Institutions Developing Excellence in Academic Leadership – IDEAL-N

1. Institutions Developing Excellence in Academic Leadership – IDEAL-N Year 1- Leadership Enhancement Program Session One March 18, 2016 Agenda 1:00 – 1:30 Welcome and Introductions 1:30 – 2:15 NSF ADVANCE Program, CWRU’s ACES & IDEAL projects 2:15 – 2:30 Large Group Q&A 2:30 – 2:45 Break 2:45 – 3:15 External Evaluation MOUs and Indicator Data 3:15 – 3:45 Site Group Discussion: Defining Academic Leadership 3:45 – 4:15 Site Group Action Learning: Institutional Change Project 4:15 – 4:45 Large Group Report-Out and Discussion 4:45 – 5:00 Administration and Scheduling CWRU IDEAL-N 2016

2. NSF ADVANCE Institutions Developing Excellence in Academic Leadership-National IDEAL-N Contact Information for additional questions: http://www.case.edu/ideal-n Heather Burton 216-368-0086 Heather.burton@case.edu 2016-2019 CWRU IDEAL-N 2016

3. Purpose of IDEAL-N Seed and institutionalize gender equity transformation at leading research universities by creating a learning community of academic leaders that is empowered to develop and leverage knowledge, skills, resources and networks to transform university cultures and enhance diversity and inclusion

4. IDEAL-N Objectives • Objective 1: Create a learning community of academic leaders through a leadership enhancement program • Objective 2: Catalyze customized institutional transformation at partner institutions through annual change initiatives • Objective 3: Assemble the senior leadership of partner universities annually to share best practices, exchange national institutional research, polices and practices, and discuss IDEAL-N change initiatives. • Objective 4: Develop a gender equity index

5. IDEAL-N Structure PI: Lynn Singer Co-PIs: Diana Bilimoria and Deanne Snavely Project Director: Heather Burton Change Teams at 10 Sites: Co-Director, Change Leader, Social Scientist External Evaluator: Russ Olwell Advisory Board: 4 members

6. Gender Participation in Science, Engineering and Health CWRU IDEAL-N 2016

7. CWRU IDEAL-N 2016

8. CWRU IDEAL-N 2016

9. What is the Problem? Myth “…there are insufficient numbers of women and minorities on the pathway from graduate student to faculty member…the “pipeline” problem.” Fact: The data indicate that this is true for minorities, [in S & E] false for women. Source: Cathy A. Trower and Richard P. Chait, Faculty Diversity: Too little for too long. 2002 9

10. MYTH: Once the Pipeline Fills We Will Have Gender Equity • In biomedical fields the proportion of women with doctorates has exceeded 40% for two decades. • But, in basic science departments of US medical schools, the proportion of women associate professors is below 30%, and the proportion of women at full professor rank is 20%. Source: AAMC Report on U.S. Medical Faculty 2008

11. Proportion of Degrees Conferred by Sex and Discipline: 2010-11 Source: Catalyst, Women in the Sciences. Data from NCES, Table 317, 2011.

12. US Doctorate Recipients by Sex & Field of Study: 1993–2013 SOURCE: NSF, Doctorate Recipients from U.S. Universities: 2013.

13. Doctorates Awarded to Women, by Field of Study: 1993–2013 Source: NSF, Doctorate Recipients from U.S. Universities: 2013

14. Doctorates Awarded to Underrepresented Minorities: 1993–2013 SOURCE: NSF, Doctorate Recipients from U.S. Universities: 2013.

