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Increasing inclusion of Women & Women of Color in STEM Academic Departments
April 29,2015
Sonya T. Smith, Professor & Chair Department of Mechanical Engineering
Lead PI, HU ADVANCE-IT
Agenda
• Introduction – “My Story” • Background Data • Challenges to Increasing inclusion of women of
color faculty • What is HU ADVANCE-IT? • Strategies / Programs • Concluding Remarks
2 Sonya Smith, PhD
“My Story”
– Faculty member by accident
– 1995 – 1st tenure track woman, tenured, and full professor
– 2014 - still only woman in department
– HU ADVANCE-IT
– Howard University South Africa Project (HURSAP)
3 Sonya Smith, PhD
Women as a percentage of full-time, full professors with science, engineering, and health doctorates, by institution of employment: 1993–2010
4
Na2onal Science Founda2on, Na2onal Center for Science and Engineering Sta2s2cs. 2013. Women, Minori+es, and Persons with Disabili+es in Science and Engineering: 2013. Special Report NSF 13-‐304. Arlington, VA. Available at hIp://www.nsf.gov/sta2s2cs/
Sonya Smith, PhD
Underrepresented minorities as a percentage of full-time, full professors with science, engineering, and health doctorates, by institution of employment: 1993–2010
Na2onal Science Founda2on, Na2onal Center for Science and Engineering Sta2s2cs. 2013. Women, Minori+es, and Persons with Disabili+es in Science and Engineering: 2013. Special Report NSF 13-‐304. Arlington, VA. Available at hIp://www.nsf.gov/sta2s2cs/
Sonya Smith, PhD 5
Low participation fields for women: Computer sciences and engineering, 1991–2010
Na2onal Science Founda2on, Na2onal Center for Science and Engineering Sta2s2cs. 2013. Women, Minori+es, and Persons with Disabili+es in Science and Engineering: 2013. Special Report NSF 13-‐304. Arlington, VA. Available at hIp://www.nsf.gov/sta2s2cs/
Sonya Smith, PhD 6
Challenges to Increasing inclusion of women of color faculty
7
Limited Source Conversion
Sponsorship
Work Environment/Climate
Geographic Isola<on/
Mobility
Associate to Full Professor Promo<ons
Access to Resources
Graduate Students Faculty
HU ADVANCE-IT Objectives • Education. To foster and sustain a climate and culture
which seeks inclusion of all faculty regardless of race, gender, or other target characteristics at the University and in the department
• Advocacy. To advance the careers of women faculty in STEM disciplines at Howard University
• Empowerment. To position Howard University as a national repository of scholarship on women of color STEM faculty professional experiences, accomplishments, and leadership
8
9 9
HU ADVANCE-‐IT LEADERSHIP TEAM
Internal Advisory Board
Chaired by Provost
External Evaluator Internal Evaluator
Social Science Study Documen<ng the HU Experience
for women in STEM
Advocacy Mentoring
Leadership Development Media Campaign Policy Review Faculty Fellows
Educa<on Unconscious Bias Training
Evalua<on Data Workload Analysis
Empowerment STEM Women’s Research Symposium Women in STEM Researcher of the Year
Mini Grants Wri<ng Retreat
External Advisory Board
Chaired by President
Howard University President, Wayne A.I. Frederick, MD, MBA
Provost, & Chief Academic Officer Dr. Michael Winston Ins<tu<onal
Indicator Data
WOMEN STEM FACULTY Part I
10
Faculty Handbook
• Last revision 1993 • Faculty Handbook Revision Committee (FHRC)
– Charged to update the 1993 handbook
• Revised handbook submitted March 2013 • Section 6.2.3.3 Tenure Clock Extensions
– Child birth or adoption – Serious health condition – Death of a parent, child, spouse, or domestic partner – Catastrophic property loss
11
Mini Grants • Research literature
documents women faculty have less access to discretionary resources
• 20 awards to date • 90% increase in
applications from Cycle 1
12
Mini Grants - Impact
• Supported joint faculty/student projects
• Pilot data for proposal submissions
• Laboratory Supplies • Leveraged funds/Pilot data
– NIH R015 – NSF Research Initiation
13
Research Symposium • March 2013 Women in
STEM Research Symposium
• April 2014 – University-wide Research Day
• Women in STEM Panel – live streamed
14
STEM Woman Researcher of the Year
• 2014 Recipient – Dr. Georgia M. Dunston,
Founding Director, National Human Genome Center
15
Unconscious Bias Training • Launched in Fall 2014 • Provost’s mandate to
Deans to requires all APT and Search Committees to be trained
• Provost Search Committee completed Training
16
Unconscious Bias Training -Impact
17
33%
67%
Learned New Information About Unconscious Biases
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
67%
33%
Plan to Use Skills Learned From Training
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
33%
50%
17%
Various Committees Help Decision Making
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Leadership Development
18
• Seminars – Dr. Verna Orr: Profiles,
Pedigrees and Proficiencies: Influencing the Trajectories of African American Women Postsecondary Presidents
• Follow-the-Leader – Shadowing program – Uses vast network of women
leaders in the DC area
• External Training/Workshops
Leadership Development Impact
19
0%
10%
20%
30%
40%
50%
60%
70%
Strongly Disagree
Disagree Neutral Agree Strongly Agree
5%
50% 45%
5% 5%
29%
62%
18% 18%
27%
18% 18%
Inspired to Become Leader
Empowered to Seek Leadership Positions.
Plan to Seek Leadership Positions
Become President of a University.
Mentoring
20
• Seminar series – Mentorship – Sponsorship
• Facilitate Interaction with Mentors and Sponsors
Faculty Fellows • 2014: Dr. Kimberly Lewis, RPI
– Nanomaterials Research Center/Department of Electrical Engineering
• 2015: Dr. Dara Norman, National Optical Astronomy Observatory (NOAO) – Department of Physics and Astronomy
21
Media Campaign • Media Training sponsored by
Office of University Communications (OUC)
• HU ADVANCE-IT Content Development – Media Week – STEM stories from 18 Women
Faculty – Introduction Video for HU
ADVANCE-IT website
22
Media Campaign Impact
23
14%
7%
7%
7%
43%
22%
Prior Interview Experience
Radio
Television
Live Television
No Interviews
Other Interviews
0%
10%
20%
30%
40%
50%
60%
Met of Exceeded My Expectations
Gave Helpful Information
Recommend This Workshop
50% 60% 50%
50% 40%
50%
Workshop Evaluation
Strongly Agree
Agree
Disagree
Possible Strategies • Limited Source Conversion
• Partner with institutions with larger pool of graduate students
• Make offer secure while completing postdoc • Stay connected with graduates • Partner with Professional societies
• Geographic challenges/ isolation • Partner with Pipeline programs • Incentivize cluster hires • Visiting Faculty • Maintain contact with graduates
Sonya Smith, PhD 24
Possible Strategies (continued)
• Full Professor Promotion – Collaboration with parallel international
organizations; • Sponsorship
– Incentivize ADVANCE Network of Women Faculty in STEM
– Incentivize willingness to raise issues on campus
Sonya Smith, PhD 25
26
Thank you.
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