Supporting Women Scientists and Engineers Abigail J. Stewart University of Michigan

First, do no harm  Don’t minimize the problem or over- promise a solution  Don’t tell them what their needs are (because you don’t know)  Don’t tell them the answers to their questions (because you don’t know)  Don’t tell other people about their needs until you have a plan for addressing them (because you don’t want to add stigmatization to their troubles)

6 general principles in providing support 1. Encourage women to define own concerns 2. Encourage women to seek/shape own solutions 3. Help provide access 4. Encourage women to find allies 5. Encourage women to ally with each other 6. Create structures that will last UM Women’s Leadership Retreat, 2003

1. Encourage women to define own concerns  Climate survey Input from the women on it Women received first reports of findings Women asked to interpret findings  Network used to voice issues Initial meeting to create agenda Annual meeting to generate feedback Regular survey feedback on activities wanted and valued Visibly available for advice/support/trouble-shooting UM women faculty and Provost at ADVANCE dinner September ’03 presenting progress report

1. Defining their own concerns: What did UM women scientists and engineers need?  Depended on rank: Assistants  More flexible tenure clock  Help with partner positions Associates  Less and more appropriate service  Preemptive retentions  Address salary inequities Full Professors  Less and more appropriate service  Address feeling invisible and undervalued  Preemptive retentions  Address salary inequities

2. Encourage women to seek/shape own solutions  We provide Elizabeth Crosby Awards; they decide what they need Research assistance Travel for self and research group to conferences Support for in-town sabbatical (with collaborator brought in) Speakers series and workshops within and across disciplines  We created leadership events in response to their request; then Network group created “Leadership Retreat” They planned it, made all decisions ADVANCE staff supplied the labor World-renowned UM Neuroanatomist, Elizabeth Caroline Crosby ( )

2. Encourage women to seek/shape own solutions  We provide Departmental Transformation Grants Ideas for recruitment, retention, advancement of women in department Teaching releases for all women in department to encourage their promotion WINS: Create group, bring in speakers, raise issues about searches  Individual trouble-shooting Articulate need for preemptive retentions to Steering Committee members

3. Help provide access that overcomes invisibility and marginalization  We distribute information about leadership programs  We nominate women scientists/engineers for programs  We pay for women scientists/engineers to attend/participate in programs ADVANCE sponsored UM Negotiation workshop, ‘03

4. Encourage women to find allies  Steering Committee—collaboration between women and men  Committee on STRIDE—model of collaboration between men and women Work on climate issues including excess service, undervaluation The Committee for Science and Technology Recruiting to Improve Excellence and Diversity -- STRIDE

4. Encourage women to find allies  Gender in Science and Engineering Committee— collaboration between women and men (21 faculty: 12 men, 9 women) o Individual Advice (e.g. re: committee) o Public talk about role of men in addressing problem CRLT Players President Mary Sue Coleman and Provost Paul Courant, Co-chairs of GSE Committee

5. Encourage women to ally with each other  Network of Women Scientists and Engineers (3 events/semester)  Support networks in departments and across departments  Women Talking Science and Engineering Small group format Reading and sharing issues Joan Williams lecture: "Work and Family Conflict and What to Do About It.” UM, September ’03

6. Create structures that will last  Chair training  Training of committees doing reviews  Policy changes that increase time and support women better 3 GSE Subcommittees chaired by Deans  Faculty evaluation and development  Recruitment, retention and leadership  Family friendly polices and career tracks

6. Create structures that will last  FASAP (HR) internalizing workshops, support groups and coaching program for faculty Managing multiple roles Negotiating and networking for success  Working on institutionalizing STRIDE Handbook Pre-visit approval of shortlist STRIDE committee used for chair training in recruitment and climate issues