Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty...

46
Competing for the Academic Workforce in a Global Environment October 30, 2007 Lynn T. Singer Deputy Provost & Vice President for Academic Programs Principal Investigator, NSF- ADVANCE, ACES

Transcript of Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty...

Page 1: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Competing for the Academic Workforce in a Global Environment

October 30 2007

Lynn T SingerDeputy Provost amp

Vice President for Academic ProgramsPrincipal Investigator NSF- ADVANCE ACES

Why NSF-ADVANCE

The goal of NSF-ADVANCE is developing systematic approaches to increase the representation and advancement of women in academic science and engineering careers thereby contributing to the development of a more diverse S amp E workforce

Institutional Transformation awards support innovative and comprehensive programs for institution-wide change Creative and sustainable strategies are disseminated among the 31 ADVANCE schools and throughout the country

Presenter
Presentation Notes
What is the problem with the decreasing numbers of women in academia Often it is stated that there are insufficient numbers of women and minorities on the pathway from graduate student to faculty member - that there is a pipeline problem13The fact is that the data indicate that this is true for minorities in Science and Engineering but it is false for women13

Academic Careers in Engineering and Science (ACES)

ACES goal is to promote a culture of equity participation openness and accountabilityThe objectives are

ndash the full participation of women at all levels of the university

ndash improving the climate for women faculty through initiatives which will benefit the entire campus

$35 million dollar grant implemented over 5 years in 32 departments in four schools (SOM CAS CSE WSOM)

Age amp Retirement Patterns of CWRU Faculty

Faculty Retirement Trends bull Mandatory retirement at age 70 ended on January 1st 1994bull By 2004 the end of mandatory retirement had added one year

to retirement agebull 2004 TIAA-CREF study at U of Minnesota and U of North

Carolina found that a large majority of faculty planned to retire at 66

Prepared October 11 2007 by Fred Collopy Professor and Chair Information Systems Department Weatherhead School of Management

The eleven-year mean is just over 68

Age of tenured CWRU faculty at retirement1997-2007

0

2

4

6

8

10

12

14

16

56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82

CWRU Faculty Retirement Age 1997-2007

Chart15

Age of tenured CWRU faculty at retirement1997-2007
1
0
2
0
1
2
5
10
5
10
7
15
6
9
9
7
5
7
8
2
1
1
4
2
1
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
Page 2: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Why NSF-ADVANCE

The goal of NSF-ADVANCE is developing systematic approaches to increase the representation and advancement of women in academic science and engineering careers thereby contributing to the development of a more diverse S amp E workforce

Institutional Transformation awards support innovative and comprehensive programs for institution-wide change Creative and sustainable strategies are disseminated among the 31 ADVANCE schools and throughout the country

Presenter
Presentation Notes
What is the problem with the decreasing numbers of women in academia Often it is stated that there are insufficient numbers of women and minorities on the pathway from graduate student to faculty member - that there is a pipeline problem13The fact is that the data indicate that this is true for minorities in Science and Engineering but it is false for women13

Academic Careers in Engineering and Science (ACES)

ACES goal is to promote a culture of equity participation openness and accountabilityThe objectives are

ndash the full participation of women at all levels of the university

ndash improving the climate for women faculty through initiatives which will benefit the entire campus

$35 million dollar grant implemented over 5 years in 32 departments in four schools (SOM CAS CSE WSOM)

Age amp Retirement Patterns of CWRU Faculty

Faculty Retirement Trends bull Mandatory retirement at age 70 ended on January 1st 1994bull By 2004 the end of mandatory retirement had added one year

to retirement agebull 2004 TIAA-CREF study at U of Minnesota and U of North

Carolina found that a large majority of faculty planned to retire at 66

Prepared October 11 2007 by Fred Collopy Professor and Chair Information Systems Department Weatherhead School of Management

The eleven-year mean is just over 68

Age of tenured CWRU faculty at retirement1997-2007

0

2

4

6

8

10

12

14

16

56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82

CWRU Faculty Retirement Age 1997-2007

Chart15

Age of tenured CWRU faculty at retirement1997-2007
1
0
2
0
1
2
5
10
5
10
7
15
6
9
9
7
5
7
8
2
1
1
4
2
1
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
Page 3: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Academic Careers in Engineering and Science (ACES)

