Presentation SummaryPresentation Summary

Project Goals of NSF ADVANCE at WSU

WSU ADVANCE Programs/Impact External Mentors PRO-NET Social Science Research Transitions Department Development (climate) Institutional Transformation Workshops

Results of the faculty survey Sustainability

What programs should be continued? Institutional Buy-in and implementation

Four Major Initiatives for Four Major Initiatives for ADVANCE at WSUADVANCE at WSUWork/Life Support

◦Transitions◦Dual Career Partnership◦Infant Care Placeholder◦Sittercity Family Program

Preparing and Recruiting a Diverse Faculty◦PRO-NET◦Recruitment Resources

Four Major Initiatives for Four Major Initiatives for ADVANCE at WSU contd.ADVANCE at WSU contd.Leadership Training

◦Department Chairs Training◦External Mentor◦Emerging Leaders Training◦ADVANCEing IT Workshop

Institutional Transformation◦ADVANCE at WSU EXCELinSE Center◦Research program, including Social

Science Research

Goals of ADVANCE at WSUGoals of ADVANCE at WSUTransform the culture of the University with the purpose of increasing the representation and advancement of women in target STEM disciplines (science, technology, engineering and math) at WSU, thereby contributing to the development of a more diverse workforce.

ADVANCE encourages input and support from institutional departments and from ALL levels of the administration to ultimately improve the climate for both women and men faculty.

ADVANCE focuses on an "integrated approach“ toward policy changes to enhance the potential for demonstrable and sustainable change that promotes careers of both men and women.

ADVANCE at WSU ADVANCE at WSU Programs/ImpactPrograms/ImpactExternal Mentor Program

The aim is to foster career development of women faculty by supporting the development of mentoring relations with off-campus leaders.

The expectation is that external mentors will provide training and mentorship, facilitate collaborative research efforts, and, ideally provide examples of strong, senior women role models.

26 faculty have taken advantage of this program

Average funded award: $3,800

Natalie WallAssociate Professor,Department of Chemistry

Aurora ClarkAssociate Professor,Department of Chemistry

PRO-NET (PRO-NET (PROPROactive Recruitment active Recruitment and and NETNETwork Development) Program work Development) Program

PRO-NET has two objectives:The first is centered on proactively recruiting qualified women and underrepresented minorities.The second is to develop a network of established women, senior-faculty, that will serve as recruitment “ambassadors” for WSU.

11 faculty have participated in PRO-NET

Average funded award: $600

Social Science ResearchSocial Science ResearchGrants were awarded to generate publishable research on factors affecting the recruitment, retention, and advancement of women in STEM disciplines. We specifically address career transitions and career pipeline obstacles to recruiting, hiring, retaining, and advancing a diverse faculty. As such, the research must involve data collected at WSU with the institution's tenure-track faculty and/or policies, practices, and structures that affect them as primary foci.

11 proposals have been funded

Average funded award: $10,000

Kelley WardProfessor and ChairDepartment of Educational Leadership and Counseling Psychology

Transitions Transitions Although a university may have excellent leave policies, certain situations may require different solutions or supplemental support. Short term assistance has been made available to faculty who are in the midst of major life transitions, such as:

◦ personal medical needs ◦ family illness ◦ child and elder care challenges

Support is provided for up to two semesters. Examples include funds for a RA to assist with managing lab work; a TA to assist with teaching…12 faculty have used this programRange of support: $500 – $35,000

Sandy CooperAssociate Professor,Department of Mathematics

Dorrie MainAssociate ScientistAssociate Professor of Bioinformatics,Department of Horticulture and Landscape Architecture

Department Development Department Development GrantsGrants

These proposals are to address climate problems and enhance faculty satisfaction with the work environment. Examples of possible areas of focus:Improve departmental communication (e.g., through seminars, retreats, planning meetings) Faculty development through sponsoring individuals to attend professional, academic, scientific workshops, or training Increase engagement of department members in decision-making Develop a mentoring program for faculty (particularly post-tenure faculty) 16 funded awards ranging from $3,800 - $10,000

All-Faculty SurveyAll-Faculty Survey

The survey was conducted in March and April 2012 by the SESRC.

It was comprehensive and included 269 items.

Analysis is scheduled to be completed over the next months.

 1. Perceptions about climate and change in relation to women faculty at WSU

2. How those perceptions differ, if at all, for STEM and non-STEM faculty  3. How those perceptions differed with respect to gender

Examples of information the Examples of information the survey results provide:survey results provide:

Preliminary Analyses of 4 Preliminary Analyses of 4 QuestionsQuestions

1) How climate and interactions with colleagues in one’s primary department/unit have changed in the past three years

2) How recruitment of and climate for women in leadership has changed in the last three years

3) Perceptions of the work climate for faculty 4) Perceptions of the current climate at all

university levels for women and racial/ethnic minority faculty at WSU

Response options were:

Better now than As good as As bad as Worse now

three years ago three years agothree years agothan three years ago

1. How Climate & Interactions 1. How Climate & Interactions Have Changed in the Last Have Changed in the Last Three Years Three Years

Please indicate how the climate and your interactions with colleagues and others in your primary department/unit have changed for you, if at all, in the past three years

Results: STEM faculty more positive about these 4 issues than non-STEM faculty

I am treated with respect by my department/unit chair or head.Faculty meetings allow for all participants to share their viewsI do a great deal of service that is not formally recognized by my departmentI do a great deal of teaching that is not formally recognized by my department

Clearly, a majority of STEM women faculty think they are treated with respect by colleagues, departmental leaders and staff, and that their scholarly contributions are valued.

