western: pui status frames need for advancement for … pui status frames need for advancement for...
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Western: PUI Status Frames Need for
Advancement for Women
Kathleen L. Kitto
Sue Guenter-Schlesinger Western Washington University
HRD, ADVANCE -‐ Catalyst # 08111257
March 4, 2013
WWU • 15,000 Students • 94% Undergraduates, Retention 84% (2nd year) • Seven Colleges + Graduate School • CST
– Biology – Chemistry – Computer Science – Engineering Technology – Geology – Mathematics – Physics/Astronomy – Science Education, AMSEC
ADVANCE Catalyst Grant Provided Baseline Measurements
College of Sciences and Technology (CST)
v Applicant Tracking Trends v Hiring Trends v RetenBon and PromoBon Study v CST Climate Survey v CST Focus Groups v On-‐Line Forum v Best PracBce Research
Structure
v Principal InvesBgators Kathleen KiPo, Associate Dean, CST at the Bme
Sue Guenter-‐Schlesinger, VP for Equal Opportunity and Diversity Arlan Norman, Dean, CST (now reBred)
v Research Associate Debra Young (joint CST and EOO appointment at the Bme)
Faculty Leadership Team
v Karen Bradley Chair, Sociology v Todd Morton Chair, Engineering Technology v Joann O<o Chair, Biology v Debra Jusak Computer Science, former Chair
v Kristen Larson Physics, Associate Professor v Robert Mitchell Geology, Associate Professor v Elizabeth Raymond Chemistry, Assistant Professor
Western’s Unique PUI Characteristics
• Directly impacts women in the sciences
• CriBcal component in developing model for insBtuBonal change
PUI Characteristics
#1 Heavy undergraduate teaching load #2 Student centered, independent
research and study with undergraduates #3 Time intensive and inflexible laboratory
schedules
PUI Characteristics (cont’d.)
#4 “Unwritten” but real expectation/ pressure for research productivity
#5 Small department size results in less
hiring and persistence of status quo #6 Heavy service load due to small
department size
PUI Characteristics (cont’d.)
#7 Individual success highly dependent on peer evaluation and thus overall department climate acceptance #8 Fewer leadership opportunities for women
PUI Impact on Women: • Reality differs from expectations
• Biggest impact to mid-career women faculty
• Perceptions and peer pressure in small department
interfere with leave opportunities
• Work/life balance adversely affected by heavy teaching/job responsibility and research expectations
• Isolation exacerbated by lack of critical mass of women in small science departments
Additional Campus Initiatives Position Western for Institutional
Transformation
• HERI Faculty Survey
• LGBT Faculty Study
• Student Climate Survey
Additional Campus Initiatives Position Western for Institutional Transformation
(cont’d.)
• Staff Climate Survey
• Hiring and Demographic Trend Data
• Research/White Paper on Best Practices
• Top Level Support à Campus-wide Diversity Task Force
Western Ready for Change
• Faculty Assistance Center (FAC)
• Comprehensive Internal/External Collaboration (partnerships with other PUI’s)
• Development of Change Agent: Faculty Advancement Center (FACT)
FACT Provides:
• Chair Leadership & Development • Mentoring • Mid-Career Support • Leadership Development/Opportunities • Teaching Development • Diversity in Hiring • Inclusive Climate • Work-Life Balance