University of Maryland ADVANCE Investing in Cultures of Inclusive Excellence

University of Maryland ADVANCE Investing in Cultures of Inclusive

Excellence

Goal Statement

We are trying to improve work environments and opportunities for women faculty in ways that improve the university for everyone.

By doing so, we aim to lead AAU universities in the recruitment, retention, and advancement of women faculty.

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History of ADVANCE

• Initially funded by NSF, now by Campus funds, located in Provosts Office, partnering w/ Faculty Affairs & Office of Diversity & Inclusion

• Recognizing differences between women & men and white and URM in retention and advancement & lower representation of women in STEM fields

• Recognizing unconscious bias, differences in professional networks, service roles, recognition, editorial roles, work-life balance, leadership

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Representation of UM Women by Rank

T/TT Women % (N) All campus

2010 2015

Assistant Professors 43.4 (147)

49.0 (165)

Associate Professors 35.6 (162)

38.5 (190)

Full Professors 21.5 (156)

23.0 (177)

Total 30.6 (465)

33.2 (532)

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Retention of Women TT Faculty

Retention from Assistant to Associate Professor: All campus

We look at those who resigned prior to coming up for tenure, and those who received tenure and were promoted.

Baseline Year 5% (N)

RESIGNED women 39.6 (105) 34.6 (109)

men 28.4 (114) 26.8 (114)

% (N)TENURED women 53.6 (142) 55.6 (175)

men 63.6 (255) 66.0 (281)

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Time to Advancement Associate to Full

All Campus

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Promoted to Full Baseline Year 5

Women 9.34 9.33

Men 7.86 8.01

The gender difference in time to promotion is statistically significant at p=.001.

Representation of Women by Race

Across all T/TT Faculty Rank

Women Faculty of Color, % (N)

2010 2015

STEM 29.3 (41) 28.0 (47)

NSTEM 26.4 (82) 29.7 (95)

All Campus 27.3 (123) 29.1 (142)

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Tenure and Advancement

• Among recently tenured promoted faculty, no significant differences between men and women when they stand for tenure/promotion.

• Last available campus APT report (2013-2014) showed differences by gender and race in cases that required additional discussion, or were slam dunk.

 All T/TT faculty Resigned

N %

Participating (N= 259)16 6.3%

Not participating (N= 1828)

245 14.1%

* p< .001Since the start of ADVANCE grant in the Fall of 2010

ADVANCE and RetentionParticipation in “core” ADVANCE activities decreases the odds of leaving the institution by 71.5% (controlling for gender, race and rank)

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Work Environment: 2011, 2013, 2015

Note: 2011, 2013 and 2015 FWES matched respondents1 -Strongly Disagree, 5 -Strongly AgreeStatistically significant at *** < .001; ** < .01, * < .05

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FWES Question 2011

2013

2015

2011/2015

N Mean dif.(SD)

Cohen’s d

Effect size

The opportunities for female faculty are at least as good as they are for male faculty.

3.37 3.28 3.13 202 .228**(1.026)

.17 Very small

The opportunities for faculty of Color are at least as good as they are for White faculty.

3.48 3.33 3.18 203 .296***(1.126)

.26 Small

Four things that help faculty succeed• Information (and examples)

• Allies (Professional Relationships and Networks)

• Advice (Strategic, Informed)

• Structures and cultures that are inclusive

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Often all we see is the tree….

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Not what is holding it up…….

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Program Activities

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• ADVANCE Professors• Peer Networks (AFD, KOF, Advancing

Together, Professional Track Faculty) • Work Life & Policy Initiatives (parental

leave)

• Dashboards (salary, demographics, service)

• Research and Evaluation (See ADVANCE 2 page

handout)

ADVANCE Professors

Senior women faculty who:

• Provide individual strategic mentoring for assistant & associate professors and facilitate peer and group mentoring

• Act as knowledge brokers—about work life policies, dashboard, where to find resources for conflict resolution

• Provide strategic advice to the Director on implementation and

evaluation of programs15

Name College/School

Norma Allewell Computer, Mathematical, and Natural Sciences

Christine Beckman Robert H. Smith School of Business

Kathryne Everts Agriculture and Natural Resources

Mary Ann Hoffman Education

Dushanka Kleinman School of Public Health

Alene Moyer Arts and Humanities

Amy Mullin Computer, Mathematical and Natural Sciences

Sarah Oates Journalism, ISCH, PUAF

Margaret Pearson Behavioral and Social Sciences

Elisabeth Smela Engineering

Madlen Simon Architecture, Planning and Preservation

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ADVANCE Professors

ADVANCE Networks

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• Clarify Goals

• Get to know academic neighborhood

• Present Diverse Models of Success

• Find Information, Allies

• Engage Peers for Advice, Affirmation, Third Spaces

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ADVANCE Peer Network Facilitators