They feel included in informal networks and do not feel isolated.

STEM women faculty members report that they participate in decision making and feel free to voice their opinions openly.

The majority are not asked to shoulder a disproportionate workload of teaching, research or committee work that goes unrecognized.

STEM vs. non-STEM women faculty STEM vs. non-STEM women faculty responsesresponsesThese issues were rated as bad or worse than 3 years ago

STEM non –STEMResearch is respected 29% 39%Treated with respect by chair 13% 34%Feel isolated 35% 42%No say in resource allocation 44% 54%Teaching loads/efforts unrecognized 29% 38%

Conclusion: Non-STEM faculty women are more negative about conditions now than STEM faculty womenThe differences between STEM and non-STEM women faculty are quite small compared to the large differences each category of faculty exhibits compared to their male counterparts.

2. 2. Recruitment and Climate for Recruitment and Climate for Women in Leadership RolesWomen in Leadership RolesWSU has given special attention to improving the climate for women faculty. It is of interest to know the extent to which you have seen or experienced change in the following areas in the past three years.

Conclusion: In general, perceptions of the recruitment and advancement of women faculty generally are positive, women faculty members are less positive about progress toward change than are their male counterparts.

Points where non- STEM women were more negative than STEM women:

• My department/unit has too few women faculty in leadership positions

• There are too few women faculty in my department/unit

• All faculty are treated with respect in my department/unit.

Comparing men and women STEM faculty Comparing men and women STEM faculty responses, women were more negative on responses, women were more negative on the following issues:the following issues:• My department/unit has too few women faculty in

leadership positions•  My department/unit is active in taking action to

address negative climate issue for women faculty.•  In my unit, junior women faculty received

mentoring.•  My department/unit has made a vigorous effort to

promote women faculty into leadership positions.•  The climate for women in my department/unit is

good.•  My department/unit has taken significant steps to

improve the climate for women.

Conclusion: Overall, non-STEM faculty women hold similar views to STEM faculty women which is more negative than men

3. Changes in Climate 3. Changes in Climate Related to Women in Related to Women in Leadership Roles Leadership Roles

The focus in this question was not on perceptions of change but instead on the situation as it now exists.Conclusion: The vast majority of respondents taken as a whole consider the existing work climate as it relates to opportunity for women to be positive.However, all women are more likely than men to believe that their faculty colleagues would not be comfortable with a female department head, that men and women are not treated equally, and that women are not acknowledged, included or influential in the politics and administration of their departments.

4. Climate at All Levels for 4. Climate at All Levels for Women & Racial/Ethnic Women & Racial/Ethnic Minority FacultyMinority FacultyThis question is about the climate in your department, college, and  overall at WSU for women and racial/ethnic minority faculty.

Conclusion: STEM and non-STEM faculty have very similar views. They are most positive about one’s own department, less so for the college and still less so for the university. It’s also noteworthy that STEM faculty members view the environment at WSU as more negative for racial/ethnic minority faculty than non-STEM faculty.

Overall ConclusionsOverall ConclusionsClimate

Perceptions of how climate and interactions for all faculty have changed in the last three years elicited mostly positive assessments with 57% to 92% describing the situation for all 15 issues considered as good or better than three years ago.

Few differences exist between men and women STEM faculty in their perception that things have gotten better or worse.

However, it is also clear that STEM women faculty, the focus of ADVANCE at WSU, are considerably more positive in their assessment of climate and interaction than are non-STEM women faculty, raising the possibility that ADVANCE may be making a difference in their careers.

Women in Leadership Women in Leadership RolesRolesAssessment of change with regard to recruitment and the climate for women in leadership roles produced a similarly positive overall result for the 15 issues investigated, with the vast majority of respondents indicating that things are as good as three years ago.

However, it’s also clear that gender differences exist among both STEM and non- STEM faculty. Women in both disciplinary groups are more likely than their male counterparts to assess the trend as becoming a little worse rather than better.

SustainabilitySustainabilityWhat programs should be continued? External Mentor PRO-NET Social Science Research Transitions Department Development Grants Institutional Transformation Workshops

Buy-inBuy-in

The Provost has pledged support for:

ADVANCE at WSU EXCELinSE Center StaffInstitutional Transformation WorkshopsPartial funding for

External mentor Transitions

Departmental development grantsLeadership Academy

Buy-inBuy-in

At the Deans’ levelPledged support for the Social Science Research:

◦ Daryll DewaldHave already matched funding for Transitions grants:

◦ Daryll Dewald◦ Bryan Slinker◦ Dan Bernardo (2)

Buy-inBuy-in

At the Chairs’ levelHave provided matching for PRO-NET program:

◦ Jim Petersen, Chemical Engineering

◦ David Prieur, Vet Micro Path

◦ Kerry Hipps, Chemistry

◦ Sukanta Bose, Physics and Astronomy

◦ David McLean, Civil and Environmental Engineering

Institutional Transition Institutional Transition TargetsTargets

Sustain most impactful programs campus-wide.

Engage and include all faculty.

Universal engagement and commitment from administrators, deans, chairs and directors.