ADVANCE PROGRAM University of California Irvine S. Bryant PI H.Killackey CoPI P.Kehoe Director D. Jankowski Coordinator

School-based Program – Equity Advisors appointed in each of the 10 schools on campus Two-year term ($15,000 per year) Role of Faculty Assistant to the Dean Participate in recruitment process Implement development program for junior and senior faculty Investigate inequities

School-Based Program Faculty Equity Advisors* Arts – Janice Plastino Biological Sciences – Diane O’Dowd, Andrea Tenner College of Medicine –Frances Leslie, Cris Kenney Engineering – Nancy Da Silva, Scott Jordan Graduate School of Management – Tom Buchmueller Humanities – Alice Fahs Information & Computer Science – Magda El Zarki, Rick Lathrop Physical Sciences – Ellen Druffel, Gary Chanan Social Ecology – Karen Rook, Kristen Day Social Sciences – Cecelia Lynch, Teresa Caldeira *two equity advisors for some schools

Academic Planning Group Advisory committee to Executive Vice Chancellor for FTE awards FTE Requests – area in which Dean’s show commitment to gender and ethnic diversity Important factor is Dean’s knowledge of availability of women applicants and other underrepresented groups in various disciplines Member of ADVANCE Program team on APG Example of application process: How do your plans promise to enhance the diversity of the faculty? Has the diversity of your faculty increased or decreased over the past five years? How will your plans effect that trend? Provide specific data to support claims when possible. How diverse is the pool of applicants, and how will that affect the unit’s success/failure in recruitment of a diverse faculty? What recruitment strategies will be used? What programmatic objectives may enhance efforts along this line?

Strategies for Recruitment Search Plan and Advertisement Form (UCI-AP-82) Typical Advertisement: The University of California, Irvine has an active Career Partner Program, is an equal opportunity employer committed to excellence through diversity, and has a National Science Foundation ADVANCE Program for gender equity. ADVANCE Brochure Best Practices for: –Search –Selection Readings Websites OEOD Brochure Affirmative Action Obligations Nondiscrimination in searches Career Partner Program Fully funded tenure track positions, supported in thirds –EVC, initial hiring department, and partner’s department

Search Plan and Advertisement for Regular Ranks Faculty (FTE) Position Part I. Information about the position: Recruiting School/Department: __________________________________________________________ Proposed title(s)/level(s):___________________________________ Salary Control #: _____________ Appointment Begin Date: _______________ Closing Date of Advertisement: ____________________ Candidate PhD requirement/area(s) of expertise (from NORC/AAMC Listing): ___________________ ___________________________________________________________________________________ Part II. Search Committee: List chair and members of search committee (include both men and women): ____________________ ___________________________________________________________________________________ Part III. Advertising Plan: A. Advertisement – Attach copy for approval. B. Web sites – This advertisement will be placed on the following UCI web sites: UCI Employment Opportunities – (required) _____________________________________________________ (optional) C. Publications – If the advertisement will be published in professional journals or magazines, please list the name of the publication and the month that the ad is expected to appear.. ___________________________________________ Month: ___________________ Part IV. Selection criteria: Briefly describe criteria to be used to select the final candidate. _______________ ____________________________________________________________________________________ Department Chair: _____________________________________________________________Date: ___________ Equity Advisor’s Approval: _____________________________________________________Date: ___________ Dean’s Approval: ______________________________________________________________Date: ___________ Academic Affairs: ______________________________________________________________Date: ___________ Department Contact: __________________________ Phone: ______________ __________ Dean’s Office Contact: ________________________ Phone: ______________ __________ 9/02Form UCI-AP-82

Tenure-Track Faculty at UCI 7/1/2001-6/30/20027/1/2002-6/30/20037/1/2003-6/30/2004 WomenMenWomenMen WomenMen #New Hires Percent Separations # Faculty Percent

Retention Strategic Planning Program – Panel of senior faculty meet every 6 months with each assistant professor (voluntary) – Panel reviews their cv and goals for short and long term – Time for assistants to assess their own program and receive independent advice One-on-one mentoring – Informal relationship with advisor – Advisor can be outside department – Can have several different mentors Workshops and conferences – Specific informative meetings on topics needed for promotion and advancement

Resolution of salary inequities Review of annual UCI Pay Equity Study – regression analyses are done utilizing birth, Phd, and hire date that has been shown to adequately predict salary for white men. Process for Equity Review – Deans and Equity Advisors receive salary residuals of their faculty – Deans notify Chairs of the actual residuals – Equity Advisor, in consultation with the Dean, reviews residuals to determine which individuals may need further scrutiny, that is salary equity relative scholarly standing and achievement – If deemed appropriate, a salary increase is recommended by the Dean for approval by the EVC UCI 3-year Salary Initiative – With a successful merit review individuals will receive an off-step salary adjustment to reward loyalty and offset market forces.

Special Physical Sciences Seminar “Sex and the Physical Sciences” Judy B. Rosener Professor, Business & Government Graduate School of Management Wednesday, January 8, Rowland Hall 4 PM Refreshments will be served. Sponsored by the UCI ADVANCE Program

Difficulties in Transforming Culture Overcoming issue of availability in several disciplines Eliminating sub rosa hiring practices through old boy networks Convincing women pioneers to come Gender differences in negotiation styles and self-promotion Having Deans and Chairs committed to the goals of the Program