ACES goal is to promote a culture of equity participation openness and accountabilityThe objectives are

ndash the full participation of women at all levels of the university

ndash improving the climate for women faculty through initiatives which will benefit the entire campus

$35 million dollar grant implemented over 5 years in 32 departments in four schools (SOM CAS CSE WSOM)

Age amp Retirement Patterns of CWRU Faculty

Faculty Retirement Trends bull Mandatory retirement at age 70 ended on January 1st 1994bull By 2004 the end of mandatory retirement had added one year

to retirement agebull 2004 TIAA-CREF study at U of Minnesota and U of North

Carolina found that a large majority of faculty planned to retire at 66

Prepared October 11 2007 by Fred Collopy Professor and Chair Information Systems Department Weatherhead School of Management

The eleven-year mean is just over 68

Age of tenured CWRU faculty at retirement1997-2007

0

2

4

6

8

10

12

14

16

56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82

CWRU Faculty Retirement Age 1997-2007

Chart15

Age of tenured CWRU faculty at retirement1997-2007
1
0
2
0
1
2
5
10
5
10
7
15
6
9
9
7
5
7
8
2
1
1
4
2
1
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
Page 4: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Age amp Retirement Patterns of CWRU Faculty

Faculty Retirement Trends bull Mandatory retirement at age 70 ended on January 1st 1994bull By 2004 the end of mandatory retirement had added one year

to retirement agebull 2004 TIAA-CREF study at U of Minnesota and U of North

Carolina found that a large majority of faculty planned to retire at 66

Prepared October 11 2007 by Fred Collopy Professor and Chair Information Systems Department Weatherhead School of Management

The eleven-year mean is just over 68

Age of tenured CWRU faculty at retirement1997-2007

0

2

4

6

8

10

12

14

16

56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82

CWRU Faculty Retirement Age 1997-2007

Chart15

Age of tenured CWRU faculty at retirement1997-2007
1
0
2
0
1
2
5
10
5
10
7
15
6
9
9
7
5
7
8
2
1
1
4
2
1
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
Page 5: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

The eleven-year mean is just over 68

Age of tenured CWRU faculty at retirement1997-2007

0

2

4

6

8

10

12

14

16

56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82

CWRU Faculty Retirement Age 1997-2007

Chart15

Age of tenured CWRU faculty at retirement1997-2007
1
0
2
0
1
2
5
10
5
10
7
15
6
9
9
7
5
7
8
2
1
1
4
2
1
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
Page 6: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Chart15

Age of tenured CWRU faculty at retirement1997-2007
1
0
2
0
1
2
5
10
5
10
7
15
6
9
9
7
5
7
8
2
1
1
4
2
1
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
Page 7: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
Page 8: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 9: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 10: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
Page 11: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
Page 12: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
Page 13: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Mean retirement age of tenured CWRU faculty

60

62

64

66

68

70

72

74

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007

The retirement age is rising (lsquo06 amp lsquo07 were probably affected by incentives)

Mean Retirement Age of CWRU Faculty

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
Page 14: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Chart9

Mean retirement age of tenured CWRU faculty
645
68125
671111111111
67
666428571429
681818181818
705
721
71
684285714286
685

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
Page 15: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1926 81 1
1927 80 1
1928 79 2 1
1931 76 2 2
1932 75 5 3
1933 74 3 3
1934 73 6 5
1935 72 5 5
1936 71 6 6
1937 70 4 5
1938 69 6 5
1939 68 15 8
1940 67 8 10
1941 66 10 11
1942 65 20 13
1943 64 13 14
1944 63 16 16
1945 62 27 19
1946 61 18 20
1947 60 20 22
1948 59 22 20
1949 58 19 20
1950 57 18 20
1951 56 23 20
1952 55 24 22
1953 54 24 24
1954 53 22 23
1955 52 18 21
1956 51 20 20
1957 50 19 19
1958 49 20 20
1959 48 12 17
1960 47 18 17
1961 46 10 13
1962 45 17 15
1963 44 25 17
1964 43 24 22
1965 42 18 22
1966 41 7 16
1967 40 29 18
1968 39 10 15
1969 38 25 21
1970 37 17 17
1971 36 18 20
1972 35 13 16
1973 34 11 14
1974 33 14 13
1975 32 1 9
1976 31 8 8
1977 30 5 5
1979 28 1 5
1980 27 1 2
Page 16: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 17: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 18: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
Page 19: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
Page 20: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Age of faculty at retirement 1997-2007

