Advancing Advancing Women in Women in ScienceScience

Sequence of EventsSequence of Events Baseline for comparison – climate studyBaseline for comparison – climate study InterventionsInterventions

Theory in the backgroundTheory in the background Draw on systems theoryDraw on systems theory

Multiple points of entryMultiple points of entry Fostering collective identity for women scientistsFostering collective identity for women scientists Evaluation bias and data on genderEvaluation bias and data on gender

Backlash and strategies for minimizing Backlash and strategies for minimizing backlashbacklash

Progress so farProgress so far What’s nextWhat’s next

Design of Climate StudyDesign of Climate Study

Primary Design: Instructional track Primary Design: Instructional track Female scientists compared with:Female scientists compared with: Male scientists (random subsample)Male scientists (random subsample) Female social scientists (all those in Female social scientists (all those in

colleges with scientists)colleges with scientists) Secondary Design: Track by GenderSecondary Design: Track by Gender

Instructional vs. Primary Research vs. Instructional vs. Primary Research vs. ClinicalClinical

Male vs. Female ScientistsMale vs. Female Scientists

Key Differences in Key Differences in Climate Survey FindingsClimate Survey Findings

Household structureHousehold structure More likely not partneredMore likely not partnered More likely to have partner employed fulltimeMore likely to have partner employed fulltime

Contract Renegotiation (including counter-Contract Renegotiation (including counter-offers)offers) Men have more items in packageMen have more items in package

ServiceService Serve on more committeesServe on more committees Not more likely to chair themNot more likely to chair them

MentoringMentoring Less mentoring of assistant professorsLess mentoring of assistant professors

Institutional Climate Institutional Climate OverallOverall

Overall rated satisfaction with position at Overall rated satisfaction with position at UM (women scientists lowest)UM (women scientists lowest)

Gender discrimination in past 5 years (40% Gender discrimination in past 5 years (40% of women scientists report at least one of women scientists report at least one area)area)

Unwanted sexual attention in past 5 years Unwanted sexual attention in past 5 years (20% of women scientists report)(20% of women scientists report)

FacultyMember

Satisfaction;Thriving

Effects of Climate on Career Effects of Climate on Career OutcomesOutcomes

Effects of Climate on Career Effects of Climate on Career OutcomesOutcomes

Career Outcome

Dissatisfaction;Struggling

Positive Climate

Negative Climate

Tolerant atmosphereEgalitarian AtmosphereMentoringTransparent policies and proceduresFair department chair

DiscriminationHarassmentSurveillanceStereotyping Tokenism Vague or secret policies and procedures Unfair department chair

Implications of the Implications of the FindingsFindings

Increase critical massIncrease critical mass Improve climate for women scientists byImprove climate for women scientists by

increasing critical mass!increasing critical mass! improving experience of equity in key areasimproving experience of equity in key areas improving work-household interfaceimproving work-household interface lessening service burdens and increasing lessening service burdens and increasing

opportunities for leadershipopportunities for leadership improving mentoringimproving mentoring improving departmental “microclimates”improving departmental “microclimates”

Addressing Climate at Addressing Climate at Multiple Points of EntryMultiple Points of Entry

Institution-wideInstitution-wide Publicizing issue/“Consciousness-raising”Publicizing issue/“Consciousness-raising” Creating collective identity for women scientists and Creating collective identity for women scientists and

engineersengineers Institutionalizing policy changeInstitutionalizing policy change

Departmental “microclimates”Departmental “microclimates” Feminist theory in the backgroundFeminist theory in the background Incentives for self-analysis and self-motivated changeIncentives for self-analysis and self-motivated change

IndividualsIndividuals Leveling the playing fieldLeveling the playing field Leadership opportunities for womenLeadership opportunities for women

Addressing Climate at Addressing Climate at Multiple Points of EntryMultiple Points of Entry

Institution-Institution-widewide

Publicizing issue Publicizing issue throughout institution – throughout institution – Sept 26, 2002 LaunchSept 26, 2002 Launch

Establish Network Establish Network across colleges—across colleges—creating collective creating collective identityidentity

