Transcript Slide 1

University of Maryland
ADVANCE
Investing in Cultures of
Inclusive Excellence
Overview
• UMD ADVANCE and the Critical Role of
Department Chairs and Directors
• Faculty Agency in Career Advancement: Critical
Contexts and Supports
• Just In: FWES Results & Three Studies of
Faculty Retention and Careers at UMD
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UMD ADVANCE Grant Investigators
PI – Mary Ann Rankin
Co-PI Darryll Pines – ENGR
Co-PI KerryAnn O’Meara – EDUC
Co-PI Elizabeth Beise- CMNS
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Goal Statement
The goal of the ADVANCE program is to make
UMD an incubator of professional growth for all faculty
and thereby lead AAU/Big 10 research universities in
women’s representation, retention, satisfaction and
positive work environment.
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How?
Improve university,
college, and
department work
environments to be
more inclusive and
supportive of
collective professional
growth by:
• Creating strategic networks across
disciplines
• Facilitating opportunities for
learning and leadership
• Enhancing agency through
knowledge and planning for
career advancement
• Recognizing faculty contributions
and accomplishments
• Providing data and information
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Program Activities
• ADVANCE Professors
• Interdisciplinary & Engaged Research
Seed Grants
• Distinguished Woman Scholar Seminars
• Peer Learning Communities
• Work Life Initiatives
• Dashboards
• Leadership Fellows
• STEM Women’s Council
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Department Chairs
Fall Semester
• Identify your ADVANCE Professor and connect them to
your women faculty.
• Encourage applicants to apply to the seed grant
program.
• Understand work life policies (parental leave, stop the
clock, part-time tenure track) and encourage MEN as
well as women to use them.
• Help choose and attend the Distinguished Scholar
Seminar in your college
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Department Chairs
Fall Semester:
• Become familiar with the DASHBOARD, provide
suggestions for improving it.
• Use FWES data from your college to identify issues
and consider actions to address them
• Help us recruit for the winter term Advancing Together
program for women associate professors (January term,
Ellin Scholnick facilitator)
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Department Chairs
Spring Semester
• Help us recruit for the KOF, Advancing Faculty
Diversity program, Leadership Fellows programs
• Check-in with faculty engaged in ADVANCE programs
• Let ADVANCE research team know about exiting
faculty so we invite faculty to exit interviews
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ADVANCE Professor Activities
ADVANCE Professors reported over 450 faculty
reached by mentorship activities to date
–
–
–
–
Assistant:
(51%)
Associate:
(21%)
Full:
(14%)
Rank Unclear: (14%)
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Strategic Mentoring for
Career Advancement
Acknowledges constraints but does not dwell on them
or let them limit opportunities
Asks of each individual: What are your career
goals?
• What must you stop doing to achieve them?
• What must you start doing?
• What must you continue doing?
(questions from Donna Dean presentation, 2011)
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Strategic Mentoring for
Professional Growth
• Helps identify learning opportunities—connections based on scholarship
• Facilitates the creation of critical agency networks—groups of faculty to
meet regularly and support each other
• Fosters an environment where individuals feel they can be successful at
UMD (assume agency) and offers critical feedback when helpful
• Makes sure more people know about women’s accomplishments
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Factors that influence Faculty Agency
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Critical networks
Resources (e.g. lab space, travel funds)
Policies (work life, teaching, mentoring)
Role Models and Concrete Examples (grant proposals,
career narratives, syllabi)
• Interrogation of “I can’t because” narratives
• Leadership (flexibility, openness to multiple pathways,
encouraging)
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Just In……
• UM Faculty Work Environment Results available in
September, 2013 by college
• “To Heaven and Hell”
• “Half-Way Out”
• “Agency in Work Life Balance”
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UM Faculty Work Environment Survey
Briefs:
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Fair Treatment and Diversity
Work Life Climate
Satisfaction with Resources
Management of Service Roles
Professional Relationships & Collegiality
Overall women (33/80) and associate professors less
satisfied (60/80 items), FOC (15/80)
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“To Heaven or Hell”:
Reasons Faculty Leave
• “A Better Opportunity” (heaven)
• “Work Environment and Fit” *
• “Location and Partner Employment”
• “The Writing on the Wall” (hell)
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Half-Way Out
“Once somebody feels resentment enough to start
looking for jobs, the door is already open and they’re
halfway out. You know? So the university has
essentially forced us into a situation where we
cannot proactively retain people. You know, we have
been able to retain a couple of people by countering,
but we’ve lost probably 80% of the cases where
people have gone out and gotten offers from other
places.”
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Half-Way Out
Requiring outside offers for salary increases can
back-fire:
• Greener Grass
• Miscalculations
• Advantaged Competitors
• Resentment and feeling of devaluing those who
do not “play the game”
• Gender issues in outside offers
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Policy Usage
• Tenure delay:
– 2011 to 2012 was 30 (12 women, 18 men)
– 2012 to 2013 was 25 (13 women, 12 men)
• Part‐time tenure track policy: less than 5
• Parental leave Policy implemented Sept, 2012:
(13) (2 men, 11 women)
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Agency in Work Life Balance
• Women faculty less likely to feel control over
creating a satisfying work life balance
• Faculty who are single, without children least likely
to take actions to create a satisfactory work life
balance
• Bias against fathers; gender imbalance in use of
policies
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ADVANCE is your ally
Please contact us if we can help you support your faculty
in any way
• If we can provide data to help shed light on persistent
problems
• If we can help connect your faculty to other faculty
• If we can help explain work-life policies in a department
meeting
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Information, People & Resources
Website: www.advance.umd.edu
Newsletter: www.advance.umd.edu/news
Listserve: [email protected]
ADVANCE Office:
1402 Marie Mount Hall
301-405-4817
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