NSF-ADVANCEITatNMSUHistoryandSuccesses

1、NSF-ADVANCE IT at NMSUHistory and SuccessesTracy M. Sterling*, Lisa M. Frehill, Pam Hunt and Shawn WernerNSF-ADVANCE & NM-PAIDNew Mexico State University*Now at MSU, Dept. Land Resources & Environmental SciencesNSF-ADVANCE: Institutional TransformationNew gender equity effort for NSF 2001Issues prom

2、pting NSF-ADVANCEWomen not being hired into academiaEarly career awards were not workingS&E labor force was not keeping pace with demandGoals: Increase womens representation among STEM faculty and administrationTransform academia37 institutions funded, four roundsSex and Race Distribution for PhD Re

3、cipients Compared to NMSU Tenured/Tenure Track FacultyMajor reasons for under-representation of women in STEM disciplines PipelineChilly climateFamily/work balanceUnconscious biasSource: Handelsman et al. 2005. Science 309:1190; Handelsman, J. 2008. DNA and Cell Biology 27:43-465Valian, 1999, Why so

4、 slow? Advancement of Women.Arranged by: Commission on Professionals in Science and Technology; Percent Female Among Doctorate Recipients, 2005Arranged by: Commission on Professionals in Science and Technology; Percent URM Among Doctorate Recipients U.S. Citizens and Permanent Residents, 2005Major r

5、easons for under-representation of women in STEM disciplines PipelineChilly climateLack of mentoringBeing the one can be isolatingReliance on informal mentoringCompetition vs. CollegialityFamily/work balanceUnconscious biasMajor reasons for under-representation of women in STEM disciplines PipelineC

6、hilly climateFamily/work balanceTimingMultiple Postdoc positionsPartner more likely to have PhDUnconscious biasNMSU-ADVANCE: ApproachRecruitment InitiativesRetention & Advancement InitiativesPolicy Change InitiativesData analysis & DisseminationData Source: NMSU Institutional Research, Planning, and

7、 Outcomes AssessmentNumberRecruitmentSTEM new hires at NMSU Pre- and Post-ADVANCESTEM new hires at NMSU (% Females)Data Source: NMSU Institutional Research, Planning, and Outcomes AssessmentWomen as a Percentage of Tenured and Tenure-Track Faculty at NMSU 1995-2009Retention and Advancement Initiativ

8、esSpecific to female tenure-track in STEMStart-up AugmentationDepts/Colleges responsible for most of packageEncouraged broader applicant poolResearch and Travel Awards36 women received $500,000 Distinguished Visiting Professors ProgramEngagement across UniversityDepartment Head TrainingADVANCING Lea

9、ders: Leadership Development ProgramTwo nominees from each of 6 Colleges and the LibraryMentoring Program Program has grown from 31 participants in 2002 to 133 participants in 2010Equal participation by men and womenFaculty Development Promotion & Tenure WorkshopsDevelopment TrainingRetention and Ad

10、vancement InitiativesMentoring as a Key Transformative Strategy at NMSUMentoring encourages development of social tiesAddresses a variety of career needsImproves Teaching, Research, Job SatisfactionFormal vs. InformalAvoid “boundary heightening” - Should not “look” like a gender-based approach (Kant

11、er 1977)Approach at NMSU - Make Mentoring NormativeAnnual pairingsMentor training and networking events all year(1) Connect mentees to mentors who are more central and have denser social networks(2) On-campus on-going events Create a larger community of mentors and mentees.MentorscommunitycontactsIn

12、stitutionalInformation& resourcesMentors colleaguesMenteeMentorSocialNetworkingProgrammatic PracticesMake mentoring normativePractice: paired ALL new STEM faculty with mentors outside their department, but within College.Invite senior faculty and administrators to participateIncorporated mentoring i

13、nto leadership development programmingEncourage interactionsPractice: pairs complete agreements Practice: facilitated group interactions luncheons, assigned seating, table topicsnot always with speakermixers, dinners, picnics, open housesTraining: mentorsShare best practices and hintsIncreases conne

14、ctions among people with a positive orientation to mentoring Encourage non-hierarchical practicesGender and ethnic equity issues- 133 participants; Both genders participating equallySTEMfemalesAllSTEMSTEM, Social & Behavioral Sci. All CollegesData Source: Institutional Research, Planning, and Outcom

15、es AssessmentRetention and AdvancementPolicy Change InitiativesPresidents Commission on the Status of WomenRegular review of data, salaries within rankProposed University Omsbuds position now in placeGender equity / maternity policies in preparationPromotion and Tenure Policy RevisionTransparent cri

16、teria and rolesFlexibilityAllocation of Effort Employee Climate Survey now every 3 yearsExit InterviewsNMSU - ADVANCE: InstitutionalizationSustainability of programsFully-funded Associate Director PositionTo continue campus-wide faculty developmentMentoring, P&T, Leadership training, DH TrainingSeek

17、ing sources for start-up fundsPresidents CSW, Omsbuds, Employee Climate SurveyAdditional FundingLegislative Initiative (Advancing Faculty Diversity)Development CampaignNSF-PAID Partnering with NMT, UNM, LANLTo disseminate best practicesPartners: LANL, NMT, NMSU and UNMTo disseminate NMSUs best pract

18、ices of:Mentoring, P&T Training, Department Head trainingPipeline focus on Post-docsSustainable mechanisms for Institutional TransformationNSF-ADVANCE PAID Partnerships for Adaptation, Implementation and DisseminationNM-PAID“Alliance for Faculty Diversity”NM-PAID GoalsIncrease knowledge of Diversity Issues and StrategiesMentoring approachesPromotion and tenure issuesDepartment Head trainingInstitutionalize sustainable grass roots structure for faculty development trainingSustainabl