Scope ACES: Purpose and Goals The Academic Careers in Engineering & Science (ACES) program at Case...
1
Scope ACES: Purpose and Goals The Academic Careers in Engineering & Science (ACES) program at Case Western Reserve University (CWRU) is part of the National Science Foundation’s ADVANCE Institutional Transformation (IT) program to develop a science and engineering (S&E) workforce that includes the full participation of women at all levels of faculty and academic leadership. As the first private university to be awarded a five-year ADVANCE IT award, CWRU has undertaken systematic institutional transformation to improve the recruitment, advancement, leadership and retention of women faculty and enhance transparency, accountability and effectiveness at the school/college and departmental levels. During 2003-08, ACES has worked with 31 NSF fundable departments in 4 S&E schools (sciences, engineering, medicine, and management) as well as the university as a whole, engaging in a broad set of transformational programs and initiatives, policy and structure changes, process improvements, and faculty career and leadership development to transform the university. The ACES grant was launched with the overall goal of increasing the percentage of S&E women faculty at CWRU over the 2003 baseline by 20% over the five-year period through four primary thrusts: (1) Targeted Recruitment Initiatives improve faculty search and recruitment processes in order to: • Increase the percentage of women faculty at the assistant professor level • Increase women as a percentage of endowed chair holders • Increase women as a percentage of all candidates in search pools • Increase women as a percentage of all candidates invited to visit CWRU (2) Advancement and Retention Initiatives improve university policies and work practices in order to: • Increase the percentage of women faculty at the associate professor and full professor levels through promotion from within • Increase the percentage of women in faculty leadership or administrative positions at the school level (3) Institutional Climate Change Initiatives transform departmental and university climate in order to: • Improve the leadership of departmental and school administrators • Improve qualitative perceptions and ratings of climate, as ascertained through focus groups, interviews, and surveys • Increase resource equity for women faculty, including salary equity, teaching loads, lab space, and retention efforts • Increase the percentage of women invited to campus as distinguished lecturers, visiting speakers and scholars (4) Faculty Development Initiatives support and empower faculty by: • Improving coaching and mentoring mechanisms • Improving faculty networking, training and education • Creating funding for career development of women and minorities NSF ADVANCE Academic Careers in Engineering and Science (ACES) at Case Western Reserve University http://www.case.edu/admin/aces/ Figure 4:Num ber ofDepartm entChairs for 31 Science and Engineering Departm ents by Schooland G ender,2003 and 2008 1 1 0 2 0 0 1 1 10 10 7 5 5 5 6 7 0 2 4 6 8 10 12 2003 2008 2003 2008 2003 2008 2003 2008 CAS CSE WSOM SOM School Female Male Figure 2:N um berofTenure S tream P ositions for 31 S cience and E ngineering D epartm ents by School and G ender, 2003-2008 27 30 31 32 34 9 12 13 13 12 15 14 12 10 10 21 26 24 22 22 94 96 91 86 86 98 99 105 102 98 52 46 40 36 36 82 88 92 86 73 0 20 40 60 80 100 120 2003-04 2004-05 2005-06 2006-07 2007-08 2003-04 2004-05 2005-06 2006-07 2007-08 2003-04 2004-05 2005-06 2006-07 2007-08 2003-04 2004-05 2005-06 2006-07 2007-08 CAS CSE W SOM SOM School N u m b e r o f P o Fem ale M ale Trends MajorInitiatives,MultipleLevels University Leadership Schooland Departm entLevel Cam pusLevel Provost’sAnnualLeadership Retreat Accountability ofDeans GrassrootsClim ateChange Committee Coaching, m entoring, networking, and training & developm entofdeans, chairs, w om en faculty in S& E depts. Distinguished lectureships N ew Structures, Policies& Procedures M inority student pipeline StudentG ender Awareness Departmental Initiative Grants Search Com mittee Supports O