity)Designed to train faculty on search committees to attract andretain talented and diverse women in STEM fields.  Training conducted by research-active senior faculty  Create an awareness about unconscious gender bias in the evaluation of candidates.  Provides a toolkit  Deans of the STEM colleges require the search committee’s to do the training  Has been expanded to include training of P&T committees
  16. 16. WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM faculty.• Strategy 2: Pilot initiatives to attract and recruit women minority faculty.• Strategy 3: Transform STEM departments to foster diversity and women’s leadership.• Strategy 4: Promote STEM women scholarship and teaching.• Strategy 5: Improve the ability to track and report on gender equity in STEM.
  17. 17. Networking InitiativesIncludes: Leadership seminars, visiting scholars, informal drop-in lunchtimes, semi-annual networking luncheons• reduces isolation• provides opportunities to network with peers, interact socially• creates a sense of community among women faculty colleagues.
  18. 18. Promoting Scholarship • Departmental support & nominations for awards • In just one academic year, AY 2006-07 to AY 2008-09 STEM women received 8 (29%) of 28 prestigious external awards, including 5 CAREER and 2 Sloan Awards
  19. 19. WAPI (WISEST Assistant Professor Initiative) Seminars• Modeled after the WISEST Postdoctoral Institute• Mentoring seminar series tailored for early career faculty (Assistant Professors) • to provide information and skills to support faculty working towards tenure
  20. 20. WISEST Strategies• Strategy 1: Warm the climate & decrease the isolation of women STEM faculty.• Strategy 2: Pilot initiatives to attract and recruit women minority faculty.• Strategy 3: Transform STEM departments to foster diversity and women’s leadership.• Strategy 4: Promote STEM women scholarship and teaching.• Strategy 5: Improve the ability to track and report on gender equity in STEM.
  21. 21. Role of Evaluation• The challenge of institutional data• Data driven decision making• Triangulation of qualitative & quantitative data• Studies – salary equity, climate survey, child care survey
  22. 22. 22 Questions??For more information:http://www.uic.edu/depts/oaa/wisest/

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