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UAB ADVANCE: A Study of Faculty At Mid-career

UAB ADVANCE: A Study of Faculty At Mid-career. Wendy Gunther-Canada, Principal Investigator Richard Shewchuk, Co-principal Investigator and UAB ADVANCE Steering Committee: Claire Peel, Jean Ann Linney, Lowell Wenger, Linda Lucas, Louis Dale, Scott Snyder, and Sherry Pigford. Introduction.

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UAB ADVANCE: A Study of Faculty At Mid-career

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  1. UAB ADVANCE: A Study of Faculty At Mid-career Wendy Gunther-Canada, Principal Investigator Richard Shewchuk, Co-principal Investigator and UAB ADVANCE Steering Committee: Claire Peel, Jean Ann Linney, Lowell Wenger, Linda Lucas, Louis Dale, Scott Snyder, and Sherry Pigford

  2. Introduction To date, there has been little research on women faculty at the rank of associate professor. Throughout the nation women faculty are clustered in the lowest academic ranks of instructor and assistant professor. For women who have earned tenure and promotion to the rank of associate professor there are new demands to fulfill in department and university life and additional research expectations for a successful candidacy for promotion to full professor. Today less than twenty percent of the full professors at doctoral institutions are women. Among UAB ADVANCE units (the Schools of Natural Sciences and Mathematics, Social and Behavioral Sciences and Engineering), this percentage is closer to 16%.

  3. Study Design • Tenured women in the Schools of Engineering, Natural Sciences and Mathematics, and Social and Behavioral Sciences were invited to participate as key informants. • Our research was guided by a series of questions aimed at assessing the impediments to steady progress to promotion to full professor for women. Questions (-) What sorts of things interfere with career development of female faculty at the associate professor level? What sorts of things could be done to overcome the barriers that interfere with career development of female faculty at the associate professor level? (+)

  4. Question Development Participants Associate Professors Full Professors Group1 n =8 - Question Group1 n =5 Group 2 n =7 + Question Group 2 n =5

  5. Nominal Group Technique Methodology • Structured, multi-step group process • Lead by trained facilitator • Elicits and prioritizes responses to a question • NGT Steps: • Silent generation of ideas • Round-Robin recording of ideas • Serial clarification • Vote on item importance / Ranking

  6. NGT Voting Process • Weighted ballots/cards (3, 2, 1) • Each ballot assigned a different number of votes(3= 3 votes, 2= 2 votes, etc) • Participants voted on 3 most important responses • Final group product: ranked list of responses Rank Order Item VotesTotal 1. 1,1,2 4 2. 2,2,2 6 3. 1,1,3 5 4. 2,2 4 5. … …

  7. RESULTS

  8. (-) Most important problems that interfere with career development for female faculty at the associate professor level(Associate Professor Perspective)(Generated responses: 48 Responses endorsed 14)

  9. (-) Most important problems that interfere with career development for female faculty at the associate professor level (Professor Perspective)(Generated responses: 21 Responses endorsed: 11)

  10. (+) Most Important Facilitator Strategies –Things could be done to overcome the barriers that interfere with career development for female faculty at the associate professor level (Associate Professor Perspective) (Generated responses: 28 Responses endorsed: 14)

  11. (+) Most Important Facilitator Strategies --Things that could be done to overcome the barriers that interfere with career development for female faculty in general at the associate professor level (Professor Perspective)(Generated responses: 24 Responses endorsed 12)

  12. Conclusions • Emerging themes from NGT research: • Productivity issues surrounding work-family conflict • A need for transparent and equitable policies regarding promotion to full professor • A need for focused faculty development • Impaired networking opportunities

  13. Recommendations • To increase visibility and support for women associate professors who have demonstrated meritorious achievement in teaching, research, and service. • Address microclimate issues at departmental level. • Analyze Career trajectories of mid-career faculty. • Encourage effective mentoring programs for faculty at mid-career. • Initiate and implement family friendly policies to support women at mid-career.

  14. Future Plans • Future Nominal Group Technique sessions will be scheduled with associate and full professor men to elicit problems and strategies at mid-career. • The co-investigators have discussed looking at racial distinctions at mid-career. • The principal investigators have discussed collaboration with other ADVANCE institutions using NGT sessions. • Additional sampling of professors at other institutions using the web-based platform for NGT assessment. • Integrating multi-institutional data to develop other assessment (e.g. cognitive mapping and ranking tasks)

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