Faculty Awards at a Large Private Institution: An Indicator of Evolving University Values?
- Conference
- Location
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Indianapolis, Indiana
- Publication Date
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June 15, 2014
- Start Date
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June 15, 2014
- End Date
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June 18, 2014
- ISSN
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2153-5965
- Conference Session
- Tagged Division
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Women in Engineering
- Page Count
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19
- Page Numbers
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24.595.1 - 24.595.19
- DOI
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10.18260/1-2--20486
- Permanent URL
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https://peer.asee.org/20486
- Download Count
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345
Paper Authors
Sharon Patricia Mason Rochester Institute of Technology
Professor Sharon Mason is an Associate Professor in the Department of Networking, Security and Systems Administration at RIT where she has served on the faculty since 1997. Sharon has been involved in computing security education at RIT since its inception. She is the PI of for the Department of Defense (DoD) Information Assurance Scholarship Program (IASP) awards to RIT.Professor Mason has been responsible for developing much of the security curriculum as part of the NSSA degree programs. She co-chaired the committee to design and develop the Bachelor of Science degree in Information Security and Forensics and has participated in numerous security working groups, conferences and training programs.
Sharon is a co-PI on a $3.2 million grant from the National Science Foundation for the project “CONNECT: Increasing the Representation and Advancement of Women Faculty at RIT.” The NSF ADVANCE IT project, Creating Opportunity Networks for Engagement and Collective Transformation: Increasing the Representation and Advancement of Women Faculty @ RIT (Connect@RIT), is an effort across RIT’s nine colleges, all of which include STEM/SBS disciplines. The project’s goal is to increase the representation and advancement of women STEM/SBS faculty, widely represented across ethnic, social, and cultural backgrounds, by removing barriers to resources that support career success and creating new interventions and resources. An additional emphasis will be upon adapting interventions to address the needs of key sub-populations including women of color and deaf and hard-of-hearing women faculty. The project aims to: 1) refine and strengthen targeted institutional structures; 2) improve the quality of women faculty’s work life; 3) align institutional, administrative, and informal systems of power and resources to support and sustain progress towards the project goal; 4) enhance the working environment and support career advancement for women faculty; and 5) establish a sustainable, inclusive, accessible RIT network that supports career goals for all RIT faculty.
Carol Elizabeth Marchetti Rochester Institute of Technology (COE)
Dr. Carol Marchetti is an Associate Professor of Statistics at Rochester Institute of Technology, where she teaches introductory and advanced undergraduate statistics courses and conducts research in statistics education, deaf education, and online learning. She is a co-PI on RIT's NSF ADVANCE IT project, Connect@RIT, and leads grant activities in the Human Resources strategic approach area.
Margaret B. Bailey Rochester Institute of Technology (COE)
Professor Margaret Bailey, Ph.D., P.E. is the Principal Investigator (PI) for the Rochester Institute of Technology’s NSF ADVANCE Institutional Transformation grant, Connect@RIT. The goal of this large-scale university-level organizational transformation effort is to increase the representation and advancement of women STEM faculty. At the university level, Dr. Bailey serves as Faculty Associate to the Provost for Female Faculty and she co-chairs the President’s Commission on Women. Dr. Bailey is a Professor of Mechanical Engineering within the Kate Gleason College of Engineering. Dr. Bailey teaches courses and conducts research related to Thermodynamics, engineering and public policy, engineering education, and gender in engineering and science. She is the co-author on an engineering textbook, Fundamentals of Engineering Thermodynamics.
