NSF ADVANCE:

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NSF ADVANCE Institutional Transformation for
Faculty Diversity
ADVANCE Faculty Work Life Survey Comparison of
Statistically Significant Gender Differences
Between 2004 and 2007 August 1, 2008 Igor
Ryabov Ann Darnell
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Overview

• Survey monitors changes in institutional climate
  since the beginning of the ADVANCE initiative
• Differences are documented across gender,
  ethnicity, position and discipline in
  http//www.advance.utep.edu
• Modeled after the ADVANCE climate survey at the
  University of Wisconsin-Madison

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Targeted Population

• Science, Technology, Engineering, and Mathematics
  (STEM)
• Biological Sciences
• Chemistry
• Computer Science
• Geological Sciences
• Mathematical Sciences
• Physics
• Civil Engineering
• Electrical Computer Eng.
• Mechanical Industrial Eng.
• Metallurgical Material Eng.

• Social and Behavioral Sciences (S BS)
• Communication
• Economics Finance
• Information Decision Sciences
• Languages Linguistics
• Marketing Management
• Political Science
• Psychology
• Sociology Anthropology

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Areas Addressed

• Basic Demographic
• Hiring Process
• Resources
• Interactions With Colleagues And Others
• Departmental Decision-Making Process
• Perceptions of Gender Diversity
• Tenure Process
• Satisfaction with UTEP

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Survey Administration Method

• Wave 1 was administered in Spring 2004 as a paper
  survey in booklet format
• Wave 2 was administered in Fall 2007 and was
  entirely web-based

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Results

• This presentation shows the statistically
  significant differences in responses on climate
  issues across gender only
• Not Applicable responses and cases with missing
  values were excluded from the analyses
• Full report available at http//www.advance.utep.e
  du/wlsurvey

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Basic Demographics
  Targeted Population Targeted Population Respondents Respondents
  2004 2007 2004 2007
  N301 N324 N126 (42) N149 (46)
Gender 21 Female 25 Female 30 Female 37 Female
  80 Male 75 Male 70 Male 63 Male
     
Ethnicity 60 White 59 White 64 White 61 White
  22 Hispanic 27 Hispanic 25 Hispanic 28 Hispanic
  18 Other 14 Other 11 Other 11 Other
Position    
  29 Professor 29 Professor 30 Professor 26 Professor
  24 Associate 27 Associate 25 Associate 32 Associate
  27 Assistant 29 Assistant 29 Assistant 33 Assistant
  20 Lecturer 15 Lecturer 16 Lecturer 10 Lecturer
     
Department 57 STEM 58 STEM 56 STEM 54 STEM
  43 S BS 42 S BS 44 S BS 46 S BS
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The Hiring Process
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Resources
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Interactions With Colleagues And Others
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Departmental Decision-Making Process
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Perceptions of Gender Diversity - Department,
College, University
Respondents were asked three series of
identical questions to address gender diversity
in their department, their college and the
overall university level
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Tenure Process
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Satisfaction with UTEP
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Summary
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Findings (Wave 1, 2004)
Hiring Process Women were significantly more likely than men to feel that their department did not obtain resources for them faculty in the department did not make an effort to meet them they did not negotiate successfully for what they needed
Tenure Process Women were significantly more likely than men to feel that they were unsupported in their advancement towards tenure and promotion
Decision Making Process Women were significantly more likely than men to feel that their department chair did not involve them in the decision-making process they did not have a voice in how resources were allocated they were not full and equal participants in decision-making
Gender Diversity Women were significantly more likely than men to feel that their department did not make an effort to promote women into leadership positions the climate for women in their college was not good their college had not taken steps to enhance the climate for women the university had too few women faculty in leadership positions
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Findings (Wave 2, 2007)
Hiring Process The majority of UTEP faculty, regardless of gender, were satisfied with the hiring process. However, men were more likely to feel that they negotiated successfully for what they needed However, the majority of women also believed that they negotiated successfully for what they needed.
Tenure Process Women were significantly more likely than men to indicate that they received reduced responsibilities so they could build their research program they were told about assistance available to pretenure/promotion faculty (e.g., workshops, mentoring) Men and women were equally likely to feel that they were supported in their advancement towards tenure and promotion
Resources Men were significantly more likely than women to feel that they had sufficient research and teaching support. However, the majority of women also indicated that they had sufficient research and teaching support.
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Findings (Wave 2, 2007), Continued
Decision Making Men were significantly more likely than women to feel that their department chair involved them in the decision-making process they had a voice in how resources were allocated committee assignments were rotated fairly to allow for participation of all faculty
Gender Diversity Men were more likely than women to indicate that their college and university had actively recruited women faculty the university had taken steps to enhance the climate for women the university had made an effort to promote women into leadership positions the climate for women in their college and university was good the university had made an effort to promote women into leadership positions Women were significantly more likely than men to indicate that their college and university had too few women faculty in leadership positions
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Conclusion

• Among UTEP faculty, gender differences in
  assessment of the key climate components
  pronounced in 2004 have become negligible in 2007
• The UTEP faculty, regardless of gender, became
  more appreciative of gender diversity at all
  levels
• The satisfaction with hiring, tenure and
  decision-making processes at the department level
  increased for both sexes, but more so for women
• The climate areas that need further improvement
  are resource allocation and departmental
  decision-making
• The overall results show continuous improvement
  in institutional climate at UTEP and increased
  satisfaction with working conditions