SF-ADVANCE grant recipients and participants. Dr. Valian is Professor of Psychology and Linguistics at Hunter College and the CUNY Graduate Center. The book is available for purchase through several online booksellers, and university bookstores. MIT Press 1999.
Chapter 1, "Gender Schemas at Work" (PDF)
Chapter 11, "Women in Academia" (doc), 4 page excerpt of Chapter 11


National Science Foundation Grant Number (HRD 0929907)

This material is based upon work supported by the National Science Foundation under Grant Number (HRD 0929907). Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.



Bibliogaphy



Women´s Ways of Knowing the Development of Self, Voice, and Mind.
Belenky, Mary Field, Blythe McVicker Clinchy, Nancy Rule Goldberger, and Jill Mattuck Tarule.
New York: Basic Books, 1986.

A discussion of how women develop psychologically and how they learn.

The Shape of the River. Long-Term Consequences of Considering Race in College and University Admissions.
Bowen, William G. and Derek Bok. Princeton, N.J.:Princeton University Press, 1998.

Written pre-Grutter v. Bollinger (University of Michigan Affirmative Action case),
this book makes a compelling case as to why race should matter in college admittance.

Faculty Diversity Problems and Solutions.
Moody, JoAnn.New York: RoutledgerFalmer, 2004.

A very good book with practical advice regarding faculty diversity.

Towards The Abolition of Whiteness: Essays on Race, Politics, and Working Class History
Roediger, David. Verso Books, 1994.

Achieving Faculty Diversity Debunking the Myths.
Smith, Daryl G.Washington D. C.: Association of American Colleges and Universities, 1996.

Groundbreaking research debunking the myths of "pipeline issues"‚
"bidding wars for faculty-of-color"‚ "not enough qualified minorities"‚ etc.

"Why are all the Black Kids Sitting Together in the Cafeteria?" A Psychologist Explains the Development of Racial Identity.
Tatum, Beverly Daniel. New York: Basic Books, 1997.

Using the developmental concept of racial identity,
Tatum explains why young people often self-segregate in high school and college.

Colorblind Shakespeare.
Thompson, Ayanna. New York: Routledge, 2006.

Race Matters.
West, Cornel.New York: Vintage Books, 1994.

A discussion as to why race issues matter for everyone in the U.S.

White Like Me: Reflections on Race from a Privileged Son.
Wise, Tim.Brooklyn, NY: Soft Skull Press, 2005.

Personal account of "White Privilege" that explores speaker Tim Wise’s understanding of white male privilege
in the U.S. with research debunking many myths about minorities held by people of privilege.


National Science Foundation Grant Number (HRD 0929907)

This material is based upon work supported by the National Science Foundation under Grant Number (HRD 0929907). Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.


Participant Readings and Resources

Welcome to Year 3 of IDEAL!

This page is your source for pre-readings and resources before and after each Leadership Development session. Downloading documents directly to your computer will save trees and avoid email overload. Participants may also share relevant documents with each other by emailing them to the Project Director, Amanda Shaffer, for posting.



Change Leader Session #4

Tuesday, April 10th, 2012 at Bowling Green State University

RSVP for the final session on the Doodle online calendar

Agenda - Leadership Session Four

Directions to parking at Bowling Green State University>


Pre-Readings

  1. Survival Analysis of Faculty Retention in Science and Engineering by Gender
    Kaminski and Geisler, Science, 12 February 2012: Vol. 335 no. 6070 pp. 864-866

  2. Understanding current causes of women's underrepresentation in science (PDF)
    Ceci and Williams, Proceedings of the National Academy of Sciences of the United States of America, Early Edition, February 7, 2011

  3. The 13+ Club: An Index for Understanding, Documenting, and Resisting Patterns of Non-Promotion to Full Professor
    Geisler, Kaminski, and Berkley, 2007 NWSA Journal, Vol. 19 No. 3 (Fall).


