1. Advancing Women in Science

2. Sequence of Events Baseline for comparison – climate study Baseline for comparison – climate study Interventions Interventions Theory in the background  Draw on systems theory  Multiple points of entry  Fostering collective identity for women scientists  Evaluation bias and data on gender Backlash and strategies for minimizing backlash Backlash and strategies for minimizing backlash Progress so far Progress so far What ’ s next What ’ s next

3. Design of Climate Study Primary Design: Instructional track Female scientists compared with: Primary Design: Instructional track Female scientists compared with:  Male scientists (random subsample)  Female social scientists (all those in colleges with scientists) Secondary Design: Track by Gender Secondary Design: Track by Gender  Instructional vs. Primary Research vs. Clinical  Male vs. Female Scientists

4. Key Differences in Climate Survey Findings Household structure Household structure  More likely not partnered  More likely to have partner employed fulltime Contract Renegotiation (including counter-offers) Contract Renegotiation (including counter-offers)  Men have more items in package Service Service  Serve on more committees  Not more likely to chair them Mentoring Mentoring  Less mentoring of assistant professors

5. Institutional Climate Overall Overall rated satisfaction with position at UM (women scientists lowest) Overall rated satisfaction with position at UM (women scientists lowest) Gender discrimination in past 5 years (40% of women scientists report at least one area) Gender discrimination in past 5 years (40% of women scientists report at least one area) Unwanted sexual attention in past 5 years (20% of women scientists report) Unwanted sexual attention in past 5 years (20% of women scientists report)

6. Faculty Member Satisfaction; Thriving Effects of Climate on Career Outcomes Career Outcome Dissatisfaction; Struggling Positive Climate Negative Climate Tolerant atmosphere Egalitarian Atmosphere Mentoring Transparent policies and procedures Fair department chair Discrimination Harassment Surveillance Stereotyping Tokenism Vague or secret policies and procedures Unfair department chair

7. Implications of the Findings Increase critical mass Increase critical mass Improve climate for women scientists by Improve climate for women scientists by  increasing critical mass!  improving experience of equity in key areas  improving work-household interface  lessening service burdens and increasing opportunities for leadership  improving mentoring  improving departmental “microclimates”

8. Addressing Climate at Multiple Points of Entry Institution-wide Institution-wide  Publicizing issue/ “ Consciousness-raising ”  Creating collective identity for women scientists and engineers  Institutionalizing policy change Departmental “ microclimates ” Departmental “ microclimates ”  Feminist theory in the background  Incentives for self-analysis and self-motivated change Individuals Individuals  Leveling the playing field  Leadership opportunities for women

9. Addressing Climate at Multiple Points of Entry Institution-wide Institution-wide  Publicizing issue throughout institution – Sept 26, 2002 Launch  Establish Network across colleges—creating collective identity  Policy changes— institutionalizing change

10. ADVANCE Launch – September 26, 2002 Release of Climate Survey Report Release of Climate Survey Report Presentations by UM President and UM Provost, NSF Program Director, and ADVANCE PI and Co-PI Presentations by UM President and UM Provost, NSF Program Director, and ADVANCE PI and Co-PI Attended by approximately 275 members of the UM community Attended by approximately 275 members of the UM community

11. Network of Women Scientists and Engineers: Year One ADVANCE planned: Inaugural Dinner (March 2002) Inaugural Dinner (March 2002) Negotiation workshop (October 2002) Negotiation workshop (October 2002) Dinner and Interactive Theatre presentation by CRLT Players (December 2002) Dinner and Interactive Theatre presentation by CRLT Players (December 2002) Crosby Award Reception (January 2003) Crosby Award Reception (January 2003) Negotiation Workshop (March 2003) Negotiation Workshop (March 2003) Reception With President Mary Sue Coleman (April 2003) Reception With President Mary Sue Coleman (April 2003)

