The Why and Hows of ADVANCENebraska

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The Why and Hows of ADVANCE-Nebraska

• ADVANCE-NE office
• 21 Canfield (Admin Bldg)
• CC 0420
• Mary Anne Holmes, Project Director
• 2-5211
• Jill Hochstein, Project Manager
• 2-3304

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Perceived Problem

• Women scientists and engineers continue to be
  significantly underrepresented
• in some science and engineering fields and
• underrepresented in senior positions in science
  and engineering in general
• in the Nation's colleges and universities NSF

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NSFs ADVANCE Program

• Purpose to promote the increased participation
  and advancement of women scientists and engineers
  in academia
• Cross-directorate funds come from STEM
  directorates
• Biological Sciences
• Computer Information Science Engineering
• Engineering
• Geosciences
• Mathematical Physical Sciences

Science, Technology, Engineering, Mathematics
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NSFs ADVANCE Program

• Institutional Transformation grant
• 40 institutions in 4 rounds
• UNL 3.8 million, 2008-2013
• PI Barbara Couture, SVCAA
• co-Pis Chandra, Holmes, Manderscheid, McQuillan

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Under-Representation

• Academic Pipeline
• Example from Geosciences
• ( average
• chemistry
• gt physics
• lt biology

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Are Women Under-Represented at UNL?
Nelson data, 2007 D. Nelson report
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Data for UNL v. the U.S.

• average proportion of women in Arts Sciences
  STEM, 2006 (w/out BioSci) 9
• average for the nation (w/out Bio) 15 (NSF)
• some departments Natl average others well
  below.
• BioSci
• UNL 29
• Natl 33

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Are Women Under-Represented at UNL?
Data from NSF
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Are Women at UNL Getting Tenured?

• Yes!

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Are Women Retained at UNL?

• ?

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The Two-Body Problem Proportion of Faculty with
Partner
Nationally, 80 of female scientists are married
to a scientist/engineer 40 of male scientists
are married to a scientist/engineer
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Additional Comments on Two-Body Problem from Dept
Chairs

• This information table, prev. slide does not
  give information about faculty who have apartner
  who was unable to obtain employment at UNL. Such
  examples do exist.
• This table does not capture the hardship of
  dual-career faculty whose partner was not able to
  find a T-T position at UNL.
• examples of split families in several departments

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Focus Group Results from Faculty, Chairs

• Perception that UNL is not a family-friendly
  campus
• lack of daycare facilities
• lack of lactation facilities
• lack of policies, such as stop-the-tenure-clock,
  for family needs
• lack of maternity leave
• Isolation and over-commitment for women in some
  STEM departments with 1 or few women

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Summary of UNL Barriers to Inclusion of Women on
STEM Faculty

• Limited and inconsistent dual career partner
  Policy.
• A Perceived Lack of Family-Friendly Policies and
  Flexible Work Arrangements.
• Under-recruitment of women into Applicant Pools
  in STEM departments.
• Lack of retention of women above Assistant
  Professor Rank.
• Implicit bias and misconceptions of women in STEM
  fields.

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Strategies

• Barrier 1 Limited and inconsistent dual career
  partner Policy.
• To address the short time span letter to
  short-list candidates explaining program
• ADVANCE-Nebraska funds interview visits assists
  with paperwork
• if interview is successful, 25 of funding for
  bridge (3-year) hire (w/dept, college, OSVCAA,
  OR) for qualified dual career partners
• Move to expand efforts to non tenure-track
  partners.

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Strategies

• Barrier 2 A Perceived Lack of Family-Friendly
  Policies and Flexible Work Arrangements
• Daycare, lactation facilities due Fall 2009
• ADVANCE-Nebraska will centralize efforts to
  compile and widely disseminate these policies.
• stop-the-tenure clock for all faculty with family
  needs (new baby, adoptions, eldercare)
• part-time and/or assignment shift for family needs

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Strategies

• Barrier 3 Under-recruitment of women into
  Applicant Pools in STEM departments.
• Recruitment Ambassadors for each target dept
• attend conference to head-hunt
• Showcase Visit funds
• Department grants (up to 3k) for creative ways
  to expand applicant pool
• ADVANCE-NE office helps disseminate ads in more
  diverse venues

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Strategies

• Establish a RECRUIT-NE Committee of six faculty
  to aid with pool expansion
• compile and disseminate information to faculty on
  the composition of national applicant pools
  (statistics),
• Help departments develop strategies to assist
  with recruitment of women.