Additional Optional Readings

  1. The Matilda Effect in science: Awards and prizes in the US, 1990s and 2000s Lincoln, Pincus, Koster, Leboy
    Science is stratified, with an unequal distribution of research facilities and rewards among scientists. Awards and prizes, which are critical for shaping scientific career trajectories, play a role in this stratification when they differentially enhance the status of scientists who already have large reputations: the 'Matthew Effect'. Contrary to the Mertonian norm of universalism – the expectation that the personal attributes of scientists do not affect evaluations of their scientific claims and contributions – in practice, a great deal of evidence suggests that the scientific efforts and achievements of women do not receive the same recognition as do those of men: the 'Matilda Effect'. Awards in science, technology, engineering and medical (STEM) fields are not immune to these biases. We outline the research on gender bias in evaluations of research and analyze data from 13 STEM disciplinary societies. While women's receipt of professional awards and prizes has increased in the past two decades, men continue to win a higher proportion of awards for scholarly research than expected based on their representation in the nomination pool. The results support the powerful twin influences of implicit bias and committee chairs as contributing factors. The analysis sheds light on the relationship of external social factors to women's science careers and helps to explain why women are severely underrepresented as winners of science awards. The ghettoization of women's accomplishments into a category of 'women-only' awards also is discussed.

  2. When Scientists Choose Motherhood Williams and Ceci
    Article in the American Scientist
    Concluding paragraph: The stresses faced when raising young families drive women out of careers for which they are trained and in which they would be as successful as men were they to make the choice not to have children. This critical constraint, which has both biological and cultural aspects, creates a sometimes grim and seemingly unfair reality for women that men simply do not face. Modern universities must create policies to target this real issue, which is supported by extensive empirical data, and which lies at the heart of the current problem.

  3. Leading Change; Why Transformation Efforts Fail Kotter
    Article published in the Harvard Business Review
    [HBR Editor's Note:] Guiding change may be the ultimate test of a leader – no business survives over the long term if it can't reinvent itself. But, human nature being what it is, fundamental change is often resisted mightily by the people it most affects: those in the trenches of the business. Thus, leading change is both absolutely essential and incredibly difficult. Perhaps nobody understands the anatomy of organizational change better than retired Harvard Business School professor John P. Kotter. This article, originally published in the spring of 1995, previewed Kotter's 1996 book Leading Change. It outlines eight critical success factors – from establishing a sense of extraordinary urgency, to creating short-term wins, to changing the culture ("the way we do things around here"). It will feel familiar when you read it, in part because Kotter's vocabulary has entered the lexicon and in part because it contains the kind of home truths that we recognize, immediately, as if we'd always known them. A decade later, his work on leading change remains definitive.


Session Handouts



Change Leader Session #3

Friday, March 2nd, 2012 as a video conference

RSVP for this session on the Doodle online calendar

Agenda - Leadership Session Three
Parking pass for University of Akron Lot#9, Infocision Stadium, Room 425
Map of Toledo campus to Lot 44 and Collier Building, Room 4415


Pre-Readings

  1. Framing: Position Your Messages for Maximum Impact Melissa Ruffoni, Harvard Management Update, 2005
    A manager's job is, quite simply, to motivate people toward achieving a common goal. Succeeding at this job requires a gamut of communication skills, ranging from delivering a prepared talk to helping team members negotiate the best way to move ahead on a project. No communication skill, however, is more critical to the manager than the ability to frame an issue effectively. What exactly does it mean to "frame" or "reframe" an issue? Think about the metaphor behind the concept. A frame focuses attention on the painting it surrounds. Moreover, different frames draw out different aspects of the work. Putting a painting in a red frame brings out the red in the work; putting the same painting in a blue frame brings out the blue.

  2. Diversity in Academic Medicine: The Stages of Change Mode Carnes, Handelsman and Sheridan, Journal of Women's Health, Vol 4, Number 6, 2005
    The benefits of increasing the diversity of leadership in academic medicine have been reviewed and confirmed by a number of expert groups,1–6 yet women and underrepresented minorities are not rising through faculty ranks or entering leadership in academic medicine at rates predicted by their proportions in medical school over the past 30 years.7,8 this is an issue that must engage all stakeholders in academic medicine in order to ensure a healthy future for academic medicine as well as a healthy future for our nations.

  3. Optional Reading - Beyond The Data Jeffrey Mervis, SCIENCE, Vol 334, 14 October 2011, pp 169 - 171.
    How NSF assesses grant proposals for possible impacts beyond the expected scientific results.