pportunity Grantsfor W om en Faculty Hotline Coaching for W om en faculty CommitmentofSeniorAdministrators • CWRU appointed a woman President of the University and a woman Dean of the School of Medicine • New offices and positions were created across CWRU, including: • Assistant Dean of Faculty Development and Diversity in the School of Medicine • Associate Dean of Faculty Development in the School of Engineering • 3 new endowed chairs for women faculty in S&E • Diversity Specialist in the Provost’s Office • Research Analyst in the Institutional Research office • Graduate student position in the Flora Stone Mather Center for Women • Increased the overall percentage of women faculty in S&E departments from18% to 21% during a time of general reduction in faculty size • Almost doubled the number of women faculty in S&E departments holding endowed chairs (from 8 to 15) • Doubled the number of women serving as S&E department chairs from 2 to 4 • Created or revised university faculty policies including automatic pre-tenure extension and work release policies • Institutionalized an annual Provost’s Leadership Retreat for all deans and chairs in the university and an annual faculty orientation for newly promoted faculty, and expanded the annual new faculty orientation • Implemented new policies, education, and best practices that improve S&E faculty search and recruitment processes • Institutionalized a summer internship (pipeline) program for minority women S&E students. Main Accomplishments (2003-2008) Reports and Publications Over 2003-08, ACES conducted several studies of faculty diversity and equity, including annual NSF ADVANCE faculty composition indicator analyses, 2 campus climate surveys (in 2004 and 2007), faculty interviews & focus group studies, annual salary equity studies, a candidate pool composition study, annual exit interviews, annual offer letter analyses, a COACHE junior faculty survey, an Affirmative Action survey, annual new faculty surveys, and various intervention evaluation studies. Several ACES reports and publications are available at http://www.case.edu/admin/aces/resources.htm Figure 5:N um berofEndow ed C hairs for31 S cience and E ngineering D epartm ents B y G ender, 2003-2008 8 9 12 14 15 49 54 50 59 59 0 20 40 60 80 2003-2004 2004-2005 2005-2006 2006-2007 2007-2008 Year Num berof Endow ed C hairs Female Male Figure 3: P roportion ofTenure-S tream P ositions for 31 S cience and Engineering D epartm ents by Schooland G ender,2003-2007 22% 24% 25% 27% 28% 8% 11% 11% 11% 11% 22% 23% 23% 22% 22% 20% 23% 21% 20% 23% 78% 76% 75% 73% 72% 92% 89% 89% 89% 89% 78% 77% 77% 78% 78% 80% 77% 79% 80% 77% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 2003-04 2004-05 2005-06 2006-07 2007-08 2003-04 2004-05 2005-06 2006-07 2007-08 2003-04 2004-05 2005-06 2006-07 2007-08 2003-04 2004-05 2005-06 2006-07 2007-08 CAS CSE W SOM SOM School P ro p o rtio n o f P osi Fem ale Male
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Transcript of Scope ACES: Purpose and Goals The Academic Careers in Engineering & Science (ACES) program at Case...
Scope
ACES: Purpose and Goals
The Academic Careers in Engineering & Science (ACES) program at Case Western Reserve University (CWRU) is part of the National Science Foundation’s ADVANCE Institutional Transformation (IT) program to develop a science and engineering (S&E) workforce that includes the full participation of women at all levels of faculty and academic leadership.
As the first private university to be awarded a five-year ADVANCE IT award, CWRU has undertaken systematic institutional transformation to improve the recruitment, advancement, leadership and retention of women faculty and enhance transparency, accountability and effectiveness at the school/college and departmental levels.
During 2003-08, ACES has worked with 31 NSF fundable departments in 4 S&E schools (sciences, engineering, medicine, and management) as well as the university as a whole, engaging in a broad set of transformational programs and initiatives, policy and structure changes, process improvements, and faculty career and leadership development to transform the university.
