Establishing the Foundation for Future Organizational Reform and Transformation at a Large Private University to Expand the Representation of Women Faculty

Abstract

, being the first woman civilian faculty member in her department. Margaret maintains a research program in the area of advanced thermodynamic analyses and health monitoring of energy intensive systems.

Mirroring and Modeling an External Award Process: Structuring a Career Development Grants Program for Women at a Striving University

“…The Connect Grants framework was informed by two faculty surveys and NSF Indicator Data. Results from the 2009 Faculty Career Satisfaction Survey created and administered as part of an NSF funded self-study project (NSF ADVANCE IT-Catalyst award 0811076 prior to the NSF IT award) identified career navigation as a barrier to the career advancement and leadership role progression of women STEM faculty [7]. Findings from the 2012-2013 Faculty Mentoring Survey administered by the University X Faculty Career Development unit suggested an opportunity for improvement by pairing faculty with mentors that encourage grant proposal submissions and encourage publication authorship [8,9].…”

Building Community Understanding of Institutional Compensation Systems: An ADVANCE Partnership Project

“…NSF ADVANCE funded research efforts informed this practice from its inception. As part of the NSF ADVANCE IT-Catalyst funded project, the 2008 faculty climate survey [15] found that with regard to compensation, 62% of women respondents believe that men in their departments receive preferential treatment, while 9% of men respondents believe that women receive preferential treatment. Informed by these internal findings which revealed significant differences in perception regarding salary equity by gender, the upper administration supported RIT Human Resources (HR) and Institutional Research and Policy Studies (IR) to begin conducting annual salary equity studies by gender, rank, discipline for faculty for internal use starting in 2009.…”

“…The EFFORT@RIT IT-Catalyst project saw the launch of the faculty salary study conducted by RIT HR and IR that included controls such as department, degree earned, years in rank, terminal degree, gender, and ethnicity. It was found that gender-based average salary gaps existed at each faculty rank within RIT, with women earning about 5% less than their male colleagues [27,28]. Large differences between actual salary and predicted salary were identified and investigated, and salary adjustments began in 2010 to correct for compression and gender-related salary issues [17].…”

“…It was found that gender-based average salary gaps existed at each faculty rank within RIT, with women earning about 5% less than their male colleagues [27,28]. Large differences between actual salary and predicted salary were identified and investigated, and salary adjustments began in 2010 to correct for compression and gender-related salary issues [17].…”

“…The 2008 NSF ADVANCE Institutional Transformation (IT) Catalyst award, "Establishing the Foundation for Future Organizational Reform at RIT" (EFFORT@RIT, #0811076), aimed to identify career advancement barriers for RIT women faculty. A faculty climate survey [15] conducted as part of the project, in conjunction with objective data review and benchmarking, identified barriers in career navigation, climate, and flexibility in work/life management balance [16,17]. The NSF ADVANCE Institutional Transformation project awarded in 2012, "Creating Opportunity Networks for Engagement and Collective Transformation: Increasing the Representation and Advancement of Women Faculty @ RIT" (AdvanceRIT, #1209115), sought to increase representation, retention, and career advancement of women faculty [18,19].…”