ADVANCEing the Kaleidoscope

White Black Hispanic American Indian0

5

10

15

20

25

30

35

40

45

Average = 32.3%

31.1%

35.3%

38.1%

23.6%

National Science Foundation, 2013

Intentions of Women Freshman to Major in S&E

Women: US Population/STEM Doctoral Degrees

White Women33.41

White Women33.19

Asian American/PacificIslander Women 2.60

Asian American/PacificIslander Women 4.65

African AmericanWomen 2.47

African AmericanWomen 6.72

Native AmericanWomen 0.38

Native AmericanWomen 0.20

HispanicWomen 6.66

HispanicWomen 2.53

% U.S. Population Ages, 25-44 (2005)

% STEM Doctoral Degrees Awarded (2005)

Maria (Mia) Ong, Ph.D., TERC, Cambridge, MA

Total Science and Engineering Faculty by Gender

MaleFemale

National Science Foundation, 2013

Asst Professor Assoc Professor Full Professor0

10000

20000

30000

40000

50000

60000

70000

Asst Prof Assoc Prof Full Prof0

102030405060708090

Life Sciences

Asst Prof Assoc Prof Full Prof0

102030405060708090

100

Physics

Asst Prof Assoc Prof Full Prof0

102030405060708090

100

Engineering

Asst Prof Assoc Prof Full Prof0

10

20

30

40

50

60

70

Psychology

S&E Faculty by Gender, Discipline

But Numbers Aren’t Everything

White Black Hispanic AI/AN0

10

20

3040

5060

7080

Married

White Black Hispanic AI/AN0

0.5

1

1.5

2

2.5

Widowed

White Black Hispanic AI/AN0246

8101214

16

Divorced

White Black Hispanic AI/AN0

5

10

15

20

25

30

35

Never Married

National Science Foundation, 2013

Domestic Status of Women S&E

Presence Of Children For Employed Women Scientists And Engineers

White Black Hispanic AI/AN0

10

20

30

40

50

60

70

80

90

100

childrenno children

Women were a lower percentage of full-time professors with children and a lower percentage of married full-time full professors than of all full-time full professors in 2006.

Women as Percentage of S&E Doctoral Degrees

National Science Foundation, 2013

ADVANCE Increasing the Participation and Advancement of Women

in Academic Science and Engineering Careers

NSF ADVANCE Program

Program Goal: Increase the representation and advancement of women at all levels in academic science and engineering careers

Program History Initiated at the National Science Foundation in 2001

As of 2012, over $130M invested to support various ADVANCE projects

>100 ADVANCE projects funded thus far at institutions of higher education and STEM related not-for-profit organizations in 41 states, the District of Columbia and Puerto Rico

2000

2001

2002

2003

2004

2007

2005

2006

2008

IT-Catalyst

Leadership

PAID

Fellows

Institutional Transformation

2009

2010

+

ADVANCE Program Evolution

Current Award Mechanisms

Institutional Transformation Catalyst (IT-Catalyst) Planning grants to support basic work to prepare for

transformation

Institutional Transformation (IT) Comprehensive, institution-wide projects to transform the

culture of the institution

Partnerships in Adaptation, Implementation and Dissemination (PAID) Support for use of existing innovative materials and practices

ADVANCE Best Practices

Implicit Bias Training on the unconscious bias literature for recruitment, promotion and tenure

committees

Departmental Leadership Provides chairs with tools and resources to identify issues, develop action plans to

address issues: Need for and use of climate survey data Importance of chair’s role in mentoring new/senior faculty

Faculty Development/Mentoring Attendance at professional meetings, leadership development conferences External mentor Career coaching Faculty advocates

ADVANCE Best Practices

Policies/Procedures Tenure and promotion decision making Requests for leave or tenure clock stopping Allocation of teaching, service workload

Work-Life Balance Dual hiring policies and practices Tenure clock stopping policies and practices Conversion of part-time positions to tenured or tenure track positions

