ADVANCE Institutional Transformation at the University of Puerto Rico Humacao

1. ADVANCE Institutional Transformation at the University of Puerto Rico Humacao Hilda M. Colón-Plumey Chancellor April 21, 2004

2. CARIBBEAN MAPS Puerto Rico

3. UPR SYSTEM Medical Sciences Bayamón Aguadilla Río Piedras Carolina Arecibo Utuado Mayagüez Ponce HUMACAO Cayey

4. The University of Puerto Rico Humacao • A suburban 4-year, public institution of higher education • 19 bachelor degree programs, 4,440 students • 70% first year degree seeking student are women in Natural Science • 333 faculty members, 26% women in science faculty, 12 credit/hours typical academic load • The typical student is Puerto Rican: commuter, female (71%), graduated from a public high school, from a rural, non-farming area, receives federal financial aid

5. Major impacts of ADVANCE • VISIBILITY and AWARENESS of under representation of women science faculty • Organize data to include gender issues • Challenge equal salary myth • Use indicators to measure the advancement women in higher academic positions: • Research funds • Research space • Salary bonus based on external funds for research • Research publications • Funds to buy release time • Funds to travel

6. Major impacts of ADVANCE • Science faculty women engaged in research: • 57% currently engaged in research • 40% percent have been awarded release time by ADVANCE • 90% of women engaged in research are ADVANCE participants • Increase in research productivity: conferences, proceedings and journal publications, proposals submitted

7. Strategies undertaken to assure continuity of these impacts • Collaboration with UPRH’s Statistics Division • Collect and analysis of base-line data • Dissemination of findings in Institution’s data book and others • Combined ADVANCE and Institutional Research Funds (FOPI) to support women science faculty engaged in research

8. Strategies undertaken to assure continuity of these impacts • ADVANCE Coordinating Committee creates an environment to promote the advancement of women through academic ranks • Members serve as advocators, provide for awareness • Support program implementation, including data collection • Improve coordination and information sharing with university and community • Promote education and discussions about women issues in science

9. Opportunities for assuring sustainability • Recruitment of new women faculty • Consciousness of under-representation • Target women in recruitment procedures • New UPRH policy on research • Will provide an opportunity to include a gender perspective

10. Challenges • UPR System plans, policies and procedures • Different views on roles and mission of the 11 campuses • Teaching • Research • Graduate studies • Economic constraints • Faculty hiring freeze • Limited library resources and space for research for small campuses

11. Aspects of ADVANCE to Replicate • ADVANCE Coordinating Committee • Policies and procedures for faculty recruitment • Faculty in training • with a gender perspective • long-term follow-up and support

12. Longer-term impact of ADVANCE at UPRH • Disaggregated institutional data collection with a gender perspective • Establish policies and procedures for faculty recruitment • Replicate strategies to all Departments and Programs • Permanent Coordinating Committee • Educational activities • Follow-up on policies and data collection • Strengthening the Office of External Resources