Supporting Women Scientists and Engineers Abigail J. Stewart University of Michigan.
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Transcript of Supporting Women Scientists and Engineers Abigail J. Stewart University of Michigan.
Supporting Women Scientists and Engineers
Abigail J. StewartUniversity of Michigan
First, do no harm
Don’t minimize the problem or over-promise a solution
Don’t tell them what their needs are (because you don’t know)
Don’t tell them the answers to their questions (because you don’t know)
Don’t tell other people about their needs until you have a plan for addressing them (because you don’t want to add stigmatization to their troubles)
6 general principles in providing support
1. Encourage women to define own concerns2. Encourage women to seek/shape own
solutions3. Help provide access4. Encourage women to find allies 5. Encourage women to ally with each other6. Create structures that will last
UM Women’s Leadership Retreat,
2003
1. Encourage women to define own concerns
Climate survey Input from the women on it Women received first reports of findings Women asked to interpret findings
Network used to voice issues Initial meeting to create agenda Annual meeting to generate feedback Regular survey feedback on activities wanted and valued Visibly available for advice/support/trouble-shooting
UM women faculty and Provost at ADVANCE dinner September ’03 presenting progress report
1. Defining their own concerns: What did UM women scientists and engineers need?
Depended on rank: Assistants
More flexible tenure clock Help with partner positions
Associates Less and more appropriate service Preemptive retentions Address salary inequities
Full Professors Less and more appropriate service Address feeling invisible and undervalued Preemptive retentions Address salary inequities
http://www.provost.umich.edu/programs/dual_career/DualCareerTips.pdf
2. Encourage women to seek/shape own solutions
We provide Elizabeth Crosby Awards;they decide what they need Research assistance Travel for self and research group to
conferences Support for in-town sabbatical
(with collaborator brought in) Speakers series and workshops within
and across disciplines
We created leadership events in response to their request; thenNetwork group created “Leadership Retreat” They planned it, made all decisions ADVANCE staff supplied the labor
World-renowned UM Neuroanatomist,
Elizabeth Caroline Crosby (1888-1983)
2. Encourage women to seek/shape own solutions
We provide Departmental Transformation Grants Ideas for recruitment, retention, advancement of
women in department Teaching releases for all women in department to
encourage their promotion WINS: Create group, bring in speakers, raise
issues about searches
Individual trouble-shooting Articulate need for preemptive retentions to
Steering Committee members
3. Help provide access that overcomes invisibility and marginalization
We distribute information about leadership programs
We nominate women scientists/engineers for programs
We pay for women scientists/engineers to attend/participate in programs
ADVANCE sponsored UM Negotiation workshop, ‘03
4. Encourage women to find allies
Steering Committee—collaboration between women and men
Committee on STRIDE—model of collaboration between men and women Work on climate issues including excess service,
undervaluation
The Committee for Science and Technology Recruiting to
Improve Excellence and Diversity -- STRIDE
4. Encourage women to find allies
Gender in Science and Engineering Committee—collaboration between women and men (21 faculty: 12 men, 9 women)
o Individual Advice (e.g. re: committee)
o Public talk about role of men in addressing problem CRLT Players
President Mary Sue Coleman and Provost Paul Courant,
Co-chairs of GSE Committee
5. Encourage women to ally with each other
Network of Women Scientists and Engineers (3 events/semester)
Support networks in departments and across departments
Women Talking Science andEngineering Small group format Reading and sharing issues
Joan Williams lecture: "Work and Family Conflict and What to Do About
It.” UM, September ’03
6. Create structures that will last
Chair training Training of committees doing reviews Policy changes that increase time and
support women better 3 GSE Subcommittees chaired by Deans
Faculty evaluation and development Recruitment, retention and leadership Family friendly polices and career tracks
6. Create structures that will last
FASAP (HR) internalizing workshops, support groups and coaching programfor faculty Managing multiple roles Negotiating and networking for success
Working on institutionalizing STRIDE Handbook Pre-visit approval of shortlist STRIDE committee used for chair training in
recruitment and climate issues
http://www.umich.edu/~advproj/handbook.pdf