The ACES grant was launched with the overall goal of increasing the percentage of S&E women faculty at CWRU over the 2003 baseline by 20% over the five-year period through four primary thrusts:
(1) Targeted Recruitment Initiatives improve faculty search and recruitment processes in order to:
• Increase the percentage of women faculty at the assistant professor level • Increase women as a percentage of endowed chair holders• Increase women as a percentage of all candidates in search pools• Increase women as a percentage of all candidates invited to visit CWRU
(2) Advancement and Retention Initiatives improve university policies and work practices in order to:
• Increase the percentage of women faculty at the associate professor and full professor levels through promotion from within
• Increase the percentage of women in faculty leadership or administrative positions at the school level
(3) Institutional Climate Change Initiatives transform departmental and university climate in order to:
• Improve the leadership of departmental and school administrators• Improve qualitative perceptions and ratings of climate, as ascertained through
focus groups, interviews, and surveys• Increase resource equity for women faculty, including salary equity, teaching loads,
lab space, and retention efforts• Increase the percentage of women invited to campus as distinguished lecturers,
visiting speakers and scholars
(4) Faculty Development Initiatives support and empower faculty by:• Improving coaching and mentoring mechanisms• Improving faculty networking, training and education• Creating funding for career development of women and minorities
NSF ADVANCE Academic Careers in Engineering and Science (ACES)at Case Western Reserve University
http://www.case.edu/admin/aces/
Figure 4: Number of Department Chairs for 31 Science and Engineering Departments by School and Gender, 2003 and 2008
1 10
2
0 01 1
10 10
7
5 5 56
7
0
2
4
6
8
10
12
2003 2008 2003 2008 2003 2008 2003 2008
CAS CSE WSOM SOMSchoolFemale Male
Figure 2: Number of Tenure Stream Positions for 31 Science and Engineering Departments by
School and Gender, 2003-2008
27 30 31 32 34
9 12 13 13 12 15 14 12 10 1021
26 24 22 22
94 9691
86 86
98 9910510298
5246
40 36 36
8288 92
86
73
0
20
40
60
80
100
120
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
CAS CSE WSOM SOM
School
Nu
mb
er o
f P
osit
ion
s
Female Male
Trends
Major Initiatives, Multiple Levels
University Leadership
School and Department Level
Campus Level
Provost’s Annual Leadership Retreat
Accountability of Deans
Grassroots Climate Change Committee
Coaching, mentoring, networking, and training & development of deans, chairs, women faculty in S&E depts.
Distinguished lectureships
New Structures, Policies & Procedures
Minority student pipeline
Student Gender Awareness
Departmental Initiative Grants
Search Committee Supports
Opportunity Grants for Women Faculty
Hotline Coaching for Women faculty
Commitment of Senior Administrators
• CWRU appointed a woman President of the University and a woman Dean of the School of Medicine • New offices and positions were created across CWRU, including:
• Assistant Dean of Faculty Development and Diversity in the School of Medicine • Associate Dean of Faculty Development in the School of Engineering • 3 new endowed chairs for women faculty in S&E • Diversity Specialist in the Provost’s Office • Research Analyst in the Institutional Research office • Graduate student position in the Flora Stone Mather Center for Women
• Increased the overall percentage of women faculty in S&E departments from18% to 21% during a time of general reduction in faculty size• Almost doubled the number of women faculty in S&E departments holding endowed chairs (from 8 to 15)• Doubled the number of women serving as S&E department chairs from 2 to 4• Created or revised university faculty policies including automatic pre-tenure extension and work release policies • Institutionalized an annual Provost’s Leadership Retreat for all deans and chairs in the university and an annual faculty orientation for newly promoted faculty, and expanded the annual new faculty orientation • Implemented new policies, education, and best practices that improve S&E faculty search and recruitment processes• Institutionalized a summer internship (pipeline) program for minority women S&E students.
Main Accomplishments (2003-2008)
Reports and Publications
Over 2003-08, ACES conducted several studies of faculty diversity and equity, including annual NSF ADVANCE faculty composition indicator analyses, 2 campus climate surveys (in 2004 and 2007), faculty interviews & focus group studies, annual salary equity studies, a candidate pool composition study, annual exit interviews, annual offer letter analyses, a COACHE junior faculty survey, an Affirmative Action survey, annual new faculty surveys, and various intervention evaluation studies.
Several ACES reports and publications are available at http://www.case.edu/admin/aces/resources.htm
Figure 5: Number of Endowed Chairs for 31 Science and Engineering Departments By
Gender, 2003-2008
8 9 12 14 15
49 54 5059 59
0
20
40
60
80
2003-2004 2004-2005 2005-2006 2006-2007 2007-2008
Year
Nu
mb
er o
f E
nd
ow
ed C
hai
rs
Female Male
Figure 3: Proportion of Tenure-Stream Positions for 31 Science and Engineering Departments by School and
Gender, 2003-2007
22%24%25%27%28%8%11%11%11%11%
22%23%23%22%22%20%23%21%20%23%
78%76%75%73%72%92%89%89%89%89%
78%77%77%78%78%80%77%79%80%77%
0%10%20%30%40%50%60%70%80%90%
100%
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
2003-0
4
2004-0
5
2005-0
6
2006-0
7
2007-0
8
CAS CSE WSOM SOM
School
Pro
po
rtio
n o
f P
osit
ion
s
Female Male
