• Dr. Joan Herbers, PI: Prof. of Evolution, Ecology, & Organismal Biology, College of Biological Sciences

• Dr. Jill Bystydzienski: Chair, Department of Women’s Studies• Dr. Anne Carey: Assoc. Prof. of Earth Sciences, Assoc. Dean in the

College of Mathematical & Physical Sciences• Dr. Suzanne Damarin: Prof. of Educational Policy and Leadership,

College of Education & Human Ecology• Dr. Anand Desai: Prof., John Glenn School of Public Affairs• Dr. Anne Massaro: Human Resources, Organizational

Development Consultant• Dr. Carolyn Merry: Prof. and Chair, Department of Civil and

Environmental Eng. & Geodetic Sciences, College of Engineering• Dr. Jean Sander: Prof. and Associate Dean, College of Vet Med

CEOS: The Co-PIs

• Overview of gender equity in Science, Technology, Engineering, and Mathematics (STEM)

• The situation at Ohio State– Demographics– Faculty flux diagrams

• Project CEOS– The Transformational Leadership Model– Participating units and management structure

Outline

The problem: a persistent loss of women from scientific fields throughout phases of career development.

Example: Academic MedicineMed School Applicants 50% womenMedical Students 48%MD graduates 46%Residents 42%Med School Faculty 33%Associate Professors 27%Professors 15%Chairs 11%

Virginia Valian describes how gender schemas impede women’s progress•Women are underestimated when in leadership positions•Women’s credentials are implicitly devalued•Women face unconscious bias in competitions for fellowships, journal space, recognition by prestigious societies

Stereotype threat can impair girls’ and women’s performance in STEM

Stereotype threat can impair girls’ and women’s performance

Stereotype threat can impair girls’ and women’s performance

why students switch from STEM majors:

Men Women

1. Loss of interest in STEM 1. Other majors offer better education

2.Curriculum Overload 2. Loss of interest in STEM

3. Poor teaching in STEM 3. Rejection of STEM lifestyle

4. Career path too hard 4. Poor teaching in STEM

5. Other majors offer better education

5. Poor advising

Women and men STEM faculty have very different family situations:

Men Women

Married with children 70% 44%

Married without children 15% 19%

Single without children 11% 26%

Single with children 4% 19%

Married STEM faculty have very different home situations:

Men Women

Spouse works full-time 45% 89%

Spouse works part-time 20% 5%

Spouse not employed 35% 6%

Spouse is also a scientist 48% 78%

• The National Academies published Beyond Bias and Barriers in 2007 to identify the issues and to outline remedies for universities andprofessional societies.

• The Hidden Brain Drain Project published the Athena Factor in 2008 concerning women’s careers in STEM industries with recommendations about retention.

ADVANCE: Part of a National Conversation

• Institutional Transformation (IT) Grant• Overall goal: Increase participation of women in the

scientific and engineering workforce• through increased representation and advancement of women

in academic science, technology, engineering, and mathematics (STEM) careers

• through research-based interventions that affect the workplace environment

• OSU’s grant: $3.6 million, 5-year duration starting 9/2008• there are currently 35 ADVANCE IT institutions; 5 in the Big

Ten, 3 in Ohio• 6 have already graduated

NSF ADVANCE Program

• Biological Sciences• Engineering• Mathematical & Physical Sciences• Veterinary Medicine

CEOS: The Participating Colleges

Men Women0

100

200

300

400

500

600

N o

f F

acu

lty

Assistant

Associate

Full

Fall 1998

1998 Faculty Demographic Snapshot*

*For Colleges of Bio Sci, ENG, MAPS, and Vet Med

580

75

Faculty Flux Diagram for Men*

Fall 1998 Spring 20050

100

200

300

400

500

600

78

181

321

72

156

351

33 hires

21 hires

75 hires52 promoted to Assoc

4 promoted to Full

66 promoted

1 resigned

1 resigned

1 resigned

2 promot-ed

2 promoted

Assistant

Associate

Full

321

78

181

*For Colleges of Bio Sci, ENG, MAPS, and Vet Med

Fall 1998 Spring 20050

100

200

300

400

500

600

78

181

321

72

156

351

33 hires

21 hires

75 hires52 promoted to Assoc

4 promoted to Full

66 promoted

1 resigned

1 resigned

1 resigned

2 promot-ed

2 promoted

Assistant

Associate

Full

19 resigned

16 retired

59retired

18 died/ resigned

19resigned

3 denied tenure

321

78

181

Faculty Flux Diagram for Men

Fall 1998 Spring 20050

100

200

300

400

500

600

78

181

321

72

156

351

33 hires

21 hires

75 hires52 promoted to Assoc

4 promoted to Full

66 promoted

1 resigned

1 resigned

1 resigned

2 promot-ed

2 promoted

Assistant

Associate

Full

19 resigned

16 retired

59retired

18 died/ resigned

19resigned

3 denied tenure

Faculty Flux Diagram for Men

321

78

181

351

72

156

580 579

Fall 1998 Spring 20050

10

20

30

40

50

60

70

80

90

100

25

30

20

75

33

30

30

93

3 retired

10resigned

6 resigned

4 hires

39 hires

4 resigned

1promoted

10 promoted to Assoc

6 promoted to Full

2 retired/ died

4 hires

2 promoted to Full

1 denied tenure

Women

Assistant

Associate

Full

Faculty Flux Diagram for Women*

*For Colleges of Bio Sci, ENG, MAPS, and Vet Med

20

25

30

75

Fall 1998 Spring 20050

10

20

30

40

50

60

70

80

90

100

25

30

20

75

33

30

30

93

3 retired

10resigned

6 resigned

4 hires

39 hires

4 resigned

1promoted

10 promoted to Assoc

6 promoted to Full

2 retired/ died

4 hires

2 promoted to Full

1 denied tenure

Women

Assistant

Associate

Full

Faculty Flux Diagram for Women*

*For Colleges of Bio Sci, ENG, MAPS, and Vet Med

20

25

30

75 30

33

30

• We have more women now on our faculties than in 1998 while the number of men have remained constant.

