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NDSU FORWARD Survey of Work/Life Balance:

NDSU FORWARD Survey of Work/Life Balance:. Highlights of survey results of Tenured and Tenure Track Faculty. About NDSU FORWARD. FORWARD stands for F ocus on R esources for W omen's A dvancement, R ecruitment/Retention, and D evelopment

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NDSU FORWARD Survey of Work/Life Balance:

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  1. NDSU FORWARDSurvey of Work/Life Balance: Highlights of survey results of Tenured and Tenure Track Faculty

  2. About NDSU FORWARD • FORWARD stands for Focus on Resources for Women's Advancement, Recruitment/Retention, and Development • Funded by a National Science Foundation (NSF) ADVANCE Institutional Transformation Award • The NSF Advance program focuses on Science, Technology, Engineering, and Mathematics (STEM) disciplines • NDSU has expanded the focus to the entire campus

  3. About the Faculty Work/Life Survey • Built on the efforts of other universities who are ahead of us in the process, and learned from them • Women in Science & Engineering Leadership Institute (WISELI) at the University of Wisconsin-Madison • Developed survey questions according to key themes relating to work/life balance among university faculty • Analyzed the survey data overall as well as looking to see where differences lie among respondents • Consulted WISELI’s analysis to see the types of variables they found to be important as a starting point for NDSU’s analysis

  4. About the Faculty Work/Life Survey • This survey collected baseline data on a variety of topics important to faculty: • the hiring process at NDSU, • the tenure process at NDSU, • professional activities, • satisfaction with NDSU, • NDSU programs and resources, • balancing personal and professional life, • women faculty at NDSU, and • demographics. • The survey will be repeated on a periodic basis which will allow NDSU FORWARD staff to examine issues of importance to NDSU faculty and monitor changes over time.

  5. Methodology • Data were collected mid-December 2008 through early February 2009 • There were 325 respondents; data analysis was limited to the 224 respondents who were tenured or tenure track NDSU faculty • According to data from NDSU’s Office of Institutional Research and Analysis, there were 488 tenured or tenure track faculty at NDSU in fall 2008, representing a survey response rate of 45.9 percent

  6. Significance Testing • Tests whether the distribution of responses by some variable differs from what normally should be expected • Six key characteristics were explored for significance using Chi-square tests and t-tests (at the p<.05 level) as appropriate: • gender (male/female) • racial/ethnic majority status (are not a racial/ethnic majority, are a racial/ethnic majority) • type of college (STEM designated college, non-STEM designated college) • tenure status (already tenured, not yet tenured) • number of years at NDSU (5 years or less, more than 5 years) • having children ages 6 or younger (do not have children ages 6 or younger, do have children ages 6 or younger)

  7. Discussion of Results • Highlights of survey results from the report Faculty Work/Life Balance: Results of the 2008 NDSU FORWARD Survey • Talk about overall results • Highlights of gender differences • Offer insights from other characteristics tested for significant differences

  8. Demographics of Survey Respondents • 55% were male and 46% were female • Of the 488 tenured or tenure track faculty at NDSU in fall 2008, 74% were male and 26% were female • 83% were of a racial/ethnic majority (i.e., self-identified only as “white, not of Hispanic origin”) and 17% were of a non-majority status • In fall 2008, 21% of faculty identified themselves as being non-white • 91% of respondents identified themselves as being heterosexual; the remaining respondents said gay/lesbian, bisexual, or refrained from answering the question • 82% indicated that they are U.S. citizens and 18% of respondents indicated they are not U.S. citizens • 91% had attained a Ph.D.

  9. Demographics of Survey Respondents Figure 1. Distribution of respondents and fall 2008 faculty by primary college • 52% identified themselves as being part of a STEM designated college (compared to 65% of faculty in fall 2008) *Designates a STEM designated college for purposes of analyses in this report. STEM stands for “Science, Technology, Engineering, and Math”

  10. The Hiring Process at NDSU Figure 2. Extent to which various factors were chosen as one of the three most important factors that influenced the decision to ACCEPT a position at NDSU Gender differences • ACCEPT - salary & benefits • 18% overall; 24% women; 12% men *Significant differences were found for this response

  11. The Hiring Process at NDSU Figure 3. Extent to which various factors were chosen as one of the three most important factors that influenced the decision to HESITATE about accepting a position at NDSU Gender differences • HESITATE - opportunities for spouse/partner • 17% overall; 22% women; 11% men • HESITATE - climate for women • 13% overall; 24% women; 5% men *Significant differences were found for this response

  12. The Tenure Process at NDSU Gender differences • Non-tenured • 45% overall; 69% women; 28% men Gender differences • Have reset the tenure clock • 14% overall; 22% women; 8% men Figure 5. Whether respondent has ever reset the tenure clock at NDSU by gender Figure 4. Respondent’s tenure status by gender Note: Among all respondents who are tenured or are on a tenure track, regardless of where they went through the process Note: Among respondents who did/will experience the tenure/promotional process to associate professor at NDSU

