Supporting Women Scientists and Engineers

Abigail J. StewartUniversity of Michigan

First, do no harm

Don’t minimize the problem or over-promise a solution

Don’t tell them what their needs are (because you don’t know)

Don’t tell them the answers to their questions (because you don’t know)

Don’t tell other people about their needs until you have a plan for addressing them (because you don’t want to add stigmatization to their troubles)

6 general principles in providing support

1. Encourage women to define own concerns2. Encourage women to seek/shape own

solutions3. Help provide access4. Encourage women to find allies 5. Encourage women to ally with each other6. Create structures that will last

UM Women’s Leadership Retreat,

2003

1. Encourage women to define own concerns

Climate survey Input from the women on it Women received first reports of findings Women asked to interpret findings

Network used to voice issues Initial meeting to create agenda Annual meeting to generate feedback Regular survey feedback on activities wanted and valued Visibly available for advice/support/trouble-shooting

UM women faculty and Provost at ADVANCE dinner September ’03 presenting progress report

1. Defining their own concerns: What did UM women scientists and engineers need?

Depended on rank: Assistants

More flexible tenure clock Help with partner positions

Associates Less and more appropriate service Preemptive retentions Address salary inequities

Full Professors Less and more appropriate service Address feeling invisible and undervalued Preemptive retentions Address salary inequities

http://www.provost.umich.edu/programs/dual_career/DualCareerTips.pdf

2. Encourage women to seek/shape own solutions

We provide Elizabeth Crosby Awards;they decide what they need Research assistance Travel for self and research group to

conferences Support for in-town sabbatical

(with collaborator brought in) Speakers series and workshops within

and across disciplines

We created leadership events in response to their request; thenNetwork group created “Leadership Retreat” They planned it, made all decisions ADVANCE staff supplied the labor

World-renowned UM Neuroanatomist,

Elizabeth Caroline Crosby (1888-1983)

2. Encourage women to seek/shape own solutions

We provide Departmental Transformation Grants Ideas for recruitment, retention, advancement of

women in department Teaching releases for all women in department to

encourage their promotion WINS: Create group, bring in speakers, raise

issues about searches

Individual trouble-shooting Articulate need for preemptive retentions to

Steering Committee members

3. Help provide access that overcomes invisibility and marginalization

We distribute information about leadership programs

We nominate women scientists/engineers for programs

We pay for women scientists/engineers to attend/participate in programs

ADVANCE sponsored UM Negotiation workshop, ‘03

4. Encourage women to find allies

Steering Committee—collaboration between women and men

Committee on STRIDE—model of collaboration between men and women Work on climate issues including excess service,

undervaluation

The Committee for Science and Technology Recruiting to

Improve Excellence and Diversity -- STRIDE

4. Encourage women to find allies

Gender in Science and Engineering Committee—collaboration between women and men (21 faculty: 12 men, 9 women)

o Individual Advice (e.g. re: committee)

o Public talk about role of men in addressing problem CRLT Players

President Mary Sue Coleman and Provost Paul Courant,

Co-chairs of GSE Committee

5. Encourage women to ally with each other

Network of Women Scientists and Engineers (3 events/semester)

Support networks in departments and across departments

Women Talking Science andEngineering Small group format Reading and sharing issues

Joan Williams lecture: "Work and Family Conflict and What to Do About

It.” UM, September ’03

6. Create structures that will last

Chair training Training of committees doing reviews Policy changes that increase time and

support women better 3 GSE Subcommittees chaired by Deans

Faculty evaluation and development Recruitment, retention and leadership Family friendly polices and career tracks

6. Create structures that will last

FASAP (HR) internalizing workshops, support groups and coaching programfor faculty Managing multiple roles Negotiating and networking for success

Working on institutionalizing STRIDE Handbook Pre-visit approval of shortlist STRIDE committee used for chair training in

recruitment and climate issues

http://www.umich.edu/~advproj/handbook.pdf