Institutionalizing transformation

1. Institutionalizing transformation Update on CHARGE results and future plans

2. Outline • CHARGE Overview • Goals • CHARGE Results • CHARGE & Cornerstone Plan • Enhancement Grants • Faculty & Candidate Guide • Dual Career • DDI in the College, Pilot • Institutionalization • Purpose & Model • Efforts to Date • Academic Search Portal • Faculty Search Seminar • Moving Forward • Faculty Role

3. 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* • Training Chairs and Deans • P&T Policy Review (SEAS)* • Goal 2, Recruitment & Hiring: To increase the gender diversity of STEM/SBE departments • Advocates & Allies/DDI in the College* • 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 • Photo Exhibit on Women STEM Faculty • Enhancement Grants

4. CHARGE Results

5. CHARGE contributions to Cornerstone Plan Pillar 4: Assemble & Support a Distinguishing Faculty • Safer Grounds Project: retention & productivity • Enhancement Grants: retention & productivity • DDI: faculty searches, diversity, retention • Faculty Search Seminars: best practices in faculty searches; diversity of candidate pools • Academic Search Portal: best practices in faculty searches, diversity of candidate pools • Recruitment Grants: diversity of the interview pool • Tournament of Ideas & Follow-on Activities: dual career solutions • Faculty & Candidate Guide: getting candidates to “yes”

6. Enhancement grants • Grants • Address issue of documented longer time in rank for women faculty • Grants up to $5000 for career development and advancement • 23 awarded to date; 9 reports submitted • Results • Awardees expand their research networks, enter new research areas and take risks, collaborate on new grants • Report they feel valued and visible at UVA and in field • More positive toward career & institution

7. Enhancement grants “This funding was essential to help me keep my work (and therefore me) visible at a time in my life where it is easy to fade into the scientific background due to my family responsibilities. I was subsequently awarded an NSF grant to continue this project, and I suspect that the visibility that the Enhancement funds helped to provide was important in this process.” –Kelsey Johnson, Assoc. Prof. of Astronomy

8. 2,818 page views since Sept. 1, 2015 • Users • 51% male; 49% female • 75% are new users • 43% in VA, also CA, NY, NC, MD, MI, DC, FL, PA • Most popular pages • Working at UVA • Living in C’ville Now mobile friendly!

9. Directors of Diversity & Inclusion • New Project • NSF recommended Allies & Advocates project after site visit • Began at UVA August 2015 • College Partner and Model • Had proposal for similar project • Partnership to implement DDI as model • College, CHARGE, Provost Office • Structure & Purpose • 1 faculty member in each department • Formal position at Director level • Serve 3 years, last year mentor new DDI • Governance structure elected May • Priorities: faculty searches, hiring, and retention • Medical School Similar Project • Partnering to create networked community of practice

10. Dual Career Solutions • Challenge • Increase in offers made to women, but women not accepting offers • CHARGE • Tournament of Ideas: Dual Career Solutions • Grant proposal to Jefferson Trust to create telework center in WorkSpace 2.0 • Supported by Provost, 9 Deans • Dual Career Survey • 25% of faculty responded to dual career survey • Identified support & resource needs, culture change, use of telework center • Provost Office • Director of Dual Career Programs • New position created by Vice Provost for Faculty Affairs, Kerry Abrams • Candidates interviewed; selection process beginning; incorporating survey results and Provost data into new program services

11. Institutionalization of CHARGE PROJECTS

12. 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 • 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 Projectsto institutionalize • Faculty Search Seminar • Academic Search Portal—now on the Provost server

13. Faculty search seminars • 2013 to 2015 • 299 attendees, 54% female; 82% faculty; 58% STEM/SBE • Workshops on recognizing & mitigating implicit bias, best practices in searches; search committee dynamics • Open to all faculty • 2015 results: • 82% of attendees reported they would use criteria to evaluate candidates • 86% of attendees did use criteria to evaluate candidates • Sustainability • Working group of faculty and administrators developing 2016 workshop and long-term curriculum • GET INVOLVED: join the working group and help institutionalize change across the university

14. Academic Search Portal • Sustainability • Migrated to Provost server • Managed by Provost Office • Updated to include non-STEM departments • 2 required trainings streamlined and merged • Launched • September 2014 • Dissemination • Shared w/ADVANCE community

15. Faculty role • CHARGE is looking for faculty to support our efforts. • You can: • Join the Faculty Search Seminar Working Group • Support the IAB in institutionalizing the remaining projects • Be an advocate in your department • For more information, contact: • uvacharge@virginia.edu