1. Recruiting, Retaining, & Mentoring Women Faculty 11/1/02

2. Who Teaches Matters “The most accurate predictor of subsequent success for female undergraduates is the percentage of women among faculty members at their college.” Trowers and Chait; Harvard Magazine, 104:33, 2002.

3. Representation of Women in Graduate Professional Programs

4. Spectrum of Approaches Negative Neutral SupportivePro-Active

5. Outline  History of UT EFWO  Review Objective Data  Discussion: –Set Measurable Goals –Process to Achieve Goals –Resources to Achieve Goals

6. UT EFWO  http://www.engr.utexas.edu/bme/fac ulty/richards-kortum/WomenInEng/ http://www.engr.utexas.edu/bme/fac ulty/richards-kortum/WomenInEng/  Child Care Survey & Report –Summer 01  Career Success Workshop –April 02  White Paper –Fall 02

7. White Paper: Areas of Concern  Attract & retain more women faculty  Improve recruitment and retention of women graduate students at UT  Provide mentoring for women graduate students & faculty  Increase # of women in leadership positions at UT

8. Focus of tonight’s discussion  Attract more women faculty

9. Where are we? 2002: 240 total tenure track faculty –21 women (9%) 7 Assistant Professors 7 Associate Professors 7 Full Professors –219 men (91%) 40 Assistant Professors 34 Associate Professors 145 Full Professors

10. How has this changed? = Target of Opportunity Years

11. = Target of Opportunity Years

12. How do we compare to our peers? 2001 ASEE Data

13. % Women Faculty by Dept. 2001 ASEE Data

14. % Women Faculty by Dept. 2001 ASEE Data

15. Are there qualified candidates? 2001 ASEE Data

16. Do they apply to UT?

17. Why did our current women faculty apply?

18. What should we do?  Goals  Action Items  Resources

19. Goals  Double the number of women faculty in five years –To reach this goal, we only need to add 4 women faculty per year in the next five years –Currently recruiting 14 positions

20. Actions: Spectrum of Approaches Negative Neutral SupportivePro-Active What PROACTIVE recruitment approaches are needed to DOUBLE the number of FEMALE FACULTY?

21. Attract women faculty  Monitor numbers/report progress  Incentives: –Targeted slots –Targeted recruiting $$  Share ‘best practices’ amongst recruiting committees  Evaluate interview process –Positive impression? –Work/family balance –Teaching/research balance

22. Retain women faculty  Monitor numbers  Assess departmental climates  Critical mass  Mentoring program  Career Success workshop

23. Mentor our Women PhD Students  Faculty driven mentoring activities for graduate students –F6: First Friday Forum for Future Female Faculty

24. Women in leadership positions  Monitor numbers  Recruit externally

26. Target of Opportunity Program  1987-1997 –5 th Circuit Opinion in Messer v. Meno –Racial preferences in hiring solely to achieve diversity are unconstitutional.  Focus: black & Hispanic faculty –50 minority faculty hired  During same time: –Provost provided 25 new eng. faculty lines – A fraction of these funds were allocated to recruit women faculty

27. Where do the women go? NSF Data Courtesy: V. Kuck

28. Where do the women go? NSF Data Courtesy: V. Kuck

29. Where do the women go? From Scarcity to Visibility National Academy Press

30. Where do the women go? NSF Data Courtesy: V. Kuck