INSTITUTION STEM and SBS NSF ADVANCE Third Year Site Visit March - - PowerPoint PPT Presentation

U.Va. CHARGE

Structured conversations and re- imagined spaces: effecting systemic change for women in STEM and SBS

NSF ADVANCE Third Year Site Visit March 2-3, 2015

TRANSFORMING “JEFFERSON’S” INSTITUTION

OUTLINE

 CHARGE Overview

• U.Va. Context
• CHARGE Goals & Activities

 CHARGE Major Accomplishments

• Social Science Research Project
• Academic Search Portal
• Faculty Search Seminars
• Enhancement Grants
• In Progress

 Addressing Challenges & SWOT Analysis

• Data
• Declination of Offers
• Structured Dialogues
• SWOT Analysis

 Sustainability & Dissemination Efforts

CHARGE OVERVIEW

 Women not Admitted Until 1971

• Faculty diversity not kept pace

with student diversity

• Gap between institutional goals &

practice for faculty diversity  Demographics

• 2010: 13.7% of all STEM/SBS

faculty were women

• 2013: 18.6% of all STEM/SBS

faculty were women  Surveys

• Women STEM faculty report

feeling unrecognized, isolated, trapped in a place of male privilege

• Gendered traditions protected &

practiced as normative behavior

• Ms. or Mr. not Professor or

President

U.Va. CONTEXT

Overview Accomplishments Challenges Sustainability

 Shifting Winds

• 2010: 1st female President, Ms. Teresa Sullivan
• STEM education state priority, increased enrollment
• Increased faculty hiring in STEM
• State law permits same-sex married partner benefits

 Gender as a Discussion Point

• Fall 2014 incidents of gender-based violence made gender issues &

university culture toward women a primary discussion point

• CHARGE working on structural aspects of gender-based violence
• Discrimination, micro-aggressions, implicit gender bias, departmental culture
• Recasting the “old boy network” culture & normative gender relations

U.Va. CONTEXT

Overview Accomplishments Challenges Sustainability

 Goal 1, Departmental Diversity: To strengthen and support departmental efforts to create a positive environment for all faculty with an emphasis on women

• Equity Consultants
• Structured Dialogues
• Training Chairs and Deans

 Goal 2, Recruitment & Hiring: To increase the gender diversity

• f STEM/SBS departments
• Academic Search Portal
• Faculty Search Seminar

 Goal 3, Tournament of Ideas: To generate & implement creative, grassroots solutions from across Grounds to barriers preventing the hiring & retention of women STEM/SBS faculty

• Tournament

CHARGE GOALS & ACTIVITIES

Overview Accomplishments Challenges Sustainability

 Goal 4, Enhancement Grants: To provide departments and women STEM/SBS faculty with resources to support hiring, recruiting, retention and professional development

• Enhancement Grants
• Recruitment Grants

 Goal 5, Voices & Visibility: To increase the sense of belonging

• f STEM/SBS women faculty among their schools and

departments

• Social Science Research
• Oral Histories with STEM Women Faculty
• Photo Exhibit
• Symposium (Year 5)

CHARGE GOALS & ACTIVITIES

Overview Accomplishments Challenges Sustainability

MAJOR ACCOMPLISHMENTS

Safer Grounds

 Does perceived safety impact women’s productivity and their sense of belonging at U.Va.?

• 29% faculty survey response rate
• 1102 student survey responses: 56%

female, average class year 3.1

 Survey Results

• 55% of female faculty and 60% of

female students sometimes, often, or always have concerns about safety

• n Grounds
• 40% of female faculty and 42% of

female students felt Grounds were too dark at night

 For women, safety concerns and sense of place are negatively correlated, r=-0.32

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Frequency of Faculty Safety Concerns

Men Women

GOAL 5: SOCIAL SCIENCE RESEARCH

Overview Accomplishments Challenges Sustainability

Implications for Women in STEM

 Dark Grounds at night:

• Less likely to use public and

work spaces, such as labs

• Less likely to feel “at home”

at the University

 Productivity depends on lab work, day or night

GOAL 5: SOCIAL SCIENCE RESEARCH

Roseanne Ford, Dept. Chair Chemical Engineering

Overview Accomplishments Challenges Sustainability

 Result:

• Collaboration with Housing,

Facilities Management, Office of the Architect, Parking & Transportation to use research data as evidence to install lighting across grounds

 Next Steps

• Pre and Post-lighting project

assessments

• Do lighting projects increase light

to desired level?