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 21: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

The median age of the tenure-track faculty is 52

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

Age Distribution of Tenure Track Faculty

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 22: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 23: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
Page 24: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 25: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 26: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
Page 27: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
Page 28: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 29: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

The population is slightly bimodal with a dip among late 40s amp early 50s

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

5-year moving average

Age Distribution 5-year Moving Average

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 30: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Chart16

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 31: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
Page 32: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 33: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 34: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
Page 35: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
56 1 08196721311
57 0 0
58 2 16393442623
59 0 0
60 1 08196721311
61 2 16393442623
62 5 40983606557
63 10 81967213115
64 5 40983606557
65 10 81967213115
66 7 5737704918
67 15 122950819672
68 6 49180327869
69 9 73770491803
70 9 73770491803
71 7 5737704918
72 5 40983606557
73 7 5737704918
74 8 65573770492
75 2 16393442623
76 1 08196721311
77 1 08196721311
78 4 32786885246
79 2 16393442623
80 1 08196721311
81 1 08196721311
82 1 08196721311
122 100
Page 36: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 37: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

About 21 of our faculty is in our historical retirement window

Age distribution of CWRU tenure-track faculty

0

5

10

15

20

25

30

27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81

21 of CWRU Faculty Are In Retirement Window

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 38: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Chart14

faculty
Age distribution of CWRU tenure-track faculty
1
1
0
5
8
1
14
11
13
18
17
25
10
29
7
18
24
25
17
10
18
12
20
19
20
18
22
24
24
23
18
19
22
20
18
27
16
13
20
10
8
15
6
4
6
5
6
3
5
2
0
0
2
1
1

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
Page 39: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Age faculty
1980 27 1
1979 28 1
29 0
1977 30 5
1976 31 8
1975 32 1
1974 33 14
1973 34 11
1972 35 13
1971 36 18
1970 37 17
1969 38 25
1968 39 10
1967 40 29
1966 41 7
1965 42 18
1964 43 24
1963 44 25
1962 45 17
1961 46 10
1960 47 18
1959 48 12
1958 49 20
1957 50 19
1956 51 20
1955 52 18
1954 53 22
1953 54 24
1952 55 24
1951 56 23
1950 57 18
1949 58 19
1948 59 22
1947 60 20
1946 61 18
1945 62 27 003 512
1944 63 16 004 647
1943 64 13 005 785
1942 65 20 006 917
1941 66 10 007 1032
1940 67 8 007 1117
1939 68 15 008 1164
1938 69 6 008 1167
1937 70 4 008 1126
1936 71 6 007 1046
1935 72 5 006 935
1934 73 6 005 804
1933 74 3 004 666
1932 75 5 004 531
1931 76 2 003 407
77 0 002 300
78 0 001 213
1928 79 2 001 146
1927 80 1 001 096
1926 81 1 000 061
150 091 13672
701
02139800285
Page 40: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet1

faculty
Age distribution of CWRU tenure-track faculty

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 41: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
1997 645
1998 681
1999 671
2000 670
2001 666
2002 682
2003 705
2004 721
2005 710
2006 684
2007 685
Page 42: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet2

Mean retirement age of tenured CWRU faculty

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
Page 43: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
82 1 08196721311
81 1 08196721311
80 1 08196721311
79 2 16393442623
78 4 32786885246
77 1 08196721311
76 1 08196721311
75 2 16393442623
74 8 65573770492
73 7 5737704918
72 5 40983606557
71 7 5737704918
70 9 73770491803
69 9 73770491803
68 6 49180327869
67 15 122950819672
66 7 5737704918
65 10 81967213115
64 5 40983606557
63 10 81967213115
62 5 40983606557
61 2 16393442623
60 1 08196721311
59 0 0
58 2 16393442623
57 0 0
56 1 08196721311
122 100
Page 44: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Sheet3

Age of tenured CWRU faculty at retirement1997-2007

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 45: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Major Initiatives Multiple Levels

University Leadership

School and Department Level

Campus Level

Provostrsquos Annual Leadership Retreat

Accountability of Deans

Grassroots Climate Change Committee

Coaching mentoring networking and training amp development of deans chairs women faculty in SampE depts