15. Female Share of S&E Postdoctoral Fellows, by Field: 1996 and 2006

16. Women as a Percentage of S&E Doctoral Degrees, Full-time Full Professors, and Full-time Tenure-track Faculty at 2- or 4-year Institutions: 2006 SOURCES: National Science Foundation, Division of Science Resources Statistics, Survey of Doctorate Recipients: 2006

17. What the Problem Looks Like Source: NCSES: Characteristics of Doctoral Scientists and Engineers in the United States: 2006 http://www.nsf.gov/statistics/nsf09317/ CWRU IDEAL-N 2016

18. Full Professors with Science, Engineering & Health (SEH) Doctorates: 1993–2013 Women URM Source: nsf.gov-Digest 2015

19. Additionally, Women Faculty Experience Lack of Inclusion in S&E • Experience isolation and marginalization • Have few role models and mentors • Have lower access to academic and resource networks than male colleagues • Have to work harder than their male colleagues to gain credibility and respect • Report lower satisfaction than do male faculty with • their academic jobs • their department’s leadership Sources: Liang & Bilimoria, 2007; Rosser, 2004; Bilimoria et al., 2006; Callister, 2006

20. Problem Summary: Two Sets of Related Issues Diversity Issues • Lack of a critical mass of women and URM faculty in S&E at many institutions • Low representation at higher levels in the academic hierarchy (full professor, endowed chairs) and in administrative leadership positions (department chairs, deans) Equity and Inclusion Issues • Systemic inequities and barriers to a level playing field; everyone does not compete equitably • Accumulative advantage: treatments that advantage some careers over time • Exclusionary climates fail to leverage and value the skills and experience of all faculty to achieve institutional goals and objectives

21. Why Address the Development of Diverse Faculty? • Underutilizing a resource • Workforce composition of the future • Diverse teams outperform homogenous ones in complex problem-solving tasks • Diversity in styles and skills brings value to customers • Fortune 500 companies with the most women executives deliver more earnings than firms with the fewest

22. Breaking Barriers and Creating Inclusiveness: Institutional Remedies NSF ADVANCE program ADVANCE portal www.portal.advance.vt.edu/

23. Goals of NSF ADVANCE Program • Broaden participation in the US STEM workforce • Recognize that simplistic or piecemeal solutions cannot eradicate systematic, historical, and widespread gender inequities • Develop systemic approaches to increase the participation and advancement of women in STEM careers in academic institutions

24. Evolution of NSF ADVANCE Awards • 67 Fellows awards (2000-2006) • 43 Leadership awards (2000-2007) • 72 Institutional Transformation (IT) awards (2000 to present) • 97 Partnerships for Adaptation, Implementation and Dissemination (PAID) (2006-2014) • 34 IT Catalyst (2007 to present) • PLAN Awards (2015 to present)

25. NSF ADVANCE Elements Address Compliance Diversity Equity Inclusion

26. NSF ADVANCE - Institutional Transformation Model / Research & Evaluation in Support of Institutional Change - Tracking key indicators of equity, diversity, and inclusion - Undertaking workplace climate assessments - Conducting other research and evaluation in support of change - Improving the institution’s internal collection, analysis and use of data Transformational Initiatives Enhancing the Career Trajectories of Women & Minority Faculty in the Academic STEM Pipeline - Initiatives to increase the inflow into the pipeline addressing: • Non-tenure track faculty • High school students - Initiatives to better equip women and minority faculty to successfully progress in the pipeline targeting: • Pre-tenured faculty • Tenured faculty - Initiatives to improve institutional structures and processes related to key career transition points in the pipeline: • Recruitment • Tenure and promotion • Retention • Leadership Improving Institutional Climate - Micro climate improvement • Departmental climate interventions • Leadership development of department chairs - Macro climate improvement • Work-life policies • Family-friendly initiatives • Advancing women to leadership Institutional Transformation Outcomes - Increased workforce participation of women and minorities at all ranks and in leadership (diversity) - More equitable and inclusive workplace for all Factors Facilitating Transformation Internal - Senior administrative support and involvement - Transformational champion - Collaborative leadership - Widespread and synergistic participation - Visibility of actions and outcomes External - Legitimacy and support from an external authority - Network of change agents in peer organizations to share learnings and best practices Institutionalization - New positions, offices and structures - New and modified policies - New and improved practices and processes - New supports/resources for effective programs Bilimoria & Liang, 2012. Gender Equity in Science and Engineering: Advancing Change in Higher Education

27. Initiatives of 19 NSF ADVANCE Institutions Source: Fox, M. F. (2008) Institutional Transformation and the Advancement of Women: The Case of Academic Science and Engineering, in Smart, J. C. (ed.), Higher Education: Handbook of Theory and Research, 23: 73-103.

