Advancing Women in Science and Engineering. Boston University April 6, 2007. Two Main Goals. Describe “institutional transformation” effort at UM Discuss key elements of institutional transformation that can be adapted and adopted at other institutions.
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April 6, 2007
To improve the institutional climate for tenured and tenure-track women faculty in science and engineering
To improve recruitment, retention, and promotion of tenured and tenure-track women faculty in science and engineering
To increase visibility and authority of women engineering and science faculty in leadership positions
Once persuaded that situation was not equitable…
Seated (left to right): Melvin Hochster, Mathematics; John Vandermeer, Ecology & Evolutionary Biology; Martha E. Pollack, Computer Science and Engineering; and Samuel Mukasa, Geological Sciences.Standing (left to right): Gary Huffnagle, Internal Medicine, Microbiology & Immunology; Charles Brown, Economics; Abigail Stewart, Psychology, Women’s Studies; Katherine Spindler, Microbiology and Immunology; Carol Fierke, Chemistry; Mark Chesler, Sociology (consultant to STRIDE); Pamela Raymond, Senior Counselor to the Provost, MCDB; and Wayne Jones, Materials Science and Engineering.
Performance is underestimated Departments, AY2001
Accumulation of disadvantage
Lack of critical mass
Gender schemasLowered career success rate
This table shows the proportion of men and women hired in each of the three colleges that employ the largest number of scientists and engineers at the University of Michigan.
Note the marked, and statistically significant, increase in the proportion of women hired, comparing the two “pre-STRIDE” years with the four “post-STRIDE” years
(chi square=10.54, p=.01).
“Faculty Meeting” sketch
President Mary Sue Coleman (above) and Provost Teresa Sullivan (below), Co-chairs of the GSE Committee
Left to right:
Terrence J. McDonald, Dean, College of Literature, Science, and the Arts;
Stephen Director, former Dean, College of Engineering; and
Allen Lichter, former Dean, Medical School
Network Dinner, Spring 2006
Use Network to surface issues
Faculty with the UM Provost at the Network Dinner, Fall 2006
“I was surprised by the number of studies…on the nature of the bias, and where the bias comes from…there’s been a lot of really, really good research that’s been done, you know, these studies are fantastic.”
“The process that we went through worked so well…the process being to identify a group of senior faculty, both men and women, in the sciences and engineering, who have shown some evidence of being concerned about these issues, but who clearly don’t know all the literature. And I think every one of us…is like that…. We all had some previous commitment, but what we realized when we got together and started actually looking at the data and learning together was that we didn’t understand, we didn’t really know what was going on, we really were quite naïve…that discovery process, I think, was so critical to building the passion that the current group has.”
“I would say the most surprising thing that I’ve learned was what unconscious bias was, and how prevalent it is, and how it works…I discovered …that in my own career I had been coping by denying that I had ever had any problems…it turned out to be much more of an emotional voyage than I had ever expected it to be.”Experience for Women STRIDE Participants
What are lessons for others?
Formal Principles: was what unconscious bias was, and how prevalent it is, and how it works…I discovered …that in my own career I had been coping by denying that I had ever had any problems…it turned out to be much more of an emotional voyage than I had ever expected it to be.”
The Baltimore Charter for Women in Astronomy (1992): Preamble
This Charter addresses the need to develop a scientific culture within which both women and men can work effectively and within which all can have satisfying and rewarding careers. Our focus is on women but actions taken to improve the situation of women in astronomy should be applied aggressively to those minorities even more disenfranchised.
Baltimore Charter Call to Action was what unconscious bias was, and how prevalent it is, and how it works…I discovered …that in my own career I had been coping by denying that I had ever had any problems…it turned out to be much more of an emotional voyage than I had ever expected it to be.”
Improving the situation of women in astronomy will benefit, and is the responsibility of, astronomers at all levels. Department heads, observatory directors, policy committee chairs, and funding agency officials have a particular responsibility to facilitate the full participation of women: to nurture new talent, to ensure the effectiveness of teaching, and to examine and correct patterns of inequity. The profession should be responsible for regular review and assessment of the status of women in astronomy, in pursuit of equality and fairness for all.
…as well as…
New deadline for NSF ADVANCE PAID (Partnerships for Adaptation, Innovation, and Dissemination) program to be announced soon