• Do lighting projects impact felt

safety?

• Swipe card access data from

buildings & labs

• Do lighting projects impact

building use by women?

• Do reported crimes impact building

use by women?

GOAL 5: SOCIAL SCIENCE RESEARCH

Overview Accomplishments Challenges Sustainability

Whitehead Road, north side, from Geldard Drive to Rice Hall Light meter reading as measured in foot candles (Fc): Average- 0.5 Fc Maximum- 5.5 Fc Median- 0.1 Fc Mode- 0 Fc

Launched

• September 2014

Interactive Content

• Implicit bias
• Dual career
• Conducting a search
• Required training
• Search committee tools &

resources

• EOP requirements
• Step-by-step checklists

Results

• 287 users totaling 479

sessions

• Search committees

working with Equity Consultants using the Portal

• 60% of users are women
• 28% of all visitors use the

dual career & search committee tools & resources

• 318 downloads of articles,

committee tools

GOAL 2: ACADEMIC SEARCH PORTAL

Overview Accomplishments Challenges Sustainability

 Fall 2014

• 61 attendees, 84% faculty, 54% women, 58% STEM
• UNH Power Players interactive performances of Faculty Search and

Managing as a Dept. Chair

• 78% (n=21) believed the Academic Search Portal would lead to more fair and

equitable faculty searches

• 91% of department chair respondents (n=13) report increased awareness of:
• How language affects department climate
• The role of leadership in creating department culture and climate
• The role of leadership in building community

 Fall 2013

• 93 attendees, 68% faculty, 44% women
• 1 year after attending, participants (n=54) reported
• 63% spoke out when witnessing implicit bias happening
• 77% increased their bias literacy; paid more attention to their own bias

GOAL 2: FACULTY SEARCH SEMINARS

Overview Accomplishments Challenges Sustainability

 Grants

• Grants up to $5000 for career development and

advancement

• 15 awarded to date; 6 grants completed

 Impact

• Awardees expand their research networks, enter new

research areas and take risks, collaborate on new grants, advise governments

• Report they feel valued and visible at U.Va. and in field
• More positive toward career & institution

GOAL 4: ENHANCEMENT GRANTS

Overview Accomplishments Challenges Sustainability

“This funding was essential to help me keep my work (and therefore me) visible at a time in my life where it is easy to fade into the scientific background due to my family responsibilities. I was subsequently awarded an NSF grant to continue this project, and I suspect that the visibility that the Enhancement funds helped to provide was important in this process.” –Kelsey Johnson, Assoc.

• Prof. of Astronomy

GOAL 4: ENHANCEMENT GRANTS

Overview Accomplishments Challenges Sustainability

“Gaining confidence in a new field is difficult. But showing up at meetings is an important start. This grant allowed me to do that. I am now a face as well as a name, and I have shown up more than once at the major research center doing work I want to do. I am being taken seriously as a colleague. I have been invited to collaborate on a grant proposal to the MacArthur Foundation.” –Deb Lawrence, Prof.

