TRANSFORMATION An NSF ADVANCE Program Discovery. Update on CHARGE - PowerPoint PPT Presentation

INSTITUTIONALIZING TRANSFORMATION An NSF ADVANCE Program Discovery. Update on CHARGE Innovation. Program; Year 5 Diversity.

OUTLINE  CHARGE Overview  Goals  CHARGE Results  Faculty Search Seminar  Bias Intervention Workshop  (Re)Imaging Women in STEM  Institutionalization  Sustaining change after the grant  Final Year

CHARGE GOALS & PROJECTS  Goal 1, 21 st Century Departments: To strengthen and support departmental efforts to create a positive environment for all faculty with an emphasis on women and minorities  Advocates & Allies/DDI in the College & SEAS  Training Chairs and Deans  P&T Policy Review (SEAS) & Workshop (University)  P&T Portal (SEAS)  Goal 2, Recruitment & Hiring: To increase the gender diversity of STEM/SBE departments  Faculty Search Seminar  Academic Search Portal  Faculty & Candidate Guide  Recruitment Grants  Goal 3, Voices & Visibility: To increase the sense of belonging of STEM/SBE women faculty among their schools and departments  Social Science Research: Safer Grounds  Oral Histories with STEM Women Faculty  (Re)Imaging Women in STEM exhibit  Enhancement Grants Overview Results Sustainability

CHARGE RESULTS

FACULTY SEARCH SEMINAR  101 faculty & staff attended workshops in September and November  83% Faculty; 6% Administrative faculty  76% non-STEM  95% on a search committee  Interactive theater with Univ. of New Hampshire PowerPlay  Scenario topics  The Search: gender and racial bias in a search committee  Dual Career: vignettes and experiences of dual career couples  Cluster Hires: gender bias and other challenges of cluster hires  Follow-up evaluation after 6 months to see what attendees learned and used  55% response rate Overview Results Sustainability

FACULTY SEARCH SEMINAR: 6 MONTHS LATER  Applied their knowledge Ensured committee used equitable  87% ensured committee 87% 9% 4% search practices used equitable search practices  78% recognized their own Recognized my own biases in 78% 13% 9% bias (Bias Literacy Level 1) evaluating candidates  70% reduced bias during candidate evaluations Reduced biases that affect the  Other 70% 17% 13% evaluation of candidates  Used what they learned to select students for groups Yes  Minimized hall Other 13% 13% 73% conversations about searches No  Intervened when they saw Does not 0% 20% 40% 60% 80% 100% bias in the process apply *55% response rate Overview Results Sustainability

BIAS INTERVENTION WORKSHOP  The Workshop  Response to CHARGE evaluations since 2014 showing participants could recognize implicit bias, but did not know how to intervene with colleagues  Based on Bystander Intervention theory and model; trains bystanders to safely intervene and interrupt implicit bias situations  Attendees learned and practiced strategies for intervening  Univ. of New Hampshire PowerPlay and Dr. Stephanie Goodwin, Wright State Univ.  Demographics, 70 attendees  77% female  39% College, 14% McIntire  19% Staff, 18% Lecturer, 14% Assoc. Professor  67% attended previous implicit bias workshops Overview Results Sustainability

BIAS INTERVENTION WORKSHOP Before Workshop (N=66) After Workshop (N=65) Awareness of implicit Awareness of 8% 39% 53% 2% 26% 72% bias implicit bias Intentions to Comfort intervening 5% 48% 33% 14% 3% 42% 55% intervene Willingness to Experience intervening 8% 58% 26% 9% 3% 52% 45% intervene 0% 50% 100% 0% 50% 100% None Limited Moderate Strong None Limited Moderate Strong Overview Results Sustainability

BIAS INTERVENTION WORKSHOP  Most important 18% concepts learned Better recognize implicit 45% 35% 2% bias  Strategies for intervening, dissonance, questioning, non confrontational 3% More knowledgeable 43% 52% about intervening  Strategies for pivoting & 2% redirecting  Silence is a response Confident using strategies 5% 65% 30% to intervene  Remaining Questions  Need more men attending 0% 50% 100%  How to practice these safely Strongly Disagree Disagree Neutral Agree Strongly Agree

(RE)IMAGING WOMEN IN STEM EXHIBIT  Online and gallery exhibit featuring:  28 photographic portraits of UVA women STEM faculty  Oral history excerpts that recount women’s experiences with gender discrimination in STEM and the joys they find in science  A timeline of women’s co -education at UVA  Recent social media campaigns from women in STEM counter- acting gender stereotypes  Gallery exhibit, March 13-May15  Chemistry Building: portraits of faculty  Mural Room: oral histories, timeline, and social media campaigns Overview Results Sustainability

(RE)IMAGING WOMEN IN STEM EXHIBIT  Online exhibit opened February 20  Gallery exhibit  Chemistry Lobby & Mural Room  Over 5k visitors: students, staff, faculty, prospective students, parents, university tours, chemistry camps K-12 Overview Results Sustainability

(RE)IMAGING WOMEN IN STEM EXHIBIT  Gallery Evaluation Results*:  Women students inspired by the portraits  Would like the university to use these spaces creatively like this more often  Did not know this history of UVA; still see remnants of this culture today  Did not know their professors/colleagues had experienced this level of gender discrimination; more aware of own bias *Random sample of visitors interviewed for evaluation

FUTURE OF EXHIBIT  Gallery Exhibit  Catalogued, working with university on accession  Re-installed  Anthropology gallery  Bicentennial celebration  NSF ADVANCE conference Fall 2017  Online Exhibit  Will remain open

INSTITUTIONALIZATION & FINAL YEAR

INSTITUTIONALIZATION  Purpose: NSF requires ADVANCE projects to be institutionalized by the end of the grant  Make change sustainable  Expand change beyond STEM departments to entire university  CHARGE Sustainability Model:  Decentralized; projects woven into existing systems & units  Each project will have a steward office  Internal Advisory Board (IAB) leading institutionalization  Chair, Kerry Abrams, Vice-Provost for Faculty Affairs  Members: faculty, Assoc. Deans of Diversity, UHR, administrators  Creating formal mechanisms and sustainability plans  First Project to institutionalize  Faculty Search Seminar Overview Results Sustainability

FACULTY SEARCH SEMINARS  2013 to 2016  400 attendees, 55% female; 82% faculty; 54% STEM/SBE  Workshops on recognizing & mitigating implicit bias, best practices in searches; search committee dynamics  Open to all faculty  Sustainability  Working with Vice Provost Office to have Faculty Search Seminars become part of the portfolio of the new Asst Vice Provost for Faculty Development  CHARGE working with Center for Teaching Excellence on institutionalizing the methodology — interactive theater.  Learning from Univ. of MI, UNH, Cornell  Piloting UVA interactive theater group Overview Results Sustainability

SUSTAINABILITY MAP CHARGE projects currently being institutionalized CHARGE projects not institutionalized yet Schools Admin units Individuals & new partners project in transition project institutionalized Collaborative influence Possible home Institutionalized project & new home

NEXT YEAR  CHARGE will apply for a 6 th year, no-cost extension  We will focus on:  Launching & supporting Advocates/DDI in SEAS  Disseminating our results and lessons learned  To the ADVANCE community  Within UVA  Professional associations and publications  Institutionalizing change  Evaluating our impact  For more information, contact:  uvacharge@virginia.edu Overview Results Sustainability