Session Handouts and Presentations

  1. Annual Change Project REPORT Template Year 3 (PDF)

  2. Collaboration Checklist (doc)

  3. Collaboration Checklist Key (doc)

  4. Evaluation Form - Leaderhsip Session Three (PDF) Please print and complete.

  5. Leadership Session #3 PowerPoint(PPT)


Additional Documents

  1. University Level Promotion and Tenure Committee Evaluative Bias presentation (PPT)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

  2. School Level Promotion and Tenure Committee Bias presentation (PPT)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

  3. SAMPLE agenda for evaluation site visit (PDF)



Change Leader Session #2

Wednesday, November 30th, 2011 at Kent State Univeristy

RSVP for this session on the Doodle online calendar
Agenda - Leadership Session Two (PDF)
Directions to parking at Kent State University


Pre-Readings

  1. "Why So Slow", Chapter 1 Valian (PDF)

  2. "A Good Place to Do Science" Jordan & Bilimoria (PDF)

  3. The Search is On: Engendering Faculty Diversity Through More Effective Search and Recruitment Bilimoria & Buch
    The underrepresentation of women and minority faculty in the science, technology, engineering, and mathematics (STEM) disciplines continues to be a major concern to university leaders, policy makers, and scientists. While a number of complex factors across the entire academic pipeline play significant roles in this problem, important contributing causes of the underrepresentation of women and minorities on the STEM faculty are how recruitment is conducted and how hiring decisions are made. In the following, we elucidate how universities can systematically transform their conventional recruitment practices to develop a more diverse faculty and a more inclusive faculty climate. First, we describe how conventional recruitment practices contribute to the homogenous replication of the faculty body. Next, we share the results of studies of the nature and consequences of diversity in applicant pools in recent science and engineering searches conducted at our universities. Finally, we provide guidelines and best practices for effective faculty hiring processes.

  4. Leadership That Gets Results Goleman (optional)
    New research suggests that the most effective executives use a collection of distinct leadership styleseach in the right measure, at just the right time. Such flexibility is tough to put into action, but it pays off in performance. And better yet, it can be learned.


Session Handouts and Presentations

  1. Year Three Change Project Template (docx)

  2. Evaluation Form - Leaderhsip Session Two (doc)

  3. Leading for Change PowerPoint (PPT)

 

Change Leader Session #1

Thursday, October 13, 2011 at Cleveland State University
Student Center Rooms 313 & 315

Agenda - Leadership Session One (PDF)
Directions to parking at Cleveland State University

Pre-Readings

  1. "Why So Slow", Chapter 1 (Valian) (PDF)

  2. "A Good Place to Do Science" (Jordan & Bilimoria) (PDF)

  3. NSF Project Description of Institutions Developing Excellence in Academic Leadership (PDF)
    (the entire grant) and Two page Summary of IDEAL (PDF)

  4. Breaking Barriers and Creating Inlcusiveness: Lessons of Organizational Transformation
    to Advance Women Faculty in Acdemic Science and Engineering
    , (PDF)
    Diana Bilimoria, Simy Joy, Xiangfen Liang, Human Resource Management, Fall 2008, Vol. 47, No. 3, Pp. 423–441


Session Handouts and Presentations

  1. Leadership Session One PowerPoint (PPT)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

  2. Institutional Transformation Theme by School (PDF)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

  3. Summary of Change Leader Team Responsibilities (PDF)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

  4. Timeline of IDEAL Year Three Activities (doc)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

  5. Financial Forms and Instructions - Memorandum of Understanding (individually distributed)

  6. Employee/Participant Request (ESSPR) needed to receive stipend (xls)

  7. W9 - Taxpayer Identification needed to receive stipend (PDF)

  8. Evaluation Form - Leadership Session #1 (doc)


Additional Documents

CWRU Work/Life Balance Policy Brochure (PDF)
Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.


National Science Foundation Grant Number (HRD 0929907)

This material is based upon work supported by the National Science Foundation under Grant Number (HRD 0929907). Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.



Participant Readings and Resources

Welcome to Year 2 of IDEAL!

This page is your source for pre-readings and resources before and after each change leader workshop. Downloading documents directly to your computer will save trees and avoid email overload. Participants may also share relevant documents with each other by emailing them to the Project Director, Amanda Shaffer, for posting.