ADVANCING TOGETHER

Ellin ScholnickUMD Faculty Ombuds Officer and Former Associate Provost for Faculty Affairs

ADVANCING PROFESSIONAL TRACK FACULTY

Colleen Worthington Clinical ProfessorDirector, Clinical Education in Speech-Language PathologyHearing and Speech Sciences

KEEPING OUR FACULTY

Jennifer RiceProfessor and Assoc. Dean, Teaching and Learning, Policy and Leadership

ADVANCING FACULTY DIVERSITY

KerryAnn O’MearaProfessor, Higher Education & Affiliate Faculty in Women’s StudiesDirector, ADVANCE Program for Inclusive ExcellenceUniversity of Maryland

ADVANCING FACULTY DIVERSITY

Stephen B. ThomasProfessor, School of Public HealthDirector, University of Maryland Center for Health EquityAssociate Director, National Mentor Research Network

Peer Network participants report…..• Enhanced agency in career advancement,

less isolation, more allies, greater knowledge of how campus works, ideas for their research, teaching and campus programs, new pathways to succeed.

Dashboard• Online, college-specific resource

– live as of Jan 2012, three years of data now posted

• Goal: increase institutional transparency and sense of agency

• Faculty access via UID login • Provides current information (per college)

regarding:– Salary range and median; by rank– Time to advancement; by rank– Demographics by rank

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Example: Average number of service activities at each level among faculty who reported at least one service activity (N=266)

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Thanks to CoE Research Assistant Alexandra Kuvaeva

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5CMNS

Assistant Associate Full

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Expected Time Commitment Department College University

High

Merit/Salary Review Committee

Director or Assoc. Dean Search/Review

Campus APT Committee

Graduate Admissions

Accreditation ReviewSearch Committee for Provost, Dean, or other Executive Level Administrator

Faculty SearchScholarship/Fellowship selection

Review of Dean or other Exec. Level Administrator

Chair Search/Chair Review

College Committee ChairProvost/Senate Task Force or temporary ad-hoc task force

Medium

Undergraduate recruitment

College PCC or APT Chair of a Senate Committee

Staff Search Facilities Committee

Standing Campus Committee (Research Council, Sustainability Council, APAC, Living-Learning Review)

Priorities/Strategic Planning

Awards selection CommitteeFaculty Board for General Education

Low

Technology Committee

College Administrative Council

Campus Senate

IRB Committee Diversity Committee Senate Committee or CouncilGraduate Seminar/colloquium

College Senate Graduate Council

There is “service” and there is “SERVICE”

ADVANCE FWES Briefs

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Work-Life Climate Faculty Learning Differences by rank: Associate

Professors Career Advancement and

Institutional Support of Career Advancement

Fair Treatment and Diversity Organizational Commitment and

Faculty Retention Professional Networks,

Collegiality, and Recognition Satisfaction with Department and

UMD Satisfaction with Resources Evaluation and Management of

Teaching, Research, and Service

Example: Work-Life Climate Brief

Policy WorkParental Leave Policy passed 2012 and FAQs

APT Policy passed fall, 2014 • Broader definition of

scholarship/interdisciplinary/engaged research

• Work-life policies [external letters] & trajectory

• Mentoring associate professorsNTT Promotion Policies (APTF provided feedback)

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Key Roles of Administrators in Retention• Fostering Strategic Relationships• Organizing Equity-Minded Workloads• Creating Transparency• Fostering Civility, Agency, Full Participation• Expanding Views of Merit and Pace

Helping Faculty & Colleagues “Leave Less Unsaid.”

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ADVANCE is your ally

Please contact us if we can help you support your faculty..• If we can provide FWES data to help shed light

on faculty retention, satisfaction and workload issues

• If we can help in recruitment/retention of women faculty

• If we can help connect your faculty to other faculty

• If we can help think through organizing practices to improve department work environments

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Information, People & Resources

Website: www.advance.umd.eduDirector KerryAnn O’Meara: komeara@umd.eduProjects Manager: Kristen Corrigan

corrigan@umd.edu

ADVANCE Office:1402 Marie Mount Hall301-405-4817

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