1. Task Force on Women Faculty Report for the Advisory Committee on Faculty Well-Being August 28, 2008

2. Task Force Charge Develop proposals for actions that NCSU can implement to increase the number of women faculty in areas where they are under-represented and to ensure a climate and working environment that is attractive and welcoming to female candidates and current faculty.

3. Some Numbers (2006) Women –14% of department heads (2008:15/66 = 23%) –18% of tenured faculty –38% of not-yet-tenured faculty –51% of non-tenure track faculty African American, Native American, Hispanic Women –2% of tenured faculty (30 women) –7% of not-yet-tenured faculty (21 women)

4. Numbers Vary Widely Among Colleges Women most under-represented in –CALS –Natural Resources –Engineering (pipeline is big issue) –Management –Veterinary Medicine –Design More female asst professors than share of US Doctorates in –PAMS (pipeline issue), Textiles

5. Non-Tenure Track Faculty 55% of female faculty were non-tenure track 26% of male faculty were non-tenure track Includes many job titles Average over 5 years at an institution Almost 2/3 are full-time employees Full-time get benefits, participate in governance Part-time do not Teaching track – multiyear contracts, salaries and benefits similar to tenure track

6. Retention of Assistant Professors Women at 31% higher risk of leaving before tenure than men High risk in first three years and year 7 Tenure success rates similar for women and men for those who are considered

7. Insights from Faculty Surveys Best predictor of interest in leaving NC State is level of satisfaction in the department Women, African American, and Hispanic faculty more likely to have considered leaving than others Jobs for spouses and partners were listed as contributing factors by faculty who left Spousal/partner hiring cited by men and women junior faculty as important but ineffective at NCSU

8. Work and Personal/Family Life About 1/3 of women TT/T faculty don’t think their department environment enables work/life balance Almost half of women TT/T faculty have difficulty managing work-related demands Odds of high stress are 9 times higher for those who say family leave time is important Odds of high stress are inversely related to perceived level of department support for work/life balance Odds of high stress increase with number of hours worked per week

9. Child Care and Family Policies Parental leave, family leave, tenure clock flexibility, child care on or near campus seen as very important by both men and women Childcare viewed as important to success but ineffective at NC State

10. Major Drivers of Change Increase number of women in academic leadership positions Educate current leadership in developing and supporting diverse faculty Identify and eliminate barriers and create policies and practices that support gender diversity

11. Recommendations: Provost Set university goal to increase female and minority tenured faculty 10% per year –Create “top-off” fund to allow departments to recruit at assoc rather than asst professor level –Assess and modify spousal hiring program to improve effectiveness Emphasize and reward achievement of diversity goals by deans, department heads Create endowed professorships involving mentoring faculty in position description Create task force on increasing STEM pipeline

12. Recommendations: ADVANCE Leadership training series for faculty women focusing on academic leadership Annual leadership retreat for women and minority faculty Department heads’ workshop series on enhancing department climate Annual retreat for dept heads, deans on building inclusive climate, promoting faculty success Faculty council (senior faculty) studying unrecognized bias, applying insights to their colleges

13. Recommendations: Non-Tenure Track Faculty Use teaching or research professor ranks w/comparable salary as TT positions Examine feasibility of converting long-term lecturers to TT or teaching track positions College plans determining appropriate balance between NTT and TT positions Minimum of 1-year contract for NTT faculty

14. Recommendations: Other Units Track progress and report annually Create fund to support modified duties when flexibility is needed Lactation rooms and non-gendered bathrooms in new and renovated buildings Study possibility of shared faculty positions Expand faculty recruiting materials and training Child care center

15. Recommendations: Implemented Automatic tenure clock extension for family medical circumstances Create job search service for spouses/partners of new and prospective faculty Brochure about work/life policies, programs HR website on work/life resources Child care center on Dix campus Forum for search committee chairs Oct 14, 2008