Change Leader Session #1

Thursday, October 7, 2010 at Case Western Reserve Univeristy
Kelvin Smith Library, 2nd floor Dampeer Room

Agenda - Leadership Session One (PDF)
Directions to parking and Kelvin Smith Library


Pre-Readings

  1. NSF Project Description of Institutions Developing Excellence in Academic Leadership (the entire grant)
    and Two page Summary of IDEAL (PDF)

  2. Breaking Barriers and Creating Inlcusiveness: Lessons of Organizational Transformation to Advance Women Faculty in Academic Science and Engineering(PDF),
    Diana Bilimoria, Simy Joy, Xiangfen Liang, Human Resource Management, Fall 2008, Vol. 47, No. 3, Pp. 423–441


Session Handouts and Presentations

  1. Powerpoint Presentations from Leadership Session One (PPT)

  2. Contact Information by School, Year Two 2010/11

  3. NSF-ADVANCE Brochure of Strategies (PDF)

  4. Institutional Transformation Theme by School (PDF)

  5. Summary of Change Leader Team Responsibilities (PDF)

  6. Timeline of IDEAL Year Two Activities (PDF)

  7. Financial Forms and Instructions - Memorandum of Understanding (individually distributed)

  8. Employee/Participant Request (ESSPR) needed for stipend

  9. W9 - Taxpayer Identification (PDF)

  10. Evaluation Form - Leadership Session #1 (doc)


Additional Documents

  1. Workplaces that work: Creating a workplace culture that attracts, retains and promotes women. Modified from McLean, D. (2003). (PDF)
    Report for the Centre of Excellence for Women's Advancement. Ontario: The Conference Board of Canada

  2. CWRU Work/Life Balance Policy Brochure (PDF)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

  3. IDEAL Change Project Template (doc)
    Amanda Shaffer, Interim Faculty Diversity Officer, Manager of Faculty Diversity Development.

 


Change Leader Session #2

Friday, December 3rd, 2010 at University of Toledo

RSVP for this session on the Doodle online calendar


National Science Foundation Grant Number (HRD 0929907)

This material is based upon work supported by the National Science Foundation under Grant Number (HRD 0929907). Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.



Participant Readings and Resources

Welcome to Year 1 of IDEAL!

This page is your source for pre-readings and important resources before and after each change leader workshop. Downloading documents directly to your computer will save trees and avoid email overload. Participants may also share relevant documents with each other by emailing them to the Project Director, Amanda Shaffer, for posting.



Change Leader Session #4

Thursday, May 13th 2010, University of Toledo
Faculty Club in the Hilton Toledo, 3100 Glendale Avenue
12:00pm - 4:30pm



Change Leader Session #3

Thursday, March 25th 2010, University of Akron
Leigh Hall, Room 414

 

Handouts and Additional Resources

  1. Collaboration Checklist (doc)
    * Excerpted with permission from Building Dynamic Groups, by Nancy Stehulak, Ph.D., Ohio State University Extension.  See also “Assessing your Collaboration”, Borden and Perkins, Journal of Extension, April 1999 Vol. 37, 2 and Checklist for Developing Collaborations, National Academy of Engineering, www.nae.edu/cms/10181.aspx

  2. External Evaluation Site Visit Agenda- EXAMPLE (doc)

  3. Weatherhead School of Management Promotion Rules Excerpt

  4. The 13+ Club: An Index for Understanding, Documenting, and Resisting Patterns of Non-Promotion to Full Professor
    Geisler, Cheryl, Kaminski, Debbie, & Berkley, Robyn A., NWSA Journal - Volume 19, Number 3, Fall 2007, pp. 145-162

  5. Evaluation Form for Leadership Session Three (doc)


Pre-Readings

  1. Framing: Position Your Messages for Maximum Impact Melissa Ruffoni, Harvard Management Update, 2005
    A manager's job is, quite simply, to motivate people toward achieving a common goal. Succeeding at this job requires a gamut of communication skills, ranging from delivering a prepared talk to helping team members negotiate the best way to move ahead on a project. No communication skill, however, is more critical to the manager than the ability to frame an issue effectively. What exactly does it mean to "frame" or "reframe" an issue? Think about the metaphor behind the concept. A frame focuses attention on the painting it surrounds. Moreover, different frames draw out different aspects of the work. Putting a painting in a red frame brings out the red in the work; putting the same painting in a blue frame brings out the blue.

