Recruitment Strategies for Gender Equity: Lessons from Cohort 1 and Cohort 2 ADVANCE Institutions

Anna M. Zajicek; Shauna A. Morimoto; Aparna S. Terdalkar; Valerie H. Hunt; Joseph J. Rencis; Rodica Lisnic

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Conference: 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: WIED Poster Session
Tagged Division: Women in Engineering
Page Count: 19
Page Numbers: 22.1223.1 - 22.1223.19
DOI: 10.18260/1-2--18959
Permanent URL: https://peer.asee.org/18959
Download Count: 272

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Anna M. Zajicek University of Arkansas

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Anna M. Zajicek is a Professor of Sociology at the University of Arkansas. Her scholarship has been devoted to the intersectional nature of social inequalities, discourse, and social change. She has been involved in interdisciplinary research projects examining successful strategies to institutionalize programs and policies aimed at the advancement of historically underrepresented groups in STEM disciplines. Her current publications focus on institutional transfomation, women in STEM disciplines, and the integration of an intersectional perspective in social science analyses.

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Shauna A. Morimoto University of Arkansas

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Shauna A. Morimoto is an assistant professor in the Department of Sociology and Criminal Justice at the University of Arkansas. She received her Ph.D. in sociology in 2008 from the University of Wisconsin-Madison. Her research focuses on democratic participation and social equality with an emphasis on how the intersections of race, class and gender constrain and enable institutional change.

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Aparna S. Terdalkar University of Arkansas

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Aparna S. Terdalkar is a Management professional with over four years of experience in financial, education and social media industry. She received B.S. in Engineering and M.B.A. from India, and M.S. in Operations Management from University of Arkansas, U.S.

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Valerie H. Hunt University of Arkansas

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Valerie H. Hunt, J.D., Ph.D., is a Research Assistant Professor in the Department of Political Science and Associate Director of the Public Policy Ph.D. Program at the University of Arkansas. Her research interests include community-based organizations, intersectionality of social inequalities, public policy and inequality, and law and public policy. Recently, she has been involved in interdisciplinary research focusing on the development and implementation of programs and policies aimed at the advancement of historically underrepresented groups in STEM disciplines.

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Joseph J. Rencis University of Arkansas

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Joseph J. Rencis is Professor of Mechanical Engineering at the University of Arkansas, Fayetteville. He was Head of the Department of Mechanical Engineering from 2004 to 2010. He held the inaugural endowed Twenty-first Century Leadership Chair in Mechanical Engineering from 2007 to 2010. From 1985 to 2004 he was professor in the Mechanical Engineering Department at Worcester Polytechnic Institute. His research focuses on boundary element methods, finite element methods, atomistic modeling, and engineering education. He currently serves on the editorial board of Engineering Analysis with Boundary Elements and is associate editor of the international Series on Advances in Boundary Elements. He is the current Past Chair of the ASME Mechanical Engineering Department Heads Committee, Current Past Chair of the ASEE Mechanical Engineering Division, and an ABET program evaluator. He currently serves as Chair-Elect of the ASEE Midwest Section. He also currently serves on the Academic Advisory Board of the College of Engineering at United Arab Emirates University. He received the 2002 ASEE New England Section Teacher of Year Award, 2004 ASEE New England Section Outstanding Leader Award, 2006 ASEE Mechanics Division James L. Meriam Service Award, and 2009 ASEE Midwest Section Service Award. Dr. Rencis is a fellow of ASME and ASEE. He received a B.S. from Milwaukee School of Engineering in 1980, a M.S. from Northwestern University in 1982, and a Ph.D. from Case Western Reserve University in 1985. V-mail: 479-575-3386; E-mail: jjrencis@uark.edu.

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Rodica Lisnic University of Arkansas

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Ph.D. student in the Public Policy program at the University of Arkansas.

