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A Triad Faculty Mentoring Program

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Collection

2011 ASEE Annual Conference & Exposition

Location

Vancouver, BC

Publication Date

June 26, 2011

Start Date

June 26, 2011

End Date

June 29, 2011

ISSN

2153-5965

Conference Session

Reports from ADVANCE Institutions

Tagged Division

Women in Engineering

Page Count

12

Page Numbers

22.117.1 - 22.117.12

Permanent URL

https://peer.asee.org/17399

Download Count

26

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Paper Authors

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Jan Rinehart Rice University

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Jan Rinehart is Executive Director of the National Science Foundation funded ADVANCE Program at Rice University. The goals of the ADVANCE program are to increase the number of women faculty in science, engineering, and mathematics at all levels of leadership, and change the institutional cli¬mate. She has over twenty years in higher education with most of her work focused on diversity in STEM fields. Prior to assuming the ADVANCE position, she served as the Deputy Director of the Space Engi¬neering Institute for two years and the Director of Engineering Student Programs at Texas A&M University. She initiated the Women in Engineering program in 1994 and served as WEPAN (Women in Engineering Programs and Advocates Network) President from 2002 - 2003. She received her M.S. in Higher Education Administration from Texas A&M University and a B.S. in secondary education from Abilene Christian University.

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Eden B. King George Mason University

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Dr. Eden King joined the faculty of the Industrial-Organizational Psychology program at George Mason University after earning her Ph.D. from Rice University in 2006. Dr. King is pursuing a program of research that seeks to guide the equitable and effective management of diverse organizations. Her research, which has appeared in outlets such as the Journal of Applied Psychology, Human Resource Management, Perspectives of IO Psychology, and Group and Organization Management, integrates organizational and social psychological theories in conceptualizing social stigma and the work-life interface. This research addresses three primary themes: 1.) current manifestations of discrimination and barriers to work-life balance in organizations, 2.) consequences of such challenges for its targets and their workplaces, and 3.) individual and organizational strategies for reducing discrimination and increasing support for families. In addition to her academic positions, Dr. King has consulted on applied projects related to climate initiatives, selection systems, and diversity training programs, and has worked as a trial consultant. She is currently on the editorial boards of the Academy of Management Journal, the Journal of Management and the Journal of Business and Psychology.

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Mikki Hebl Rice University

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Michelle “Mikki” Hebl is a full professor of psychology at Rice University. She received her B.A. at Smith College in 1991 and her Ph.D. at Dartmouth College in 1997. She joined the faculty at Rice University in 1998 and was given the endowed title of the Radoslav Tsanoff Assistant Professorship in 2000. Mikki is one of the Co-PI's on Rice's ADVANCE institutional transformation grant. Her research focuses on workplace discrimination and the presence, impact, and remediation of subtle forms of discrimination. She has more than 90 publications to her credit, that appear in outlets such as the Journal of Applied Psychology, Personality and Social Psychology Bulletin, Journal of Experimental Social Psychology, and Journal of Applied Social Psychology. Recently, she she was awarded an NIH grant with Virginia Valian and Randi Martin to study the role that gender schemas have on gatekeepers, or people who evaluate merit and award scientific achievement. She is also passionate about teaching and has won 13 campus and national teaching awards.

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Abstract

A Triad Faculty Mentoring ProgramThe National Science Foundation funded an ADVANCE Institutional Transformation (IT)Program in fall 2006 on the Rice University campus in Houston, Texas. A female faculty mentorprogram was proposed due to the findings of the 2003 Rice Tenure/Tenure-Track FacultyClimate Study. The purpose of the mentoring program was to improve the institutional climatefor women in the departments and provide support for women faculty in the Schools of NaturalSciences and Engineering.A female Triad Mentor Program was developed that has positively impacted the junior femalefaculty by giving them a stronger sense of belonging to their individual schools and theUniversity, and by creating a belief that their success matters to the University. The seniorfaculty mentors also report a value to them by learning more about institutional processes outsidetheir own experience and department, and a sense of making a difference to junior femalefaculty. The University considers the Triad Mentor Program a success in changing the climatefor women faculty in the sciences and engineering. Information about administration of theprogram, mentor and protégé support materials, results from an annual on-line survey, resultsfrom faculty focus groups, and future institutionalization plans are shared in this paper.

ASEE holds the copyright on this document. It may be read by the public free of charge. Authors may archive their work on personal websites or in institutional repositories with the following citation: © 2011 American Society for Engineering Education. Other scholars may excerpt or quote from these materials with the same citation. When excerpting or quoting from Conference Proceedings, authors should, in addition to noting the ASEE copyright, list all the original authors and their institutions and name the host city of the conference. - Last updated April 1, 2015