Transcript Slide 1

NSF ADVANCE: Institutional Transformation
for Faculty Diversity
The University of Texas at El Paso
April 2004
Evelyn Posey, Department of English
Libby Anthony, Department of Geological Sciences
Ann Gates, Department of Computer Science
Tine Reimers, Center for Effective Teaching and Learning
Pat Witherspoon, Department of Communication
UTEP’s Initiative for Institutional Change
Because of our talented faculty and Hispanic-majority student population,
UTEP is the ideal setting to create, implement, and document a model for
diversifying the academic workforce and contributing to the national goal of
creating positive and sustainable change in academic climates through:
•
a policy and recruitment process that proposes faculty support and retention policies, supports
recruitment efforts, and provides research support
•
a faculty development process that helps faculty define a holistic and balanced academic
career
•
a collaborative leadership process involving faculty throughout the participating colleges, to
identify and support innovative leaders, share best practices, and facilitate improvement of
departmental climates
•
an evaluation process that includes both formative and summative self-assessments and review
by an external advisory board
UTEP at a Glance
UTEP is the only research-intensive doctoral university in the US with a MexicanAmerican majority student population, ranking second in the nation in awarding
Bachelor’s degrees to Hispanics.
Student Demographics1
Faculty Demographics 1
• 18,542 Students
• 568 Faculty
– Ethnicity
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•
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71% Hispanic
13% White
12% International
4% Other Ethnic Minorities
– Gender
• 55% Female
– Average Age
• 23 Undergraduate
• 34 Graduate
1For
Fall 2003
– Ethnicity
•
•
•
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21% Hispanic
67% White
5% International
7% Other Ethnic Minorities
– Gender
• 36% Female
– Tenure Status
• 45% Tenured
• 30% Tenure Track
• 25% Non-Tenure Track
UTEP ADVANCE Departments
• 18 Departments
– 10 STEM
– 8 Social & Behavioral
Sciences
• 301 Faculty
– Ethnicity
•
•
•
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22% Hispanic
60% White
9% International
9% Other Ethnic Minorities
STEM Departments1
All
– Tenure Status
• 51% Tenured
• 29% Tenure Track
• 20% Non-Tenure Track
% Female
Tenured
95
12
13
Tenure Track
57
10
18
Non-Tenure Track
38
10
26
Total
190
32
17
1Biological
Science; Chemistry; Computer Science; Geological Science; Mathematical
Science; Physics; Civil Eng.; Electrical & Computer Eng.; Mechanical & Industrial Eng.;
Metallurgical & Material Eng.
Social & Behavioral Sciences Departments1
– Gender
• 21% Female
Female
All
Female
% Female
Tenured
57
8
14
Tenure Track
31
8
26
Non-Tenure Track
23
15
65
Total
111
31
28
1Communication;
Economics & Finance; Information & Decision; Languages & Linguistics;
Marketing & Management; Political Science; Psychology; Sociology & Anthropology
1For
Fall 2003
Significant Accomplishments - 1
• Provided spring semester support for 10 Graduate Research
Assistants/Associates working with female faculty or faculty
conducting research on gender issues.
• Met with over 20 female candidates in the 18 departments as part of
their on-campus interviews and male candidates interested in dual
career opportunities.
• 53 tenure track women faculty (mentees) are actively participating in
the Faculty Mentoring Program for Women. Mentees are
networking outside of the official program.
• 13 faculty members will participate in the first IMPACT Seminar, a
program designed to identify strategies for integrating teaching,
research, and service. The Provost is supporting 4 from nonADVANCE departments.
Significant Accomplishments - 2
• Completed revision of faculty survey on quality of work-life and
developed categories to be used in creation of departmental profiles.
• Began an inventory of ADVANCE-related initiatives on campus to
better understand existing efforts, record best practices and lessons
learned, identify potential collaborations, and identify areas of need.
• Created a framework for baseline measurements, including the
design of a survey to study faculty work-life issues.
• Acquired individual-level data for faculty hired since 1996 and
identified sources for space data.
Areas of Difficulty/Resistance
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Dual Career Hires - The departments that would receive a spouse or
partner are concerned that accepting these faculty into their departments
will jeopardize approval of future lines.
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Identifying Mentors – It is difficult to effectively mentor junior faculty facing
new and different tenure standards. Successful tenured faculty find their
time fully committed.
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Understanding Subtext – Understanding underlying concerns within
articulated issues is a challenge when discussing them with faculty and
chairs.
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Acquisition of Data - Individual-level data are incomplete and missing key
indicators, forcing us to identify alternative sources of data.
Best Ideas Yet
• Meeting with female and dual career candidates has provided
opportunities to promote UTEP and its ADVANCE related programs.
• Improved orientation and training for mentors and mentees
participating in the Faculty Mentoring Program for Women.
• Used the University of Wisconsin Madison ADVANCE survey as a
model for UTEP survey, enabling us to streamline the development
process and compare results across campuses.
• 4 UTEP ADVANCE personnel will participate in the WEPAN 2004
National Conference.
• Changed from working with 4 departments to all 18 to identify critical
issues in the initial stages of climate evaluation.