  13. Professional Activities Figure 6. Average proportion of work time all respondents indicated they CURRENTLY spent on various activities and what they would PREFER to spend Figure 7. Average difference in the proportion of work time all respondents currently spent and how much they would prefer to spend on various activities *Significant differences were found for amount CURRENTLY spend #Significant differences were found for amount PREFER to spend *Significant differences were found for this response

  14. Professional Activities Gender differences • Primary dept. – collaborated in the past • 70% overall; 61% women; 77% men Figure 8. Whether respondent was currently collaborating, or had collaborated in the past, on research with colleagues: IN THEIR PRIMARY DEPARTMENT OFF THE NDSU CAMPUS

  15. Professional Activities Figure 9. Proportion of respondent s who have CHAIRED the following committees by gender Gender differences • Faculty search committee • 47% overall; 28% women; 60% men • Promotion committee • 26% overall; 12% women; 36% men • Another type of committee* • 46% overall; 36% women; 57% men No gender significance No gender significance *Examples of other types of committees include: academic affairs, education, and accreditation committees; assessment and evaluation committees; scholarship and awards committees; university committees

  16. Professional Activities Gender differences • Currently held administrative role • 28% overall; 19% women; 36% men Gender differences • Held administrative role in the past • 30% overall; 8% women; 49% men Figure 10. Whether respondent CURRENTLY held an administrative role in their department or college at NDSU Figure 11. Whether respondent has held an administrative role IN THE PAST in their department or college at NDSU

  17. Professional Activities Gender differences • Have an interest in formal leadership positions? –> NOT SURE • 33% overall; 44% women; 26% men Gender differences • YES, there are barriers* • 38% overall; 51% women; 25% men Figure 12. Whether respondent said they have an interest in taking on any formal leadership positions at NDSU Figure 13. Whether there are barriers preventing respondent from taking on such a position Note: Among respondents who said they have an interest in taking on any formal leadership positions at NDSU or are not sure *Examples of barriers include amount of time, lack of competition for positions, personal barriers, and gender-related barriers; gender-related barriers include old-boys’ network, male-dominated environment, and women perceived as less-qualified

  18. Professional Activities Figure 14. Proportion of respondent s who STRONGLY AGREE with certain statements about interactions with colleagues and others in their primary department/unit by gender Gender differences • Women feel less respected and integrated than men

  19. Professional Activities Figure 15. Proportion of respondent s who STRONGLY DISAGREE with certain statements about interactions with colleagues and others in their primary department/unit by gender Gender differences • Women are more likely to feel isolated, feel excluded from an informal network, and feel like they encounter unwritten rules than men

  20. Professional Activities • Note: • Number of years at NDSU and tenure status are clearly prominent factors in faculty's achievements and professional activities; however, it is still important to discuss the element of gender. • Specifically, these three dynamics interrelate (i.e., gender, tenure status, and length of time at NDSU) and contribute to an overall environment at NDSU in which there are too few women serving in key leadership positions and too few women who can serve as mentors to junior faculty.

  21. Satisfaction with NDSU Figure 16. Respondent’s level of satisfaction, in general, with their job at NDSU and the way their career has progressed at NDSU • Reasons for considering leaving include: • Lack of resources/funding • Overworked, overloaded • Isolation on campus, employee turnaround • Administration • Campus diversity and campus climate • Job recruitment offers • Social climate, size of the community Figure 17. Whether respondent said they have ever considered leaving NDSU

  22. NDSU Programs and Resources Figure 18. Respondent’s use of various programs available on the NDSU campus Gender differences • New faculty orientation • 83% overall; 95% women; 72% men • Faculty mentoring program • 71% overall; 79% women; 66% men • Gear Up for Grants • 54% overall; 66% women; 44% men • Workshops for search committees • 37% overall; 17% women; 53% men • WISMET • 30% overall; 58% women; 4% men • Advance FORWARD • 24% overall; 36% women; 15% men • Other** • 13% overall; 0% women; 24% men *Significant differences were found for this response **Other programs included: campus leadership workshops, childcare facilities, Diversity Council, Safe Zone

  23. Balancing Personal and Professional Life Figure 19. Proportion of respondent s who STRONGLY AGREE with certain statements about balancing their personal and professional lives by gender Gender differences • Women are more likely than men to say they had to forego professional responsibilities and to have seriously considered leaving NDSU to achieve better balance • Women are less likely than men to be satisfied with how they balance their professional/ personal life

  24. Balancing Personal and Professional Life Figure 20. Whether respondent currently has children ages 18 or younger and ages 6 or younger Figure 21. Whether respondent currently uses or needs childcare services/programs to care for a dependent child Note: Among respondents who cared for/currently care for dependent children = 67% overall; 57% women; 75% men Gender differences • Currently uses or needs childcare • 43% overall; 64% women; 29% men

  25. Balancing Personal and Professional Life Figure 22. Which childcare issues apply to respondent Gender differences • Childcare when away at conferences/ special events • 41% overall; 56% women; 18% men • Extended hour childcare for evenings, nights, weekends • 41% overall; 63% women; 9% men *Significant differences were found for this response Note: Among respondents who cared for/currently care for dependent children and currently use/need childcare services

