Transcript Raising the Awareness of Subtle Gender and Race Biases

Institutionalizing ADVANCE
Georgia Tech NSF ADVANCE Institutional
Transformation Program
Center for the Study of Women, Science, and
Technology
Women’s Awareness Month Presentation
March 2, 2006
Georgia Tech ADVANCE Team
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PI: Jean-Lou Chameau, Provost
Co-PI: Mary Frank Fox, Director of ADVANCE Research
Co-PI: Sue Rosser, Dean of the Ivan Allen College
ADVANCE Professors:
Jane Ammons, College of Engineering
Mei-Yin Chou, College of Sciences
Mary Frank Fox, Ivan Allen College
Mary Jean Harrold, College of Computing
 Program Director: Carol Colatrella, LCC and WST
 Program Coordinator: Angela Shartar
 Liaisons: Mary Hunt and Monique Tavares
Georgia Tech ADVANCE
 Request for proposals called for programs to
create institutional transformation to enhance
advancement of women faculty in engineering,
science, and other NSF fields
 Program runs October 2001-September 2006
 $3,702,000 cooperative agreement
 Georgia Tech is one of 9 first-round awardees.
There are 10 second-round awardees. Thirdround awardees will be announced soon.
 http://www.advance.gatech.edu
GT ADVANCE integrated approach
 establishing ADVANCE professor
networks in colleges
 addressing bias in evaluation
 collecting data
 holding annual conference
 improving family-friendly practices
 defining problems, issues, strategies
for advancement through research
ADVANCE Data and Analysis
 Sandi Bramblett, Director of Georgia Tech
Institutional Research
 Joseph Hoey and Joseph Ludlum, Office of
Assessment
 External Evaluators: Clemencia Cosentino and
Beatrice Clewell
 ADVANCE Research Program: Mary Frank Fox
 Promotion and Tenure ADVANCE Committee,
chaired by David McDowell
Promotion and Tenure ADVANCE
Committee (PTAC)
 Representatives of all Georgia Tech colleges
(appointed by provost) & ADVANCE liaisons
 Studied bias and preferences in scholarly
literature on evaluation
 Inventoried unit evaluation procedures
 Discussed critical issues in advancement,
mentoring, evaluation
 Designed survey of GT faculty
 Contributed ideas & counsel for ADEPT
GT ADVANCE RESEARCH PROGRAM
Mary Frank Fox
Co-PI and Research Director
GT ADVANCE RESEARCH PROGRAM
Mary Frank Fox, Co-PI and Research Director
A. Research Program tied to Georgia Tech's "integrated
institutional approach" to positive outcomes--and best
practices--for faculty.
GT ADVANCE RESEARCH PROGRAM
B. Components:
1. Survey of GT Faculty Perceptions, Needs, and Experiences, 2002/03
•
response rate: 76% (70% men, 85% women)
a. Focus: teaching and research; work environments; processes of
evaluation; household/family-work arrangements.
b. Sample findings:

77% of faculty collaborate in research proposals/publications with
faculty in home unit. But men (30%) are more likely than women
(13%) to report speaking to faculty in home unit about research on
daily basis.
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Men are more likely to characterize their home units as "exciting,"
"helpful," and "creative."
c. Report online at: www.advance.gatech.edu/ADVSURV_NSFREPORT.pdf
GT ADVANCE RESEARCH PROGRAM
B. Components:
2. Follow-up Interviews with GT women faculty, 2004
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20 semi-structured interviews with women faculty
Positive responses to requests for interviews = 85%
a. Aims and issues: participation, performance, and advancement of
faculty.
b. Sample findings:

Respondents consistently reported criteria for promotion from
assistant to associate professor. But the means for promotion to
full professor are less known and less understood.
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Participation in decision making in home units is a complex
issue
c. Findings reported in Journal of Technology Transfer, 2006.
GT ADVANCE RESEARCH PROGRAM
B. Components:
3. Survey of Peer Institutions, 2003/04
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Women and men faculty in (8) peer institutions in: Computing,
Engineering, Sciences
response rate: 65% (65% women, 65% men)
a. Focus: areas in which GT faculty surveyed -- to provide comparative
context.
b. Sample findings:
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In speaking with faculty about research in home units, we find
consistent gender differences at GT and peer institutions: men are
more likely to speak daily about research.
An area in which GT may improve relative to peer institutions is in
characterizations of home units as exciting, creative, and fair.
An area in which GT is way out front is: chairs reviewing
performance with faculty.
c. Report on-line:
http://www.advance.vt.edu/Advance_2005_PI_Meeting/Panel_3_GaTech.pdf
GT ADVANCE RESEARCH PROGRAM
B. Components:
4. Follow-up Survey of GT Faculty, 2005/06
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response rate: 71.4% (65% men, 78% women)
a.
Aim: Assess areas of change/stability since 2002 -and awareness of/participation in GT ADVANCE
b.