Policy changes—Policy changes—institutionalizing institutionalizing changechange

ADVANCE Launch – ADVANCE Launch – September 26, 2002September 26, 2002

Release of Climate Survey ReportRelease of Climate Survey Report

Presentations by UM President and UM Provost, Presentations by UM President and UM Provost, NSF Program Director, and ADVANCE PI and Co-NSF Program Director, and ADVANCE PI and Co-PIPI

Attended by approximately 275 members of Attended by approximately 275 members of the UM communitythe UM community

Network of Women Network of Women Scientists and Engineers: Scientists and Engineers: Year OneYear One

ADVANCE planned: ADVANCE planned: Inaugural Dinner (March 2002) Inaugural Dinner (March 2002) Negotiation workshop (October 2002)Negotiation workshop (October 2002) Dinner and Interactive Theatre presentation Dinner and Interactive Theatre presentation

by CRLT Players (December 2002)by CRLT Players (December 2002) Crosby Award Reception (January 2003)Crosby Award Reception (January 2003) Negotiation Workshop (March 2003)Negotiation Workshop (March 2003) Reception With President Mary Sue Reception With President Mary Sue

Coleman (April 2003)Coleman (April 2003)

Network of Women Scientists Network of Women Scientists and Engineers: Year Twoand Engineers: Year Two

Women scientists planned and/or Women scientists planned and/or requested:requested: Leadership Retreat (Fall 2003)Leadership Retreat (Fall 2003) Additional Leadership TrainingAdditional Leadership Training New Mentoring ProgramNew Mentoring Program

ADVANCE planned:ADVANCE planned: Report on progress by Provost and Report on progress by Provost and

PresidentPresident Lecture series on leadershipLecture series on leadership

Policy Changes: Policy Changes: University-wideUniversity-wide

Committee on Gender in Science Committee on Gender in Science and Engineering and Engineering

Subcommittees to offer Subcommittees to offer recommendations onrecommendations on Faculty Tracks and Work/Family IntegrationFaculty Tracks and Work/Family Integration Evaluation and Promotion of FacultyEvaluation and Promotion of Faculty Recruitment, Retention, and LeadershipRecruitment, Retention, and Leadership

Policy Changes:Policy Changes:Within CollegesWithin Colleges

College of Literature, Science & ArtsCollege of Literature, Science & Arts Creating new recruitment policy—shortlist Creating new recruitment policy—shortlist

reviewreview Enhancing family-friendly policiesEnhancing family-friendly policies

Questioning biological construction of motherhoodQuestioning biological construction of motherhood Questioning assignment of parenting to mothersQuestioning assignment of parenting to mothers

Addressing Climate at Addressing Climate at Multiple Points of EntryMultiple Points of Entry

Department Department “Microclimate“Microclimates”s”

Science and Technology Science and Technology Recruiting to Improve Recruiting to Improve Diversity and Diversity and Excellence (STRIDE)Excellence (STRIDE)

Departmental Departmental Transformation Grants: Transformation Grants: Fund self-change efforts Fund self-change efforts designed by designed by departments based on departments based on self-analysisself-analysis

Department Department Microclimates: Influencing Microclimates: Influencing RecruitmentRecruitment

Creation of STRIDE (committee for Science and Creation of STRIDE (committee for Science and Technology Recruiting to Increase Diversity and Technology Recruiting to Increase Diversity and Excellence)Excellence) Eight science and engineering full professorsEight science and engineering full professors Preparation of handbookPreparation of handbook

Encourage better, equitable recruiting strategiesEncourage better, equitable recruiting strategies

Over 20 presentations last yearOver 20 presentations last year

Created FASTER (Friends and Allies of Science and Created FASTER (Friends and Allies of Science and Technology Equity and Recruiting)Technology Equity and Recruiting)

STRIDESTRIDEJohn John

Vandermeer, Vandermeer, Samuel Mukasa, Samuel Mukasa,

Pamela Pamela Raymond, Carol Raymond, Carol Fierke, Anthony Fierke, Anthony

EnglandEnglandJoel Swanson, Joel Swanson,

(Michael (Michael Savageau Savageau former former

membermember), ), Martha Pollack, Martha Pollack, Abigail Stewart, Abigail Stewart, Melvin HochsterMelvin Hochster

Recruitment strategies: Recruitment strategies: Feminist Theory in the Feminist Theory in the BackgroundBackground