28. NSF ADVANCE Institutional Transformation at CWRU Academic Careers in Science and Engineering (ACES) 2003-08 www.case.edu/admin/aces ACES+ (2008 to present) CWRU IDEAL-N 2016

29. Academic Careers in Engineering and Science (ACES) • NSF-ADVANCE $3.5 million award • Program launched initiatives in 32 STEM departments in four schools, plus university-wide activities • ACES Mission: To promote a campus-wide culture characterized by equity, participation, openness, and accountability • www.cwru.edu/admin/aces/

30. University Leadership School and Department Level Individual Level CWRU ACES Major Initiatives 2003-08 Commitment of Senior Administrators Accountability of Deans New Structures & Policies Provost’s Annual Leadership Retreat Annual Monitoring of Gender Equity Data Coaching, mentoring, networking, and training & development of deans, chairs, women faculty in S&E depts. Departmental Climate Improvement Initiatives Search Committee Training & Support Promotion & Tenure Committee Training Chairs’ Leadership Development Distinguished lectureships Minority student pipeline Opportunity Grants for Women Faculty Hotline Coaching for Women faculty Student Gender Awareness CWRU IDEAL-N 2016

31. Leadership Development Initiatives • Annual Provost’s Leadership Retreat • Sponsored nine department chairs to attend leadership development workshops • Executive coaching for deans, associate deans, chairs and associate chairs • Orientation for Newly Promoted and Tenured Faculty • Expanded Orientation for New Faculty • Participation in Bryn Mawr Summer Institute for Women Faculty and Staff

32. Faculty search committee supports Networking Women faculty lunches; department chairs’ lunches with Provost Awards: Women of Achievement, Spotlight Series Prize, Recognitions for Tenure and Promotions Annual theatre party Educational and skill building workshops for departments (communications, mentoring) Undergrad/grad student gender-awareness training Support for meeting facilitators, strategic planning Faculty Exchange with HBCUs Departmental Initiative Grants Distinguished Lectureships for senior women faculty visits School and Department Level Initiatives

33. Individual Level Initiatives • Opportunity grants • Executive coaching for career and leadership development of women faculty in S&E • Hotline coaching for women faculty across the university • Mentoring initiatives • Mentoring discussions and/or senior faculty panels in each school for junior women faculty • Mentoring committees • Peer (or near peer) mentoring groups • Speed Mentoring at Research ShowCase • Summer Undergraduate Research Program (SURP) for minority women students

34. Gendered Communication in Academe Negotiation at the Academy Successful Mentoring Effective Communication Skills: What They Didn’t Teach You in Chair School Success Strategies for Women in Academic Careers Communicating with Influence in the Academy Emotional Intelligence in the Academic Workplace Developing and Retaining Junior Faculty in Lean Times: A Senior Faculty Conversation Strengthening Our Roles As Change Agents in the University Faculty Development Workshops

35. Coordination and Collaboration of Allies across the Campus Faculty Diversity Office The Flora Stone Mather Center for Women President’s Committee on Minorities President’s Committee on Women Faculty Senate Committee on Minority Faculty Faculty Senate Committee on Women Faculty Faculty Senate Executive Committee WISER (Women in Science and Engineering Roundtable) Women Faculty of the School of Medicine Student Groups: Spectrum (LGBT), Catalyst (social justice) CWRU IDEAL-N 2016

36. Research Undertaken • NSF ADVANCE Indicators, 2003-2008 • Faculty Focus Groups & Interviews, 2000 and 2004 • Science Department Study, 2004-05 • COACHE Junior Faculty Surveys, 2006 and 2009 • Faculty Climate Surveys, 2004 and 2007 • Faculty Exit Surveys, 2005-2008 • Second Year Faculty Surveys, 2005-2008 • Salary Equity Studies, 2006-present • Candidate Pool Analysis Study, 2007-08

