1. Changing Collegial Culture to Break through the Academic Glass Ceiling Cheryl Geisler Dean, Communication, Art & Technology Simon Fraser University cgeisler@sfu.ca Cheryl Geisler Dean, Communication, Art & Technology Simon Fraser University cgeisler@sfu.ca

2. I. The Academic Glass Ceiling

5. National Academies 2010 Report  Success rate in promotion to full… no difference BUT  Time in rank before promotion … 2.9 yr gap  Knowledge of institution’s policy on promotion … significant difference  Engaging in conversation on professional topics with colleagues … significant difference  Success rate in promotion to full… no difference BUT  Time in rank before promotion … 2.9 yr gap  Knowledge of institution’s policy on promotion … significant difference  Engaging in conversation on professional topics with colleagues … significant difference

6. Agenda  I. The Academic Glass Ceiling  II. The MEN Model for Change in the Academy  III. MEN in the University  V. MEN in the Professions  VI. What You Can Do  I. The Academic Glass Ceiling  II. The MEN Model for Change in the Academy  III. MEN in the University  V. MEN in the Professions  VI. What You Can Do

7. II. The MEN Model for Change in the Academy

8. Matrix Organization  Collegial system  Bureaucratic system  Collegial system  Bureaucratic system

9. Matrix Organization  Bureaucratic system = policy reform  Collegial system = cultural change  Bureaucratic system = policy reform  Collegial system = cultural change

10. Collegial System  “social contract” of the academic professions  Intense collegiality  Self-regulation  Apprenticeship  “social contract” of the academic professions  Intense collegiality  Self-regulation  Apprenticeship

11. Changing Collegial Culture  M onitoring: make a case  E ngagement: engage senior faculty  N etworking: create networking patterns  M onitoring: make a case  E ngagement: engage senior faculty  N etworking: create networking patterns

12. III. MEN in the University

13. M onitoring at Rensselaer  13+ Club Index  13 or more years since highest degree  Index = % of women in Club not yet promoted ----------------------------------------- % of men in Club not yet promoted  Index = 1 = parity  13+ Club Index  13 or more years since highest degree  Index = % of women in Club not yet promoted ----------------------------------------- % of men in Club not yet promoted  Index = 1 = parity

14. 13+ Club DIY  List of the members with rank  Year of terminal degree  Gender  Publicly available  List of the members with rank  Year of terminal degree  Gender  Publicly available

15. E ngagement & N etworking  “Quiet” Phase  Faculty Coaches  Networking  “Quiet” Phase  Faculty Coaches  Networking

16. Changes in the 13+ Index

17. MEN in a Professional Society

18. Role of the Professional Society  Control of Rewards  Peer Review  Journal Publication  Awards  Control of Networks  Editorial boards  Journal reviewers  External letters  Control of Rewards  Peer Review  Journal Publication  Awards  Control of Networks  Editorial boards  Journal reviewers  External letters

19. M onitoring  13+ Club in the Society  Membership list  Rank  Gender  Year of degree  Overall Index = 1.7  13+ Club in the Society  Membership list  Rank  Gender  Year of degree  Overall Index = 1.7

20. E ngagement  Special Session  Task Force  “Quiet” Phase  Special Session  Task Force  “Quiet” Phase

21. N etworking  Career Retreat  2-3 day get together  18-month networking groups  Career Mentors  Career Retreat  2-3 day get together  18-month networking groups  Career Mentors

22. Areas that Participants Change  Changing patterns of work  Restarting research programs  Developing networks  Changing patterns of work  Restarting research programs  Developing networks

23. V. What You Can Do 1. M onitor promotion patterns 2.E ngage the senior faculty 3.N etwork 1. M onitor promotion patterns 2.E ngage the senior faculty 3.N etwork

24. Resources  The 13+ Club: A Metric for Understanding, Documenting, and Resisting Patterns of Non-Promotion to Full Professor. Geisler, Cheryl, Debbie Kaminski, and Robyn A. Berkley. The National Women’s Studies Association Journal 19(3), 2007, pp. 145-162.  cgeisler@sfu.ca  The 13+ Club: A Metric for Understanding, Documenting, and Resisting Patterns of Non-Promotion to Full Professor. Geisler, Cheryl, Debbie Kaminski, and Robyn A. Berkley. The National Women’s Studies Association Journal 19(3), 2007, pp. 145-162.  cgeisler@sfu.ca