Transcript ADVANCE Highlights - University of Rhode Island

Recruiting and RetainingWomen in
Science,Technology, Engineering and Mathematics (STEM)
THE ADVANCE PROGRAM AT URI:
AN INSTITUTION TRANSFORMED?
(in alphabetical order)
Faye Boudreaux-Bartels, Laura Gostin, Lisa Harlow, Helen Mederer, Nancy Neff,
Joan Peckham, Mercedes Rivero-Hudec, Marimer Santiago, Barbara Silver,
Ashima Singh, Karen Stamm, Judith Swift, Nancy Fey Yensan, & Karen Wishner
October 3, 2008
University of Rhode Island
Thanks to: National Science Foundation Grant 0245039 and
Students and Faculty at University of Rhode Island
1
Overview
1. Background
2. Survey Findings
3. Recruitment
4. Retention
5. Summary
2
Background
20% of STEM faculty are women and minorities
• percentage is misleading - includes social sciences
• 9.5 % Physics, 13.7% Chemistry, 11% Engineering
Imbalance creates retention problems
(Rosser, 2003)
Programs are needed to transform institutions
(Niemeier & Smith, 2005)
3
STEM Faculty?
4
Survey Highlights
Academic Work Environment Survey
Some Resistance to Change shown in 2004 & 2007 surveys:
Compared to Men’s Work-Interpersonal Relationships:
 Women still report more work-life conflict
 Women still report receiving less respect and collegiality
Compared to Attitudes in Men:
 Women still report less perceived gender equity
 Women still report greater experience of discrimination
5
Survey Highlights .
.
.
Some Gender Attitudes Not Changed across 2004 & 2007 surveys:
More so than Men,
 Women still delay having children
 Women still believe in both career and parent-child relationships
 Women still will give their male partner career priority in a move
More so than Women,
 Men still see stronger separation of roles between genders
6
Survey Highlights
Positive Career Attitude Changes between 2004 & 2007 surveys:
Men reported greater influence & satisfaction in 2004
No gender differences reported on these constructs in 2007
Positive Perceived Changes Attributed to Advance in 2007:
STEM faculty see more mentoring & resources than non-STEM
Women see more faculty development & work-life influence than men
7
Recruitment Efforts
Faculty Fellows Recruitment Program
8
Recruitment Efforts
 Best Practices Search Presentations,
Recruitment Manual, On-Line Web Tutorial
 Guidelines for Dual Career Hires developed
•
Work with president, provost, union and AA
•
Developed and distributed to departments
Faculty Recruitment Handbook
A Research-Based Guide for Active Diversity Recruitment Practices
See: www.uri.edu/advance/recruitment.html
10
Retention Efforts
FACULTY DEVELOPMENT
•
Career Workshops
•
Topical Lunches
•
Incentive Fund for Women STEM Researchers
•
Faculty Mentoring Program
11
Retention Efforts
WORK-LIFE BALANCE EFFORTS
Benefit all URI employees
• Paid Parental Leave Policy
• Dual Career Policy
• Work-Life Website
(www.uri.edu/wlfc)
• Lactation Program
• State Senate Resolution
• Workshops, presentations, literature, AWARENESS !!!
12
Mark Wood, Professor of Psychology, Grace's Dad
and first faculty member to utilize URI's Parental Leave Policy
13
Summary
Many visible products,
but
An Institution Transformed?