Cost-Effectiveness and Benefits-Cost Analysis of Some Water Interventions
Cost Benefits
description
Transcript of Cost Benefits
![Page 1: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/1.jpg)
Cost Benefits
ADVANCE Auburn:SEM Transformation
Through “Small Wins”
National Science Foundation - PAID
![Page 2: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/2.jpg)
Program ParticipantsDr. Donna L. Sollie, PI
Dr. Overtoun Jenda, Co-PIDr. Marie Wooten, Co-PIDr. Dan Svyantek, Co-PIDr. Alice Smith, Co-PI
Dr. Toni Alexander, Faculty AssociateMs. Daydrie Hague, Faculty Associate
Regina Halpin, ConsultantRobin Taylor, Consultant
Bonnie Wilson, ConsultantKristin Cullen, Graduate Student AssistantKatie Gunther, Graduate Student Assistant
Rachel Birmingham, Graduate Student AssistantVictoria Brown, Graduate Student Assistant
Ozge Sumer, Graduate Student Assistant
![Page 3: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/3.jpg)
Gender Inequities
Academia particularly S&E disciplines remain inhospitable to
the representation and advancement and inclusion of women (Bilimoria et al., 2008).
![Page 4: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/4.jpg)
Gender Inequities
Systematic, historical and widespread inequities persist at
every stage of the academic pipeline: hiring, tenure, promotion
and leadership.
National Academies’ Report: Beyond Bias and Barriers
![Page 5: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/5.jpg)
What needs to change?
Transform structures and culture
Work practices
Character of the workplace
Social Schemas: bias
![Page 6: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/6.jpg)
Benefit of Change
Create a workplace that is supportive and motivating for all
its employees, not just women and other minority groups.
![Page 7: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/7.jpg)
NSF ADVANCE IT
“fund innovative programs to result transforming practices, policies, climate and culture”
National Science Foundation, 2005
![Page 8: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/8.jpg)
“Small Wins Approach”
Transforming a workplace through a series of small positive changes used to improve the working environment for those who are disproportionately
affected by unsupportive and inconsiderate practices in the
workplace.
Meyerson et al., 2000
![Page 9: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/9.jpg)
AU - PAID
To determine the Cost Benefits of the NSF ADVANCE Programs.
To develop a framework for understanding how organizations can enable gender equity through use of
small wins.
![Page 10: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/10.jpg)
Purpose Seek in depth information from ADVANCE institutions
concerning their conception, implementation, effectiveness, longevity, time and personnel investment, and short-term and long-term costs.
Identify initiatives that have proven to be cost effective and beneficial, and determine the costs/benefits ratio of “small wins” practices.
Capture and disseminate information on “small wins” best practices so that others in the Advance Community can benefit from our collective knowledge.
![Page 11: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/11.jpg)
Assessment
“What was done”
Check web sites
NSF-mandated annual reports
Publications
![Page 12: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/12.jpg)
Survey of Initiatives Mentoring programs were the most common initiative,
followed by family-friendly policies such as family leave beyond FMLA.
Many institutions also had initiatives to promote leadership opportunities and professional development (leadership training, tenure and promotion workshops, etc.).
Very few institutions have programs to facilitate women’s participation in key academic committees.
Very few have theater programs to foster communication.
![Page 13: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/13.jpg)
Grouping of Initiatives
Recruitment and hiringSearch committee training
Dual hiringMentoring
Research funding and resourcesFamily friendly policies
Professional Development for WomenLeadership Opportunities
![Page 14: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/14.jpg)
Method
Survey created to rank perceived costs/benefits of identified initiatives.
E-mail sent to program PI, describing the goal of the survey, and inviting
participation.
Non-response follow up after two weeks.
