Presentation from ICWES 15 Conference - July 2011, Australia

1. Outcomes of 19 Institutional Transformation Efforts to ADVANCE Gender Equity Diana Bilimoria & Xiangfen Liang Case Western Reserve University Cleveland, OH, USA [email_address] ICWES, Adelaide, Australia July 20, 2011

3. Source: NCSES: Characteristics of Doctoral Scientists and Engineers in the United States: 2006 http://www.nsf.gov/statistics/nsf09317/

14. Improving School/College and University (Macro) Climate Targeting the increase of women in administrative and faculty leadership positions Work-life integration, academic career flexibility, and family- friendly initiatives, child care initiatives Visiting distinguished scholars programs Gender equity awareness training workshops Interactive theatre presentations Improving Departmental (Micro) Climate Faculty climate surveys Department transformation funding and programs Facilitated micro-climate interventions Leadership development and climate awareness training of department chairs Department-specific seminars/workshops Increasing the Flow into the Pipeline For non-tenure track faculty - Research Funds - Mentoring, coaching - Training For undergraduate, graduates & post-docs - Special programs for academic career tracks - Scholarships - Summer research experiences - Mentoring - Mentoring training for faculty advisors - Information & networking sessions For high school students - Specially developed science & math courses - Introductory programs into engineering Academic Climate Academic Pipeline for Women Receiving PhD Entering a tenure-track position as Assistant Professor Promotion to Professor Rank Advancement to leadership Tenure and/or Promotion to Associate Professor Rank Off-track position experience Junior women Senior women faculty experience Senior women faculty experience faculty experience Improving Institutional Structures & Processes Related to Transition Points Equipping Women to Successfully Progress in the Pipeline quipping Women to Successfully Progress in the Pipeline Recruitment Assistance, tools and resources to search committees in identifying and meeting with candidates Training to search committees on potential biases and best practices Funding for targeted recruitment Dual career hiring policies & practices Promotion, Tenure, Retention & Advancement to Leadership Tools & training for decision makers on evaluation biases & best practice Special workshops, consultants and mentors for women reaching promotion/tenure Tenure clock extension policies Salary equity studies Offer letter & start-up package analyses Lab and office space equity studies Junior Women Career development programs Professional/academic training and development related to teaching, research, lab & student supervision, work-life integration, leadership Information sharing series Mentoring/role models Coaching Networking Funding for research & career advancement Showcasing women scholars Senior Women Leadership development programs Professional/academic training and development Mentoring others Funded professorships Funding for research and career development Special funding and programs for re-starting research after a hiatus (transition support) Showcasing women leaders Pipeline Initiatives Climate Initiatives

18. Changes in Numbers of STEM Women & Men Faculty over ADVANCE Awards Note. ** p < 0.01, *** p < 0.001 Variables (# of universities with valid indicators) Baseline Year Final Year Wilcoxon Signed Ranks Test Mean SD Mean SD Z p-value Women Faculty # women assistant professors (n = 18) 19 18 27 21 3.32 0.001 ** # women associate professors (n = 18) 18 11 20 15 1.16 0.245 # women professors (n = 18) 17 19 25 22 3.66 0.000 *** Total number of women faculty (n = 19) 53 44 71 55 3.73 0.000 *** Men Faculty # men assistant professors (n = 18) 57 44 61 50 1.45 0.148 # men associate professors (n = 18) 73 49 73 46 0.17 0.868 # men professors (n = 18) 183 163 187 160 1.21 0.227 Total number of men faculty ( n = 19) 311 240 320 243 1.58 0.115

19. Percentage of Women Faculty in STEM over ADVANCE Awards

20. Changes in Numbers of Faculty in Disciplines over ADVANCE Awards Note. ** p < 0.01, *** p < 0.001 Bilimoria & Liang, I CWES , Adelaide, Australia, 7-20-2011 Variables (# of universities with valid data) Baseline Year Final Year Wilcoxon Signed Ranks Test Mean SD Mean SD Z p-value Engineering (n = 16) # female faculty in engineering 14.4 11.3 19.9 14.6 3.42 .001 ** # male faculty in engineering 128.3 88.2 134.6 94.1 1.73 .083 Natural Sciences (n = 19) # female faculty in natural sciences 27.3 10.0 36.5 14.5 3.77 .000 *** # male faculty in natural sciences 151.4 73.6 154.5 76.8 0.70 .485 Social and Behavioral Sciences (SBS) (n = 13) # female faculty in SBS 39.8 53.6 48.8 59.9 3.06 .002 ** # male faculty in SBS 80.3 102.8 78.7 95.6 -0.36 .721

21. Changes in Numbers of Women in Faculty and Administrative Leadership Positions over the ADVANCE Award Period a Wilcoxon Signed Ranks Test; * p < .05, + p < .10 Bilimoria & Liang, I CWES , Adelaide, Australia, 7-20-2011 Variables N Baseline Year Final Year Z a Mean SD Mean SD Number of women with endowed chairs/named professorships 10 8.00 12.03 12.3 18.35 1.895 + Number of women department heads 14 4.86 5.38 6.00 7.43 .763 Number of women deans 14 4.07 3.77 5.07 4.83 1.707 + Number of women central administrators 8 3.13 2.85 4.50 3.93 2.232 * Total number of women in administrative leadership positions 14 10.71 8.42 13.64 11.86 2.140 *

23. A Model of Institutional Transformation for Gender Equity and Inclusion 1. Factors Facilitating Transformation Internal - Senior administrative support and involvement - Collaborative leadership - Widespread and synergistic partnerships - A champion of institutional transformation - Visibility of actions and outcomes External - NSF funding - Network of NSF ADVANCE peer institutions 3. Institutionalizing the Transformation - Creating new structures, positions and groups - Implementing new and modified policies - Incorporating successful change i nitiatives - Creating tool kits and guidelines, and providing resources for improved practices 2. Transformational Initiatives To Remove Inequities and Create Inclusiveness Pipeline Initiatives: - Increasing the flow into the pipeline - Improving organizational structures and processes related to key career transition points  Recruitment  Promotion  Advancement to leadership - Equ ipping women and minorities to successfully progress in the pipeline  Career stage - specific inputs Organizational Climate Initiatives: - Improving the awareness and practices of male colleagues and decision makers - Improving departmental (micro) c limates - Increasing organization - level attention to diversity, equity, and inclusion issues 4. Research & Evaluation in Support of Transformation - Tracking Key Indicators of Representation, Equity, and Inclusion - Benchmarking and Climate Studies - Evaluation of Interventions - Improving Internal Collect ion, Analysis , and Use of Data 5. Transformation Outcomes - Increased representation of women and minorities at all ranks and in leadership - Equitable and inclusive workplace for all