• Of the 103 assistant professors in 1998, 69% of the men and 44% of the women were still on the faculty 7 years later; only 3 were denied tenure.

• Of the 1998 associate professors, 42% of the men and 60% of the women were still in rank 7 years later.

• Since 1998, women constituted 38% of the assistant professor hires, 16% of the associate professor hires and 11% of the professor hires.

• Of those hired since 1998, 95% of the men and 87% of the women are still on the faculty.

• During the past year, our Colleges lost 4 women.

Salient Points from Faculty Flux Diagrams

College DeansAssoc &

Asst Deans Chairs

2002 2007 2002 2007 2002 2007

CBS 0/1 1/1 1/2 2/3 0/6 2/6

MAPS 0/1 0/1 0/2 1/3 0/6 0/6

ENG 0/1 0/1 2/4 2/5** 0/12 3/12

VET 0/1 0/1 0/3 1/3 0/3 0/3

Total 0/4 1/4 3/11 6/14 0/27 5/27

Leadership Changes over Five Years*

* Entries indicate the no. of women/total no. in those positions** One male is African American

Representation of Women Faculty in Autumn 2007

College Asst Prof Assoc Prof Prof TotalN of Faculty

CBS 39.1% 23.7% 17.1% 25.5% 102

MAPS 37.8% 14.8% 6.3% 13.3% 225

ENG 26.8% 19.3% 5.4% 12.8% 272

VET 44.4% 33.3% 20.0% 27.1% 70

All OSU 40.8% 34.6% 18.2% 30.6% 3477

CEOS Leadership and Management Structure - 1

• Dr. Mary Juhas: CEOS Program Director (0.5 FTE), Senior Asst. Dean, College of Engineering (0.5 FTE), Research Scientist in the Dept. of Materials Science & Eng. (0 FTE)

• Dr. Joan Herbers: CEOS Principal Investigator• Ms. Jill Hartman: Program Assistant (1 FTE)• CEOS College Council

– Dr. John Hubbell (Vet Med)– Dr. Matt Platz (BMPS)– Dr. Greg Washington (ENG)

CEOS Leadership and Management Structure - 2

• CEOS Advisory Council– Deb Ballam: Director of The Women’s Place– Glenda La Rue: Director, Women in Engineering Program (ENG)– Jean Schelhorn: Associate Vice President, Technology Licensing– Michael Camp: Director of the Center for Entrepreneurship– Georgina Dodge: Office of Minority Affairs– Brenda Brueggemann: Program Coordinator, Disability Studies Program– Mary Juhas, ex officio

• Research team: data collection, analysis, assessment, and evaluation– Jill Bystydzienski– Suzanne Damarin– Anand Desai– Anne Massaro– Joan Herbers, ex officio

CEOS Leadership and Management Structure - 3

• External Advisory Board– Dr. Joseph Alutto, Provost and Executive Vice President (chair)– Dr. Sharon Bird: Assoc. Prof. of Sociology, Iowa State, co-PI on ISU’s

ADVANCE project– Dr. Carolyn Mahoney: President of Lincoln University, Missouri– Dr. Farah Majidzadeh: CEO of Resource International, an engineering

consulting firm in Columbus– Dr. Sue Rosser: Dean of the Ivan Allen College of Liberal Arts, Georgia

Tech, Prof. of Public Policy and of History, Technology, and Society, PI on Georgia Tech’s ADVANCE project

• Improve recruitment and retention of women & minority faculty

• Improve diversity of faculty & students• Establish a pool of senior women available for

leadership positions

ADVANCE: Expected Benefits

TransformationalTransformationalLeadershipLeadership

Vision of Vision of Support and Support and InclusivenessInclusiveness

Individual Needs Individual Needs Understood and Understood and

MetMet

Flexible Career Flexible Career PoliciesPolicies

Cultural Cultural Assumptions Assumptions

Questioned and Questioned and ShiftedShifted

Changed Changed Practices Practices

Accommodate Accommodate DiversityDiversity

Transformational Leadership Model

1. Leadership training for deans and department chairs2. Action learning teams that include deans, chairs, faculty

and staff in the participating Colleges and beyond3. Peer mentoring for tenured women in the STEM

Colleges4. Entrepreneurship training for women faculty in the

STEM Colleges

Each program will include structured activities, peer networking, and reflective practice.

The Four Programs within Project CEOS

1. Peer mentoring circles to start June 20092. Entrepreneurship training to start autumn 20093. Maintain faculty profiles on OSU PRO4. Podcasts of your lab for promotion of your work5. Electronic reference library on women in STEM6. What else can CEOS do for YOU?

Services for Women Faculty

ceos.osu.edu