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TRANSCRIPT
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Promoting Success of Women
Faculty Through a
Psychologically Healthy
Workplace
Rebecca J. Thompson, Amber L. Smittick,
Amanda Pesonen, Stephanie C. Payne,
Mindy E. Bergman, & Kathi Miner-Rubino
Texas A&M University
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OVERVIEW
• Texas A&M University
• NSF ADVANCE-IT
• TAMU ADVANCE-IT
• ADVANCE Programs
• Social Science Research
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3 Texas A&M at a Glance
•Sixth-largest
university in the
country
•38,000+
undergraduates
•9,000+ graduate
students
•250+ degree
programs in 10
colleges
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Research & Academics
•$652 million invested in research
•Land-, sea- and space-grant university
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Faculty: Demographics •N~4000
•66% White
•66% Male
•34% Female
•Age (M=44)
•Tenured (M=55)
•Tenure track (M=38)
•Non-Tenured (M=35)
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Retention of Diverse
Faculty
• 2003- 2008 “Faculty
Reinvestment” program
• The faculty expansion effort has
resulted in 447 new faculty
positions since 2003
• 2006 Faculty climate survey
• Attrition rates
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" The goal of the ADVANCE
program is to
develop systemic approaches
to increase the representation
and advancement of women in
academic science, technology,
engineering and mathematics
(STEM) careers, thereby
contributing to the
development of a more diverse
science and engineering
workforce. ”
–www.nsf.gov
NSF ADVANCE-IT
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TAMU ADVANCE-IT
The TAMU ADVANCE-IT initiative
incorporates the facets of APA’s
model of a Psychologically Healthy
Workplace (PHW) to guide the
activities towards creating a work
culture that is supportive and free
from bias for all individuals.
The goal of the TAMU ADVANCE-
IT grant is to make a better
workplace for women STEM faculty
and, by doing so, to have a better
workplace for all of the community.
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1. Change the campus climate
2. Promote women STEM
faculty
3. Recruit the next generation
of women STEM faculty
4. Increase accountability for
diversity
TAMU ADVANCE-IT
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1. Growth and
Development
2. Health and Well-Being
3. Involvement
4. Recognition
5. Work-Life Balance
Psychologically Healthy
Workplace Framework
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ADVANCE Programs
1. Climate Change • Department Head Workshops
• Staff Development Training
• Student Diversity Workshops
• Merit Pool Incentive Program
• Departmental Mini-grants
2. Success Enhancement
• ADVANCE Scholar Program
• Rotating Administrator Program
• Success Circles
• Eminent Speaker Series
3. Recruitment and Retention • Workshops-Future Women Faculty
• Award & Search Committee Training
• Target-of-Opportunity Speaker Series
• Faculty Recognition Program
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• Target: Climate
Change
• Objectives:
– Support
diversity efforts
– Provide avenue
for innovative
strategies
• PHW focus:
– Growth and
Development,
Involvement, &
Recognition
Departmental Mini-Grants
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• Target: Success Enhancement
• Objectives:
– Foster faculty success
through opportunity
– Increase visibility of
women among leaders
– Change mental model
• PHW focus:
– Growth and Development,
Health and Well-Being,
and Involvement
Rotating Administrator
Program
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• Target: Recruitment and
Retention
• Objectives:
– Provide additional vehicle
for recruiting
– Provide networking
opportunity
• PHW focus:
– Growth and Development
Target-of-Opportunity
Speaker Series
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• Six studies as part of the
TAMU ADVANCE-IT – Examine how the
programs lead to
certain critical
outcomes
– Investigate the
conditions that
heighten or hinder the
success of the activities
– Variety of
methodologies
Social Science Research
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Conclusions
Long-term Goals:
– Double the
representation of
tenured women STEM
faculty
– Significantly increase
the number of STEM
women faculty at all
levels of organization
by promoting a
psychologically healthy
workplace
– Beyond the 5 year plan