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STRIDE Committee Presentation Handout
The FIU STRIDE Committee: Strategies & Tactics for Recruiting to Improve Diversity & Excellence
Shekhar Bhansali, Electrical & Computer Engineering
Steve Charman, Psychology
Yesim Darici, Physics & Women’s and Gender Studies
Asia Eaton, Psychology & Women’s and Gender Studies
Julian Edward, Mathematics & Statistics
Jim Fourqurean, Biological Sciences
Rosemary Hickey-Vargas, Earth and Environment
Peter Markowitz, Physics
Kelly Rein, Chemistry and Biochemistry
Jennifer Richards, Biological Sciences
Suzanna Rose, Psychology
Walter Van Hamme, Physics
References
Valian (1998) Why So Slow? The Advancement of Women. Cambridge: MIT Press.
Chronicle.com, (October 2012), Women as Academic Authors, 1665-2010, Scholarly Publishing's
Gender Gap, http://chronicle.com/article/About-These-Data/135244/
Moss-Racusin, et al, (2012) Science Faculty’s Subtle Gender Biases Favor Male Students, PNAS,
109:41, http://www.pnas.org/content/109/41/16474
Solution
•
•
Apply best practices from Universities who have successfully increased the diversity and
excellence of their faculty bodies.
For example:
– STRIDE Committee Workshops
– CRLT Players, University of Michigan Theater Group, 2012-2014
– Change in search procedure (e.g., open searching)
– Change in applicant and candidate evaluation procedures (Handouts)
– Programs for faculty (mentoring, dual career support, family friendly policies)
The Benefits of a More Diverse Faculty
•
Gives us access to talent currently not represented (both faculty candidates and students)
•
A diverse faculty has positive effects on our diverse student body
•
More perspectives are taken into account and fewer things taken for granted
Carrell, S. E., Page, M. E., & West, J. E. (2009). National Bureau of Academic Research.(14959), 1-42
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For national data on gender of doctoral degree recipients and academics in STEM see:
http://www.nsf.gov/statistics/
Climate Survey at FIU (2010)
Gender differences in responses to the 2010 FIU Climate Survey questions for SCIENCE faculty
(including BIO, CHM, MAS, STA, PHY, PSY, EAS, EVR); N = 109 (41 women, 68 men)
Women
Men
Sig.
Scale
I feel free to speak up in department meetings.
3.87
4.33
p < .05
1 (strongly
disagree) 5(strongly agree)
My colleagues take the comments I make in
department meetings seriously.
3.58
4.08
p < .01
1 (strongly
disagree) 5(strongly agree)
I encounter unwritten rules of norms concerning
how one is expected to interact with colleagues.
3.19
2.65
p = .01
1 (strongly
disagree) 5(strongly agree)
I feel I have received adequate information
about what it takes to succeed as a faculty
member at FIU.
2.90
3.67
p < .05
1 (strongly
disagree) 5(strongly agree)
I feel that the climate and opportunities for
women faculty at FIU are at least as good as
those for men.
3.00
3.88
p < .05
1 (strongly
disagree) 5(strongly agree)
I feel that the climate and opportunities for
minority faculty at FIU are at least as good as
those for non-minority faculty.
3.40
4.05
p < .05
1 (strongly
disagree) 5(strongly agree)
How often do you feel that your colleagues expect
you to represent the “point of view” of all people of
your gender?
1.40
1.19
p < .05
1(never)4(always)
In the past 5 years do you feel you have been
harassed as a faculty member at FIU because of
your gender?
18.6% said
yes
0% said
yes
p = .001
Yes vs. No
In the past 5 years do you feel you have been
discriminated against or denied something as a
faculty member at FIU because of your gender?
11.9% said
yes
0% said
yes
p < .005
Yes vs. No
Question