Institutionalizing transformation
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Presentation Transcript
Institutionalizing transformation Update on CHARGE Program; Year 5
Outline • CHARGE Overview • Goals • CHARGE Results • Faculty Search Seminar • Bias Intervention Workshop • (Re)Imaging Women in STEM • Institutionalization • Sustaining change after the grant • Final Year
CHARGE GOALS & Projects • Goal 1, 21st Century Departments: To strengthen and support departmental efforts to create a positive environment for all faculty with an emphasis on women and minorities • Advocates & Allies/DDI in the College & SEAS • Training Chairs and Deans • P&T Policy Review (SEAS) & Workshop (University) • P&T Portal (SEAS) • Goal 2, Recruitment & Hiring: To increase the gender diversity of STEM/SBE departments • Faculty Search Seminar • Academic Search Portal • Faculty & Candidate Guide • Recruitment Grants • Goal 3, Voices & Visibility: To increase the sense of belonging of STEM/SBE women faculty among their schools and departments • Social Science Research: Safer Grounds • Oral Histories with STEM Women Faculty • (Re)Imaging Women in STEM exhibit • Enhancement Grants
Faculty search seminar • 101 faculty & staff attended workshops in September and November • 83% Faculty; 6% Administrative faculty • 76% non-STEM • 95% on a search committee • Interactive theater with Univ. of New Hampshire PowerPlay • Scenario topics • The Search: gender and racial bias in a search committee • Dual Career: vignettes and experiences of dual career couples • Cluster Hires: gender bias and other challenges of cluster hires • Follow-up evaluation after 6 months to see what attendees learned and used • 55% response rate
Faculty search seminar: 6 months later • Applied their knowledge • 87% ensured committee used equitable search practices • 78% recognized their own bias (Bias Literacy Level 1) • 70% reduced bias during candidate evaluations • Other • Used what they learned to select students for groups • Minimized hall conversations about searches • Intervened when they saw bias in the process *55% response rate
Bias Intervention workshop • The Workshop • Response to CHARGE evaluations since 2014 showing participants could recognize implicit bias, but did not know how to intervene with colleagues • Based on Bystander Intervention theory and model; trains bystanders to safely intervene and interrupt implicit bias situations • Attendees learned and practiced strategies for intervening • Univ. of New Hampshire PowerPlay and Dr. Stephanie Goodwin, Wright State Univ. • Demographics, 70 attendees • 77% female • 39% College, 14% McIntire • 19% Staff, 18% Lecturer, 14% Assoc. Professor • 67% attended previous implicit bias workshops
Bias intervention workshop • Most important concepts learned • Strategies for intervening, dissonance, questioning, non confrontational • Strategies for pivoting & redirecting • Silence is a response • Remaining Questions • Need more men attending • How to practice these safely
(re)imaging women in stem exhibit • Online and gallery exhibit featuring: • 28 photographic portraits of UVA women STEM faculty • Oral history excerpts that recount women’s experiences with gender discrimination in STEM and the joys they find in science • A timeline of women’s co-education at UVA • Recent social media campaigns from women in STEM counter-acting gender stereotypes • Gallery exhibit, March 13-May15 • Chemistry Building: portraits of faculty • Mural Room: oral histories, timeline, and social media campaigns
(re)imaging women in stem exhibit • Online exhibit opened February 20 • Gallery exhibit • Chemistry Lobby & Mural Room • Over 5k visitors: students, staff, faculty, prospective students, parents, university tours, chemistry camps K-12
(re)imaging women in stem exhibit • Gallery Evaluation Results*: • Women students inspired by the portraits • Would like the university to use these spaces creatively like this more often • Did not know this history of UVA; still see remnants of this culture today • Did not know their professors/colleagues had experienced this level of gender discrimination; more aware of own bias *Random sample of visitors interviewed for evaluation
Future of exhibit • Gallery Exhibit • Catalogued, working with university on accession • Re-installed • Anthropology gallery • Bicentennial celebration • NSF ADVANCE conference Fall 2017 • Online Exhibit • Will remain open
Faculty demographics in STEM 2010: 13.7% of STEM/SBE TTT faculty were women (N=40) 2016: 20% of STEM/SBE TTT faculty are women (N=93)
Institutionalization • Purpose:NSF requires ADVANCE projects to be institutionalized by the end of the grant • Make change sustainable • Expand change beyond STEM departments to entire university • CHARGE Sustainability Model: • Decentralized; projects woven into existing systems & units • Each project will have a steward office • Internal Advisory Board (IAB) leading institutionalization • Chair, Kerry Abrams, Vice-Provost for Faculty Affairs • Members: faculty, Assoc. Deans of Diversity, UHR, administrators • Creating formal mechanisms and sustainability plans • First Projectto institutionalize • Faculty Search Seminar
Faculty search seminars • 2013 to 2016 • 400 attendees, 55% female; 82% faculty; 54% STEM/SBE • Workshops on recognizing & mitigating implicit bias, best practices in searches; search committee dynamics • Open to all faculty • Sustainability • Working with Vice Provost Office to have Faculty Search Seminars become part of the portfolio of the new Asst Vice Provost for Faculty Development • CHARGE working with Center for Teaching Excellence on institutionalizing the methodology—interactive theater. • Learning from Univ. of MI, UNH, Cornell • Piloting UVA interactive theater group
Next year • CHARGE will apply for a 6th year, no-cost extension • We will focus on: • Launching & supporting Advocates/DDI in SEAS • Disseminating our results and lessons learned • To the ADVANCE community • Within UVA • Professional associations and publications • Institutionalizing change • Evaluating our impact • For more information, contact: • uvacharge@virginia.edu