STRIDE presents:STRIDE presents: Conceptual tools Conceptual tools

Gender schemasGender schemas Evaluation biasEvaluation bias Critical massCritical mass Accumulation of disadvantageAccumulation of disadvantage

Empirical evidenceEmpirical evidence Evaluations of cvsEvaluations of cvs Evaluation of fellowship and grant proposalsEvaluation of fellowship and grant proposals Impact on salary of different background factorsImpact on salary of different background factors Influence of small biases on institutional outcomesInfluence of small biases on institutional outcomes Leadership and the head of the tableLeadership and the head of the table

Webcast : www.rice.edu/webcast/speeches/20010329valian.htmlWebcast : www.rice.edu/webcast/speeches/20010329valian.html

Lowered career success rateLowered career success rate

Gender Gender schemasschemas

Lack of Lack of critical masscritical mass

Accumulation of disadvantageAccumulation of disadvantage

EvaluationEvaluation biasbias

Performance is underestimatedPerformance is underestimated

Are We Affecting Are We Affecting Recruitment? Progress to Recruitment? Progress to DateDate

RecruitmentRecruitment Increase critical massIncrease critical mass

YearYear WomenWomen MenMen TotalTotal

2001-022001-02 77 4242 4949

2002-032002-03 1919 4141 6060

Science and Engineering Hires, 2001-02 and 2003-03Science and Engineering Hires, 2001-02 and 2003-03

Departmental Microclimates: Departmental Microclimates: Self- Analysis and Self- Analysis and Transformation GrantsTransformation Grants

Electrical Engineering Electrical Engineering and Computer Science and Computer Science Interviewed 16 women Interviewed 16 women

candidatescandidates Hired 4 new women Hired 4 new women

facultyfaculty Chemical Engineering & Chemical Engineering &

Material SciencesMaterial Sciences Provide teaching Provide teaching

release and release and international travel international travel funds to 2 women funds to 2 women facultyfaculty

Funded a joint Funded a joint mentoring programmentoring program

ChemistryChemistry Provided travel and Provided travel and

summer salary funds summer salary funds to some women to some women facultyfaculty

Conducted climate Conducted climate surveysurvey

Funded junior faculty Funded junior faculty forum to develop forum to develop stronger networksstronger networks

Hired 2 new women Hired 2 new women facultyfaculty

Addressing Climate at Addressing Climate at Multiple Points of EntryMultiple Points of Entry

Leveling the Leveling the Playing Field Playing Field for Individualsfor Individuals

Elizabeth C. Elizabeth C. Crosby Fund:Crosby Fund: Funds research-Funds research-related needs of related needs of individual facultyindividual faculty—leveling playing —leveling playing fieldfield

Leadership Leadership opportunities for opportunities for women scientistswomen scientists

Elizabeth Crosby AwardsElizabeth Crosby Awards

7 Awards in 20027 Awards in 2002 4 in COE4 in COE 2 in LSA2 in LSA 1 in Medicine1 in Medicine

13 Awards in 200313 Awards in 2003 3 in COE3 in COE 7 in LSA7 in LSA 1 in Medicine1 in Medicine 1 in Public Health1 in Public Health 1 in Kinesiology1 in Kinesiology

Elizabeth Caroline Crosby Elizabeth Caroline Crosby

1888-19831888-1983

UM NeuroanatomistUM Neuroanatomist

2002 Elizabeth Caroline Crosby 2002 Elizabeth Caroline Crosby Award WinnersAward Winners

Aline Cotel Aline Cotel Civil & Civil & Environmental Environmental EngineeringEngineering

Joanna Mirecki Joanna Mirecki MillunchickMillunchick Materials Materials Science EngineeringScience Engineering

Kristen MooreKristen MooreMathematicsMathematics

Maria Clara Maria Clara CastroCastroGeologyGeology

Ana SirvienteAna SirvienteNaval Arch. & Naval Arch. & Marine EngineeringMarine Engineering

Kimberlee KearfottKimberlee KearfottNuclear Engineering/ Nuclear Engineering/ Biomedical EngineeringBiomedical Engineering

Geneva OmannGeneva OmannSurgery/Biological ChemistrySurgery/Biological Chemistry

2003 Crosby2003 CrosbyAward WinnersAward Winners

Trachette Trachette JacksonJacksonMathematicsMathematics

Smadar Smadar KarniKarni MathematicsMathematics

Katarina BorerKatarina Borer KinesiologyKinesiology

Robyn Robyn Burnham Burnham Ecology and Ecology and Evolutionary Evolutionary BiologyBiology