12. Network of Women Scientists and Engineers: Year Two Women scientists planned and/or requested: Women scientists planned and/or requested:  Leadership Retreat (Fall 2003)  Additional Leadership Training  New Mentoring Program ADVANCE planned: ADVANCE planned:  Report on progress by Provost and President  Lecture series on leadership

13. Policy Changes: University-wide Committee on Gender in Science and Engineering Committee on Gender in Science and Engineering Subcommittees to offer recommendations on Subcommittees to offer recommendations on  Faculty Tracks and Work/Family Integration  Evaluation and Promotion of Faculty  Recruitment, Retention, and Leadership

14. Policy Changes: Within Colleges College of Literature, Science & Arts College of Literature, Science & Arts  Creating new recruitment policy — shortlist review  Enhancing family-friendly policies  Questioning biological construction of motherhood  Questioning assignment of parenting to mothers

15. Addressing Climate at Multiple Points of Entry Department “Microclimates” Department “Microclimates”  Science and Technology Recruiting to Improve Diversity and Excellence (STRIDE)  Departmental Transformation Grants: Fund self-change efforts designed by departments based on self-analysis

16. Department Microclimates: Influencing Recruitment Creation of STRIDE (committee for Science and Technology Recruiting to Increase Diversity and Excellence) Creation of STRIDE (committee for Science and Technology Recruiting to Increase Diversity and Excellence)  Eight science and engineering full professors  Preparation of handbook Encourage better, equitable recruiting strategies Encourage better, equitable recruiting strategies Over 20 presentations last year Over 20 presentations last year Created FASTER (Friends and Allies of Science and Technology Equity and Recruiting) Created FASTER (Friends and Allies of Science and Technology Equity and Recruiting)

17. STRIDE John Vandermeer, Samuel Mukasa, Pamela Raymond, Carol Fierke, Anthony England Joel Swanson, (Michael Savageau former member ), Martha Pollack, Abigail Stewart, Melvin Hochster

18. Recruitment strategies: Feminist Theory in the Background STRIDE presents: STRIDE presents: Conceptual tools Conceptual tools Gender schemas Gender schemas Evaluation bias Evaluation bias Critical mass Critical mass Accumulation of disadvantage Accumulation of disadvantage Empirical evidence Empirical evidence  Evaluations of cvs  Evaluation of fellowship and grant proposals  Impact on salary of different background factors  Influence of small biases on institutional outcomes  Leadership and the head of the table Webcast : www.rice.edu/webcast/speeches/20010329valian.html

19. Lowered career success rate Gender schemas Lack of critical mass Accumulation of disadvantage Evaluation bias Performance is underestimated

20. Are We Affecting Recruitment? Progress to Date Recruitment Recruitment  Increase critical mass YearWomenMenTotal 2001-0274249 2002-03194160 Science and Engineering Hires, 2001-02 and 2003-03

21. Departmental Microclimates: Self- Analysis and Transformation Grants Electrical Engineering and Computer Science Electrical Engineering and Computer Science Interviewed 16 women candidates Interviewed 16 women candidates Hired 4 new women faculty Hired 4 new women faculty Chemical Engineering & Material Sciences Chemical Engineering & Material Sciences Provide teaching release and international travel funds to 2 women faculty Provide teaching release and international travel funds to 2 women faculty Funded a joint mentoring program Funded a joint mentoring program Chemistry Provided travel and summer salary funds to some women faculty Conducted climate survey Funded junior faculty forum to develop stronger networks Hired 2 new women faculty

22. Addressing Climate at Multiple Points of Entry Leveling the Playing Field for Individuals Leveling the Playing Field for Individuals  Elizabeth C. Crosby Fund: Funds research-related needs of individual faculty—leveling playing field  Leadership opportunities for women scientists

