Changing the Demographics of the Leadership Pipeline: One Woman, One State at a Time Presented by Diana Cordova, Ph.D. Vice President, Leadership Programs American Council on Education (ACE) TWHE Conference – April 2013

The American Council on Education ACE represents the presidents of all types of U.S. accredited degree-granting institutions, which include two- and four-year colleges, private and public universities, and non-profit and for-profit entities. Over 1,800 member institutions, 75 percent of which have been with ACE for more than 10 years. Together, ACE member institutions serve 80 percent of today’s college students.

Strategic Priority for Leadership Provide leadership programs to meet the need for diverse, skilled, and ample leadership for higher education.

ACE Leadership Focuses on programs, research, and resources for presidents and CAOs Focuses on programs and resources for rising administrators (dept. chairs and above) Helps foster greater diversity and inclusion in leadership ranks Focuses on programs and research that help senior leaders improve institutional capacity and effectiveness

ACE Leadership at-a-Glance 25+ program convenings held in Over 600 total participants Launched 4 new programs and initiatives during : –ACE Institute for New Presidents (INP) –ACE Leadership Academy for Department Chairs –Spectrum Executive Leadership Program –Diversity Matters in U.S. Higher Education Issue Brief Series And the best is yet to come…

6 ACE’s Commitment to Advancing Women Leaders National Women’s Leadership Forums ACE Women’s Network established –Now in all 50 states plus Puerto Rico and DC –Over 5,000+ women leaders take part in programs sponsored by state networks every year –Network Executive Council provides guidance to state networks Regional Leadership Forums Moving the Needle Initiative Launch of Spectrum Program

National Women’s Leadership Forums – December 2012, Arlington, VA – Record participation – 46 women leaders –Next offering: June 19-21, 2013, Arlington, VA Regional Women’s Leadership Forums – February 13-15, 2013, Southern California (Univ. of La Verne) – May 20-22,2013; New York (Mercy College) –September 16-18, 2013, North Dakota (Univ. of North Dakota)  Director: Kim Bobby

National Women’s Leadership Forum –3-day program for senior women administrators –Held twice per year (June and December) in Washington, DC –Curricular topics: Fundraising, Leading in Times of Crisis, Media Training Developing an Effective Search Strategy Mock Video-taped Interviews and CV/Cover Letter Review Contract Negotiation Financial Empowerment for Women Leaders Transitioning to the Presidency (advice from experienced women presidents)

Regional Women’s Leadership Forum –3-day program for mid-level women administrators (Department Chairs and above) –Held two or three times per year in locations across the country. –Curricular topics: Career Mapping Crisis and Emergency Management Managing Diversity and Inclusivity on Campus Becoming an Effective Fundraiser in Challenging Times Lessons from the Lives of Presidents Developing an Effective Search Strategy CV and Cover Letter Review

Spectrum Executive Leadership Program –8-month program for diverse senior-level administrators from underrepresented groups who are interested in seeking a presidency in near term. –Two face-to-face convenings (March & October), virtual meetings and webinars in intervening months –Assessment Phase consisting of 360 evaluation plus Strengths Finder; feedback provided by expert consultant –Participants will work with presidential mentors to develop a professional development plan –32 participants in inaugural cohort; first convening held March in DC

ACE Fellows Program –54 in 2013 class; 50 in 2014 class –Leadership Academy for Department Chairs (LADC) –Year-long engagement, 2-day workshop, webinar series and Blackboard-based support –August, Miami University of Ohio (116 participants) –October, Chicago (closed at 104) –January, Long Beach (closed at 102) –July 2013, Colorado  Interim Director: Margarita Benitez

Advancing to the Presidency Next program to be held October Apply now. Alumni base of 265+ since program was launched in Approximately 40 percent of participants from the first four classes are currently presidents. Focus: o Day 1: Developing an effective presidential search strategy. Work with search consultants. o Day 2: Transitioning to a presidency. Seven sitting presidents served as facilitators in last workshop.

ACE Institute for New Presidents Focus—practical executive leadership development for presidents in their first 2 years of service 9 months (July – March) –Three face-to-face convenings July, December, and March –Webinar series 20 participants in inaugural class Currently soliciting applications for class

ACE Institute for New Presidents Major topics addressed: o Governance: Working effectively with Boards o Building a high-performing executive team o Leading in times of crisis o Developing a sound communications strategy and building relationships with the media o Avoiding presidential traps and landmines and staying true to values o Embarking on a capital campaign o Making smart decisions about technology o The brand advantage: Branding the institution o Effective use of legal counsel – developing the legal “radar”

15 The Statistics: Corporate America 8% of corporate leadership is female 3% of Fortune 500 CEOs are female 16% of boards and corporate officers are female 1.9% of corporate officers are minority females 1.9% of board directors are minority women 12% of Fortune 500 companies have no women on the board

16 Source: The Face of Corporate Leadership by Toni Wolfman in the New England Journal of Public Policy, Spring 2007

Gender Composition of Higher Ed Public and Independent Governing Boards, Source: Association of Governing Boards of Colleges and Universities (AGB)

18 Women in Law In 2010 women comprised: –47% of law students –31% of attorneys –20% of partners at law firms Womens’ salaries were 77% of men’s salaries.

