S cience and T echnology Recruiting to I mprove D iversity and E xcellence. (STRIDE). Mission Statement
"The STRIDE committee provides information and advice about practices that will maximize the likelihood that well-qualified female and minority candidates for faculty positions will be identified, and, if selected for offers, recruited, retained, and promoted at the University of Michigan. The committee works with departments by meeting with chairs, faculty search committees, and other departmental leaders involved with recruitment and retention."
John Vandermeer, Samuel Mukasa, Pamela Raymond, Carol Fierke, Anthony England
Michael Savageau, Martha Pollack, Abigail Stewart, Melvin Hochster
There just aren’t enough female Ph.D.’s – the problem is the pipeline
True, but only in some disciplines…the proportion of female faculty in science and engineering overall is much smaller than the proportion of female Ph.D.’s
* Source: NSF Report on Women, Minorities, and Persons With Disabilities in Science and Engineering, 2000
Pipeline Leakage: Women as a Percentage of Science and Engineering Graduate Students,
by Field in 1980 and 1997
Science and engineering total
Earth, atmosphericand ocean sciences
SOURCE: National Science Foundation/Division of Science Resources Studies, Survey of Graduate Students and Postdoctorates in Science and Engineering.
** Source: UM CEW Report, 1996 Engineering Graduate Students,
Progress has been especially slow at the highest ranks, which hold the most faculty
Fairness which hold the most faculty
Why This Problem Matters
Myths and Partial Truths #2 which hold the most faculty
Discrimination is only practiced by a small set of ignorant people.
False! Research shows that everyone —males and females alike — perceive and treat women differently from men.
* which hold the most facultyWebcast : www.rice.edu/webcast/speeches/20010329valian.html
** Based on findings reported in her book: Why So Slow: The Advancement of Women. Boston: MIT Press, 1999.
***See also Wenneras, C. & Wold, A. (1997). “Nepotism and sexism in peer-review.”Nature, 387, 341-343.How It Happens
Virginia Valian (CUNY) speaking at Rice University, March 2000* **
Myths and Partial Truths #3 which hold the most faculty
The problems will all be solved if we just recruit more women.
False… although we must recruit more female faculty to increase the numbers, we also need to be concerned with retention to avoid continued leakage in the pipeline.
Myths and Partial Truths #4 which hold the most faculty
Since many of the problems encountered by female faculty are minor, this emphasis on remedies to improve retention of women is an over-reaction.
False... over time, small disadvantages accumulate into significant ones that have large impacts on career success and satisfaction.
“Like interest on capital, advantages accrue. Like interest on debt, disadvantages also accumulate. Very small differences in treatment can, as they pile up, result in large disparities in salary, promotion, and prestige.”(Valian, 1999)
Lack of Critical Mass which hold the most faculty
Accumulation of disadvantageThese data give us a better understanding and an explanation of ‘How it Happens’
We believe the academy functions as a meritocracy based on peer review
Performance is underestimated which hold the most faculty
Accumulation of disadvantage
Lack of critical mass
Gender schemasLowered career success rate
Myths and Partial Truths #5 which hold the most faculty
There’s nothing I or my department can do about the under-representation of women in the science and engineering faculty.
False! There are lots of steps you can take to increase the likelihood of successfully recruiting and retaining highly qualified women.
* This presentation includes only a subset of the strategies described in the Faculty Recruitment Handbook.
Some Retention Strategies (1) (research grants, publication impact, teaching)
Some Retention Strategies (2) (research grants, publication impact, teaching)
The UM Climate Survey found thatwomen faculty serve on more committees than men but do not chair more; women’s higher rate of service is not rewarded with a similar rate of opportunity for leadership.
School of Medicine
Provost’s Faculty Initiative Program (PFIP) who may currently be underplaced (resources to assist can be requested from your Dean and from the Provost’s Office)
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