  26. Balancing Personal and Professional Life Figure 23. Respondent’s current marital or cohabitation status by gender Gender differences • Single • 13% overall; 23% women; 5% men • Married • 82% overall; 71% women; 92% men

  27. Balancing Personal and Professional Life Figure 24. Proportion of respondent s who AGREE with certain statements about their spouse/partner’s career by gender Gender differences • Women are more likely than men to have seriously considered leaving NDSU in order to enhance their career and their spouse/partner’s career No gender significance Note: Among respondents who are not single

  28. Balancing Personal and Professional Life Figure 25. Proportion of respondent s who said they feel certain health-related emotions/states Gender differences • Women are more likely than men to have said they are experiencing riskier health-related emotions/ states

  29. Women Faculty at NDSU Figure 26. Proportion of respondent s who AGREE with certain statements about recruitment of, climate for, and leadership of women faculty in their primary department/unit Gender differences • Women are less likely than men to think their department is doing well regarding aspects of recruiting, climate, and promotion • Women are more likely than men to feel there are too few women faculty in leadership positions

  30. Other Insights from Significance Tests:Racial/ethnic majority status • Compared to majority status respondents, non-majority status respondents: • Were more likely to be swayed to accept a position by research opportunities, more likely to hesitate due to opportunities available for spouse/partner, support for research, and climate for faculty of color • Would prefer to spend more work time on research • Were more likely to be collaborating with colleagues outside NDSU • Were more likely to place a high value on the following NDSU programs: new faculty orientation, faculty mentoring, pedagogical luncheons/workshops, and Gear Up for Grants

  31. Other Insights from Significance Tests:Type of college • Compared to respondents in non-STEM designated collages, respondents in STEM colleges: • Were more likely to be swayed to accept a position by research opportunities, more likely to hesitate due to support for research, and were more likely to spend more time on research • Were more likely to have children ages 6 or younger, more likely to be men, less likely to have a spouse/partner that worked full-time (among non-single respondents), and less likely to be a U.S. citizen • Were more likely to agree that there are too few women in their department and too few women faculty in leadership positions

  32. Other Insights from Significance Tests:Tenure status • Compared to tenured respondents, non-tenured respondents: • Seemed to be happier with the hiring process (that dept. did its best to obtain resources for them, that they were successful in negotiations, that they were pleased with start-up package) • Were more likely to be swayed to accept a position by opportunities for spouse/partner, more likely to hesitate due to climate for women and quality of students • Spent more time on research and teaching and less on administrative duties and outreach • Were less likely to have been at NDSU more than 5 years, less likely to have participated in some professional activities (e.g., served or chaired on committees, held roles, held positions in organizations outside NDSU) • Were less likely to strongly agree that they are treated with respect by students and staff • More likely to say that Advance FORWARD programs are very valuable, more likely to have used the new faculty orientation, faculty mentoring, WISMET, and Gear Up for Grants programs • Were less likely to have cared for dependent children or to have provided care for an aging parent or relative in the past three years • Were more likely to have children ages 18 or younger and ages 6 or younger, more likely to be female, and less likely to be a U.S. citizen • Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue

  33. Other Insights from Significance Tests:Number of years at NDSU • Compared to respondents who have been at NDSU more than 5 years, respondents who have been at NDSU 5 years or less: • Seemed to be happier with the hiring process (that dept. did its best to obtain resources for them, that they were successful in negotiations, that they were pleased with start-up package, that they weren’t naive in the negotiation process) • Were more likely to be swayed to accept a position by salary and benefits, more likely to hesitate due to climate for women and community resources/organizations • Spent more time on teaching and less on service and outreach • Were less likely to be tenured at the time of the survey, less likely to have participated in some professional activities (e.g., served or chaired on committees, held roles, held positions in organizations outside NDSU) • Were less likely to strongly agree that they are treated with respect by students or that they “fit” in their department • Were more likely to have used the new faculty orientation, faculty mentoring, and Gear Up for Grants programs • Were less likely to have cared for dependent children or to have provided care for an aging parent or relative in the past three years • Were more likely to have children ages 6 or younger, more likely to be single, more likely to be female, and less likely to be a U.S. citizen • Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue

  34. Other Insights from Significance Tests:Having children ages 6 or younger • Compared to respondents without young children, respondents with children ages 6 or younger: • Were more likely to be swayed to accept a position by opportunities available for spouse/partner, more likely to have used the spousal hiring program • Were less likely to have been at NDSU more than 5 years, less likely to be tenured, less likely to have participated in some professional activities (e.g., served or chaired on committees, held roles, held positions in organizations outside NDSU) • Were more likely to be in a STEM designated college • Were more likely to agree that their personal responsibilities and commitments have slowed down their career progression, more likely to have used the extension of the tenure clock program • Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue, less likely to agree that their department has a supportive policy for faculty who have a new baby, more likely to say their department is not at all supportive of family leave

  35. Want to know more about these results? • View the full report, mini-reports for each college, and mini-reports highlighting differences by certain characteristics at: • http://www.ndsu.edu/FORWARD

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