  2. Women and the Vision Thing
    Herminia Ibarra and Otilia Obodaru, Harvard Business Review, 2009

  3. Diversity in Academic Medicine: The Stages of Change Model
    Carnes, Handelsman and Sheridan, Journal of Women's Health, Vol 4, Number 6, 2005

  4. Optional Reading: Chapter One, (PDF)
    Why So Slow? The Advancement of Women
    , Virginia Valian, MIT Press, 1999



Change Leader Session #2

Thursday, January 28, 2010
Kent State University

 

Pre-Readings

  1. Leadership That Gets Results
    Daniel Goleman, Harvard Buisness Review, March-April 2000

  2. A Good Place To Do Science: A Case Study of An Academic Science Department, (PDF)
    Diana Bilimoria and C. Greer Jordan, 2005


Additional Resources Referenced during Session #2

  1. CWRU Faculty Climate Survey 2007 (PDF)

  2. Frehil Evaluation Toolkit for Advance Grants
    See Appendix A: Sample Evaluation Plan beginning on page 24, and Appendix B: So You want to Run a Climate Survey

 

Leadership Development for Department Chairs

  1. Annotated bibliography of various monographs (link)

  2. ACE Department Chair Resource Center (link)

 

Faculty Diversity

  1. Candidate Pool Study Report (doc)

  2. Engendering Faculty Diversity through More Effective Search and Recruitment Bilimoria & Bush, accepted for publication in Change, 2010
    The underrepresentation of women and minority faculty in the science, technology, engineering, and mathematics (STEM) disciplines continues to be a major concern to university leaders, policy makers, and scientists. While a number of complex factors across the entire academic pipeline play significant roles in this problem, important contributing causes of the underrepresentation of women and minorities on the STEM faculty are how recruitment is conducted and how hiring decisions are made. In the following, we elucidate how universities can systematically transform their conventional recruitment practices to develop a more diverse faculty and a more inclusive faculty climate. First, we describe how conventional recruitment practices contribute to the homogenous replication of the faculty body. Next, we share the results of studies of the nature and consequences of diversity in applicant pools in recent science and engineering searches conducted at our universities. Finally, we provide guidelines and best practices for effective faculty hiring processes.

  3. Link to Joanne Moody website (doc)
    booklets for sale on recruiting for diversity, mentoring early career faculty and "solo" faculty

 

Articles that measure attitude toward diversity:

  1. Maythew S. Montei, Gary A. Adams & Leigh M. Eggers.
    "Validity of Scores on the Attitudes toward Diversity Scale" (ATDS), Educational and Psychological Measurement, Vol. 56, No. 2, 293-303 (1996).

  2. Ellen Ernst Kossek and Susan C. Zonia.
    "Assessing Diversity Climate: A Field Study of Reactions to Employer Efforts to Promote Diversity", Journal of Organizational Behavior, Vol. 14, No. 1, 61-81 (1993)

  3. Dee, J.R. & Henkin, A. B.
    "Assessing Dispositions Toward Cultural Diversity among Preservice Teachers, Urban Education", Vol. 37, No. 1, 22-40 (2002).

 

Documents created for Speed Mentoring at CWRU

  1. Speed Mentoring How To (doc)

  2. Speed Mentoring Sign Up Method (doc)

  3. Speed Mentoring Evaluation (doc)

  4. Speed Mentoring Flyer (doc)



Change Leader Session #1

December 1, 2009, Case Western Reserve University

 

Session Handouts and Presentations

  1. Presentations from Workshop #1 (pdf)

  2. Contact Information by School, Year One 2009/2010

  3. Institutional Transformation Theme by School (pdf)

  4. Summary of Change Leader Team Responsibilities (pdf)

  5. Timeline of IDEAL Year One Activities (pdf)

  6. Financial Forms and Instructions - Memorandum of Understanding (individually distributed)

  7. Employee/Participant Request (ESSPR) needed for stipend (xls)

  8. W9 - Taxpayer Identification (pdf)

  9. Evaluation Form - Leaderhsip Session #1 (doc)


Pre-Readings

  1. NSF Project Description of Institutions Developing Excellence in Academic Leadership (pdf) (the entire grant)
    and Two page Summary of IDEAL (pdf)

  2. Breaking Barriers and Creating Inlcusiveness: Lessons of Organizational Transformation to Advance Women Faculty in Acdemic Science and Engineering, (pdf)
    Diana Bilimoria, Simy Joy, Xiangfen Liang, Human Resource Management, Fall 2008, Vol. 47, No. 3, Pp. 423–441


National Science Foundation Grant Number (HRD 0929907)

This material is based upon work supported by the National Science Foundation under Grant Number (HRD 0929907). Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.