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University of Maryland ADVANCE Investing in Cultures of Inclusive Excellence

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  1. University of Maryland ADVANCE Investing in Cultures of Inclusive Excellence

  2. Overview • UMD ADVANCE and the Critical Role of Department Chairs and Directors • Faculty Agency in Career Advancement: Critical Contexts and Supports • Just In: FWES Results & Three Studies of Faculty Retention and Careers at UMD

  3. UMD ADVANCE Grant Investigators PI – Mary Ann Rankin Co-PI Darryll Pines – ENGR Co-PI KerryAnn O’Meara – EDUC Co-PI Elizabeth Beise- CMNS

  4. Goal Statement The goal of the ADVANCE program is to make UMD an incubator of professional growth for all faculty and thereby lead AAU/Big 10 research universities in women’s representation, retention, satisfaction and positive work environment.

  5. How? • Creating strategic networks across disciplines • Facilitating opportunities for learning and leadership • Enhancing agency through knowledge and planning for career advancement • Recognizing faculty contributions and accomplishments • Providing data and information Improve university, college, and department work environments to be more inclusive and supportive of collective professional growth by:

  6. Program Activities • ADVANCE Professors • Interdisciplinary & Engaged Research Seed Grants • Distinguished Woman Scholar Seminars • Peer Learning Communities • Work Life Initiatives • Dashboards • Leadership Fellows • STEM Women’s Council

  7. Department Chairs Fall Semester • Identify your ADVANCE Professor and connect them to your women faculty. • Encourage applicants to apply to the seed grant program. • Understand work life policies (parental leave, stop the clock, part-time tenure track) and encourage MEN as well as women to use them. • Help choose and attend the Distinguished Scholar Seminar in your college

  8. Department Chairs Fall Semester: • Become familiar with the DASHBOARD, provide suggestions for improving it. • Use FWES data from your college to identify issues and consider actions to address them • Help us recruit for the winter term Advancing Together program for women associate professors (January term, EllinScholnick facilitator)

  9. Department Chairs Spring Semester • Help us recruit for the KOF, Advancing Faculty Diversity program, Leadership Fellows programs • Check-in with faculty engaged in ADVANCE programs • Let ADVANCE research team know about exiting faculty so we invite faculty to exit interviews

  10. ADVANCE Professor Activities ADVANCE Professors reported over 450faculty reached by mentorship activities to date Assistant: (51%) Associate: (21%) Full: (14%) Rank Unclear: (14%) M

  11. M Strategic Mentoring for Career Advancement Acknowledges constraints but does not dwell on them or let them limit opportunities Asks of each individual: What are your career goals?  • What must you stop doing to achieve them? • What must you start doing? • What must you continue doing? (questions from Donna Dean presentation, 2011)

  12. M Strategic Mentoring for Professional Growth • Helps identify learning opportunities—connections based on scholarship • Facilitates the creation of critical agency networks—groups of faculty to meet regularly and support each other • Fosters an environment where individuals feel they can be successful at UMD (assume agency) and offers critical feedback when helpful • Makes sure more people know about women’s accomplishments

  13. Yes I Can Factors that influence Faculty Agency • Critical networks • Resources (e.g. lab space, travel funds) • Policies (work life, teaching, mentoring) • Role Models and Concrete Examples (grant proposals, career narratives, syllabi) • Interrogation of “I can’t because” narratives • Leadership (flexibility, openness to multiple pathways, encouraging)

  14. Just In…… • UM Faculty Work Environment Results available in September, 2013 by college • “To Heaven and Hell” • “Half-Way Out” • “Agency in Work Life Balance”

  15. UM Faculty Work Environment Survey Briefs: • Fair Treatment and Diversity • Work Life Climate • Satisfaction with Resources • Management of Service Roles • Professional Relationships & Collegiality • Overall women (33/80) and associate professors less satisfied (60/80 items), FOC (15/80)

  16. “To Heaven or Hell”: Reasons Faculty Leave • “A Better Opportunity” (heaven) • “Work Environment and Fit” * • “Location and Partner Employment” • “The Writing on the Wall” (hell)

  17. Half-Way Out “Once somebody feels resentment enough to start looking for jobs, the door is already open and they’re halfway out. You know? So the university has essentially forced us into a situation where we cannot proactively retain people. You know, we have been able to retain a couple of people by countering, but we’ve lost probably 80% of the cases where people have gone out and gotten offers from other places.”

  18. Half-Way Out Requiring outside offers for salary increases can back-fire: • Greener Grass • Miscalculations • Advantaged Competitors • Resentment and feeling of devaluing those who do not “play the game” • Gender issues in outside offers

  19. Policy Usage • Tenure delay: • 2011 to 2012 was 30 (12 women, 18 men) • 2012 to 2013 was 25 (13 women, 12 men) • Part‐time tenure track policy: less than 5 • Parental leave Policy implemented Sept, 2012: (13) (2 men, 11 women)

  20. Yes I Can Agency in Work Life Balance • Women faculty less likely to feel control over creating a satisfying work life balance • Faculty who are single, without children least likely to take actions to create a satisfactory work life balance • Bias against fathers; gender imbalance in use of policies

  21. ADVANCE is your ally Please contact us if we can help you support your faculty in any way • If we can provide data to help shed light on persistent problems • If we can help connect your faculty to other faculty • If we can help explain work-life policies in a department meeting

  22. Information, People & Resources Website: Newsletter: Listserve: ADVANCE Office: 1402 Marie Mount Hall 301-405-4817