Amy Cohn Amy Cohn Industrial Industrial OperationsOperations

Rachel GoldmanRachel GoldmanMaterial ScienceMaterial Scienceand Engineeringand Engineering

Elizaveta Elizaveta LevinaLevina StatisticsStatistics

Mingyan Liu Mingyan Liu Electrical Electrical Engineering and Engineering and Computer ScienceComputer Science

Ingrid HendyIngrid HendyGeological Geological SciencesSciences

Rebecca A. Rebecca A. BernsteinBernstein AstronomyAstronomy

Laura Olsen

MolecularMolecular/Cellular/Developmental Biology

RosemaryRosemary RochfordRochford EpidemiologyEpidemiology

Michele SwansonSwanson

Microbiology and Microbiology and ImmunologyImmunology

Progress in LeadershipProgress in Leadership

Valerie CastleValerie Castle:: 1 1stst woman chair in Medicine woman chair in Medicine

Deborah GoldbergDeborah Goldberg:: 1 1stst woman science chair woman science chair in LSAin LSA

Laurie McCauleyLaurie McCauley: : chair in Dentistrychair in Dentistry

Leadership WorkshopsLeadership Workshops

Workshops on leadership Workshops on leadership and negotiationand negotiation

Women in LSA and Women in LSA and Medicine supported to Medicine supported to attend leadership attend leadership programs (Bryn Mawr, programs (Bryn Mawr, Simmons, CIC, ELAM)Simmons, CIC, ELAM)

Web listing of leadership Web listing of leadership programsprograms

www.umich.edu/~advprojwww.umich.edu/~advproj

Effective Negotiation Workshop for Women Faculty

Progress to Date: Progress to Date: OverviewOverview

RecruitmentRecruitment Increase critical Increase critical

massmass

RetentionRetention Maintain critical Maintain critical

massmass

LeadershipLeadership Improve climateImprove climate

ClimateClimate Collective Collective

identityidentity AlliancesAlliances Institutional Institutional

changechange Change the Change the

rhetoricrhetoric Change policiesChange policies

Backlash and Unintended Backlash and Unintended Negative EffectsNegative Effects

Grant doesn’t cover primary research track; Grant doesn’t cover primary research track; exacerbates feelings of exclusionexacerbates feelings of exclusion

Launch of climate report and media attentionLaunch of climate report and media attention Open backlash among men in one departmentOpen backlash among men in one department Probably subtler effects in othersProbably subtler effects in others

Disappointment re Departmental Disappointment re Departmental Transformation Grant proposals not Transformation Grant proposals not rewardedrewarded

Conflict over content and/or process of Conflict over content and/or process of writing DTG proposalswriting DTG proposals

Strategies to Reduce Strategies to Reduce Resistance and BacklashResistance and Backlash

STRIDE draws on theory without visible STRIDE draws on theory without visible theoretical apparatustheoretical apparatus Uses concepts like “accumulation of [dis]advantage” Uses concepts like “accumulation of [dis]advantage”

that apply to other social phenomena as well as to that apply to other social phenomena as well as to gendergender

Employs analogies (usually provided by Valian’s Employs analogies (usually provided by Valian’s work) from studies on things other than genderwork) from studies on things other than gender

Getting men invested and involvedGetting men invested and involved Participate on STRIDE and on advisory committeesParticipate on STRIDE and on advisory committees Seek out allies/alliancesSeek out allies/alliances Men’s contributions recognizedMen’s contributions recognized

Focus on studentsFocus on students

What’s Ahead?What’s Ahead? Continued effort at changing the climate (CRLT Continued effort at changing the climate (CRLT

Players)Players) Increased attention to institutionalizationIncreased attention to institutionalization Increased inclusion of attention to race-ethnicityIncreased inclusion of attention to race-ethnicity Increased focus on knowledge gainsIncreased focus on knowledge gains

in understandingin understanding women scientistswomen scientists gender in the academygender in the academy gender and sciencegender and science

in developing feminist theoryin developing feminist theory in understanding organizational changein understanding organizational change

balancing costs and benefits of interventionbalancing costs and benefits of intervention