• f Environmental Science

GOAL 4: ENHANCEMENT GRANTS

2014 Enhancement Grant awardee Amy LaViers, Asst. Prof. of Systems and Information Engineering (right, back)

Overview Accomplishments Challenges Sustainability

Goal 5: Oral Histories 16 interviews

• 12 transcribed & coded

for analysis

Impact

• 6 evaluations completed
• Commonalities of risk

taking and exploration driving connection to science

• Empowered to take

action, mentor others, support junior colleagues

IN PROGRESS

Overview Accomplishments Challenges Sustainability

• Assoc. Prof. of Chemistry, Linda Columbus

Goal 1: Equity Consultants  14 searches in 7 SEAS departments

• 6 closed, 8 ongoing

 Using best-practices:

• Adopting interview &

evaluation rubrics

• Openly discussing implicit

gender bias

• Expanding job

announcement locations

Goal 4: Recruitment Grants  17 grants in 12 departments, both schools

• 11 searches closed
• 8 departments made offers
• 2 candidates accepted

IN PROGRESS

Overview Accomplishments Challenges Sustainability

Department Demographic Sheets

• Metric for CHARGE and

Departments to assess progress against goals, PhD/postdoc pipelines, &

• ther institutions

Data challenges affecting evaluation of Equity Consultants, Recruitment Grants, faculty search data

IN PROGRESS

Department Demographic Data Sheet: BioMed Engineering AY2013-2014

Overview Accomplishments Challenges Sustainability

ADDRESSING CHALLENGES & SWOT ANALYSIS

Faculty Search Data as Indicators  Discrepancies in data entry & definitions between departments

• Data may not reflect all
• ffers, all interviews, all

qualified candidates

 Data used to evaluate Equity Consultants, Recruitment Grants Changes in Approach  Partner with UHR, EOP, School HR to:

• Expand training during

Faculty Search Seminar

• Add FAQs on Portal
• “Teachable moments”

 Partner to find a way to capture offers made to & declined by women

ADDRESSING CHALLENGES

Overview Accomplishments Challenges Sustainability

Departmental Data

 Departments not have confidence in demographic data

• Did not reflect primary

assignments

 University counts faculty by tenure location

• Includes administrative

faculty

• May not reflect primary

assignment

Changes in Approach

 Data summit called by CHARGE

• Partner with IAS, UHR, Vice

Provost, EOP

• Determined data needs &

availability

 Created method to retrieve data on primary assignment & still include

• admin. Faculty

 Departments using data to monitor hires

ADDRESSING CHALLENGES

Overview Accomplishments Challenges Sustainability

Before Data Summit After Data Summit

ADDRESSING CHALLENGES

Departmental Demographic Data for Biomedical Engineering, AY2013-2014

Overview Accomplishments Challenges Sustainability

Women Candidates Decline Offers

 Program assumption

• Women candidates accept
• ffers

 Dual career challenges

• Major reason women

candidates decline offers

• No central dual career office

 AY2013-2014

• Several searches made offers

to multiple women candidates who declined

Changes in Approach

 Added new outcomes

• # of women candidates

accept; reasons for declining

• Tournament identifies barriers

& solutions to hiring & retention

 Tournament of Ideas 2014: Dual Careers

• 11 submissions, 4 finalists
• Vice Provost, UHR & Deans

collaborating

ADDRESSING CHALLENGES

Overview Accomplishments Challenges Sustainability

Goal 1: Structured Dialogues  5 departments  True change requires you to go to uncomfortable places

• Faculty find discussions

about dept. culture difficult, highly political

 Evaluation data

• Concerns re: anonymity
• Change difficult to measure

Changes in Approach

 Redesigned methods with department chairs

 Focus on welcoming new faculty  Focus on departmental change to adapt to new situations

 Redesigned evaluation to collect semantic differentials

 Map dept. culture on differential at start  Map how department culture would change based on scenario

 Deans recommending participation

ADDRESSING CHALLENGES

Overview Accomplishments Challenges Sustainability

ADDRESSING CHALLENGES

Overview Accomplishments Challenges Sustainability

Example of Baseline Semantic Differential: Mapping Department Culture

5.0 7.0 4.0 3.0 4.0 5.0 6.0

Setting: Supports Action: Adaptive Skills: Deliberate Style: Tells Confidence: Safety Personality: Thought Meaning: Consistent Challenges Disruptive Exploratory Suggests Adventure Action Varying

