Marshall University ADVANCE - Recruitment -

1. Marshall UniversityADVANCE - Recruitment -

2. 53% of MU undergraduates and 69% of graduate students are women, while only 24% of the STEM faculty are women Women in WV are among the least likely to work as professionals and managers in the country* Women in WV have the lowest levels of educational attainment in the country* MU-ADVANCE Proposal 2005 A need for female faculty as role models: *Institute for Women’s Policy Research (2004)

3. Marshall is a unique ADVANCE institution: Serves first-generation Appalachian students Is primarily an undergraduate institution Marshall is a model institution: An opportunity to strengthen the infrastructure for integrating research and education A possible far-reaching impact at university and state levels MU-ADVANCE Proposal 2005

4. This is a strategic time for institutional change: Baby boomers have begun retiring at an alarming rate. Marshall faculty began a major demographic transition STEM full professor percentage declined from 60% (2003) to 48% (2008). Female STEM full professor percentage increased from 12.9% (2003) to 20.3% (2008). Female full professor percentage at MU averages 32%. MU-ADVANCE Proposal 2005 MU-ADVANCE’s efforts to provide more family friendly policies and practices are essential for recruitment and retention efforts. Enhanced research guidance will result in increased funding, and thus increased productivity among faculty.

5. ProgramInitiatives • Recruitment • Recruitment and networking with professional organizations • Faculty Development • Career development, mentoring, fellowships and mini-grants • State and Institutional Policy Changes • Long-term change We are completing our 3rd year of a 3-year award and have applied for a 2-year renewal.

6. Faculty-Administrative Partnerships The MU-ADVANCE Program capitalizes on Marshall's existing human resources by establishing faculty-administrator partnerships to oversee each program initiative. Administrative partners bring expertise to assist with specific projects. Team meetings involve all faculty and partners to discuss progress and barriers within each initiative. Program Approach

7. Recruitment • Goal: Increased number of female STEM faculty hires • Objectives: • Increase the number of STEM female applicants • Increase the number of female STEM candidates accepting appointments • Provide a centralized online source of information about job opportunities and candidate resource information

8. STEM Disciplinesat Marshall

9. Status of Women at Marshall

10. ActivitiesYears 1-3 • Established cooperation and participation with STEM departments • Represented MU-ADVANCE at national meetings • Advertised STEM openings at Marshall • Developed a candidates resources page • Provided a campus-wide subscription to HigherEdJob.com • Identified diversity websites to post open MU STEM positions

11. Activitiescontinued • Provided a MU-ADVANCE liaison to 38 search committees • Met with female candidates during on-campus interviews, to provide information to female candidates about MU-ADVANCE, MU, Tri-state Area, etc. • Awarded New Faculty Fellowships • Tracked Number of Female Applicants Cooperation with departmental search committees increased with ADVANCE liaisons assigned to each. Tracking spreadsheets were developed.

12. Activitiescontinued • Advertisement review service – to enhance job advertisements • Developed the Dual Career Services • Targeted recruitment – invitation to apply • Childcare assistance STEM jobs at MU and surrounding area, info on working at MU; links to STEM departments, campus activities, nearby academic institutions, links to major employers and jobsites in the region, info on the Huntington area

13. Activitiescontinued • Worked with Campus-Wide Equity Officer • Best practice guides developed, including a “Search Committees Guidelines” brochure • Search reports sent to hiring departments • Offer Survey administered to new hires to assess MU’s recruitment process from their perspective New Human Resources Director is changing the HR Office; HR website now links to ours; campus-wide data gathering; new positions are now advertised instantaneously

14. Findings *All means just these four searches; there was incomplete data in the other searches, or no female applicants.

15. Findings • More than 50% of on-campus interviewees have been female. • 54% of STEM offers were extended to female applicants. • Women averaged 42% of all new STEM hires at MU, an increase from the baseline date (34%).

16. Findings

17. Findings • All four of the MU-ADVANCE affiliated colleges improved gender equity since 2005. • 6 of 9 STEM departments who hired females experiences an increase in the % of female faculty.

18. Findings • The MU-ADVANCE website is well-used • Data compares YR 1 and 3 of Program

19. Lessons Learned • Marshall University does not track the numbers of female applicants for positions. • We need more lead time in order to target specific departmental recruitment. • The low number of females in our applicant pools seems to be the main problem, rather than the willingness of search committees to hire females. • Females are accepting positions at a lower rate than we are giving offers.

20. BestPractices • Emphasis on dual-career hires seems to be one of our most effective tools. • Meetings with female candidates during their on-campus interviews provides a “safe space” for them to discuss concerns about MU. The Math Department hired a female by making a dual career hire; the dual career liaison in Career Services helps; the Candidate Resource links are dual career friendly

21. BestPractices • Working with the Office of Human Resources has been positive on both sides. • Networking with search committees and department chairs continues to be very effective. This makes us more visible and streamlines our work; we have also shared our good ideas with them.

22. Challenges • The pool of female candidates is very small in some fields. Statement-expansion: This is a well-known national problem in fields such as physics and engineering. The recruiting arm of MU-ADVANCE has an opportunity to reach down to the undergraduate level and encourage more girls to enter this field. An increase in the number of female STEM faculty members will hopefully attract more women to these fields.

23. Challenges • Salaries at Marshall University make it difficult to recruit and maintain highly qualified faculty. Statement-expansion: Faculty salaries at Marshall are the lowest of any NCAA Division I school. However, housing in the Huntington area is extremely affordable. Hopefully we can also emphasis the quality of life here, and the beauty of West Virginia.

24. SustainabilityYears 4-5 • Assist Equity Programs to establish the new search procedures (which includes MU-ADVANCE approaches)* • Co-sponsor training workshops for Deans, Chairs, and administrative staff for new search procedures • Continue informing hiring departments of search assistance and providing search liaisons

25. SustainabilityYears 4-5 • Continue the search to determine best methods for targeting women and minorities • Help hiring departments develop enhanced interview schedules with non-departmental and community representatives • Continue to administer the Offer Survey • Develop a search process report

26. Sustainability • Don’t give up. • Use every idea you have. • Every little bit helps. • All of this bring progress! • “You may have to fight a battle more than once to win it.” • – Margaret Thatcher

27. SustainabilityYears 4-5 • Continue university-wide Dual Career Services and monitor its successes and challenges • Work with other WV higher education institutions to coordinate DCS efforts to attract more applicants to WV • Further develop support for child care assistance • Coordinate Candidate Resource material with Equity Programs.