23. Elizabeth Crosby Awards 7 Awards in 2002 7 Awards in 2002 4 in COE 4 in COE 2 in LSA 2 in LSA 1 in Medicine 1 in Medicine 13 Awards in 2003 13 Awards in 2003  3 in COE  7 in LSA  1 in Medicine  1 in Public Health  1 in Kinesiology Elizabeth Caroline Crosby 1888-1983 UM Neuroanatomist

24. 2002 Elizabeth Caroline Crosby Award Winners Aline Cotel Civil & Environmental Engineering Joanna Mirecki Millunchick Materials Science Engineering Kristen Moore Mathematics Maria Clara Castro Geology Ana Sirviente Naval Arch. & Marine Engineering Kimberlee Kearfott Nuclear Engineering/ Biomedical Engineering Geneva Omann Surgery/Biological Chemistry

25. 2003 Crosby Award Winners Trachette Jackson Mathematics Smadar Karni Mathematics Katarina Borer Kinesiology Robyn Burnham Ecology and Evolutionary Biology Amy Cohn Industrial Operations Rachel Goldman Material Science and Engineering Elizaveta Levina Statistics Mingyan Liu Electrical Engineering and Computer Science Ingrid Hendy Geological Sciences Rebecca A. Bernstein Astronomy Molecular Laura Olsen Molecular/Cellular/ Developmental Biology RosemaryRochford Rosemary RochfordEpidemiology Swanson Microbiology and Immunology Michele Swanson Microbiology and Immunology

26. Progress in Leadership Valerie Castle : 1 st woman chair in Medicine Valerie Castle : 1 st woman chair in Medicine Deborah Goldberg : 1 st woman science chair in LSA Deborah Goldberg : 1 st woman science chair in LSA Laurie McCauley : chair in Dentistry Laurie McCauley : chair in Dentistry

27. Leadership Workshops Workshops on leadership and negotiation Workshops on leadership and negotiation Women in LSA and Medicine supported to attend leadership programs (Bryn Mawr, Simmons, CIC, ELAM) Women in LSA and Medicine supported to attend leadership programs (Bryn Mawr, Simmons, CIC, ELAM) Web listing of leadership programs Web listing of leadership programs www.umich.edu/~advproj www.umich.edu/~advprojwww.umich.edu/~advproj Effective Negotiation Workshop for Women Faculty

28. Progress to Date: Overview Recruitment Recruitment  Increase critical mass Retention Retention  Maintain critical mass Leadership Leadership  Improve climate Climate  Collective identity  Alliances  Institutional change  Change the rhetoric  Change policies

29. Backlash and Unintended Negative Effects Grant doesn ’ t cover primary research track; exacerbates feelings of exclusion Grant doesn ’ t cover primary research track; exacerbates feelings of exclusion Launch of climate report and media attention Launch of climate report and media attention  Open backlash among men in one department  Probably subtler effects in others Disappointment re Departmental Transformation Grant proposals not rewarded Disappointment re Departmental Transformation Grant proposals not rewarded Conflict over content and/or process of writing DTG proposals Conflict over content and/or process of writing DTG proposals

30. Strategies to Reduce Resistance and Backlash STRIDE draws on theory without visible theoretical apparatus STRIDE draws on theory without visible theoretical apparatus  Uses concepts like “accumulation of [dis]advantage” that apply to other social phenomena as well as to gender  Employs analogies (usually provided by Valian’s work) from studies on things other than gender Getting men invested and involved Getting men invested and involved  Participate on STRIDE and on advisory committees  Seek out allies/alliances  Men’s contributions recognized Focus on students Focus on students

31. What ’ s Ahead? Continued effort at changing the climate (CRLT Players) Continued effort at changing the climate (CRLT Players) Increased attention to institutionalization Increased attention to institutionalization Increased inclusion of attention to race-ethnicity Increased inclusion of attention to race-ethnicity Increased focus on knowledge gains Increased focus on knowledge gains  in understanding  women scientists  gender in the academy  gender and science  in developing feminist theory  in understanding organizational change  balancing costs and benefits of intervention