![Page 15: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/15.jpg)
Programs Surveyed
Total of 73 Advance IT and PAID Programs Contacted
A total of 36 institutions responded14 PAID and 22 IT
49.3% response rate
![Page 16: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/16.jpg)
Institutions that Responded Cal Poly Pomona DePauw University Furman University Grand Valley State University Hunter College Gender Equity Project Idaho State University Marshall University Michigan Technological University New Mexico State University New Mexico State University North Dakota State University Ohio State University Oklahoma State University Rensselaer Polytechnic Institute Rutgers University University of Alabama University of California - Irvine
University of Colorado-Boulder University of Delaware University of Miami University of Missouri - Columbia University of Montana University of Nebraska-Lincoln University of Nevada Desert Research
Institute University of North Carolina-Charlotte University of Oklahoma - Norman Campus University of Puerto Rico-Humacao University of Rhode Island University of Texas-El Paso University of Washington University of Wisconsin-Madison Utah State University Vassar College Virginia Tech Washington State University Wayne State University
![Page 17: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/17.jpg)
Survey Scoring
29 itemsRate perceived costs and benefits of various initiativesOpen-ended responses included as well
Initiative
Perceived COST Perceived BENEFIT
Very Low Cost
Low Cost
Moderate Cost
High Cost
Very High Cost
Very Little Benefit
Low Benefit
Moderate Benefit
High Benefit
Very High Benefit
1 2 3 4 5 1 2 3 4 5
X +/- SD X +/- SD
![Page 18: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/18.jpg)
Results : High Benefit / Low CostInitiative Cost Benefit C/B
Mean Mean Ratio
Facilitating women’s participation in key academic committees 1.67 3.77 2.26Publicizing family friendly policies 1.81 3.91 2.15Mentoring programs to help women and minority faculty understand the promotion and tenure process 2.06 3.94 1.91
Mentoring programs to help women and minority faculty understand the culture of their department 2.08 3.92 1.89
Informational lecture series/distinguished lectureships by senior women from the university 1.79 3.32 1.86
Mentoring programs to help women and minority faculty understand the culture of their university 2.13 3.81 1.79
Mentoring programs to help women and minority faculty balance work and personal life 2.16 3.81 1.76
Grant writing/publication workshops which provide sample materials 2.24 3.89 1.74
Facilitating the use of family-friendly policies 2.5 4.33 1.73
Mentoring programs to help women and minority faculty understand teaching in this field 2.08 3.6 1.73
Mentoring programs to help women and minority faculty understand research in this field 2.12 3.58 1.69
Training for search committees on best practices in hiring women and minority faculty 2.42 4.07 1.68
Training to promotion/tenure committees on potential biases in evaluating women and minority faculty 2.33 3.86 1.66
Training for search committees on potential biases in hiring women and minority faculty 2.49 3.88 1.56
Formalization of exit interviews for departing faculty 2.46 3.82 1.55Advisory councils on women and minorities 2.19 3.36 1.53Training to help male faculty relate to, lead and/or mentor female faculty 2.37 3.58 1.51
![Page 19: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/19.jpg)
Results : ContinuedInitiative
Cost Benefit C/BGender-awareness training for students Mean Mean Ratio
Searchable research interest database 2.55 3.35 1.31
Informational lecture series/distinguished lectureships by senior women from the field 3.3 4.31 1.31
Funding for research and career advancement for pre-tenured women and minority faculty 2.87 3.55 1.24
Dual career hiring policies/practices at the departmental level 3.08 3.48 1.13
Funding for departmental transformation projects 3.63 4.1 1.13
Theater techniques to foster communication 3.53 3.77 1.07Parental leave policies beyond FMLA 3.36 3.56 1.06
Funding for restarting research after a hiatus 3.58 3.79 1.06
Dual career hiring policies/practices at the university level 3.38 3.48 1.03
Funding available for targeted recruitment of women and minority faculty 3.76 3.85 1.02
Funded professorships, funding for research and career advancement for tenured women and minority faculty 4.04 3.72 0.92
![Page 20: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/20.jpg)
Results Facilitating women’s participation in key academic committees has
the greatest benefit, relative to cost.
