June 15, 2014
June 15, 2014
June 18, 2014
Women in Engineering
24.595.1 - 24.595.19
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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