Distinguished lectureships

New Structures Policies amp Procedures

Minority student pipeline

Student Gender Awareness

Departmental Initiative Grants

Search Committee Supports

Opportunity Grants for Women Faculty

Hotline Coaching for Women faculty

Commitment of Senior Administrators

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 46: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Transformation Through Leadership Development

bull Annual Provost Leadership Retreat

bull Annual ldquoRole of Senior Leadershiprdquo

workshop for newly promoted faculty

bull Department Chair development workshops here and at the University of Washington in Seattle

bull Executive coaching provided to deans and chairs

bull Facilitators for meetings and strategic planning

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 47: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Transformational Activities in Departments

bullCoaching amp mentoring for women facultybullEducational workshops for departmentsbullFaculty Search Committee support bullDepartmental Inititive Grants

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 48: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Institutional Transformation Inititives

bull Faculty Development Workshopsbull Networking events bull Educational workshops for departmentsbull Undergraduategraduate student trainingbull Faculty search committee support bull Departmental Inititive Grantsbull Coaching Hotline

Presenter
Presentation Notes
13Hotline Coaching Started February 2006 for women faculty for sudden questions and opportunities giving them 2 or 3 one hour meetings13Positive evaluations Example comment13A Senior Woman Faculty Member had this to say about her hot line coach13 ldquo[My hotline coach] and I met and talked yesterday It was enormously helpful [and] has really helped me to sort some things out hellipthis will help me be more productive and effectivehellipThank you and ACES so much for making this possiblerdquo13 -13

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 49: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Executive Coaching Cornerstone of ACES Initiatives

Academic Executive coaching is consistently rated as an invaluable resource and is being replicated at other ADVANCE schools

ldquoI found the experience beneficial on many levels in particular for a deeper understanding of the inter-relations of my professional and personal liveshelliphow I impact the people around me and vice versa In sum it was one of the best resources the University has provided me since I arrived at Case hellip I wish the university [could] provide this resource to every facultyrdquo

-Male Department Chair

Presenter
Presentation Notes
Year-long one-on-one sessions with a professional executive coach who applies businessindustry insights customized to academia 1313 Coaching Focuses on Departmental leadership for chairs Career development and performance for women faculty1313Provided to nearly 100 participants in administration and in the 32 SampE departments13

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 50: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Awarded $549496 in Opportunity Grants

Provide support for tenure and non-tenure track women faculty in the 32 NSF-ACES departments where funding is difficult to obtain through other sources

bull Examples Seed funding for unusual research opportunities Travel grants to explore new areas Child care to attend a professional meeting

bull 66 grants with average award of $8300 bull Year 5 - 10 awards Year 4 - 18 awards Year 3 - 12

awards Year 2 - 17 awards Year 1 - 9 awards

wwwcaseeduadminacesopportunityhtm

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 51: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Opportunity Grant Success

ldquoThe Aces grant has had the highest impact so farin my careerhellipI could keep the work in the labgoing and spend time with my newborn withouthaving to take a break professionally It hassubstantially contributed to my ability to publish ina timely manner two articles put three in review

and present at conferences Since the grant I have written fiveresearch proposals I hope the university continues to focus oncultivating a flexible and supportive environment for highlymotivated women faculty to growrdquo

Alexis AbramsonPh D Assistant Professor Mechanical amp Aerospace Engineering VP Technology Innovation Commercialization and Nanotechnology Nortech

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 52: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Opportunity Grant Success

ldquoThe Aces grant not only allowed me to keep my labrunning but also provided a morale boost byacknowledging my work and my potential Within ayear I developed a related but more fundable researchinterest and a highly productive collaboration Thisled to funding from both NIH and the National ParkinsonrsquosFoundation Many additional professional doors have opened forme since the ACES funding and I continue to be grateful for theinvestment this program made in merdquo

Amy L Wilson-Delfosse PhD Assistant Professor of Pharmacology Chair Basic Science Curriculum Council

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 53: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Opportunity Grant Success

ldquoThe Aces grant allowed me to attend (and helporganize) an important meeting in my field byproviding funds for child-care Leadership inorganizing this meeting was looked upon very favorably during my tenure review I have submitted

a paper to a monograph stemming from this meeting and am nowan associate editor on the monograp Being an associate editorhas increased my visibility in my fieldrdquo

Beverly Saylor PhD Associate Professor Stratigraphy and Sedimentology Department of Geology

