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Slide 9: the 2001 climate survey at rice university: a summary
Rank | Men | Women | Total |
---|---|---|---|
Assistant Professor | 30 | 25 | 55 |
Associate Professor | 24 | 21 | 45 |
Full Professor | 89 | 15 | 104 |
Total | 143 | 61 | 204 |
The full roster of 466 faculty members – current as of spring 2003 – was surveyed. Approximately 204 faculty members responded, for a response rate of 46%.
Men and women responded to the survey almost in proportion to their representation on the faculty:
- ~ 24% of faculty were women
- ~ 29% of respondents were women
Directly from Climate Report
Slide 10: the 2001 climate survey at rice university: conclusions
- On many of the “objective” measures (i.e., salary, start-up), no gender differences emerge.
- There are significant differences between how male and female faculty members perceive Rice, the quality of Rice as a workplace, and their level of satisfaction with Rice.
- In almost every category, female faculty members are less satisfied with their Rice work experience, and have higher levels of active dissatisfaction.
- The differences are not enormous, but they are clearly systematic and significant.
Directly from Climate Report
Slide 11: overall faculty satisfaction with rice by gender
Directly from Climate Report
Slide 12: actual teaching load by gender
Directly from Climate Report
Slide 13: new courses by gender over the past 5 years
Directly from Climate Report
Slide 14: satisfaction with distribution of committee responsibilities
Directly from Climate Report
Slide 15: positive climate dimensions by gender
Directly from Climate Report
Slide 16: negative climate dimensions by gender
Directly from Climate Report
Slide 17: perceived tokenism by rank and gender
Directly from Climate Report
Slide 18: important questions to consider
- How do we get more women into the STEM recruitment pool?
- How do we increase our acceptance rates?
- How will we know when we have done a “good job”?
- Why do the climate differences exist?
- Is this a general phenomenon or is it something particular about Rice University?
- What can we do to reduce these differences and increase the positive climate that women experience? Will we see changes in our next survey (scheduled for next year)?
Slide 19: ongoing research and initiatives
- Mini-Grant Competition
- Margaret Beier, Assistant Professor of Psychology, Predictors of Majoring in Science and Engineering
- Dan Beal, Assistant Professor of Psychology, Explaining Gender Differences in High Stake Tests
- Ongoing Projects Receiving modest ADVANCE funds ($400)
- Juan Madera, Randi Martin, and Mikki Hebl, Psychology, Gender Differences in Letters of Recommendation
- Upcoming Projects that are Currently Being Designed
- Hebl lab: Explaining Departures from Rice University: A Gender Analysis
- Hebl lab: Why People Accept or Reject STEM Offers
Slide 20: conclusions
- STEM women are increasing.
- Stark differences on the Climate Survey were not apparent - objective measures often failed to show differences although subjective measures often showed women reporting lower qualititative experiences.
- How STEM is doing differs depending on the comparison group that we use as well as the specific department.
- ADVANCE may already be showing some impact.
- There are some significant objective disparities.
- Salary disparities have diminished substantially in recent years, but there remains work to be done and vigilance to be maintained.
- We have a lot of work to do to bring the raw numerical gender balance of our faculty to a satisfactory level. While our situation is not atypical, nor is it acceptable.
- We confront even larger and more problematic imbalances in other dimensions – ethnicity and race – which were not the specific target of this study.
- We have cultural and work-environment issues on the campus that need to be confronted
- The fact that they are subliminal makes it harder.
Slide 21: a random sample of stem women
OpenStax, 2007 advance faculty success workshop. OpenStax CNX. Aug 07, 2007 Download for free at http://cnx.org/content/col10444/1.4
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