PowerPoint Presentation Assessing And Improving The Progress Of Women Faculty At CASE: ACES Program

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www.case.edu/admin/aces
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NSF ADVANCE Institutional Transformation Award

• Nationwide initiative (19 schools)
• Increase participation of women in SE workforce
  by increasing SE women faculty
• Improve the climate for women in academic
  institutions
• Facilitate women's advancement to the highest
  ranks of academic leadership

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Cases NSF ADVANCE award

• Academic Careers in Engineering and Science
  (ACES)
• 3.5 Million Institutional Transformation
  Award
• 5 year grant, 2003 - 2008
• Case is the first private institution to
  receive award

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ACES Organizational Chart
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ACES Departments
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ACES Departments cont.
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Overview of ACES Initiatives Recruitment and
Retention Strategies
Recruitment
Retention
Leadership Development
Endowed Chairs
Search Committee Toolkit
Coaching
Partner Hiring Policy
Networking
Active Recruiting
Opportunity Grants
Critical Mass
Student Training
Distinguished Lectureships
Accountability
Climate
Mentoring
New Hiring Guidelines
Transparency
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ACES Activities in Departments

• Executive coaching of department chairs
• Coaching and mentoring of women faculty
• Networking events (lunches, workshops, Flora
  Stone Mather Center for Women events)
• Educational workshops for departments
• Undergraduate and graduate student training
• Faculty search committee support

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ACES Activities for Leadership

• Executive coaching for deans and provosts
• Provosts Annual Leadership Retreat
• Department chairs networking lunch with Provost
  John Anderson each semester
• Sponsor chairs to educational workshops for
  leadership
• Physics, Chemical Enginering, Molecular Biology
  Microbiology, Chemistry, Biology
• Support for meeting facilitators, strategic
  planning, workshops

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Executive Coaching

• Year-long one-on-one sessions with a
  professional coach
• Applies business/industry insights, customized
  for the academic work situation
• Focus on
• Leadership for chairs, deans, provosts
• Career development and academic performance for
  women faculty
• Other resources
• 360 degree feedback, resource materials, mentors
• Evaluation

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Mentoring Committees for Women Faculty

• Women faculty choose three mentors
• Faculty member within your department
• Faculty member from Case
• Outside member with expertise in specific area of
  research
• Chair issues invitation to chosen mentors
• Chosen mentors are flattered, almost never
  refuse
• Mentors and Mentees attend a mentoring workshop
• Committee meets twice a semester
• Mentee initiates meetings and drives the process
• Formal mentoring proven more successful
• for women faculty!

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Ongoing ACES Initiatives

• All S E Departments
• Distinguished lectureship awards
• Opportunity grants
• Departmental initiative grants
• Campus wide
• Faculty search committee support
• Minority summer undergraduate research program

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Distinguished Lectureships

• Objectives
• To increase the visibility of women faculty on
  campus
• To provide senior women role models to male and
  female faculty on campus
• To showcase Cases departments and faculty to
  senior women scholars in scientific fields
• www.case.edu/admin/aces/lectureship.htm

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Opportunity Grants

• Objective
• Provide support for women faculty for current or
  proposed projects and activities where funding
  is difficult to obtain through other sources.
• Available to women faculty, instructors and
  research faculty in ACES departments
• Examples of past funding
• Seed funding for unusual research opportunities
• Bridge funding for ongoing grants
• Travel grants to explore new areas
• Child care to attend a professional meeting
• Grants for writing of books
• www.case.edu/admin/aces/opportunity.htm

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Departmental Initiative Grants

• Departmental grants support department wide
  activities in S E departments that will
• Improve the department climate
• Stimulate greater inclusion of women and minority
  faculty
• Enhance collegiality
• Promote positive department change
• www.case.edu/admin/aces/dig.htm

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Activities and Results from Year 1 2

• 14 Senior women scientists visited Case
• 182,708 awarded to 16 women faculty
• Search committee support provided to 11
  departments
• Executive coaching for 42 women faculty, 13
  chairs, 2 deans, 2 associate deans, 2 provosts,
  1 minority faculty member
• Increase in the number of women in faculty
  candidate pools
• 15 minority women students conducted summer lab
  research
• Institutionalized Provosts Annual Leadership
  Retreat
• Held 4 faculty development workshops and 4
  networking events
• Online Faculty Affirmative Action form
  instituted
• Participating in the COACHE tenure track job
  satisfaction survey
• Gender schema training for S E under/graduate
  students
• Online Faculty Exit survey implemented

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Inaugural Provost Leadership Retreat

• October 26, 2004
• Purpose
• To educate chairs about the ACES initiatives,
  disseminate current research findings, and learn
  about the success of the NSF-ADVANCE program from
  other ADVANCE schools To create a plan and a
  vision for the institutional transformation of
  Case Western Reserve University.
• Attended by
• President Hundert, Provost Anderson, Dean
  Savinell (CSE), Dean Turner (CAS), Dean Horwitz
  (SOM), Associate Dean J. B. Silvers (WSOM), NSF
  Program Officers, PIs from University of
  Michigan and Georgia Institute of Technology, and
  the
• chairs of the 31 NSF-ACES departments.

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2nd Annual Provost Leadership Retreat

• November 18, 2005
• Purpose To discuss Things That Work pertinent
  to the recruitment, retention, advancement, and
  leadership development of women faculty to
  disseminate current research findings to
  identify next steps for institutional
  transformation.
• Attended by President Hundert, Provost Anderson,
  Deans Savinell (CSE), Turner (CAS), Roomkin
  (WSOM), Associate Dean Anker and Davis (SOM), the
  CRLT Players (from UM), and the chairs of the 31
  NSF-ACES departments
• Keynote "Things That Work for Cultural
  Transformation,"
• by cultural historian and evolutionary theorist
  Riane Eisler.

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2nd Annual Provost Leadership Retreat Objectives
and Next Steps

• A clear message of leadership relating to
  diversity issues and the advancement/participation
  of women and minorities in all areas of
  university, needs to come form the top.
• Diversity issues need to be kept visible and on
  the radar screen of the entire University.
  Visibility establishes a clear criteria for
  actions and accountability on the part of all
  University leaders.
• Achievement of diversity objectives should be
  tied to evaluations of deans and chairs. The
  charge to the chair should come from the
  President who appoints them.

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Retreat Objectives and Next Steps cont.

• 4. Establishment of child care options and a
  child care center remains important.
• 5. Coaching for individual faculty members and
  especially those in leadership positions should
  be supported.
• 6. The attainment of diversity goals should
  emphasize partnerships between faculty, staff and
  administration.

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Retreat Objectives and Next Steps cont.

• 7. Interactive skits (CRLT players) should be
  brought to the faculty in the departments to
  impact the culture of the departments.
• 8. More women need to be brought into leadership
  roles at the University.
• 9. Financial and other resources need to be
  allocated to achieve diversity objectives.

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Retreat Objectives and Next Steps cont.

• 10. All searches should have a mandatory
  interview of the highest qualified woman in every
  pool of candidates.
• 11. Graduate student bias towards women mentors
  should be explored.
• 12. It is important to support and grow our own
  faculty and leaders. As a component of this, Case
  needs to address its current undergraduate
  student gender imbalance.

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Q A