NM-PAID: Partnering for Diversity at New Mexico Institutions of Higher Learning and Research

Transcription

1 NM-PAID: Partnering for Diversity at New Mexico Institutions of Higher Learning and Research New Mexico State University (NMSU) PI, Dr. Tracy Sterling, Weed Physiology Co-PI, Dr. Tara Gray, Teaching Academy University of New Mexico (UNM) Co-PI, Dr. Alejandro Aceves, Mathematics & Statistics New Mexico Institute of Mining and Technology (NMT) Co-PI, Dr. Tanja Pietraß, Chemistry Los Alamos National Laboratory (LANL) Co-PI, Dr. Jim Bossert, Earth and Environmental Sciences (EES)

2 NM-PAID: Partnerships for Adaptation, Implementation and Dissemination (Alliance for Faculty Diversity) Jan Dec 2009 To disseminate NMSU s best practices of: Mentoring P&T Training Department Head training Pipeline focus on Post-docs To: UNM, NMT, LANL Keeping in mind their unique needs and structures

3 Institutional Data Fall 2005 Undergraduate Students NMT UNM NMSU Percent Female Percent Minority Percent Female Percent Minority Percent Female Percent Minority 27.0% 25.2% 24.0% 24.7% 55.6% 39.1% 55.4% 48.8% 57.9% 42.7% 48.1% 38.6% All STEM 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% *Data from Office of Institutional Research from each institution

4 Institutional Data- Fall 2005 Graduate Students LANL NMT UNM NMSU Percent Female Percent Minority Percent Female Percent Minority Percent Female Percent Minority Percent Female Percent Minority 0.0% 17.2% 10.7% 8.8% 8.3% 7.7% 31.6% 33.2% 28.7% 38.6% 39.3% 33.9% 58.3% 58.8% All STEM 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% *LANL STEM is EES Department; student numbers represent postdocs

5 Institutional Data Fall 2005 Tenured and Tenure-Track Faculty LANL NMT UNM NMSU Percent Female Percent Minority Percent Female Percent Minority Percent Female Percent Minority Percent Female Percent Minority 17.0% 18.1% 7.7% 14.9% 19.2% 5.1% 20.5% 11.6% 13.9% 2.1% 19.4% 6.0% 36.3% 38.6% All STEM 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% *LANL STEM is EES Department; LANL Faculty represent full-time scientists.

6 NM-PAID Goals Increase knowledge of Diversity Issues and Strategies Mentoring approaches Promotion and tenure issues Leadership training Institutionalize sustainable grass roots structure for faculty development training Sustainable grass-roots committees at each institution Supported by upper administration Including women and men Annual Department Head Retreats to promote diversity leaders within the ranks Provide a pipeline to STEM careers for diverse students Postdoc and student training Participation in the professoriate NM Alliance for Graduate Education and the Professoriate (AGEP)

7 NM-PAID Participants: Co-PIs New Mexico State University (NMSU) PI, Dr. Tracy Sterling, Weed Physiology Co-PI, Dr. Tara Gray, Teaching Academy University of New Mexico (UNM) Co-PI, Dr. Alejandro Aceves, Mathematics & Statistics New Mexico Institute of Mining and Technology (NMT) Co-PI, Dr. Tanja Pietraß, Chemistry Los Alamos National Laboratory (LANL) Co-PI, Dr. Jim Bossert, Earth and Environmental Sciences (EES)

8 NM-PAID Participants: Faculty Development Partners UNM: Office of the Provost Dr. Gary Smith, Special Assistant to the Provost & Professor, Earth and Planetary Sciences NMT: Center for Innovative Teaching and Learning (CITL) Dr. Scott Zeman, Director of Faculty Development and Associate Professor, History NMSU: Teaching Academy Dr. Tara Gray, Director and Associate Professor, Criminal Justice

9 NM-PAID Participants: STEM Pipeline Partner NM-AGEP - New Mexico Alliance for Graduate Education and the Professoriate NM-AGEP is one of ca. 20 NSF programs aimed at increasing the number of minority Ph.D.s (and those who join the professoriate) in STEM Alliance consists of NMSU, NMT and UNM