1 2 3 4 5 6

Physics Physics Dialogue, F Dialogue, For

• rm 1, Sessi

m 1, Session

• n 1*

1*

External Evaluation  NSF recommended new external evaluator

• Not a good fit for our theory
• f change
• Communication & role

definition issues

• Process evaluations not a

measure of process indicators

Changes in Approach  Consulted with Melvin Hall, senior evaluator AEA  Hired Emorcia Hill, PhD  Logic Model and Indicators define roles of internal and external evaluators  Impacts mapped to theory of change

ADDRESSING CHALLENGES

Overview Accomplishments Challenges Sustainability

Strengths

 Partnership with Vice Provost Abrams  Collaborations to solve challenges  Use evidence to adjust program  Synergies between activities:

• Equity Consultants, Portal,

Recruitment Grants, Search Seminars

Implications

 Institutionalization of activities; support for change  Broad perspective to solutions, buy-in and support from stakeholders  Responsive to beneficiaries; able to improve program delivery & effectiveness  Synergies address change from multiple methods

STRENGTHS

Overview Accomplishments Challenges Sustainability

Weaknesses  Most team members are volunteer  Not enough faculty on team to lead activities  Little synergy with College 2012-2013  Gaps in evaluation data; institutional data challenges Mitigation  Increase number of faculty & staff on team  Partnership with College Dean 2014  Revised evaluation; collecting back data where possible  Partnering to solve data challenges

WEAKNESSES

Overview Accomplishments Challenges Sustainability

Threats

 Shifting priorities on gender & policy issues due to recent events  New SEAS Dean & Provost  Stove-piped approach across University limits CHARGE input on related activities

• Reorganization of UHR
• Re-branding of the University

Mitigation  Position gender equity within changes to university culture & policy regarding women  Support search processes for Dean & Provost to meet CHARGE and ADVANCE goals  Need a seat at the table

THREATS

Overview Accomplishments Challenges Sustainability

Opportunities

 New Dean in the College  New Dean in SEAS  New Provost  SEAS contribution  Open dialogues on gender, university culture and women  SSR as model for other schools  New communications model for CHARGE

Implications

 New partnerships  Expanded implementation

• f program activities
• Requires more faculty

implementers

 Increased awareness of gender equity issues  New understanding of factors in STEM women’s success  Greater engagement & name recognition

OPPORTUNITIES

Overview Accomplishments Challenges Sustainability

SUSTAINABILITY & DISSEMINATION EFFORTS

 IAB new mission to oversee institutionalization

• Added new members
• Meeting twice in academic year

 Key partner: Vice Provost for Academic Affairs, Kerry Abrams

• Institutionalizing data, studies, search seminars, portal

 Equity Consultants in the College

• HR Director created Equity Coordinators based on CHARGE consultant

model

• Faculty in each department; 2 year service
• Trained by CHARGE and others

 Begin institutionalizing Faculty Search Seminar  Deans create procedures for search committees to meet with them & discuss candidate pool data, search processes

SUSTAINABILITY PLANS

Overview Accomplishments Challenges Sustainability

 Academic Search Portal

• National Center for Women & Information Technology (NCWIT) using

candidate evaluation tools from Academic Search Portal as foundation to expand services

• National Summit on Diversity in the Economics Profession, Federal

Reserve Board

 Tournament

• Rochester Institute of Technology using CHARGE Tournament of Ideas

project plan & scoring rubrics as model to create their own grassroots solutions

DISSEMINATION TO DATE

Overview Accomplishments Challenges Sustainability

Poster Sessions at ADVANCE meetings

• Social Science Research

2014

• Oral Histories 2015

Evaluation results

• CHARGE website

redesign includes sharing evaluation and

• ther results

DISSEMINATION TO DATE

Overview Accomplishments Challenges Sustainability

Hilary Bart-Smith, Associate Prof. of Mechanical and Aerospace Engineering (Right)