Louie, B., & Silverstein, J., & Sandekian, R. (2020, June), Using Data to Mitigate Bias in Engineering  Faculty Career Outcomes  Paper presented at 2020 ASEE Virtual Annual Conference Content Access, Virtual On line . 10.18260/1-2--35460

\bibitem{asee_peer_35460}
  Louie, B., \& Silverstein, J., \& Sandekian, R. (2020, June), \emph{Using Data to Mitigate Bias in Engineering  Faculty Career Outcomes}
  Paper presented at 2020 ASEE Virtual Annual Conference Content Access, Virtual On line .
  10.18260/1-2--35460

Beverly Louie, JoAnn Silverstein, and Robyn Sandekian.  "Using Data to Mitigate Bias in Engineering  Faculty Career Outcomes".  2020 ASEE Virtual Annual Conference Content Access, Virtual On line , 2020, June.  ASEE Conferences, 2020.  https://peer.asee.org/35460 Internet.  02 May, 2024

\bibitem{asee_peer_35460}
  Beverly Louie, JoAnn Silverstein, and Robyn Sandekian.
  "Using Data to Mitigate Bias in Engineering  Faculty Career Outcomes".
  \emph{2020 ASEE Virtual Annual Conference Content Access, Virtual On line , 2020, June}.
  ASEE Conferences, 2020.
  https://peer.asee.org/35460 Internet.  02 May, 2024

@INPROCEEDINGS{asee_peer_35460
author = "Beverly Louie, JoAnn Silverstein, and Robyn Sandekian"
title = "Using Data to Mitigate Bias in Engineering  Faculty Career Outcomes"
booktitle = "2020 ASEE Virtual Annual Conference Content Access"
year = "2020"
month = "June"
address = "Virtual On line "
publisher = "ASEE Conferences"
note = {https://peer.asee.org/35460}
number = {10.18260/1-2--35460}
}

TY  - CPAPER
AB  - Faculty advancement processes at research-intensive engineering schools, are riddled with decision points, e.g., annual performance, salary, promotion and tenure reviews that can embed bias with cumulative effects over faculty careers.  We report on efforts insure equitable faculty career progress using data collection, analysis and reporting to promote institutional accountability for faculty diversity outcomes.     

Biased hiring practices, undervaluation of nontraditional research areas such as engineering education that engage many women and minoritized faculty, inequitable salary distribution, and lack of leadership opportunities are structured into traditional faculty advancement processes confounding stated institutional goals of diversity and inclusion.  Changing the scope of responsibilities of faculty and staff in the office of Associate Dean for faculty advancement enabled us to apply a “first-and-always” diversity and inclusion lens to change long-standing faculty advancement processes.  

An important component of this new approach is use of continuous data analysis to ascertain and track gender-based discrepancies in faculty career outcomes.  For instance, regression analyses of salaries to identify race/ethnicity- and gender-associated pay gaps are reported to department chairs and the Dean annually, in order to promote accountability for actions to close salary gaps.  Our data indicate that the practice of large pay increases to retain mostly male faculty is one source of salary inequities as women appear to be less likely to seek outside job offers. Intentional recruiting of women to serve on the College promotion and tenure review committee aims to reduce promotion biases with a gender component: e.g., devaluation of research, parental leave, or excessive service.  

In summary, expanding the scope of the office of the Associate Dean for faculty advancement to include elimination of systemic biases in decisions which determine faculty career progress, appears to be a direct and accountable approach to increasing the diversity of engineering faculty.

AU  - Beverly Louie
AU  - JoAnn Silverstein
AU  - Robyn Sandekian
CY  - Virtual On line 
DA  - 2020/06/22
PB  - ASEE Conferences
TI  - Using Data to Mitigate Bias in Engineering  Faculty Career Outcomes
UR  - https://peer.asee.org/35460
DO  - 10.18260/1-2--35460
ER  -