Women of Color Social support for campuses in remote locations Access to/appreciation for opportunities for civic engagement Culturally competent mentoring Awareness programs focused on issues directly related to women of color (implicit bias,

microinequities) Targeted seminar series featuring women of color scientists

ADVANCE, Early Examples (2001-2006)

Initiative # IT Awardees (n=26)

1 Recruitment/search strategies 15

2 Department climate change strategies 10

3 Mini grants/release time/ research support 9

4 Formal mentoring program 9

5 Professional development for faculty 9

6 Family friendly policies 7

7 Leadership training experience 6

8 Showcasing women scientists 6

9 Focus on women of color 5

10 Promoting dialogue w/ retreats, conferences 5

11 Support for department change 4

12 Networks for women scientists 3

13 Transitional support for crisis 3

14 Professional development for administrators 3

15 ADVANCE advocates “on the ground” 2

16 Support/recognition for senior women faculty 2

17 Awareness for equity in compensation/resources 2

ADVANCE Best Practices – Cohorts 1-3

CULTURALLY COMPETENT

IB TRAINING

ADVANCE: Institutional StructureImplicit Bias Training

University of Michigan STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) Committee

Provides training on the unconscious bias literature for senior STEM faculty, recruitment committees, promotion and tenure committees

Reduces influences of implicit bias

Outcomes Increase in women hired in science and

engineering tenure track positions (14% in 2001 – 34% in 2006)

Policies

POLICIES/PROCEDURES

ADVANCE: Institutional StructurePolicies/Procedures

Review and revision of key institutional policies: Tenure and promotion decision

making

Requests for tenure clock stopping

Access to resources or services

Allocation of teaching, service workload

Mentoring

MENTORING

ADVANCE: Empowerment, Career SupportMentoring

Successful approaches to faculty development Supporting attendance at professional

meetings, leadership development conferences

Providing funds to visit an external mentor or to bring one to campus

Encouraging interdisciplinary collaboration Mentoring:

Formal and informal networks Inter and intra-institutional mentoring Career coaching

Dual Hiring

DUAL HIRING

ADVANCE: Work Life SupportDual Hiring

Hiring of primary candidate and “trailing” spouse to increase the number of women faculty in STEM disciplines

Particularly attractive for institutions that are geographically isolated

University of Texas El Paso: 26 new faculty (13 couples) hired in 5-year funding cycle

Washington State University: Dual hiring policy with Idaho State University (8 mile distance)

Lessons Learned/ Lessons Borrowed

• Diversified the award portfolio

• Structured ADVANCE PI meeting toward fulfilling a national need

• Developed new research agendas related to Women of Color, PUIs, MSIs, CCs

Our greatness lies not in the accomplishment we know we can make, but in the one that matters most.

But Kelly…we are here to talk about gender issues…if we start adding race and ethnicity in our ADVANCE activity, it will water down the gender agenda and we won’t accomplish what we need to accomplish…Besides, we don’t have that many women of color on our campus anyway.

There is a special place in hell for women who don't help other women.

Our success is our freedom, and it is inextricably linked to our responsibility for one another.

I think that these activities you are proposing are great. But,…we tried all this before, and it didn’t work. No one cared, but me. So, I was forced to do it all on my own and raise my kids at the same time. And, yeah, it was hard, and it was lonely. But, I did it and I don’t see why they can’t…The reason I don’t get involved is because ADVANCE is a career breaker.

I had crossed the line. I was free; but there was no one to welcome me… I freed a thousand slaves; I

could have freed a thousand more...

• Upward career trajectories of ADVANCE PIs

• National community of scholars and practitioners unlike any other in the world

• Network of mentors, thought leaders, pioneers

When I ran away from slavery, it was for myself; when I advocated

emancipation, it was for my people; but when I stood up for

the rights of women, self was out of the question, and I found…

nobility in the act.

Our strength lies not only in having allies, but also in recognizing who our potential allies are.