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Abstract

Recruitment Strategies for Gender Equity: Lessons from Cohort 1 and Cohort 2 ADVANCE InstitutionsThe NSF ADVANCE program represents one of the most far reaching gender equity effortsundertaken by the US government in Science, Technology, Engineering, and Mathematics(STEM) disciplines. In 2001, an inaugural group of universities received the NSF ADVANCEInstitutional Transformation (IT) awards to increase the representation of women faculty inscience and engineering. Since 2001, five cohorts of 44 institutions of higher education havereceived the NSF ADVANCE IT awards, and two cohorts (2001 and 2002) consisting of 19institutions have completed their five-year projects.In our previous research, we assessed the changes in the representation of full-time tenure track(FT TT) women faculty in engineering colleges at 13 Cohort 1 and Cohort 2 institutions thathave completed their IT projects. We also examined faculty composition and Ph.D.s awarded atseven Cohort1 institutions as indicators in these transformational initiatives. In this research, weexpand our inquiry to examine the specific recruitment programs and practices developed byCohort 1 and Cohort 2 ADVANCE institutions to increase the representation of women faculty.Towards this end, we first review institutional transformation strategies implemented by allADVANCE cohorts. Second, we analyze the overall faculty recruitment outcomes for Cohort 1(2001-2006) and Cohort 2 (2003-2008) ADVANCE institutions. Third, we examine the keycomponents of recruitment programs initiated at these institutions during the ADVANCE grantperiod. In addition to conducting university-level analysis of recruitment efforts, we attend tothe specific recruitment outcomes and programs aiming to increase the numbers of womenfaculty in the colleges of engineering.Our preliminary analysis of institutional transformation strategies developed by the first fourADVANCE cohorts indicates that recruitment-related programs have been among the mostcommonly used programs, with 90% of ADVANCE institutions developing such programs. Ourpreliminary analysis of recruitment programs implanted by Cohort 1 institutions indicates theseinitiatives include using ADVANCE funding to hire new faculty, support for equity-advisorswho assist search committees, funding of supplemental start-up packages, and training ofrecruitment committees.

Citation
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Zajicek, A. M., & Morimoto, S. A., & Terdalkar, A. S., & Hunt, V. H., & Rencis, J. J., & Lisnic, R. (2011, June), Recruitment Strategies for Gender Equity: Lessons from Cohort 1 and Cohort 2 ADVANCE Institutions Paper presented at 2011 ASEE Annual Conference & Exposition, Vancouver, BC. 10.18260/1-2--18959

TY - CPAPER
AB - Recruitment Strategies for Gender Equity: Lessons from Cohort 1 and Cohort 2 ADVANCE InstitutionsThe NSF ADVANCE program represents one of the most far reaching gender equity effortsundertaken by the US government in Science, Technology, Engineering, and Mathematics(STEM) disciplines. In 2001, an inaugural group of universities received the NSF ADVANCEInstitutional Transformation (IT) awards to increase the representation of women faculty inscience and engineering. Since 2001, five cohorts of 44 institutions of higher education havereceived the NSF ADVANCE IT awards, and two cohorts (2001 and 2002) consisting of 19institutions have completed their five-year projects.In our previous research, we assessed the changes in the representation of full-time tenure track(FT TT) women faculty in engineering colleges at 13 Cohort 1 and Cohort 2 institutions thathave completed their IT projects. We also examined faculty composition and Ph.D.s awarded atseven Cohort1 institutions as indicators in these transformational initiatives. In this research, weexpand our inquiry to examine the specific recruitment programs and practices developed byCohort 1 and Cohort 2 ADVANCE institutions to increase the representation of women faculty.Towards this end, we first review institutional transformation strategies implemented by allADVANCE cohorts. Second, we analyze the overall faculty recruitment outcomes for Cohort 1(2001-2006) and Cohort 2 (2003-2008) ADVANCE institutions. Third, we examine the keycomponents of recruitment programs initiated at these institutions during the ADVANCE grantperiod. In addition to conducting university-level analysis of recruitment efforts, we attend tothe specific recruitment outcomes and programs aiming to increase the numbers of womenfaculty in the colleges of engineering.Our preliminary analysis of institutional transformation strategies developed by the first fourADVANCE cohorts indicates that recruitment-related programs have been among the mostcommonly used programs, with 90% of ADVANCE institutions developing such programs. Ourpreliminary analysis of recruitment programs implanted by Cohort 1 institutions indicates theseinitiatives include using ADVANCE funding to hire new faculty, support for equity-advisorswho assist search committees, funding of supplemental start-up packages, and training ofrecruitment committees.
AU - Anna M. Zajicek
AU - Shauna A. Morimoto
AU - Aparna S. Terdalkar
AU - Valerie H. Hunt
AU - Joseph J. Rencis
AU - Rodica Lisnic
CY - Vancouver, BC
DA - 2011/06/26
PB - ASEE Conferences
TI - Recruitment Strategies for Gender Equity: Lessons from Cohort 1 and Cohort 2 ADVANCE Institutions
UR - https://peer.asee.org/18959
DO - 10.18260/1-2--18959
ER -