Publicizing family friendly policies is also highly beneficial for faculty.
Mentoring programs are also relatively cost effective and highly beneficial, the most benefit comes from programs that focus on the following:
The promotion and tenure process The culture of department (only slightly less effective/more
costly )
![Page 21: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/21.jpg)
Results Lecture series by senior women from the university have a very low
cost relative to perceived benefits.
Mentoring programs that focus on the culture of the university and work-family balance are equally beneficial (although work-life balance is slightly more costly).
Also considered highly beneficial relative to cost were: Implementing grant writing/publication workshops. Facilitating the use of family-friendly policies. providing mentoring programs that focus on understanding
teaching.
![Page 22: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/22.jpg)
Comments from Participants
Change takes time.
Critical mass makes a differences.
Women in senior positions changes everything.
![Page 23: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/23.jpg)
The High Cost of Time
While many effective programs are low-cost in terms of operational expenses, they require much time and dedication.Course buy-outs for grant PIFull-time administrative staffCourse buy-outs for other faculty members
outside the grant
![Page 24: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/24.jpg)
Interventions and Change Criteria
High Effect
Low Cost Quick
![Page 25: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/25.jpg)
Types of Interventions
Mentoring
Family Friendly Policies
Training
Work-Life Policies
![Page 26: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/26.jpg)
Mentoring
Promotion and tenure process
Teaching in discipline
Research in discipline
Balancing work and personal life
![Page 27: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/27.jpg)
Mentoring—Best Practices
External mentor program for pre-tenure faculty
Group mentoringGroup mentoring for women interested in
leadershipInformal mentoring through networks
developed on seed grants
![Page 28: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/28.jpg)
Family Friendly Policies
Parental leave
Dual-partner hiring
Publicizing family-friendly policies
![Page 29: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/29.jpg)
Training Interventions
Facilitating women’s participation in key
academic committees
Grant-writing and publication workshops which provide sample materials
Committee trainingHiringPromotion/tenure
![Page 30: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/30.jpg)
Work-Life Policies
Websites to access policies Modified duties policies which benefits both men and
women Array of new work-life policies New child care facility Spousal-partner employment or accommodation Campus wide Quality of Work-Life Council
![Page 31: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/31.jpg)
Recommendations:
Support for a transformation team including senior faculty leaders and administrators, focused on comprehensively tackling the issues of women’s under-representation.
Combination of top-down and grassroots change efforts to remove barriers constraining women and to improve the academic climate.
![Page 32: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/32.jpg)
Recommendations:
Broader dissemination of information on available gender equity resources, using multiple communication channels.
Institutionalized data collection and reporting techniques across Advance institutions.
Bilimoria et al., 2008
![Page 33: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/33.jpg)
Challenges and Next Steps:
“An organizational transformation project is an incubator for generating ideas and initiatives and testing them for their feasibility, acceptability and sustainability.”
“Future empirical research should attempt to identify the specific circumstances and structures needed for effective gender equity solutions within a comprehensive change project.”
![Page 34: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/34.jpg)
References Bilimoria, D., Joy, S. & Liang, X. (2008). Breaking barriers and
creating inclusiveness, lessons of organizational transformation to advance women faculty in academic science and engineering, Human Resource Management 47:423-441.
Heylin, M. (2005). Salaries and jobs: Chemists with jobs post solid pay gains, but prognosis for chemical job market remains murky, Chemical & Engineering News 83: 41-44.
Meyerson, D.E. & Fletcher, J.K. (2000). A modest manifesto for shattering the glass ceiling, Harvard Business Review 78: 127-135.
![Page 35: Cost Benefits](https://reader035.fdocuments.in/reader035/viewer/2022062803/568147df550346895db51389/html5/thumbnails/35.jpg)
Acknowledgements
Christine CurtisProfessor Chemical Engineering
Alice HoganNational Science Foundation