Demetry, C., & Lingo, E. L. (2019, June), Transforming the Associate-to-Full Promotion System:  Wrestling with Strategic Ambiguity and Gender Equity  Paper presented at 2019 ASEE Annual Conference & Exposition , Tampa, Florida. 10.18260/1-2--33460

\bibitem{asee_peer_33460}
  Demetry, C., \& Lingo, E. L. (2019, June), \emph{Transforming the Associate-to-Full Promotion System:  Wrestling with Strategic Ambiguity and Gender Equity}
  Paper presented at 2019 ASEE Annual Conference \& Exposition , Tampa, Florida.
  10.18260/1-2--33460

Chrysanthe Demetry and Elizabeth Long Lingo.  "Transforming the Associate-to-Full Promotion System:  Wrestling with Strategic Ambiguity and Gender Equity".  2019 ASEE Annual Conference & Exposition , Tampa, Florida, 2019, June.  ASEE Conferences, 2019.  https://peer.asee.org/33460 Internet.  14 Dec, 2024

\bibitem{asee_peer_33460}
  Chrysanthe Demetry and Elizabeth Long Lingo.
  "Transforming the Associate-to-Full Promotion System:  Wrestling with Strategic Ambiguity and Gender Equity".
  \emph{2019 ASEE Annual Conference \& Exposition , Tampa, Florida, 2019, June}.
  ASEE Conferences, 2019.
  https://peer.asee.org/33460 Internet.  14 Dec, 2024

@INPROCEEDINGS{asee_peer_33460
author = "Chrysanthe Demetry and Elizabeth Long Lingo"
title = "Transforming the Associate-to-Full Promotion System:  Wrestling with Strategic Ambiguity and Gender Equity"
booktitle = "2019 ASEE Annual Conference \& Exposition "
year = "2019"
month = "June"
address = "Tampa, Florida"
publisher = "ASEE Conferences"
note = {https://peer.asee.org/33460}
number = {10.18260/1-2--33460}
}

TY  - CPAPER
AB  - While women faculty in most engineering fields remain underrepresented among all academic ranks, the gender gap is especially wide at the rank of (full) Professor. At one STEM-intensive university, attention to this problem was catalyzed by first-time participation in the national COACHE survey (Collaborative on Academic Careers in Higher Education). Results revealed widespread dissatisfaction among Associate Professors and among women, and triggered a promotion reform process. This work-in-progress presents the early stages of a longitudinal case study of institutional change, revealing an ongoing process of wrestling with strategic ambiguity in an Associate-to-Full promotion system. Three years of negotiation yielded a new policy that explicitly welcomes, defines, and recognizes multiple forms of scholarship and calls out the problem of implicit biases. The case study suggests the importance of: enacting new promotion policies in ways that engage a broad range of constituencies in shaping interpretation of criteria consistent with institutional strengths and mission; building a mentoring system that supports a wide range of creative, scholarly work; and recognizing and repairing gender-based and other types of biases.

AU  - Chrysanthe Demetry
AU  - Elizabeth Long Lingo
CY  - Tampa, Florida
DA  - 2019/06/15
PB  - ASEE Conferences
TI  - Transforming the Associate-to-Full Promotion System:  Wrestling with Strategic Ambiguity and Gender Equity
UR  - https://peer.asee.org/33460
DO  - 10.18260/1-2--33460
ER  -