99 status of women reports academic leadership s role in improving the status of female faculty
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99 Status of Women Reports: Academic Leadership’s Role in Improving the Status of Female Faculty. Monica Gaughan University of Georgia November 17, 2008. RU-FAIR Studies of Women in Science, Engineering and Mathematics Lecture Series Symposium on Research on Academic Women in Science

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99 status of women reports academic leadership s role in improving the status of female faculty

99 Status of Women Reports:Academic Leadership’s Role in Improving the Status of Female Faculty

Monica Gaughan

University of Georgia

November 17, 2008

RU-FAIR Studies of Women in Science, Engineering and

Mathematics Lecture Series

Symposium on Research on Academic Women in Science

Rutgers, The State University of New Jersey

New Brunswick


Nsf career university determinants of women s academic career success

NSF CAREER: University Determinants of Women’s Academic Career Success

DATA COMPONENTS

  • Survey of Academic Researchers

  • Curricula Vitae

  • Extant University-Level Data

  • Coded Faculty Handbooks

  • Coded Status of Women Reports


99 status of women reports academic leadership s role in improving the status of female faculty

Causal Schematic of Academic Career Context

Academic

Culture

University Boundary

Government

Policy Initiatives

University

Policy & Practice

Academic

Career

Other

Organizations

University

Business

Government


99 status of women reports academic leadership s role in improving the status of female faculty

The University Hierarchy

President

Commission on

Women

Board of Regents

ADVANCE

Provost

Dean

Dean

Department

Chair

Department

Chair

Department

Chair

Department

Chair


99 status of women reports academic leadership s role in improving the status of female faculty

The Departmental Chair:

Recruitment, Resources, and Negotiation

University

Administration

Chair

Scientists on the

Job Market

Academic

Department

Industry

Multidisciplinary

Science Center


99 status of women reports academic leadership s role in improving the status of female faculty

Professors in Organizations: Limited Autonomy

Authority

Level

Professor

University

Process

Teaching

Service

Research

Departmental

Process

Physical

Space

Start-up

Resources

Load


What is a status of women report

What is a Status of Women Report?

The status of women report must specifically address tenured and tenure track faculty, conduct empirical data and analysis on their situation, and be comprehensive in that it evaluates more than one potential problem in the university.

Of 150 Carnegie Research Extensive Universities, 99 have completed Status of Women Reports that meet this definition.


99 status of women reports academic leadership s role in improving the status of female faculty

Time Distribution of First SOW Report

First MIT Report

1996

S

U

M

M

E

R

S

Title IX 1972


99 status of women reports academic leadership s role in improving the status of female faculty

What kinds of institutional information are embedded in Status of Women Reports?

  • Recruitment

  • Tenure and Promotion

  • Mentoring

  • Equity Climate

  • Pay Equity

  • Leadership and Authority

  • Work Family Balance

  • Sexual Harassment

  • Physical Safety


Leadership and authority continuum

Leadership and Authority Continuum

D

I

F

F

I

C

U

L

T

Y

Accountability

Representation

Facilitating

Symbolic


Symbolic speech

Symbolic Speech

Georgia Institute of Technology (1997)

An important first step in addressing Campus Climate issues is to acknowledge that the institution bears some responsibility for the climate within which women work and study, and that the uncomfortable climate experienced by many women is not an "individual" problem or the result of personal "failing." With respect to the experiences of female faculty, the upper administration sets the tone and takes the lead in identifying and redressing the structural and institutional reasons for women's job dissatisfaction and eventual departure.


99 status of women reports academic leadership s role in improving the status of female faculty

Symbolic Speech

University of Kentucky (1990)

Disseminate an annual Presidential letter to all faculty, administrators and staff reaffirming UK's commitment to equality of opportunity and affirmative action for women and reporting on progress toward this end.


Facilitating infrastructure

Facilitating Infrastructure

Florida State University (2003)

The administration should provide mechanisms for Chairs and Deans, such as quarterly meetings, to identify and clarify policies and procedures that promote success at FSU and discuss topics related to women, minority, and junior faculty.


Facilitating infrastructure1

Facilitating Infrastructure

University of Maryland Baltimore County

The Provost's Office should develop procedures for periodic review of gender equity regarding other resources provided to faculty (space, DRIF, Start-up). At a minimum, the Deans should provide annual reports to the Provost on the impact of such allocations.


Facilitating infrastructure2

Facilitating Infrastructure

University of Massachusetts (1993)

We strongly urge that the Chancellor appoint a person whose formal responsibilities include advocacy for women on campus. This person would ensure that women are adequately represented on campus committees, monitor campus reports and long range planning processes for the inclusion of impact statements on women, and assist with the implementation and oversight of the five goals outlined in the agenda. In addition, this individual should have responsibility for preparing an annual report on the status of women on this campus. It is recommended that this person be located within the Chancellor's area, be provided with adequate administrative and fiscal support, and assume membership on the Council on the Status of Women.


Facilitating infrastructure3

Facilitating Infrastructure

Texas Tech (2004)

Establish a standing committee with the charge to issue a gender equity report every three years.The university should establish a standing committee on gender to assure that progress is made toward equity in climate, salary and hiring for all members of the university community.


Representational leadership

Representational Leadership

University of Virginia (1999)

Increase the representation and visibility of women in positions of governance, including in senior administrative positions. The number of women in leadership positions at the University remains low eleven years after the 1988 Task Force Report, especially among academic department chairs.


Representational leadership1

Representational Leadership

Iowa State University (2002)

The most important change that ISU can make if it is to attract and retain women faculty and staff is to appoint women to top leadership positions in the University. Experts in academic administration contend that the appointment of women to top administrative positions can help combat discrimination against women in departments, improve the recruitment and retention of women faculty and administrators, and help close the gender gap in rank between women and men.


Locus of accountability

Locus of Accountability

Case Western Reserve (1973)

The development of timetables and goals shall be the initial responsibility of Provosts, Deans and Department Heads in cooperation and consultation with the Office of Administrative Services. The Committee on the Status of Women and other appropriate committees of Faculty Senate shall be consulted by the Office of Administrative Services and reports shall be made to the President.


99 status of women reports academic leadership s role in improving the status of female faculty

Locus of Accountability

Pennsylvania State University (2001)

Institute a procedure to obtain accountability from deans, department heads and unit heads in enforcing the University’s goals and aspirations for improving the climate for women.

Loyola University of Chicago (2006)

University Vice Presidents, Deans and Chairs should be evaluatedregularly with respect to their success in promoting qualified women to leadership positions.


Future directions

Future Directions

  • How do recommendations develop in series of status of women reports?

  • What is the relationship between recommendations and implementation?

  • What structural features are associated with greater likelihood of successful implementation?

  • Do more inclusive policies lead to greater attraction, promotion and retention?


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