19 Women in Politics 17% of Senate and House of Representatives 9% of the mayors of 100 largest US cities 24% of state legislatures 12% of governors

20 How are We Doing in Higher Ed?

The American College President 2012 Only study that provides a comprehensive, in-depth look at presidents from all sectors of American higher education. This is the 7 th report since 1986 providing a great source of longitudinal data. 1,662 respondents – 50% response rate for 2012 edition. ACE is grateful to TIAA-CREF Institute for their support of this report.

ACPS 2012: Women and the Presidency Share of women presidents has increased from 23 percent to 26 percent since 2006 (13 percent in 1986). Most of the recent growth among White women. Only 4 percent of presidents are women of color.

Women Presidents by Institution Type: 1986 to 2011

Length of Service:

Marital Status of Presidents: 2012

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ACPS 2012: Racial/Ethnic Diversity of Presidents Share of racial/ethnic minority presidents decreased from 14 percent in 2006 to 13 percent in The decline in minority presidents appears to occur within HSI’s.

Minority Presidents: 1986, 2006, and 2011

Minority Presidents III: 2006 and 2011

ACPS 2012: Aging of Presidents Average age of presidents in 2011 is 61, up from 60 in percent of presidents are over the age of 61 (up from 49 percent in 2006). Between 1986 and 2011 the majority of presidents have shifted from 50 or younger to 61 or older

The Aging of Presidents: 1986, 2006, and 2011

ACPS 2012: Career Paths of Presidents Twenty percent of presidents’ most recent prior position was outside of higher education, up from 13 percent in Presidents coming from outside higher education no more racially diverse.

Most Recent Position: 2011

Long-Standing Presidents’ Time Demands: Areas Most Likely to Occupy More Time

Areas Insufficiently Prepared for First Presidency Fundraising Governance Issues/Board Relations Risk Management Capital Improvements Entrepreneurial Ventures Athletics

On the Pathway to the Presidency Follow-up study to The American College President: 2012 Edition. Describes characteristics of senior leaders other than presidents (previous report in 2005). Partnership with College and University Professional Association for Human Resources (CUPA-HR) Sponsored by TIAA-CREF Institute.

Methods and Data Surveyed HR directors at 2,300 regionally accredited, degree-granting institutions. Used CUPA-HR position taxonomy and ACPS results to identify 35 positions “on the pathway.” Asked for information in HR databases. 308 institutions responded with info about 3,900 positions (13% response rate). Due to low response rate among 2 year institutions findings focus on 4 year institutions.

On the Pathway to the Presidency What is the age profile of senior leaders? Are those in position to be the next generation of presidents more diverse than the current group? To what extent have current leaders benefitted from succession planning?

Senior Administrators at Four Year institutions are Younger than Presidents Sources: The American College President: 2012 Edition; On the Pathway to Presidency 2013: Characteristics of Higher Education’s Senior Leadership.

Women Less Likely to Hold Key “Line” Positions Source: On the Pathway to Presidency 2013: Characteristics of Higher Education’s Senior Leadership.

41 Gender Diversity Among Senior Administrators by Institutional Type, 2007 Source: ACE On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.

Senior Administrators No More Likely to be People of Color Sources: The American College President: 2012 Edition.; On the Pathway to Presidency: 2013 Characteristics of Higher Education’s Senior Leadership.

Minorities Most Likely to Hold Diversity and Student Affairs Positions Source: On the Pathway to Presidency 2013: Characteristics of Higher Education’s Senior Leadership.

Racial/Ethnic Diversity Among Senior Administrators by Institutional Type, 2007 Source: ACE On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.

Senior Administrators More Likely to be Internal Hires Source: On the Pathway to Presidency 2013: Characteristics of Higher Education’s Senior Leadership.

46 CAOs’ Presidential Aspirations, by Gender and Race/Ethnicity, 2008 Source: ACE The CAO Census: A National Profile of Chief Academic Officers. With generous support from TIAA-CREF institute.

47 Putting it all in Perspective Sobering news regarding gender/racial diversity in presidential ranks. Women continue to increase their representation, but at a slow pace. The high number of projected presidential retirements may present a challenge or even a perceived temporary shortage of leadership. But it also presents an opportunity to diversify the leadership of higher education. Need for institutions to focus intentionally on succession planning. Increasing Board diversity will be key if we are to make progress in diversifying senior leadership ranks.

For Discussion –What are some of the continuing barriers that are preventing more women from reaching top leadership positions in higher education? –What are the key levers for change? What needs to change in order for more women to reach the top?

For Discussion –How can we more effectively sustain women leaders once they reach the top? What type of resources and support mechanisms ought to be in place? What can the associations do to support these efforts?

Thoughts and Questions