highlights of survey results of tenured and tenure track faculty ndsu forward survey of work/life...

HIGHLIGHTS OF SURVEY RESULTS OF TENURED AND TENURE TRACK FACULTY

NDSU FORWARDSurvey of Work/Life Balance:

About NDSU FORWARD

FORWARD stands for Focus on Resources for Women's Advancement, Recruitment/Retention, and Development

Funded by a National Science Foundation (NSF) ADVANCE Institutional Transformation Award The NSF Advance program focuses on Science,

Technology, Engineering, and Mathematics (STEM) disciplines

NDSU has expanded the focus to the entire campus

About the Faculty Work/Life Survey

Built on the efforts of other universities who are ahead of us in the process, and learned from them Women in Science & Engineering Leadership Institute

(WISELI) at the University of Wisconsin-Madison Developed survey questions according to key themes

relating to work/life balance among university faculty

Analyzed the survey data overall as well as looking to see where differences lie among respondents Consulted WISELI’s analysis to see the types of variables

they found to be important as a starting point for NDSU’s analysis

About the Faculty Work/Life Survey

This survey collected baseline data on a variety of topics important to faculty: the hiring process at NDSU, the tenure process at NDSU, professional activities, satisfaction with NDSU, NDSU programs and resources, balancing personal and professional life, women faculty at NDSU, and demographics.

The survey will be repeated on a periodic basis which will allow NDSU FORWARD staff to examine issues of importance to NDSU faculty and monitor changes over time.

Methodology

Data were collected mid-December 2008 through early February 2009

There were 325 respondents; data analysis was limited to the 224 respondents who were tenured or tenure track NDSU faculty

According to data from NDSU’s Office of Institutional Research and Analysis, there were 488 tenured or tenure track faculty at NDSU in fall 2008, representing a survey response rate of 45.9 percent

Significance Testing

Tests whether the distribution of responses by some variable differs from what normally should be expected

Six key characteristics were explored for significance using Chi-square tests and t-tests (at the p<.05 level) as appropriate: gender (male/female) racial/ethnic majority status (are not a racial/ethnic

majority, are a racial/ethnic majority) type of college (STEM designated college, non-STEM

designated college) tenure status (already tenured, not yet tenured) number of years at NDSU (5 years or less, more than 5

years) having children ages 6 or younger (do not have children

ages 6 or younger, do have children ages 6 or younger)

Discussion of Results

Highlights of survey results from the report Faculty Work/Life Balance: Results of the 2008 NDSU FORWARD Survey Talk about overall results Highlights of gender differences Offer insights from other characteristics tested for

significant differences

Demographics of Survey Respondents

55% were male and 46% were female Of the 488 tenured or tenure track faculty at NDSU in fall 2008,

74% were male and 26% were female83% were of a racial/ethnic majority (i.e., self-identified

only as “white, not of Hispanic origin”) and 17% were of a non-majority status In fall 2008, 21% of faculty identified themselves as being non-

white91% of respondents identified themselves as being

heterosexual; the remaining respondents said gay/lesbian, bisexual, or refrained from answering the question

82% indicated that they are U.S. citizens and 18% of respondents indicated they are not U.S. citizens

91% had attained a Ph.D.

Demographics of Survey Respondents

52% identified themselves as being part of a STEM designated college (compared to 65% of faculty in fall 2008)

*Designates a STEM designated college for purposes of analyses in this report. STEM stands for “Science, Technology, Engineering, and Math”

Figure 1. Distribution of respondents and fall 2008 faculty by primary college

The Hiring Process at NDSU

Gender differences

ACCEPT - salary & benefits 18% overall; 24%

women; 12% men

Figure 2. Extent to which various factors were chosen as one of the three most important factors that influenced the decision to ACCEPT a position at NDSU

*Significant differences were found for this response

The Hiring Process at NDSU

Gender differences

HESITATE - opportunities for spouse/partner 17% overall; 22%

women; 11% men

HESITATE - climate for women 13% overall; 24%

women; 5% men

Figure 3. Extent to which various factors were chosen as one of the three most important factors that influenced the decision to HESITATE about accepting a position at NDSU


The Tenure Process at NDSU

Gender differences Non-tenured

45% overall; 69% women; 28% men

Gender differences Have reset the tenure clock


Figure 5. Whether respondent has ever reset the tenure clock at NDSU by gender

Note: Among respondents who did/will experience the tenure/promotional process to associate professor at NDSU

Figure 4. Respondent’s tenure status by gender

Note: Among all respondents who are tenured or are on a tenure track, regardless of where they went through the process

Professional Activities

Figure 6. Average proportion of work time all respondents indicated they CURRENTLY spent on various activities and what they would PREFER to spend

