Embed Size (px)
Citation preview
Work/Life Issues and Interdisciplinary Mentoring
Lehigh UniversityApril 18, 2014
Gail Gasparich, Ph.D.Cynthia Simpson, M.Ed.
Identify the steps and incentives to retain women at every step of the STEM career pathway
Stimulate institutional policies that transform all sectors of the STEM workplace
Why??
Work/life integration challenges are worldwide
Family-friendly policies, effective mentoring, and work/life programs make a difference
What do we know?
How do we know?
Largest survey ever of working scientists
4225 individuals from 115 countries
30% of respondents were women
How often do work demands conflict with personal life demands?
Work demands conflict with life demands at least 2x per week
What is your attitude toward stress at work?
The Leaky Pipeline
Insert the presenter slides here
My institution is family-friendly
The need for work/life programs and family friendly policies
Men as well as women in the STEM workplace struggle with career and family obligations.
STEM careers are “family unfriendly” Of researchers intending to leave their current
job, 64% are leaving for reasons other than promotion and advancement.
There is sufficient support for my partner/spouse at my institution.
% of individuals who disagreed/strongly disagreed with this statement:• Male: 28.7%• Female: 30.6%
Approaches to Work Life Issues
There is sufficient support for my partner/spouse at my institute
12
Reasons for disagreeing…• There is not policy for spousal/family support• Funding cuts/ limited funding for spousal support• Low salary• Only healthcare support available for spouse
Other than placing my spouse on my health care plan, my spouse does not exist in the eyes of the institute. Arts and
Humanities, USA, 36-45, Male, Married/Partnered
Reasons for agreeing…• Institute has a spousal hire policy• Flexible working hours (family friendly)• Spouse included in benefits plan• Spouse is employed at same institute
There is not a policy for supporting family members at my institution. Biochemistry, Genetics, and Molecular
Biology, Brazil, 46-55, Male, Married/Partnered
There is no support for partners/spouses per se. For example, I have to travel extensively for my work and have
to pay out of pocket to cover child support while my partner/spouse is working. Biological Sciences, USA, 46-55,
Female, Married/Partnered
In general including me, the salary of Japanese academia is lower than that of business persons even in research field.
Chemical Engineering, Japan, 36-45, Male, Married/Partnered
My wife is chair professor and I work in industry in the same field, her institute has granted me visiting scientist status so we can work together 24 hours a day. Other subject, USA,
56-65, Male, Married/Partnered
I can include my spouse on my benefits, Social Science, USA, 26-35, Female, Married/Partnered
My wife does not require any support from the institute, and I have the flexibility to be at home when
she needs my support. Computer Sciences / IT, USA, 26-35, Male, Married/Partnered
My spouse was part of the universities spousal hire program. Neuroscience, USA, 36-45, Female, Married/Partnered
Lack of funds for spousal accommodations due to the budget cuts/economic downturn.
Environmental Sciences, USA, 36-45, Female, Married/Partnered
She has got a permanent position in the institute. That's good. Biological Sciences, Italy, 36-45,
Male, Married/Partnered
Empowering the individual. . .
AWIS has fostered mentoring and networking strategies for individuals for over 40 years
AWIS developed a very successful work/life satisfaction program with Elsevier Foundation funding
Mentoring and networking
Implications for Institutions
Balance, satisfaction, integration, flexibility . . .
the tug of war between the demands of the workplace and workers’ private lives
BUT empowering the individual is not enough . . .
Institutions need to be aware of the concerns of the early and mid-career workforce
BECAUSEindividual empowerment tools will not resolve all the issues.
The core issues
Workers’ career and life concerns
Outmoded workplace policies
Institutional responsibility
Implications for Institutions
Effective mentoring strategies and programs
Explicit family friendly policies
Dual career couples
Childcare, dependent, and elder care
Models of Success• Drexel School of Medicine’s Executive Leadership in Academic Medicine
(ELAM) Program – focuses on preparing senior women faculty to move into positions of institutional leadership to effect positive change
• Georgia Tech ADVANCE – Six team members track data concerning hiring and advancement, analyzes faculty work-life needs and initiatives, and sponsors faculty development programs
• UC Davis School of Medicine Building Interdisciplinary Research Careers in Women’s Health (BIRCWH) – Implementing a career development program to provide mentored Ph.D and M.D. faculty with multidisciplinary training to ensure career success and to nurture non-traditional interdisciplinary collaborations
• University of Michigan ADVANCE – Institutional transformation and timeline for change.
• Findings:– Climate change took a long time (2001-2012)
– Persistent programmatic efforts designed to change routine practices were implemented
– Required policy changes including expansion of child care and dual career resources, family-friendly policies, and regular reporting on faculty diversity
– There was an institutional commitment from top leadership
• Slides from the presentation by Abby Stewart during 2014 NSF ADVANCE Program can be found at https://c.ymcdn.com/sites/awis.site-ym.com/resource/resmgr/ADVANCE_14/Keynote_-_Stewart.pdf
Models of Success
The Mentoring Skill Model
Mentee-Specific
Skills
SharedSkills
From The Mentor’s Guide (Revised Edition)© 2003 by Linda Phillips-Jones, www.mentoringgorup.com
Mentor-Specific
Skills
Acquiringmentors
Learningquickly
Showinginitiative
Followingthrough
Managingrelationships
Listeningactively
Identifying goals¤t reality
Buildingtrust
Encouraging
Inspiring Providing correctivefeedback
Managing risks
Opening doors
Instructing/Developingcapabilities
Mentoring Outreach
The mentor as an inspiring figureGenerates opportunitiesProvides possibilitiesIndicates pathsBut does not determine the direction to choose – they give the individual the power of decision
Benefits for the Mentor
Personal satisfactionPersonal growth through the establishment of a
human relationshipExposure to new disciplinesNetwork growthEstablishment of new professional collaborationsTranscendence via the Multiplicative Effect
The Multiplicative Effect
The mentoring relationship provides mutual satisfaction. When the relationship has been successful, both parties feel comforted and experience a deep sense of gratitude.
