2. Measuring the Status of Women: Towards Cross-Institutional Analysis to Understand Institutional Transformation Lisa M. Frehill and Cecily Jeser Cannavale New Mexico State University ADVANCE Program http://www.nmsu.edu/~advprog E-mail: lfrehill@nmsu.edu This research was funded by the National Science Foundation, NSF #0123690.

3. Overview: 1 st Round Awardees’ Institutions

5. Some of the issues  Key issue: Faculty “live” in departments but departments are organized differently across institutions.  Small n’s, especially within rank and department – often even within a unit  Basis of comparability –For departments? –For units? –For institutions?

6. Comparability—Purpose Provide feedback for:  Departments   Deans & Provosts   Program Evaluation  Comparisons needed  Disciplinary  Field groupings  STEM vs. non-STEM at institution

7. Distribution of Female Faculty in STEM Departments

8. Fundamental Questions—Status of Women Faculty  To what extent are departmental sex compositions “equitable”? To what extent are women and men in similar positions?  Are the institution’s processes of advancement fair to men and women?  To what extent do women hold powerful positions within the institution?  To what extent are resources allocated equitably by gender?

9. To what extent are departmental sex compositions “ equitable”? To what extent are women and men in similar positions? Original Metrics:  1. Number and percent of women faculty in STEM  2. Number and percent of women in tenure line positions by rank and department  6. Number of women in STEM who are in non- tenure-track positions (teaching and research)

10. To what extent are women and men in “gender equitable” departments and positions? Original Metrics:  1. Number and percent of women faculty in STEM  2. Number and percent of women in tenure line positions by rank and department  6. Number of women in STEM who are in non- tenure-track positions (teaching and research) Report indicators for STEM and institution as a whole:  Number and percent of departments with: –Female tokens –Female minority –Gender equitable –Male minority –Male tokens  Index of positional dissimilarity, D

11. Relative Numbers—Conceptual Scheme

12. Index of Dissimilarity

13. Institutional Data: Departmental Sex Composition

14. Are the institution’s processes of advancement fair to men and women? Original Metrics:  3. Tenure and promotion outcomes by gender  4. Years in rank by gender  5a. Time at institution  5b. Attrition by gender  8. Number of women STEM faculty in endowed/named chairs

15. Are the institution’s processes of advancement fair to men and women? Original Metrics:  3. Tenure and promotion outcomes by gender  4. Years in rank by gender  5a. Time at institution  5b. Attrition by gender  8. Number of women STEM faculty in endowed/named chairs Report indicators for STEM and institution as a whole:  Likelihood of (by gender): –Tenure –Promotion Asst  Assc –Promotion Assc  Full  Average years at Associate rank for Full  Annual attrition: % of each sex within rank who leave the institution for any reason other than retirement  Number of women faculty in endowed/named chairs

16. To what extent do women hold powerful positions within the institution? Original Metrics:  2. Number and percent of women in tenure line positions by rank and department  7. Number and percent of women scientists and engineers in administrative positions  8. Number of women STEM faculty in endowed/named chairs  9. Number and percent of women STEM faculty on promotion and tenure committees

17. To what extent do women hold powerful positions within the institution? Original Metrics:  2. Number and percent of women in tenure line positions by rank and department  7. Number and percent of women scientists and engineers in administrative positions  8. Number of women STEM faculty in endowed/named chairs  9. Number and percent of women STEM faculty on promotion and tenure committees  Number and percent women: –Full professors (STEM and inst) –Department heads (STEM and inst) –Associate Deans (STEM units and inst) –Deans (STEM units and inst) –Provosts and VP level (inst) –President  Number and percent of women STEM faculty on STEM unit promotion and tenure committees

18. Women in Mid-level Academic Leadership in STEM

19. To what extent are resources allocated equitably by gender? Original Metrics  10. Salary of STEM faculty by gender (with additional controls such as department, rank, years in rank)  11. Space allocation of STEM faculty by gender (with additional controls such as department, etc.)  12. Start-up packages of newly hired STEM faculty by gender (with additional controls such as field/department,rank, etc.)

20. To what extent are resources allocated equitably by gender? Original Metrics  10. Salary of STEM faculty by gender (with additional controls such as department, rank, years in rank)  11. Space allocation of STEM faculty by gender (with additional controls such as department, etc.)  12. Start-up packages of newly hired STEM faculty by gender (with additional controls such as field/department,rank, etc.) Report indicators as follows:  Sex gap in pay (STEM and inst) by rank.  Sex gap in space allocation (STEM) by rank.  Value of start-up package: gap for new assistant professors (STEM) *All gaps should be ratios: Female/Male

21. Fundamental Questions—Status of Women Faculty  To what extent are departmental sex compositions “equitable”? To what extent are women and men in similar positions?  Are the institution’s processes of advancement fair to men and women?  To what extent do women hold powerful positions within the institution?  To what extent are resources allocated equitably by gender?

22. Key Metrics—Agreed Upon at First Principal Investigators’ Meeting at NSF, April 2002  # and % of women faculty in science/engineering by department  # and % of women in tenure-line positions by rank and department  Tenure promotion outcomes by gender  Years in rank by gender  Time at institution and attrition by gender  # of women in S & E who are in non-tenure- track positions (teaching and research)  # and % of women scientists and engineers in administrative positions

23. Key Metrics, cont’d.  # of women S & E faculty in endowed or named chairs  # and % of women S & E faculty on promotion and tenure committees  Salary of S & E faculty by gender (controlling for department, rank, years in rank)  Space allocation of S & E faculty by gender (with additional controls such as dept., etc.)  Start-up packages of newly hired S & E faculty by gender (with additional controls such as field/department, rank, etc.)

24. Aggregation: Number and Percent of STEM Departments with Critical Mass