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 54: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Additional Resources

Distinguished Lecturersbull Objective of increased visibility role models

networking and collaboration with Case facultybull 36 lecturers between January 2004 - May 2008

Roughly one a month during the academic years of the grant Dr Banu Onaral

Departmental Initiative Grantsbull Objective of funding department wide activities to improve the climatepositive

departmental change enhance collegiality greater inclusion of women and minority faculty

bull $56900 awarded in 8 departments since 2005 (Geology Chemistry Physiology amp Biophysics Economics Biomedical Eng Mechanical amp Aerospace Eng Sociology Organizational Behavior)

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 55: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Departmental Initiative Grant Success

The Department of Economics used their grant for new faculty development self-study and a seminar series

ldquohellipWe used the money to study what attracted young women to the study ofeconomics and what was unattractive Wehelliphave begun implementing somechanges to our curriculum as a resulthellipResearch seminars are the lifersquos bloodof a vibrant intellectual community All junior faculty (both men and women)benefit from having a regular stream of top scholars presenting their work hereACES recognized this to their great credit and understood that by supportingout seminar series they were helping make our department a great place forwomen as well as menrdquo

James B Rebitzer John R Mannix Medical Mutual Professor and Chair of Economics

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 56: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Departmental Initiative Grant Success

The Department of Chemistry used their grant to hire a facilitator for self-study and strategic planning

ldquo [the facilitator used ] the Appreciative Inquiry (AI)methodology This approachhellipwas very different

from the decision-making practices that we used in the pasthellipHerreporthellipidentified important aspects of how the variousstakeholders in the department were contributing to thedepartmental operation and what factors were getting in the way ofmore effective participationhellipI think [the facilitatorrsquos] helpcontributed to a significant paradigm shift in the culture of thedepartmentrdquo

Lawrence M Sayre Frank Hovorka Professor and Chair Department of Chemistry

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 57: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Institutional ActivitiesStructures

bull Spotlight Series on Womenrsquos Scholarship amp Women of Achievement Lunchbull Ad hoc committee in SOM for faculty salary equity and climate concern bull SURP for Minority Women part of HHMI bull Websites for Faculty Diversity amp LGBT taskforcebull Faculty Exit amp 3rd Year Satisfaction Survey bull Accountability Deans held accountable by Provost for diversity activities amp

outcomes improved processes (eg faculty searches)bull Accountability CSE chair evaluation form reports diversity activities bull Annual Provostrsquos Leadership Retreatbull Permanent Manager of Faculty Diversity amp Developmentbull Permanent Grad Student position in Center for Womenbull Leadership Workshop for newly tenuredfull professorsbull Participation in the Bryn Mawr Summer Institute for Womenbull Expanded New Faculty Orientation

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 58: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

New Policies

bull Automatic Tenure Extension Policybull Work Release Policy bull Partner Hiring Policy bull Domestic Partner Policy bull Mandatory review of candidate pool diversity by Deansbull Cultural Competency Awareness Training mandatory for new

faculty within the first fiscal year of hirebull Consensual Relations Policybull Non-Discrimination Statement goes beyond Ohio law for

LGBT and includes gender expression and identity

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 59: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 1

0

2

0 0

1 1

10 10

7

5 5 5

6 6

0

2

4

6

8

10

12

AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007 AY 2003-2004 AY 2006-2007

CAS CSE WSOM SOMBS

Female Male

Presenter
Presentation Notes
Note Of the 11 departments in CAS included in the ACES program 1 female chair was from sociology in AY 2003-04 In AY 2006-07 1 female chair is from Astronomy Department1313In CSE the two female department chairs in AY 2006-07 are from Mechanical amp Aerospace Electronic Engineering amp Computer Science departments1313Of the 7 basic science departments of SOM in both two years the female department chair was from Neuroscience Department1313

image1emf

Number of Department Chairs in the 31 SampE Departments by School and Gender

AY 2003-04 and AY 2006-07

11

0

2

00

11

1010

7

555

66

0

2

4

6

8

10

12

AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007AY 2003-2004AY 2006-2007

CASCSEWSOMSOMBS

FemaleMale

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 60: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Number of Full-Time Faculty in SampE 200304 - 200607

Number of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

11198 97

114

400

354344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Number of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

111

98

97

114

400

354

344

369

0

50

100

150

200

250

300

350

400

450

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 61: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Percentage of Full-Time Faculty in SampE 200304 - 200607