Experiencing gratitude generates a desire to return it to someone else. They, in turn, will experience it and will do the same. That is the essence of the multiplicative effect.
The Multiplicative Effect
The outreach is incommensurableThe ability of outreach from those that have
had a previously favorable relationship is massive
The critical point that supports the continued success of the mentoring effort
Mentoring Outreach
A community of individuals that has received successful mentoring has:
MaturityDialogPotential to progressPositive attitudeEthicsVision
DecisionOrganizational skillsCreativityCollaboration (intra and inter)A sense of purpose
Series1 35%
14%
12%
10%
7%
4%
6%
6%
8%
7%
50%
54%
51%
48%
46%
42%
26%
28%
23%
19%
11%
26%
20%
18%
23%
23%
33%
34%
16%
22%
5%
6%
13%
19%
22%
24%
27%
23%
30%
28%
1%
4%
4%
3%
7%
8%
10%
23%
23%
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree
Discovery is main reason for undertaking research 85%
Work I am doing is making a difference to society 67%
Satisfied with my career opportunities 63%
I am happy with my work-life balance 58%
Comfortable saying no to projects that are not considered a priority 53%
At work there are others to whom I can delegate tasks 46%
Ensuring I have good work-life balance negatively impacted career 32%
Sufficient support for partner/spouse at institute 33%
Delayed having children in order to pursue career in research 31%
Considering moving to another country to further career 26%
Overview: Attitude to work-life effectiveness
28
% Strongly agree/ agree
Q2. To better understand your attitudes towards scholarly publishing please indicate how much you agree or disagree with:
Work-life balance is more of an issue for females than males. For all four statements females are less positive.
Being satisfied with the impact of your research and career opportunities is more closely linked to age than other personal attributes, though females are slightly less satisfied with their career opportunities than males.
Delaying having children and considering moving abroad are closely linked to age and marital status (young and single more likely to agree). There is also a gender difference in that females are less likely to consider moving and more likely to delay having children in order to pursue a career in research.
Being satisfied with the impact of your research and career opportunities is more closely linked to age than other personal attributes, though females are slightly less satisfied with their career opportunities than males.
Work-life balance is more of an issue for females than males. For all four statements females are less positive.
Delaying having children and considering moving abroad are closely linked to age and marital status. Females are less likely to consider moving and more likely to delay having children in order to pursue a career in research.
Total
Under 36
36-55
56 and over
Male
Female
Has dep. Children
No dep. Children
Single
Married/partnered
Divorced/widowed
0% 100%
0.579900000000001
0.5569
0.5421
0.6963
0.606100000000001
0.5185
0.5651
0.5923
0.5111
0.5961
0.5376
Female researchers less positive about work-life balance and impact on career
I am happy with my work-life balanceEnsuring I have a good work-life balance
has negatively impacted my career
n=4225
n=857
n=2385
n=927
n=2945
n=1223
n=1915
n=2176
n=541
n=3364
n=174
Total
Under 36
36-55
56 and over
Male
Female
Has dep. Children
No dep. Children
Single
Married/partnered
Divorced/widowed
0% 100%
0.3186
0.3325
0.3467
0.2322
0.2955
0.3711
0.3633
0.2791
0.305
0.3217
0.3772
n=4225
n=857
n=2385
n=927
n=2945
n=1223
n=1915
n=2176
n=541
n=3364
n=174
Of those with children:46% females and 33%
males agreed
Significant difference between subset and total
Total
Under 36
36-55
56 and over
Male
Female
Has dep. Children
No dep. Children
Single
Married/partnered
Divorced/widowed
0% 100%
0.3052
0.4713
0.3048
0.1518
0.2686
0.3914
0.2881
0.3206
0.4576
0.2833
0.3
30
There is sufficient support for my partner/spouse at my
institute
I am considering moving to another country to further my
career in research
I have delayed having children in order to pursue my career in
research
Total
Under 36
36-55
56 and over
Male
Female
Has dep. Children
No dep. Children
Single
Married/partnered
Divorced/widowed
0% 100%
0.2606
0.4483
0.2522
0.1117
0.2742
0.2299
0.2579
0.2646
0.413
0.2401
0.213
n=4225
n=857
n=2385
n=927
n=2945
n=1223
n=1915
n=2176
n=541
n=3364
n=174
n=4225
n=857
n=2385
n=927
n=2945
n=1223
n=1915
n=2176
n=541
n=3364
n=174
Attitudes to work-life effectiveness: by age, gender, whether have children and marital status
Total
Under 36
36-55
56 and over
Male
Female
Has dep. Children
No dep. Children
Single
Married/partnered
Divorced/widowed
0% 100%
0.334900000000001
0.3546
0.331
0.3292
0.3443
0.312
0.345
0.3251
0.2785
0.3509
0.2168
n=4225
n=857
n=2385
n=927
n=2945
n=1223
n=1915
n=2176
n=541
n=3364
n=174
Significant difference between subset and total
Implications for Institutions
Experimental efforts
recognized best practices
new norms
Implications for Institutions
Individual determination not enough
There must be a commitment from all stakeholders to lead the change
Conclusion
Institutions who resist tailoring the workplace to retain the best workers of both genders will be increasingly unable to compete effectively in a global marketplace.
Future AWIS Webinars
April 28 New Federal Policies Supporting the Family Friendly STEM
Workplace
May 5 Dual Career Solutions: Successful Recruitment and
Retention Strategies
June 18 Writing Retreats for Career Success