*Significant differences were found for amount CURRENTLY spend#Significant differences were found for amount PREFER to spend


Figure 7. Average difference in the proportion of work time all respondents currently spent and how much they would prefer to spend on various activities


Gender differences Primary dept. –

collaborated in the past 70% overall; 61%

women; 77% men

Figure 8. Whether respondent was currently collaborating, or had collaborated in the past, on research with colleagues:

IN THEIR PRIMARY DEPARTMENT

OFF THE NDSU CAMPUS


Gender differences

Faculty search committee 47% overall; 28%

women; 60% men

Promotion committee 26% overall; 12%

women; 36% men

Another type of committee* 46% overall; 36%

women; 57% men

Figure 9. Proportion of respondent s who have CHAIRED the following committees by gender

*Examples of other types of committees include: academic affairs, education, and accreditation committees; assessment and evaluation committees; scholarship and awards committees; university committees

No gender significance



Gender differences Currently held administrative role


Gender differences Held administrative role in the past


Figure 10. Whether respondent CURRENTLY held an administrative role in their department or college at NDSU

Figure 11. Whether respondent has held an administrative role IN THE PAST in their department or college at NDSU


Gender differences Have an interest in formal

leadership positions? –> NOT SURE 33% overall; 44% women; 26% men

Gender differences YES, there are barriers*


Figure 12. Whether respondent said they have an interest in taking on any formal leadership positions at NDSU

Figure 13. Whether there are barriers preventing respondent from taking on such a position

Note: Among respondents who said they have an interest in taking on any formal leadership positions at NDSU or are not sure

*Examples of barriers include amount of time, lack of competition for positions, personal barriers, and gender-related barriers; gender-related barriers include old-boys’ network, male-dominated environment, and women perceived as less-qualified


Gender differences

Women feel less respected and integrated than men

Figure 14. Proportion of respondent s who STRONGLY AGREE with certain statements about interactions with colleagues and others in their primary department/unit by gender


Gender differences

Women are more likely to feel isolated, feel excluded from an informal network, and feel like they encounter unwritten rules than men

Figure 15. Proportion of respondent s who STRONGLY DISAGREE with certain statements about interactions with colleagues and others in their primary department/unit by gender


• Note:• Number of years at NDSU and tenure status are

clearly prominent factors in faculty's achievements and professional activities; however, it is still important to discuss the element of gender.

• Specifically, these three dynamics interrelate (i.e., gender, tenure status, and length of time at NDSU) and contribute to an overall environment at NDSU in which there are too few women serving in key leadership positions and too few women who can serve as mentors to junior faculty.

Satisfaction with NDSU

Reasons for considering leaving include: Lack of resources/funding Overworked, overloaded Isolation on campus, employee

turnaround Administration Campus diversity and campus climate Job recruitment offers Social climate, size of the community

Figure 16. Respondent’s level of satisfaction, in general, with their job at NDSU and the way their career has progressed at NDSU

Figure 17. Whether respondent said they have ever considered leaving NDSU

NDSU Programs and Resources

Gender differences New faculty

orientation 83% overall; 95%

women; 72% men Faculty mentoring

program 71% overall; 79%

women; 66% men Gear Up for Grants


Workshops for search committees 37% overall; 17%

women; 53% men WISMET


Advance FORWARD 24% overall; 36%

women; 15% men Other**


Figure 18. Respondent’s use of various programs available on the NDSU campus

*Significant differences were found for this response**Other programs included: campus leadership workshops, childcare facilities, Diversity Council, Safe Zone

Balancing Personal and Professional Life

Gender differences Women are more

likely than men to say they had to forego professional responsibilities and to have seriously considered leaving NDSU to achieve better balance

Women are less likely than men to be satisfied with how they balance their professional/ personal life

Figure 19. Proportion of respondent s who STRONGLY AGREE with certain statements about balancing their personal and professional lives by gender


Figure 20. Whether respondent currently has children ages 18 or younger and ages 6 or younger

Gender differences Currently uses or needs childcare


Figure 21. Whether respondent currently uses or needs childcare services/programs to care for a dependent child

Note: Among respondents who cared for/currently care for dependent children = 67% overall; 57% women; 75% men


Gender differences

Childcare when away at conferences/ special events 41% overall; 56%

women; 18% men

Extended hour childcare for evenings, nights, weekends 41% overall; 63%

women; 9% men

Figure 22. Which childcare issues apply to respondent

*Significant differences were found for this responseNote: Among respondents who cared for/currently care for dependent children and currently use/need childcare services


Gender differences Single


Married 82% overall; 71% women; 92%

men

Figure 23. Respondent’s current marital or cohabitation status by gender


Gender differences Women are more

likely than men to have seriously considered leaving NDSU in order to enhance their career and their spouse/partner’s career

