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NSF ADVANCE Program
Building Support for Women: Best Practice Examples
Havidán Rodríguez, PhD
Provost & Executive VP for Academic Affairs
ADVANCE Institutional
Transformation Grant 2012-2017
WWW.UTRGV.EDU/ADVANCE
UTRGV ADVANCE Program
Five-Year, $3.1 million ADVANCE Institutional Transformation
grant, funded by the NSF.
Overarching Goal: To increase the representation and
advancement of women faculty, particularly Latinas, in STEM
academic careers.
Male
[VALUE]
Female
[VALUE]
Male
66%
Female
34%
Students Fall 2016
Enrollment: 27,560
T/TT Faculty
Total: 689 STEM T/TT Faculty
Total: 219
Male
43% Female
57%
UTRGV Profile
• Increase representation of women faculty, especially Latinas:
• STEM fields
• Leadership positions
• Promote a positive workplace and climate along with
policies/practices that attract and nurture the careers of female
scholars.
ADVANCE Program Goals
ADVANCE Program Components
Recruitment Advancement Policy & Climate
Education & Empowerment
Social Science Study
Objective: Enhance Recruitment Efforts at All Stages of the Process
• Search Committee Training and Diversity
• Expanded Outreach
• Increased Pool of Interviewed Candidates & Enriched Campus Visits
Meetings with Women’s Faculty Network
• Enhanced Onboarding Processing and Mentoring
• Enhanced Startups
• Dual Career Support – Partner Hires
RECRUITMENT
FORMING THE
COMMITTEE
CRAFTING THE JOB
DESCRIPTION
ADVERTISING & OUTREACH
VETTING & INTERVIEWING
MAKING THE OFFER
RECRUITMENT
Objective: Enhance faculty and leadership development opportunities:
• Leadership Institute
• Administrative Fellows Program
• Summer Writing Retreat
• Associate-to-Full Professor Program
• Mentoring Programs
• Graduate Research Assistant Grants
• Workshops and Seminars
UTRGV Women Leadership Representation
2012: 32% 2015: 36%
ADVANCEMENT
UTRGV Women Leadership Representation
2012: 32% 2015: 36%
Objective: Enhance policies for faculty support &
improve departmental climate.
• “Family Matters” Policies
Dual Career/Partner Hires
Workload (modified instructional duties)
Family Care & Sick Leave
• Fostering Positive & Supportive Climate
Climate Surveys & Exit Interviews
Nursing Mother Suites
Department Mentoring Award
Workshops and Seminars
POLICY & CLIMATE
Objective: Promote campus awareness and workplace diversity and empower
faculty and administrators to address gender equity.
• Women’s Faculty Network (WFN)
• Search Committee Training
• Tenure & Promotion Committee Training
• Internal and External Networking Opportunities
• Seminars and Workshops on Diversity and Gender Equity
• Gender Equity Salary Adjustments
EDUCATION & EMPOWERMENT
for Enhancing the Recruitment, Retention, & Advancement of Women Faculty
BEST PRACTICES & STRATEGIES
• Leadership from Upper Administration
• Establishing Alliances and Networks
• Frequent Communication
Provide Leadership, Build Alliances & Communicate
• Proactive & Innovative Outreach
• Excellence and Diversity
• Implicit Bias Training
Change Recruitment Attitudes & Culture
• Diversity Requirement on Search & Evaluation Committees
• Mandatory Training
• Pool Certification
• Criteria/Metric for Diversity in Administrator’s Evaluation
Add Accountability
for Enhancing the Recruitment, Retention, & Advancement of Women Faculty
BEST PRACTICES & STRATEGIES
• Associate-to-Full Program
• Women of Color Summer Writing Retreat
• Expanding Mentoring Opportunities
• Expanding Travel Support
Support Mid-Career Faculty (Retention vs. Recruitment)
• Internal Networking: Women’s Faculty Network/ Women of Color Committee
• External Networking
• Latinas Across the Border Network
• UT System Chancellor’s Network for Women’s Leadership
• ADVANCE Regional Network for Mentoring
• Summer Writing Retreat
Provide Voice/Advocacy & Networking Opportunities
• Teaching-Release Time
• Tenure-track Faculty do not Serve in Administrative Positions
• Deans/Chairs asked to “Protect” Junior Faculty
• Junior Faculty Training on Being Strategic & Selective
Reduce Service Burden for Women & Faculty of Color, Especially TT
for Enhancing the Recruitment, Retention, & Advancement of Women Faculty
BEST PRACTICES & STRATEGIES
• Women and Faculty of Color Speakers
• Success and Achievement Stories/Press Releases
• Women and Faculty of Color Recognition & Awards
• Dual-Career Symposium
Increase Recognition & Visibility
• Dual Career/Partner Hires
• Workload (Modified Instructional Duties)
• Tenure and Promotion (Stopping Clock)
Develop Family-Friendly Policies & Programs
• Chair Trainings & Workshops
• Equity & Diversity Advocates
• Women’s Faculty Network
• Climate Surveys
• Exit Surveys
• Department Awards
Foster Positive Campus & Departmental Climate
Observations
BEST PRACTICES & STRATEGIES
• Institutionalization
• Sustainability
• Networking & Synergies
• Communication & Dissemination: Publicity & Media Coverage
• Incorporating ADVANCE Goals into the Fabric of UTRGV
• Enhancing Campus Climate
• Fostering Diversity
• Accountability
WE ARE
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