Transcript Comprehensive Equity at Ohio State ceos.osu.edu Comprehensive Equity at Ohio State:

Comprehensive Equity at Ohio State
ceos.osu.edu
Comprehensive Equity at Ohio State: Leading to Excellence
CEOS: The Co-PIs
• Dr. Joan Herbers, PI: Prof. of Evolution, Ecology, & Organismal
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Biology, College of Biological Sciences
Dr. Jill Bystydzienski: Chair, Department of Women’s Studies
Dr. Anne Carey: Assoc. Prof. of Earth Sciences, Assoc. Dean in the
College of Mathematical & Physical Sciences
Dr. Suzanne Damarin: Prof. of Educational Policy and Leadership,
College of Education & Human Ecology
Dr. Anand Desai: Prof., John Glenn School of Public Affairs
Dr. Anne Massaro: Human Resources, Organizational
Development Consultant
Dr. Carolyn Merry: Prof. and Chair, Department of Civil and
Environmental Eng. & Geodetic Sciences, College of Engineering
Dr. Jean Sander: Prof. and Associate Dean, College of Vet Med
Outline
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Overview of gender equity in Science, Technology,
Engineering, and Mathematics (STEM)
The situation at Ohio State
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Demographics
Faculty flux diagrams
Project CEOS
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The Transformational Leadership Model
Participating units and management structure
The problem: a persistent loss of women from scientific
fields throughout phases of career development.
Example: Academic Medicine
Med School Applicants
Medical Students
MD graduates
Residents
Med School Faculty
Associate Professors
Professors
Chairs
50% women
48%
46%
42%
33%
27%
15%
11%
Virginia Valian describes how gender
schemas impede women’s progress
• Women are underestimated when in
leadership positions
• Women’s credentials are implicitly
devalued
• Women face unconscious bias in
competitions for fellowships, journal
space, recognition by prestigious
societies
Stereotype threat can impair girls’ and women’s
performance in STEM
70
60
50
40
Men
30
Women
20
10
0
Problem Solving
Math Test
Intervention
Stereotype threat can impair girls’ and women’s
performance
70
60
50
40
Men
30
Women
20
10
0
Problem Solving
Math Test
Intervention
Stereotype threat can impair girls’ and women’s
performance
70
60
50
40
Men
30
Women
20
10
0
Problem Solving
Math Test
Intervention
why students switch from STEM majors:
Men
Women
1. Loss of interest in STEM
1. Other majors offer better
education
2.Curriculum Overload
2. Loss of interest in STEM
3. Poor teaching in STEM
3. Rejection of STEM lifestyle
4. Career path too hard
4. Poor teaching in STEM
5. Other majors offer better
education
5. Poor advising
Women and men STEM faculty have very different family
situations:
Men
Women
Married with children
70%
44%
Married without children
15%
19%
Single without children
11%
26%
Single with children
4%
19%
Married STEM faculty have very different home situations:
Men
Women
Spouse works full-time
45%
89%
Spouse works part-time
20%
5%
Spouse not employed
35%
6%
Spouse is also a scientist
48%
78%
ADVANCE: Part of a National Conversation
• The National Academies
published Beyond Bias and
Barriers in 2007 to identify the
issues and to outline remedies
for universities and
professional societies.
• The Hidden Brain Drain Project
published the Athena Factor in
2008 concerning women’s
careers in STEM industries with
recommendations about
retention.
NSF ADVANCE Program
• Institutional Transformation (IT) Grant
• Overall goal: Increase participation of women in the
scientific and engineering workforce
• through increased representation and advancement of women
in academic science, technology, engineering, and
mathematics (STEM) careers
• through research-based interventions that affect the
workplace environment
• OSU’s grant: $3.6 million, 5-year duration starting 9/2008
• there are currently 35 ADVANCE IT institutions; 5 in the Big
Ten, 3 in Ohio
• 6 have already graduated
CEOS: The Participating Colleges
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Biological Sciences
Engineering
Mathematical & Physical Sciences
Veterinary Medicine
1998 Faculty Demographic Snapshot*
Fall 1998
600
580
N of Faculty
500
400
Full
Associate
Assistant
300
200
100
75
0
Men
Women
*For Colleges of Bio Sci, ENG, MAPS, and Vet Med
Faculty Flux Diagram for Men*
600
500
Full
Associate
321
321
Assistant
351
400
33 hires
66 promoted
300
1 resigned
200
181
181
4 promoted
to Full
2 promoted
21 hires
156
1 resigned
100
2 promoted
78
78
52 promoted
to Assoc
72
75 hires
1 resigned
0
Fall 1998
Spring 2005
*For Colleges of Bio Sci, ENG, MAPS, and Vet Med
Faculty Flux Diagram for Men
600
500
Full
Associate
59
retired
400
18 died/
resigned
321
321
Assistant
351
33 hires
66 promoted
300
1 resigned
16 retired
200
19
resigned
181
181
4 promoted
to Full
2 promoted
21 hires
156
1 resigned
100
19 resigned
3 denied
tenure
2 promoted
78
78
52 promoted
to Assoc
72
1 resigned
0
Fall 1998
75 hires
Spring 2005
Faculty Flux Diagram for Men
600
580
579
500
Full
Associate
59
retired
351
351
321
400
18 died/
resigned
321
Assistant
33 hires
66 promoted
300
1 resigned
16 retired
200
19
resigned
181
181
4 promoted
to Full
2 promoted
21 hires
156
156
1 resigned
100
19 resigned
3 denied
tenure
2 promoted
78
78
52 promoted
to Assoc
72
72
0
Fall 1998
Spring 2005
75 hires
1 resigned
Faculty Flux Diagram for Women*
100
93
W ome n
90
Full
Associate
75
75
80
30
Assistant
70
2 retired/
died
4 hires
20
20
60
6 promoted
to Full
50
30
30
30
40
30
4 hires
2 promoted
to Full
6 resigned
39 hires
1promoted
20
10
3 retired
25
25
10
resigned
10 promoted
to Assoc
4 resigned
33
1 denied tenure
0
Fall 1998
Spring 2005
*For Colleges of Bio Sci, ENG, MAPS, and Vet Med
Faculty Flux Diagram for Women*
100
93
93
W ome n
90
80
Full
75
75
Associate
30
30
Assistant
70
2 retired/
died
60
4 hires
20
20
6 promoted
to Full
50
30
30
40
30
30
30
4 hires
2 promoted
to Full
6 resigned
39 hires
1promoted
20
10
3 retired
10
resigned
25
25
10 promoted
to Assoc
4 resigned
33
33
1 denied tenure
0
Fall 1998
Spring 2005
*For Colleges of Bio Sci, ENG, MAPS, and Vet Med
Salient Points from Faculty Flux Diagrams
• We have more women now on our faculties than in
1998 while the number of men have remained constant.