Percentage of Full-Time Faculty in SampE Departments from AY2003-04 to AY2006-07

22 22 22 24

78 78 78 76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male Note Full-time faculty include both tenure-stream and non-tenure-stream faculty

image1emf

Percentage of Full-Time Faculty in SampE Departments

from AY2003-04 to AY2006-07

22

22

22

24

7878

78

76

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 62: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty in SampE Departments by Genderfrom AY2003-04 to AY2006-07

7282 80 77

326 329 328310

0

50

100

150

200

250

300

350

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

Note Tenure-stream faculty members are at the levels of assistant associate and full professors

image1emf

Number of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

72

82

80

77

326

329

328

310

0

50

100

150

200

250

300

350

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 63: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty in SampE Departments by Gender from AY2003-04 to AY2006-07

18 20 20 20

82 80 80 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

Female Male

image1emf

Percentage of Tenure Stream Faculty in SampE Departments by Gender

from AY2003-04 to AY2006-07

18

20

20

20

82

80

80

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

FemaleMale

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 64: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS from AY2003-04 to AY2006-07

27 30 31 32

94 9691

86

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

27

30

31

32

94

96

91

86

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 65: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CASfrom AY2003-04 to AY2006-07

22 24 25 27

78 76 75 73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CAS

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of CAS

from AY2003-04 to AY2006-07

22

24

25

27

78

76

75

73

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CAS

FemaleMale

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 66: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

CSE Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

9 12 13 13

98 99105

102

0

20

40

60

80

100

120

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

9

12

1313

98

99

105

102

0

20

40

60

80

100

120

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 67: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE from AY2003-04 to AY2006-07

8 11 11 11

92 89 89 89

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

CSE

Female Male

image1emf

Percentage of Tennure Stream Faculty by Gender in SampE Departments of CSE

from AY2003-04 to AY2006-07

8

11

11

11

92

898989

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

CSE

FemaleMale

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 68: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

15 1412

10

52

46

4036

0

10

20

30

40

50

60

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

15

14

12

10

52

46

40

36

0

10

20

30

40

50

60

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 69: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM from AY2003-04 to AY2006-07

22 23 23 22

78 77 77 78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

WSOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in SampE Departments of WSOM

from AY2003-04 to AY2006-07

22

23

23

22

78

77

77

78

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

WSOM

FemaleMale

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 70: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

2126 24 22

8288

9286

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Number of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

21

26

24

22

82

88

92

86

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 71: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM from AY2003-04 to AY2006-07

20 23 21 20

80 77 79 80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04 AY2004-05 AY2005-06 AY2006-07

SOM

Female Male

image1emf

Percentage of Tenure Stream Faculty by Gender in Basic Science Departments of SOM

from AY2003-04 to AY2006-07

20

23

21

20

80

77

79

80

0

10

20

30

40

50

60

70

80

90

100

AY2003-04AY2004-05AY2005-06AY2006-07

SOM

FemaleMale

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 72: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Number of Department Chairs in SampE by School and Gender 200304 - 200607

Number of Department Chairs in the 31 SampE Departments by School and Gender AY 2003-04 and AY 2006-07

1 10

20 0

1 1

10 10

75 5 5

6 6

0

2

4

6

8

10

12

AY 2003

-2004

CAS

AY 2006

-2007

AY 2003

-2004

CSE

AY 2006

-2007

AY 2003

-2004

WSOM

AY 2006

-2007

AY 2003

-2004

SOMBS

AY 2006

-2007

Female Male

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 73: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

bull Focus on the experience of junior facultybull Goal is to improve the recruitment and retention of

tenure-track faculty Evaluation of trends by gender and race

bull 42 Universities participated Casersquos response rate 54bull Survey conducted in January 2006bull Casersquos selected ldquopeer grouprdquo consisted of Brown

Dartmouth Northeastern Stanford Tufts

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 74: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 75: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

The Collaborative on Academic Careers in Higher Education (COACHE Survey)

Some differences in experiences by gender or race were noted

bull All segments of the junior faculty at Case included ldquochildcarerdquo and ldquoassistance in obtaining externally funded grantsrdquo as two of the top three issues ranked as important but ineffective at Case

bull Male junior faculty and white junior faculty included ldquospousepartner hiring programrdquo in their top three lists

bull Junior faculty women at Case included ldquofinancial assistance in securing housingrdquo as a top-three issue

bull Junior faculty of color at Case included ldquopaid or unpaid research leave during the probationary periodrdquo as a top-three issue