Figure 24. Proportion of respondent s who AGREE with certain statements about their spouse/partner’s career by gender

Note: Among respondents who are not single



Gender differences

Women are more likely than men to have said they are experiencing riskier health-related emotions/ states

Figure 25. Proportion of respondent s who said they feel certain health-related emotions/states

Women Faculty at NDSU

Gender differences Women are less

likely than men to think their department is doing well regarding aspects of recruiting, climate, and promotion

Women are more likely than men to feel there are too few women faculty in leadership positions

Figure 26. Proportion of respondent s who AGREE with certain statements about recruitment of, climate for, and leadership of women faculty in their primary department/unit

Other Insights from Significance Tests:Racial/ethnic majority status

Compared to majority status respondents, non-majority status respondents: Were more likely to be swayed to accept a position by

research opportunities, more likely to hesitate due to opportunities available for spouse/partner, support for research, and climate for faculty of color

Would prefer to spend more work time on research Were more likely to be collaborating with colleagues

outside NDSU Were more likely to place a high value on the following

NDSU programs: new faculty orientation, faculty mentoring, pedagogical luncheons/workshops, and Gear Up for Grants

Other Insights from Significance Tests:Type of college

Compared to respondents in non-STEM designated collages, respondents in STEM colleges: Were more likely to be swayed to accept a position by

research opportunities, more likely to hesitate due to support for research, and were more likely to spend more time on research

Were more likely to have children ages 6 or younger, more likely to be men, less likely to have a spouse/partner that worked full-time (among non-single respondents), and less likely to be a U.S. citizen

Were more likely to agree that there are too few women in their department and too few women faculty in leadership positions

Other Insights from Significance Tests:Tenure status

Compared to tenured respondents, non-tenured respondents: Seemed to be happier with the hiring process (that dept. did its best to obtain

resources for them, that they were successful in negotiations, that they were pleased with start-up package)

Were more likely to be swayed to accept a position by opportunities for spouse/partner, more likely to hesitate due to climate for women and quality of students

Spent more time on research and teaching and less on administrative duties and outreach

Were less likely to have been at NDSU more than 5 years, less likely to have participated in some professional activities (e.g., served or chaired on committees, held roles, held positions in organizations outside NDSU)

Were less likely to strongly agree that they are treated with respect by students and staff

More likely to say that Advance FORWARD programs are very valuable, more likely to have used the new faculty orientation, faculty mentoring, WISMET, and Gear Up for Grants programs

Were less likely to have cared for dependent children or to have provided care for an aging parent or relative in the past three years

Were more likely to have children ages 18 or younger and ages 6 or younger, more likely to be female, and less likely to be a U.S. citizen

Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue

Other Insights from Significance Tests:Number of years at NDSU

Compared to respondents who have been at NDSU more than 5 years, respondents who have been at NDSU 5 years or less: Seemed to be happier with the hiring process (that dept. did its best to obtain

resources for them, that they were successful in negotiations, that they were pleased with start-up package, that they weren’t naive in the negotiation process)

Were more likely to be swayed to accept a position by salary and benefits, more likely to hesitate due to climate for women and community resources/organizations

Spent more time on teaching and less on service and outreach Were less likely to be tenured at the time of the survey, less likely to have

participated in some professional activities (e.g., served or chaired on committees, held roles, held positions in organizations outside NDSU)

Were less likely to strongly agree that they are treated with respect by students or that they “fit” in their department

Were more likely to have used the new faculty orientation, faculty mentoring, and Gear Up for Grants programs

Were less likely to have cared for dependent children or to have provided care for an aging parent or relative in the past three years

Were more likely to have children ages 6 or younger, more likely to be single, more likely to be female, and less likely to be a U.S. citizen

Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue

Other Insights from Significance Tests:Having children ages 6 or younger

Compared to respondents without young children, respondents with children ages 6 or younger: Were more likely to be swayed to accept a position by

opportunities available for spouse/partner, more likely to have used the spousal hiring program

Were less likely to have been at NDSU more than 5 years, less likely to be tenured, less likely to have participated in some professional activities (e.g., served or chaired on committees, held roles, held positions in organizations outside NDSU)

Were more likely to be in a STEM designated college Were more likely to agree that their personal responsibilities

and commitments have slowed down their career progression, more likely to have used the extension of the tenure clock program

Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue, less likely to agree that their department has a supportive policy for faculty who have a new baby, more likely to say their department is not at all supportive of family leave

Want to know more about these results?

View the full report, mini-reports for each college, and mini-reports highlighting differences by certain characteristics at: http://www.ndsu.edu/FORWARD

highlights of survey results of tenured and tenure track faculty ndsu forward survey of work/life...

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