Advancing Women Faculty in SEM: Retention Strategies and Best Practices

1. www.engr.washington.edu/advance/resources/Retention Joyce W. Yen, ADVANCE Program/Research Manager UW Faculty Retention Toolkit

2. UW ADVANCE Objectives • Conduct research on issues important to UW women faculty in science, engineering, and mathematics (SEM) • Undertake institutional transformation to enhance the environment for women faculty in SEM • Support participation by and advancement of women in SEM • Increase the numbers of women in leadership positions in SEM • Focus on the diversity among women in SEM and design programs with this diversity in mind

3. Center for Institutional Change (CIC) • Leadership development for current chairs • SEM department cultural change • Policy transformation • Mentoring women in SEM for leadership • Transitional Support Program for SEM faculty • Visiting Scholars Program

4. All College of Engineering departments: Aeronautics & Astronautics Bioengineering Chemical Engineering Civil & Environmental Engineering Computer Science & Engineering Electrical Engineering Industrial Engineering Materials Science & Engineering Mechanical Engineering Technical Communication Nine College of Arts and Sciences departments: Applied Mathematics Astronomy Atmospheric Sciences Biology Chemistry Earth and Space Sciences Mathematics Physics Statistics University of Washington ADVANCE Departments

5. Faculty Retention Key Ideas • Talk to your faculty • Transparency – Take out the guess work • Supportive networks • Professional development opportunities • Monitoring equity

6. Talk to your faculty • Constructive feedback • Mentoring • Informal social networks • Soliciting comments and feedback from faculty • Individual needs of faculty – diversity among faculty

7. Transparency • Committee membership rotation • Promotion and tenure process • Resource access • Mentoring

8. Supportive networks • Mentoring • Connecting to a new community • Flexible and accommodating policies and practices • Dual career • Family leave • Tenure clock extensions • Transitional support

9. Professional Development • Quarterly workshops for assistant professors • Professional development consultants • Monthly informal lunch for SEM women faculty • Create networking and information sharing opportunities (mentoring for leadership lunches) • Educate leaders about issues facing women and minority faculty

10. Monitor equity • Committee assignments • Workload • Space allocation • Access to information • Transparency

11. Faculty Retention Best Practices • Systemically monitor decisions • Encourage transparency in operations • Encourage supportive environment • Recognize all contributions • Use resources to recruit and retain • Recruit and support diverse faculty • Offer faculty professional development • Advocate flexible and accommodating policies • Query faculty

12. Resources • UW Faculty Recruitment Toolkitwww.washington.edu/admin/eoo/forms/ftk_01.html • UW Faculty Retention Toolkitwww.engr.washington.edu/advance/resources/Retention

13. www.engr.washington.edu/advance October 2001-September 2006