• Of the 103 assistant professors in 1998, 69% of the men
and 44% of the women were still on the faculty 7 years
later; only 3 were denied tenure.
• Of the 1998 associate professors, 42% of the men and
60% of the women were still in rank 7 years later.
• Since 1998, women constituted 38% of the assistant
professor hires, 16% of the associate professor hires and
11% of the professor hires.
• Of those hired since 1998, 95% of the men and 87% of
the women are still on the faculty.
• During the past year, our Colleges lost 4 women.
Leadership Changes over Five Years*
College
Assoc &
Asst Deans
Deans
Chairs
2002
2007
2002
2007
2002
2007
CBS
0/1
1/1
1/2
2/3
0/6
2/6
MAPS
0/1
0/1
0/2
1/3
0/6
0/6
ENG
0/1
0/1
2/4
2/5**
0/12
3/12
VET
0/1
0/1
0/3
1/3
0/3
0/3
Total
0/4
1/4
3/11
6/14
0/27
5/27
* Entries indicate the no. of women/total no. in those positions
** One male is African American
Representation of Women Faculty in Autumn 2007
N of Faculty
College
Asst Prof
Assoc Prof
Prof
Total
CBS
39.1%
23.7%
17.1%
25.5%
102
MAPS
37.8%
14.8%
6.3%
13.3%
225
ENG
26.8%
19.3%
5.4%
12.8%
272
VET
44.4%
33.3%
20.0%
27.1%
70
All OSU
40.8%
34.6%
18.2%
30.6%
3477
CEOS Leadership and Management Structure - 1
• Dr. Mary Juhas: CEOS Program Director (0.5 FTE), Senior
Asst. Dean, College of Engineering (0.5 FTE), Research
Scientist in the Dept. of Materials Science & Eng. (0 FTE)
• Dr. Joan Herbers: CEOS Principal Investigator
• Ms. Jill Hartman: Program Assistant (1 FTE)
• CEOS College Council
– Dr. John Hubbell (Vet Med)
– Dr. Matt Platz (BMPS)
– Dr. Greg Washington (ENG)
CEOS Leadership and Management Structure - 2
• CEOS Advisory Council
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Deb Ballam: Director of The Women’s Place
Glenda La Rue: Director, Women in Engineering Program (ENG)
Jean Schelhorn: Associate Vice President, Technology Licensing
Michael Camp: Director of the Center for Entrepreneurship
Georgina Dodge: Office of Minority Affairs
Brenda Brueggemann: Program Coordinator, Disability Studies Program
Mary Juhas, ex officio
• Research team: data collection, analysis, assessment, and
evaluation
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Jill Bystydzienski
Suzanne Damarin
Anand Desai
Anne Massaro
Joan Herbers, ex officio
CEOS Leadership and Management Structure - 3
• External Advisory Board
– Dr. Joseph Alutto, Provost and Executive Vice President (chair)
– Dr. Sharon Bird: Assoc. Prof. of Sociology, Iowa State, co-PI on ISU’s
ADVANCE project
– Dr. Carolyn Mahoney: President of Lincoln University, Missouri
– Dr. Farah Majidzadeh: CEO of Resource International, an engineering
consulting firm in Columbus
– Dr. Sue Rosser: Dean of the Ivan Allen College of Liberal Arts, Georgia
Tech, Prof. of Public Policy and of History, Technology, and Society, PI
on Georgia Tech’s ADVANCE project
ADVANCE: Expected Benefits
• Improve recruitment and retention of women
& minority faculty
• Improve diversity of faculty & students
• Establish a pool of senior women available for
leadership positions
Transformational Leadership Model
Vision of
Support and
Inclusiveness
Individual Needs
Understood and
Met
Transformational
Leadership
Flexible Career
Policies
Cultural
Assumptions
Questioned and
Shifted
Changed
Practices
Accommodate
Diversity
The Four Programs within Project CEOS
1. Leadership training for deans and department chairs
2. Action learning teams that include deans, chairs, faculty
and staff in the participating Colleges and beyond
3. Peer mentoring for tenured women in the STEM
Colleges
4. Entrepreneurship training for women faculty in the
STEM Colleges
Each program will include structured activities, peer
networking, and reflective practice.
Services for Women Faculty
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Peer mentoring circles to start June 2009
Entrepreneurship training to start autumn 2009
Maintain faculty profiles on OSU PRO
Podcasts of your lab for promotion of your work
Electronic reference library on women in STEM
What else can CEOS do for YOU?
ceos.osu.edu