Initial findings: GT ADVANCE Conference, March 10.
Sue Rosser, ADVANCE Co-PI and
Dean of the Ivan Allen College
Outline of Key Points for
Institutional Change
 Build on and link project to existing efforts
 Use research findings to inform goals
 Choose PI for project that has the position to
insure level of institutional transformation sought
 Seek buy-in from key players/stakeholders at
various levels within the institution
 Broaden leadership of project throughout
institutional structure and over time
 Choose project goals to eliminate subtle bias
 Institutionalize project goals in significant
policies and practices
Linking Project with Existing Efforts
 Build on and strengthen existing institutional
efforts with similar goals
 Envision the program/place where the project
will be institutionalized after the end of the grant
 Example of Women,
Science, and
Technology (WST) at
Georgia Tech
Use Research Findings to Inform
Goals
Project Leadership Consonant with
Transformation Level Sought
 PI should hold the position/power to be able to influence
transformation at appropriate level
 Examples: Department level—Chair
College level—Dean
Inter-college/Institutional level--Provost
 Specific institutional example: Tenure and promotion
focus required Provost level at GT
College level—Dean
Inter-college/Institutional level—Provost
Seek Support from All Levels
 If goal is institutional transformation, then groups
at all levels must buy into the process
 Presentations to important groups and
involvement of these groups in fabric of project
are necessary
Institutional Advisory/Foundation Boards
President’s Cabinet
Executive Board of
Faculty Senate
Deans and Chairs
Faculty and staff
Broaden Leadership
 Broaden leadership of project to include
individuals at different levels within the
institutional structure
 Broaden the leadership over time, using
concentric circle model
 Example of GT—management team,
ADVANCE Professors, PTAC, project
director, project assistant, tenure-track
women faculty, senior male leadership
GT’s ADVANCE Project Goals
A network of termed professorships established to
mentor women faculty
A series of leadership retreats with women faculty
and senior institutional leaders
A series of family-friendly policies
Data gathering and interviews to develop MIT-like
Report to chart equity progress
A formal tenure and promotion training process to
remove subtle gender, racial, and other biases
Data Gathering to Chart Equity
Data Gathering to Chart Equity
Data Gathering to Chart Equity
Data Gathering to Chart Equity
Data Gathering to Chart Equity
Removing Bias in P&T
ADEPT Career Account
ADEPT Simulated Meeting
ADEPT Follow Up Analysis
Institutionalization of Project Goals
 Institutionalize goals in policies
 Examples of family-friendly policies such as stop the
tenure clock, lactation stations
 Institutionalize goals in practices
Examples of racial/gender sensitivity training for
faculty for promotion and tenure
Examples of active service/modified duties and dual
career hires
College of Engineering
NSF ADVANCE Professor Jane Ammons
Networking/Mentoring COE Women Faculty
• Series of lunches
• E-mail channels
• Connections–campus and national leaders
• Individual meetings, phone conversations,
e-mail interactions
College of Engineering
NSF ADVANCE Professor Jane Ammons
Identifying, prioritizing, and taking action with the dean and
school chairs on key issues within the individual schools
• Surveys and meetings with COE women faculty,
school chairs, and deans to understand and
prioritize issues
• Benchmarks of leading COE programs
• Lunches to address target issues
• Confidential meetings of women faculty from
selected schools and the dean
• Actions by dean and by school chairs
• Recruiting efforts
Ge or gia Te c h W om e n Engine e r ing Fa c ulty Re s pons e s
"How f air ar e the r es ults f or … "
Salar y Deter mination
P&T - ac r os s GaTec h
P&T - w ithin the s c hool
Inter nal Inf o. Netw or k
Mentor ing ( f or y ou)
Res ear c h Eqmt. A c c es s
Lab/Res ear c h Spac e
Gr ad. Student
Computer Suppor t
Sec r etar ial Suppor t
Of f ic e Spac e A s s ignments
Committee A s s ignments
Teac hing A s s ignments
0%
1 : U n fa ir
2
3
4
10 %
20%
30%
40%
5 : To ta lly E q u ita b le
50 %
60%
70 %
80%
No Res pons e
90%
10 0 %
N = 41
College of Engineering
NSF ADVANCE Professor Jane Ammons
Addressing across-COE challenges/ opportunities
• Work-life balance strategies
• RPT understanding & preparation
• Proposal preparation & research development
• Skills and growth for senior women faculty
• Security and parking concerns
College of Sciences
NSF ADVANCE Professor Mei-Yin Chou
CoS ADVANCE Coordinator Dana Hartley
•Faculty resources web page
– All details and regulations of P&T
– How impact and discovery is measured
– To address misinformation and rumors
– Research shows the clearer the criteria the more
women and minorities advance.
• Female faculty lunches
– Helps build community – networking.
