Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding provided by National Science Foundation ADVANCE Program SBE-0244922 http://www.nsf.gov/home/crssprgm/adv ance http://advance.usu.edu
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Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding.
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Low Cost High Impact: Suggestions for Warming the Campus Climate for Women
Professor Christine Hult Utah State University
PI Utah State ADVANCE
Funding provided by National Science Foundation ADVANCE Program SBE-0244922
Percentages of Females and Males in All S&E(NSF 00- 327, data points from 1996)
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Bachelors Masters Doctorate Assistant Prof Assoc Prof Professor
S&E Status in Education
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Female All S&E
Male All S&E
NSF ADVANCE Overview• The Purpose of NSF ADVANCE is to increase
the participation of women in the scientific and engineering workforce.
• The Problem: Significant increases in women STEM PhDs, but they are leaving academics.
• Our strategy: To address issues of equity through improving the effectiveness of all faculty members
• Climate changes have been shown to have a differential impact on women and minorities.
Organizational Change OverviewIncremental—two steps forward, one step back
Working with a variety of entities
• President & Provost, Deans• Sponsored Programs, VP Research• Tri-Council for Women’s Programs• AA/EO, Human Resources• Faculty Senate• STEM departments and department heads• Individual Faculty Members
Suggestions for Warming the Climate on your Campus
Some low cost high impact suggestions
(Project now in the sixth no-cost extension year)
1. Using Data to Drive Change
2. Improving Policies and Procedures
3. Supporting Faculty
1. Using Data to Drive Change
• National & Local Data
• Recruitment Data
• Promotion Data
• Retention Data
American Association of University Professors Gender Equity Indicators
http://www.aaup.org/AAUP/pubsres/research/geneq2006.htm• Indicator 1. Employment status (% women)
• Indicator 2. Tenure status (full time instructional)
• Indicator 3. Full Professor rank (% women full)
• Indicator 4. Average woman’s salary (as % of average man’s salary)