Stefi Alison Baum Chester F. Carlson Center for Imaging Science, Rochester Institute of Technology
Dr. Stefi Baum joined the Rochester Institute of Technology (RIT) in July 2004 as Professor and Director of the Chester F. Carlson Center for Imaging Science, after serving one and a half years as an American Institute of Physics Science Diplomacy Fellow at the U.S. Department of State where she worked to promote agricultural biotechnology in developed and developing countries. Before that she spent 13 years at the Space Telescope Science Institute (STScI) located at the Homewood Campus of Johns Hopkins University in Baltimore. While at STScI, Dr. Baum was most recently the Head of the Engineering and Software Services Division where she led up to 140 scientists, engineers, and computer scientists responsible for the development and maintenance work for the science ground systems of The Hubble Space Telescope and James Webb Space Telescope. Earlier, she led the science operations center’s development and deployment of a major astronomical instrument, the Space Telescope Imaging Spectrograph. Prior to that, she served as systems scientist on the development of the Hubble Space Telescope archive. Dr. Baum earned a BA in physics with honors from Harvard University and a PhD in astronomy from the University of Maryland. Her personal research focuses in two areas: (i) the study of activity in galaxies and its relation to galaxy evolution and (ii) the development of image processing and statistical algorithms applied to functional magnetic resonance brain imaging for the diagnosis of schizophrenia. Dr. Baum is active in the development of new mission concepts and has published more than 200 papers in refereed journals. Dr. Baum is also very active in education and public outreach and is committed to the engagement of youth and the public in science, technology, engineering, and mathematics.
Abstract
Faculty Awards at a Large Private Institution: An Indicator of Evolving University Values?Once faculty are established in an academic career, awards provide a means for recognition ofachievements that are then used as part of the context for promotion, advancement andappointment to new positions. Awards also provide a symbolic opportunity for a university toactively engage in its commitment to advancing women.1 This approach is based on Bolman andDeal’s symbolic lens, which recognizes issues associated with meaning within an organization.2Within this framework, symbolic strategic approaches include deliberate methods of highlightingthe institutional commitment to advancing women faculty and providing a context for leaders toarticulate thoughts on campus culture and climate for women.1, 2 Within the symbolicperspective, the organization’s cultural norms, customs, and accepted practices are of particularinterest.1, 3 This area also includes efforts to convey the institution’s commitment to a welcomingand supportive environment for women faculty and promoting an academic setting that isconducive to their career success. Examining award recipients is one method of ensuring thatevolving university values are reflecting the diversified faculty composition. 4This paper examines the faculty award structure at Rochester Institute of Technology (RIT) as anindicator of evolving university values that support women faculty in their career advancement.1Data on RIT university awards for faculty since 1965 were examined with regard to recipientgender. For the years 2008-2012, the percentage of awards received by female faculty iscompared to a weighted percentage of females for the faculty population (based on the numberand type of awards and data provided by institutional research).This study is part of the overarching mission of the NSF ADVANCE IT project, CreatingOpportunity Networks for Engagement and Collective Transformation: Increasing theRepresentation and Advancement of Women Faculty @ RIT (Connect@RIT). The effort reachesacross Rochester Institute of Technology’s nine colleges, all of which include STEM/SBSdisciplines. The project’s goal is to increase the representation and advancement of womenSTEM/SBS faculty, widely represented across ethnic, social, and cultural backgrounds, byremoving barriers to resources that support career success and creating new interventions andresources.1. Austin, A. E.; Laursen, S.; Hunter, A.-B.; Soto, M.; Martinez, D., Organizational ChangeStrategies to Support the Success of Women Scholars in STEM Fields: Categories, Variations,and Issues. In Proc. Annual Conference of the American Educational Research Association, NewOrleans, LA, 2011.2. Bolman, L.; Deal, T., Reframing organizations: Artistry, choice, and leadership. Jossey-Bass: San Francisco, CA, 1991.3. Eckel, P.; Green, M. F.; Hill, B., On change V: Riding the waves of change: Insights fromtransforming institutions. American Council on Education: 2001.4. Abbuhl, S.; Bristol, M. N.; Ashfaq, H.; Scott, P.; Tuton, L. W.; Cappola, A. R.; Sonnad,S. S., Examining Faculty Awards for Gender Equity and Evolving Values. Journal of GeneralInternal Medicine 2010, 25 (1), 57-60.
Mason, S. P., & Marchetti, C. E., & Bailey, M. B., & Baum, S. A. (2014, June), Faculty Awards at a Large Private Institution: An Indicator of Evolving University Values? Paper presented at 2014 ASEE Annual Conference & Exposition, Indianapolis, Indiana. 10.18260/1-2--20486
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