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Strategies

• Barrier 4 Lack of retention of women above
  Assistant Professor Rank
• Build on the informal networking and professional
  development opportunities already available on
  campus
• Add two informal networking opportunities
• Luncheons with visiting and on-campus speakers
• week-long writing retreats with writing coach
• A network study will help UNL identify what
  networks promote greatest productivity and job
  satisfaction

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Strategies

• Network study original research on research and
  social networks of STEM faculty
• testing hypothesis of isolation and its impact on
  productivity and happiness
• Two surveys
• network survey whom do you work with, informally
  and formally
• within department
• elsewhere on campus
• climate survey by COACHE

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Network Survey Results
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Strategies

• Some COACHE results, just now coming in
• QA26. Assistant professors receive consistent
  messages from tenured faculty in my department
  about the requirements for tenure.
• Full
• Associate
• Assistant

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Strategies

• Barrier 5 Implicit bias and misconceptions of
  women in STEM fields.
• PROMOTE-NE Committee of five faculty members (and
  a chair). The committee will
• compile strategies from research on implicit
  biases that can affect evaluations
• disseminate this information

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Impact of Blind Auditions Gender
Based on audition and roster records of over
14,000 individuals from 18 major US symphony
orchestras from 1970-1996

• Audition data show that the use of a screen
  increases the probability that a woman will
  advance from preliminary rounds by 50.

Today judges listen for the click of high heels
Goldin Rouse (2000) The American Economic
Review, 90, 4, 715-741.
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Evaluation of Identical CVs Gender

• When evaluating identical
• application packages, male
• and female University
• psychology professors
• preferred 21 to hire Brian
• over Karen.

Karen
Brian
Steinpreis, Anders, Ritzke (1999) Sex Roles,
41, 509.
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Letters of Recommendation for Successful Medical
School Faculty Applicants

• Letters for men
• Longer
• More references to CV
• Publications
• Patients
• Colleagues

• Letters for women
• Shorter
• More references to personal life
• More doubt raisers (hedges, faint praise, and
  irrelevancies)
• Its amazing how much shes accomplished.
• It appears her health is stable.
• She is close to my wife.

Trix Psenka (2003) Discourse Society, Vol
14(2) 191-220.
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Evaluation of Identical Resumes Mothers
Mother

• When evaluating identical applications
• Evaluators rated mothers as less competent and
  less committed to paid work than nonmothers.
• Mothers were less likely to be recommended for
  hire, promotion, and management, and were offered
  lower starting salaries than nonmothers.
• Prospective employers called mothers back about
  half as often as nonmothers.

Nonmother
Correll, Benard and Paik (2007) American Journal
of Sociology, 112 (5), 1297-1338.
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Accumulation of Disadvantage
Martell, Lane Emrich, American Psychologist,
1996
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Thanks!
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(No Transcript)
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Other Awardees

• University of Alabama at Birmingham
• University of Arizona
• Brown University
• California State Polytechnic University, Pomona
• University of California, Irvine
• Case Western Reserve University
• University of Colorado, Boulder
• Columbia University's Earth Institute
• Cornell University
• Georgia Institute of Technology
• University of Illinois, Chicago
• Iowa State University
• Kansas State University
• Marshall University
• University of Maryland, Baltimore County
• University of Michigan, Ann Arbor
• University of Montana
• New Mexico State University
• Hunter College, City University of New York

• Current (Fourth) Round
• Washington State
• Rutgers
• Wright State, OH
• Ohio State
• UNL
• Northeastern
• Purdue
• Michigan State
• North Dakota State

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ADVANCE Program

• housed in Social, Behavioral and Economic
  Sciences
• moved in 2007 to EHR Education Human Resources

• Three types of Awards
• IT-Start Awards to Institutions that need
  resources to collect data, do research to write
  the full IT proposal
• PAID Awards Partnerships for Adaptation,
  Implementation, and Dissemination
• Institutional Transformation Awards to
  Institutions
• up to 5 years
• up to 750,000/year (total 3-4 million)