FIGURE 1

1
Candidate Pool Profile of Faculty Searches in
31 Science and
Engineering Departments at
Case Western Reserve University, AY 2001-02 to
AY 2005-06
Background

• Candidate pool diversity is a goal of both the
  University and the ACES-ADVANCE program
• A study was undertaken with IRB approval to
  examine the diversity of candidate pools for
  faculty searches occurring in the 31 NSF-funded
  SE departments at the University from 2001-02 to
  the present
• Paper files in the Universitys Office of Equal
  Opportunity and Diversity were reviewed by
  ACES-ADVANCE research staff
• Most recent data is from AY 2005-06 Review of AY
  2006-07 searches is underway
• To date, 145 faculty searches identified and
  entered into a SPSS database
• Variables collected
• Year of Search, School at the University, and
  Department undergoing the search
• Number of candidates in each search, with
  stratification by gender and race
• Number of short list candidates in each search,
  stratified by gender and race
• Gender, Race, Rank, Tenure Status, and Decision
  of faculty hire.
• In short, 145 faculty searches were conducted
  with 7366 total applicants, yielding offers to 49
  females and 96 males
• The following figures illustrate temporal and
  school-level trends in candidate pool
  composition, as well as tenure status of new
  hires and acceptance of offer by gender

FIGURE 3
FIGURE 1
FIGURE 4
Findings

• Although female candidates constitute small
  proportions of the faculty candidate pool in SE
  searches over 5 years (ranging from 10 to 18),
  they constitute greater proportions of both the
  short list (25 to 36) and hires (27 to 46) in
  those same years (Figure 1)
• While female candidates compose less than 25 of
  the candidate pool in each school (ranging from
  7 to 24), in all schools they constitute a
  greater proportion of the short list (22 to
  34) female candidates form an even greater
  proportion of the offers for hire in CAS and SOM
  (42 and 41, respectively) (Figure 2)
• Female candidates in CSE maintain their level of
  representation from the short list to those made
  offers for hire at 22 (Figure 2)
• Female candidates in WSOM decrease in proportion
  from short list to offer for hire (31 to 15,
  respectively) (Figure 2)
• Faculty hires to tenure-track (without tenure)
  positions occur in relatively similar proportions
  by gender (Figure 3)
• Female faculty hires are half as likely to enter
  with tenure compared to male faculty hires
  (Figure 3)
• Female faculty hires are twice as likely to be
  hired to non tenure-track positions than are male
  faculty hires (Figure 3)
• Female candidates offered faculty positions in
  SE departments are more than twice as likely to
  decline the offer than are male candidates
  offered positions (Figure 4)

FIGURE 2