• Faculty development workshops
College of Sciences
NSF ADVANCE Professor Mei-Yin Chou
• Mentoring for first-year faculty
– All new Assistant Professors are assigned a mentor
in the College
– Match theoretical or experimental (from first year’s
surveys); about 12 pairs per year
– Surveys to identify best practices/helpful topics
– Questionnaires have shown all mentees felt very
positive about the mentoring.
– Mentors contact their mentees once a month for lunch
– CoS pays for the lunches
– They are told they are “Host Mentor” as opposed to
“traditional” mentor.
College of Computing
NSF ADVANCE Professor Mary Jean Harrold
1. Recruiting, mentoring, networking CoC female
faculty members
A. Helped set goals for recruiting; hired two female faculty
members in 2004 and 2005
B. Matched junior faculty with mentors; individually
mentored junior female faculty
C. Facilitated active service/modified duty for female faculty
D. Provided equipment for female faculty
E. Organized CoC female faculty lunches
F. Participated in cross-college female faculty lunches
2. Facilitating communication—female faculty,
students, administration
A. women@cc
B. http://www.cc.gatech.edu/people/women
College of Computing
NSF ADVANCE Professor Mary Jean Harrold
3. Directing Georgia Tech Hub for the National Center
for Women and Information Technology (NCWIT)
A. With faculty/administrators/interested people
•
•
Created NCWIT cover pipeline
Organized Georgia Tech as one of seven hubs; expertise in
faculty advancement, CoC curriculum, activities
B. Researching assessment, best practices for
computing female faculty advancement with Prof.
Mary Frank Fox (IAC); will result in best practices
C. Recruited Prof. Mary F. Fox as member of Social
Sciences Network for NCWIT
D. Recruited Prof. Mark Guzdial as member of the
Academic Alliance
E. Serving on Leadership Team of NCWIT
MARY FRANK FOX
NSF ADVANCE Professor, Ivan Allen College
A. Fostering Networks of Communication, Information,
Mentoring, and Exchange - - in IAC and Beyond
1. Thematic Lunches Held - Examples:
A.
B.
C.
D.
“Dimensions of Mentoring”
“Academic Culture and Implications for Gender, Race, and
Ethnic Diversity”
“Dimensions of Publication Productivity”
“Issues, Problems, and Solutions of Managing/Balancing:
Time, Research, Students, and beyond”
B. IAC - ADVANCE Project, “Female-Friendly Practices for
Faculty - Template of Variables” (M. Gaughan)
C. Programs to Help Make More Transparent the Means
to Advancement -- Examples:
1.
Panel on “Academic Transitions with (6) IAC Panelists,
addressing a range of transitions. (2002)
2.
Hosted Cross-College Lunch Discussions with J. Chen, NSF
Program Officer, speaking on “What Makes a Proposal
Fundable?” (2003)
Co-hosted Cross-College Lunch with GT Vice Provost for
Research on “Interdisciplinary Grants.”(2005)
3.
Co-hosted with IAC Associate Dean for Research
Workshops on Research Proposals and Grants, Including
participation of IAC Dean, NSF Program Officer, Foundation
Officers, and Panel of IAC Faculty - attended by 60 persons in
2004, and 90 in 2005, and 80 in 2006.
D. Electronic Networks of Information and Exchange
1. ADVANCE - Ivan Allen College Network for Women Faculty
www.advanceiac.gatech.edu
2. NSF ADVANCE Professor website
www.prism.gatech.edu/~mf27
3. IAC-Advance Listserve
Faculty Career Development
Services
 Faculty Personnel Services
 Process academic faculty personnel transactions including
appointments, reappointments, promotions, tenure, post tenure
reviews, leaves of absence, and salary adjustments
 Faculty Data and Records Management
 Serve as primary Georgia Tech contact for information requests
regarding faculty data
 House the file of record for faculty members
 Compile various annual and ad hoc reports on faculty data
 Respond to open records request for faculty documents
 Maintain lists of endowed chairs and professors, regents
professorships, national academy members and other major
award recipients
Faculty Career Development
Services
 Faculty Career Development
 Serve as Institute liaison and repository for faculty career
development programs
 Coordinate cross-college workshops and training sessions with
various Institute partners
 Faculty Recruitment and Retention
 Provide assistance to school chairs and deans in faculty
recruitment efforts
 Maintain and expand programs to effectively retain our high
quality faculty members
 Work/life Programs
 Coordinate NSF ADVANCE work/life programs such as Active
Service-Modified Duties
 Explore and expand work/life offerings at Georgia Tech
Faculty Career Development
Services
 Monique D. Tavares, Director
[email protected]
 P. Reid Tankersley, Admin Coordinator
[email protected]
 Cheryl A. Dennis, Business Analyst
[email protected]
 Donna Redmon, Admin Assistant
[email protected]
 Location Ground floor of Admin Building, Rm. 012
Hours of Operation Monday through Friday, 8:00 am to 5:00 pm
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Fax: 404.894.7024
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www.academic.gatech.edu