37. Number of Tenure Stream Faculty in S&E by Gender from AY 2003/04 - 2007/08

38. Number of S&E Department Chairs By Gender 12 10 10 8 8 7 7 6 6 Chairs 5 5 5 3 4 2 2 1 1 1 0 0 0 0 2003 2008 2003 2008 2003 2008 2003 2008 Male Female CAS CSE WSOM SOM Number of S&E Department Chairs by Gender

39. Number of S&E Faculty Holding Endowed Chairs by Gender

40. New Positions Created • Vice President of Diversity, Inclusion and Equal Opportunity • Associate Dean for Faculty Development in the Case School of Engineering • Assistant Dean of Faculty Development and Diversity in the School of Medicine (search initiated) • 2 new endowed chairs for women faculty in S&E with partial funding in place for a third chair • Manager of Faculty Diversity and Development in the Office of Faculty Diversity • Associate Director in the Flora Stone Mather Center for Women • Research Analyst in the Office of Institutional Research

41. New or Modified Policies During 2003-08 • Automatically approved pre-tenure extension policy • Partner hiring (dual career) policy • Modified work duties (paid parental leave) for faculty & staff • Domestic Partner Policy • Consensual relations policy • Non-Discrimination Statement for LGBT, including gender expression and identity

42. New Permanent Programs and Activities Established within the Office of the Provost • CWRU-Fisk University partnership • Summer internship program for minority women S&E students • Annual Provost’s leadership retreat for all university deans and chairs • LGBT Center • Opportunity grants for women S&E faculty • Distinguished Lectureships for campus visits by senior women Established in the Office of Faculty Diversity • Required cultural competency awareness training for all new faculty • Faculty search committee training and support Established in the FSM Center for Women • Annual Spotlight Series on Women’s Scholarship • Women of Achievement Lunch • WISER (Women in Science & Engineering Roundtable) • Women Faculty Leadership Institute Established University-wide • Faculty work-life policies and resources • Ethnic Studies program • Faculty climate survey (3 years); COACHE junior faculty survey (2 years)

43. Faculty Development Activities Institutionalized • Twice-yearly university-wide faculty development & networking workshops for women faculty • Professional coaching for new chairs and deans and new women S&E faculty established in the Office of the Provost • Annual orientation for newly tenured & newly promoted faculty • Expansion of the new faculty orientation • Opportunity grants for women faculty across the university • Distinguished Lectureships for campus visits by senior women scientists

44. NSF ADVANCE PAID Award Institutions Developing Excellence in Academic Leadership (IDEAL) www.case.edu/provost/ideal/ 2009-12

45. IDEAL – 2009-2012 • Brought together 6 universities from Northern Ohio to stimulate gender equity transformation at each university by disseminating and adapting successful mechanisms from CWRU’s ACES project • Developed learning community of change leaders • Each university engaged in annual change projects

46. IDEAL Projects at Six Universities • Focus groups with women faculty • Faculty climate surveys • Search committee training • Websites • Mentoring program pilot for new and mid-career women faculty • Faculty development needs assessment • Analyze candidate pool data • Development of ADVANCE IT and IT-Catalyst proposals

47. IDEAL Results Across Six Ohio Universities (2009-12) S&E Leadership Tenure Track S&E Faculty Tenure Track S&E Faculty

48. IDEAL Results Across the Six Ohio Universities (2009-2012) As of October 2012, 25 out of 62 (56 change leaders and 6 co-directors) were promoted or appointed to roles of leadership within their institutions during or after their participation in IDEAL.

49. Q & A

50. External Evaluation • March – May 2016: Project Director coordinates a discussion between External Evaluator (Russ Olwell) and each University change team to preliminarily define the MOU • 5/20/16: Approved final MOU due • 5/20/16: Year 1 (2015-16 AY) indicator data due