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 76: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Alfred P Sloan Foundation Survey

bull Focus on family-friendly policies and proceduresbull ldquoFaculty flexibilityrdquo encompasses policies and

procedures that impact on the work-life interface for faculty (eg childcare flexible tenure clocks faculty development)

bull 55 universities surveyed (January-February 2006)bull Results in aggregatebull Casersquos overall score on faculty flexibility (according to

the Sloan algorithm) did not reach the median for the group surveyed

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 77: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes

bull Tenure Clock Stoppage (written statements to internal and external reviews indicating how the time to tenure and how the work of faculty who stop the tenure clock should be evaluated)

bull Leaves (for new mothers after the standard period policies for faculty on non-sabbatical leaves)

bull Part Time Appointments with Part Time Pay (for faculty caring for dependents job sharing)

bull Workplace Culture and Communications (committees believing its work effects change conspicuous commitment to career flexibility chairsdeansprovosts held accountable for encouraging and managing flexible work arrangements scheduling not interfere with family responsibilities)

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 78: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Future Goals

bull Continue to raise funds for new endowed chairsbull Determine steps to improve junior faculty and

departmental climate issues identified by COACHE survey

bull Address gaps in family-friendly policies and practices brought up by Sloan Work-Life survey

bull Further examine and rectify salary equity issues identified by Salary Equity Study

bull Address recommendations of ad hoc brainstorming meetings to discuss institutionalizing ACES initiatives

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 79: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Institutional Priorities Identified by the NSF-ADVANCE Site Visit

bull Child Care Centerbull Office of Faculty Development bull Ombudspersonbull Institutional Research Officebull Presidential Taskforce on

Faculty Employment amp Life

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 80: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Questions for Roundtable Discussions

bull How do we accelerate positive changes and generalize them to the entire university

bull What should our short-term priorities be for change

bull What specific actions can the leaders in the room do to effect positive change

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A
Page 81: Competing for the Academic Workforce in a Global Environment · workshop for newly promoted faculty • Department Chair development workshops here and at the University of Washington

Q amp A 200 - 330 Faculty Diversity Problems and Solutions

Dr JoAnn Moody345 - 445 Presentations by Deans Davis Taylor Tien and Reddy445 - 515 Round Table Discussion515 - 530 Report out

  • Slide Number 1
  • Why NSF-ADVANCE
  • Academic Careers in Engineering and Science (ACES)
  • Age amp Retirement Patterns of CWRU Faculty
  • Slide Number 5
  • Slide Number 6
  • Slide Number 7
  • Slide Number 8
  • Slide Number 9
  • Major Initiatives Multiple Levels
  • Transformation Through Leadership Development
  • Transformational Activities in Departments
  • Institutional Transformation Inititives
  • Executive Coaching Cornerstone of ACES Initiatives
  • Awarded $549496 in Opportunity Grants
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Opportunity Grant Success
  • Additional Resources
  • Departmental Initiative Grant Success
  • Departmental Initiative Grant Success
  • Institutional ActivitiesStructures
  • New Policies
  • Department Chairs in SampE by School and Gender 200304 - 200607
  • Number of Full-Time Faculty in SampE 200304 - 200607
  • Percentage of Full-Time Faculty in SampE 200304 - 200607
  • Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CAS Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • CSE Number of Tenure Stream Faculty by Gender 200304 - 200607
  • CSE Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • WSOM Number of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • WSOM Percentage of Tenure Stream Faculty in SampE by Gender 200304 - 200607
  • SOM Basic Science Number of Tenure Stream Faculty by Gender 200304 - 200607
  • SOM Basic Science Percentage of Tenure Stream Faculty by Gender 200304 - 200607
  • Number of Department Chairs in SampE by School and Gender 200304 - 200607
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • The Collaborative on Academic Careers in Higher Education (COACHE Survey)
  • Alfred P Sloan Foundation Survey
  • Alfred P Sloan Foundation Survey Possible Areas to Pursue Changes
  • Future Goals
  • Institutional Priorities Identified by the NSF-ADVANCE Site Visit
  • Questions for Roundtable Discussions
  • Q amp A