Andreasen, R. O., & Vican, S., & Jackson, Y. A. (2020, June), Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X  Paper presented at 2020 ASEE Virtual Annual Conference Content Access, Virtual On line . 10.18260/1-2--35062

\bibitem{asee_peer_35062}
  Andreasen, R. O., \& Vican, S., \& Jackson, Y. A. (2020, June), \emph{Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X}
  Paper presented at 2020 ASEE Virtual Annual Conference Content Access, Virtual On line .
  10.18260/1-2--35062

Robin O. Andreasen, Shawna Vican, and Yvette A Jackson.  "Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X".  2020 ASEE Virtual Annual Conference Content Access, Virtual On line , 2020, June.  ASEE Conferences, 2020.  https://peer.asee.org/35062 Internet.  15 Dec, 2024

\bibitem{asee_peer_35062}
  Robin O. Andreasen, Shawna Vican, and Yvette A Jackson.
  "Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X".
  \emph{2020 ASEE Virtual Annual Conference Content Access, Virtual On line , 2020, June}.
  ASEE Conferences, 2020.
  https://peer.asee.org/35062 Internet.  15 Dec, 2024

@INPROCEEDINGS{asee_peer_35062
author = "Robin O. Andreasen, Shawna Vican, and Yvette A Jackson"
title = "Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X"
booktitle = "2020 ASEE Virtual Annual Conference Content Access"
year = "2020"
month = "June"
address = "Virtual On line "
publisher = "ASEE Conferences"
note = {https://peer.asee.org/35062}
number = {10.18260/1-2--35062}
}

TY  - CPAPER
AB  - Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X

The University of X (UX) currently holds an NSF ADVANCE Institutional Transformation grant. The grant’s broad aims are to recruit, retain, and advance faculty who are under-represented in their field, such as women in STEM. In this paper, we discuss our efforts to better understand faculty retention patterns at UX. We are interested not only in whether there are gender-based disparities in retention within or across disciplines; we also aim to understand the underlying factors driving faculty turnover.
	We have examined retention using a number of data sources and methods of analysis. Preliminary analyses examined retention patterns by gender within various time windows ranging from five to fifteen years. Here, we found both gender and disciplinary differences, but noted that this type of analysis does not control for variation in environmental conditions (e.g., economic factors, institutional culture, leadership changes, etc.) that might influence turnover intentions. We followed up by conducting several cohort analyses comparing the career outcomes (retention and promotion) of women and men hired or promoted within the same three year time window. Again, we found gender and disciplinary differences. However, simply knowing that women are leaving (or are retained) in larger proportions relative to men doesn’t explain the factors contributing to observed gender differences. For example, if women are leaving at higher proportions than men, it could be because of a poor climate or because they are leaving to improve some aspect of their professional life. To gain a deeper understanding of the types of factors that influence turnover intentions at UX, we analyzed our faculty climate survey data and have conducted faculty retention interviews. After reporting on the above findings, we identify potential strategies that institutions can implement to promote faculty retention.

AU  - Robin O. Andreasen
AU  - Shawna Vican
AU  - Yvette A Jackson
CY  - Virtual On line 
DA  - 2020/06/22
PB  - ASEE Conferences
TI  - Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X
UR  - https://peer.asee.org/35062
DO  - 10.18260/1-2--35062
ER  -