10 NM-PAID Participants: Evaluator Dr. Lisa M. Frehill Executive Director, Commission on Professionals in Science and Technology ADVANCE Program Director ( ), University of California at Irvine Founding Program Director and Principal Investigator of ADVANCE: Institutional Transformation award at NMSU Associate Professor of Sociology, New Mexico State University Ph.D. in Sociology with a minor in systems engineering, University of Arizona B.Sc. in Industrial Engineering, General Motors Institute (now Kettering University)

11 NM-PAID: Organizational Chart Evaluator NMSU PI/ Program Director NM AGEP Director UNM Co-PI NMT Co-PI LANL Co-PI NMSU Committee for Faculty Diversity UNM Committee for Faculty Diversity NMT Committee for Faculty Diversity LANL EES Div. Diversity Committee Teaching Academy NMSU AGEP Office of Provost UNM AGEP CITL NMT AGEP NMSU Program Coordinator

12 Mentoring as a Key Transformative Strategy at NMSU Mentoring encourages the development of social ties It doesn t look like a gender-based approach Kanter 1977: warns us to avoid boundary heightening Relationships nurturing vs. competitive Approach at NMSU: Multiple Mentoring Model

13 (1) Connect mentees to mentors who are more central and have denser social networks Mentor s community contacts Mentee Mentor Institutional Information & resources Mentor s colleagues

14 (2) On-campus on-going events Create a larger community of mentors and mentees. Social Networking Mentor s community contacts Mentee Mentor Institutional Information & resources Mentor s colleagues

15 Programmatic Practices Make mentoring normative Practice: paired ALL new STEM faculty with mentors outside their department, but within College. Invite senior faculty and administrators to participate Incorporated mentoring into leadership development programming Encourage interactions Practice: pairs complete agreements Practice: facilitated group interactions luncheons, assigned seating, table topics not always with speaker mixers, dinners, picnics, open houses Training: mentors Share best practices and hints Increases connections among people with a positive orientation to mentoring Encourage non-hierarchical practices Gender and ethnic equity issues

16 NMSU ADVANCE Mentoring Participants Number of Participants STEM females All STEM STEM, Social & Behavioral Sci Mentors Mentees Total Academic Year - 32% of male STEM faculty and 93.2% of all female STEM faculty have participated - Nearly 100 participants in regular mentoring program and 15 per year in the ADVANCING Leaders leadership mentoring program - NMSU is expanding to include all Colleges

17 Mentors/Mentees by gender - NMSU Gender Distrubution of Mentors and Mentees Mentors Mentees Total Male Female

18 Intended outcomes of mentoring Increased research productivity Publications, presentations, grant applications Students Research collaborations Lower sense of isolation Stronger attachment to community Higher job satisfaction Increased efficacy in obtaining resources Reduced likelihood of leaving Career advancement

19 New Mexico Tech (NMT) approach Alliance for Faculty Diversity: diverse committee Administrators, faculty all ranks, gender/ethnicity Advice on pairing, plan events, plans to work on Family-Friendly Policies Has targeted all 13 of their Departments 12 STEM, 1 Humanities Currently has 18 pairs early-career paired with mid/late-career faculty surveys to mentors/mentees in progress

20 NMT Gender Distribution of Participants Male Female Total Particpants

21 NMT Rank Distribution of Participants Participants Assistant Professor Associate Professor Professor Total

22 NMT approach Events: Fall lunch sponsored by VP for Student & University Relations Spring mentoring social at Dean s home Shared events with PAID partners: Shared outside speaker across state: Craig Nelson Pedagogy of Distance Delivered event Tara Gray Ten Easy Ways to Manage Your Time Sustainability To create as a standing Faculty Senate commitee

23 University of New Mexico (UNM) Alliance for Faculty Diversity Committee Faculty members, gender/ethnicity represented Planning approach: Using Mentoring report Faculty Senate 2005 Mentoring and Support of Untenured Junior Faculty at UNM Partnering with Mentor Institute With large size, will tailor programs to individual departments

24 Los Alamos National Labs (LANL) Earth & Environmental Sciences Division Alliance for Faculty Diversity Committee Group Leaders, Team Leaders, gender/ethnicity representation Team mentoring approach: Six research groups (i.e. Departments) with the Earth & Environmental Division (i.e. College) Focus on Post-docs many of whom become research staff Two to three senior research staff will mentor 3-5 postdocs to rotate and learn about four core issues Four Core Themes identified: CV writing, networking, grant writing, conversion to staff