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Transcript of 1 Recruiting and Retaining Women in Science, Technology, Engineering and Mathematics (STEM) THE...
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Recruiting and Retaining Women in Science, Technology, Engineering and Mathematics (STEM)
THE ADVANCE PROGRAM AT URI: AN INSTITUTION TRANSFORMED?
(in alphabetical order)Faye Boudreaux-Bartels, Laura Gostin, Lisa Harlow, Helen Mederer,
Nancy Neff, Joan Peckham, Mercedes Rivero-Hudec, Marimer Santiago, Barbara
Silver, Ashima Singh, Karen Stamm, Judith Swift, Nancy Fey Yensan, &
Karen Wishner
October 3, 2008University of Rhode Island
Thanks to: National Science Foundation Grant 0245039 and Students and Faculty at University of Rhode Island
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Background
20% of STEM faculty are women and minorities
• percentage is misleading - includes social sciences
• 9.5 % Physics, 13.7% Chemistry, 11% Engineering
Imbalance creates retention problems
(Rosser, 2003)
Programs are needed to transform institutions
(Niemeier & Smith, 2005)
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Academic Work Environment Survey
Some Resistance to Change shown in 2004 & 2007 surveys:
Compared to Men’s Work-Interpersonal Relationships:
Women still report more work-life conflict
Women still report receiving less respect and collegiality
Compared to Attitudes in Men:
Women still report less perceived gender equity
Women still report greater experience of discrimination
Survey Highlights
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Some Gender Attitudes Not Changed across 2004 & 2007 surveys:
More so than Men,
Women still delay having children
Women still believe in both career and parent-child relationships
Women still will give their male partner career priority in a move
More so than Women,
Men still see stronger separation of roles between genders
Survey Highlights . . .
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Positive Career Attitude Changes between 2004 & 2007 surveys:
Men reported greater influence & satisfaction in 2004
No gender differences reported on these constructs in 2007
Positive Perceived Changes Attributed to Advance in 2007:
STEM faculty see more mentoring & resources than non-STEM
Women see more faculty development & work-life influence than men
Survey Highlights
Best Practices Search Presentations,
Recruitment Manual, On-Line Web Tutorial
Guidelines for Dual Career Hires developed
• Work with president, provost, union and AA
• Developed and distributed to departments
Recruitment Efforts
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Faculty Recruitment HandbookA Research-Based Guide for Active Diversity Recruitment Practices
See: www.uri.edu/advance/recruitment.html
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FACULTY DEVELOPMENT
• Career Workshops
• Topical Lunches
• Incentive Fund for Women STEM Researchers
• Faculty Mentoring Program
Retention Efforts
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Retention EffortsWORK-LIFE BALANCE EFFORTS
Benefit all URI employees
• Paid Parental Leave Policy
• Dual Career Policy
• Work-Life Website(www.uri.edu/wlfc)
• Lactation Program
• State Senate Resolution
• Workshops, presentations, literature, AWARENESS !!!
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Mark Wood, Professor of Psychology, Grace's Dad and first faculty member to utilize URI's Parental Leave Policy