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Preview of Award 1209169 - Annual Project ReportCover |Accomplishments |Products | Participants/Organizations |Impacts |Changes/Problems| Special Requirements

Federal Agency and Organization Element to WhichReport is Submitted:

4900

Federal Grant or Other Identifying Number Assigned byAgency:

1209169

Project Title: Leadership, Empowerment, andAdvancement for STEM Women Faculty(LEAF) at UC

PD/PI Name: Bleuzette Marshall, Principal InvestigatorValerie G Hardcastle, Co-PrincipalInvestigatorStacie Holloway, Co-Principal InvestigatorFarrah Jacquez, Co-Principal InvestigatorRachel Kallen, Co-Principal Investigator

Recipient Organization: University of Cincinnati Main Campus

Project/Grant Period: 09/15/2012 - 08/31/2018

Reporting Period: 09/01/2016 - 08/31/2017

Submitting Official (if other than PD\PI): N/A

Submission Date: N/A

Signature of Submitting Official (signature shall besubmitted in accordance with agency specificinstructions)

N/A

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Major Activities:

Accomplishments* What are the major goals of the project?

Initiative I: Improve pathways for women faculty, including underrepresented faculty, in STEM by broadening recruitment,improving hiring, increasing retention, and promoting advancement.

Bottom Up: Proposed activities include three separate professional development workshop series for women STEM faculty,and a LEAF mini-grants program to support women STEM faculty professional development and research. However, bottomup efforts related more broadly to this initiative are also included below.

Top Down: Proposed activities include best practices seminars and training workshops for leadership (heads, deans andadministrators) and faculty committees responsible for hiring and RPT (reappointment, promotion, tenure). However, effortsrelated more broadly to this initiative are also included below.

Initiative II: Transform the climate for STEM faculty, including underrepresented faculty, by creating social and collaborativementoring networks to promote intellectual progress and equity, resulting in an inclusive culture.

Bottom Up: Proposed activities include the establishment of learning communities for women STEM faculty and a VisitingScholars Program. However, bottom up efforts related more broadly to this initiative are also included below.

Top Down: The primary purpose of this initiative is to assess climate and aid in development and implantation of unit-levellogic models for change.

Initiative III: Create interdependence to reinforce mutual responsibility and fosters shared responsibility to enable sustainabledynamic institutional practice and policy.

Initiative IV: Social Science research on climate and transformation of policy and reform, as expressed through messagelinguistics, subjective experiences, and social networks.

Initiative V: Conduct benchmarking and data collection via the Career Life Balance Supplement to explore the feasibility of a dualcareer hiring exchange for the region.

* What was accomplished under these goals (you must provide information for at least one of the 4 categoriesbelow)?

Goal I: IMPROVE PATHWAYS

Objective A: RECRUITMENT & HIRING

Policy

• Met three times with the Executive Director of Equal Opportunity and Access regardingsearch committee training.• Conducted study of R-1 institutions regarding who has search committee training,whether the training is mandatory, and what form any training takes.

Objective B: RETENTION & PROMOTION

Confidence

• Two Writing Circles met weekly throughout the Spring Semester. One circle (6participants) continued from the Manuscript Writing Workshop in Spring 2016.



Competence

• Sponsored 7 STEM women to attend grant-writing workshops.• Held a “Creating Your Academic Identity” workshop (9 attendees) and a “Promoting YourAcademic Identity” workshop (10 attendees). • Co-sponsored a COACh seminar on the “Art of Effective Negotiation” for 17 STEMwomen faculty.• Awarded a visiting scholar mini-grant to Mechanical Engineering to bring to campus Dr.Sez Atamturktur, Distinguished Professor of Intelligent Infrastructure in the CivilEngineering Department at Clemson University. • Awarded a visiting scholar mini-grant to Mechanical Engineering to bring to campus (Fall2017) Mary Juhas, Associate Vice President in the Office of Research at Ohio State. • Awarded a visiting scholar mini-grant to Philosophy to bring to campus Dr. MichelleMaiese, Associate Professor of Philosophy and Chair, Emmanuel College.

Goal II: CLIMATE

Objective A: INCLUSION

Purpose

• Held a LEAF Diversity Committee meeting on April 27. Four committee membersattended to receive the results of the LEAF Action Planning Survey and makerecommendations for post-grant areas of focus.• Met monthly with Vice President for Diversity and Inclusion to coordinate and leverageefforts.

Policy

• Latino Faculty Association leadership team met with the VP for Equity and Inclusion onApril 13 to provide feedback on a new draft of the university’s diversity plan.• Latino Faculty Association leadership team met with the Vice President for StudentAffairs on May 17 to discuss the establishment of a Latino Center on campus.• Met with the Vice President for Diversity and Inclusion to discuss open carry policies andprocedures on campus and how best to communicate to faculty how to manage non-UCpersonnel with guns on campus.• Met with the Vice President for Diversity and Inclusion to discuss the line between freespeech and harassment or hate speech and how to convey these differences to faculty(as well as what to do about harassment or hate speech).

Practice

• Met with Director of OEO and the Vice President for Diversity and Inclusion to discussTitle IX complaints originating from COM faculty.

Confidence• Sponsored monthly meetings for the Women in Medicine and Science group.

Contacts

• The Black Faculty Association executive team met monthly to discuss leadership



opportunities and training, planning for the Celebration of Black Excellence, and planningfor meeting with President Pinto. • The Black Faculty Association held their annual Celebration of Black Excellence inpartnership with UC Black Women on the Move on April 14 with 106 faculty and staff inattendance.• Held a Celebrating Women and Diversity Breakfast (18 participants) on Feb. 8 withDaniel Minera, member of the Board of Education for Cincinnati Public Schools. Mr.Minera met with Farrah Jacquez’s Research Group (5 participants), the Latino FacultyAssociation (10 participants), Ethnic Programs & Services and related student groups (6participants), and LEAF Leadership Team (2 participants). Also had a one-on-one meetingwith Leila Rodriguez, Associate Professor, Anthropology and Affiliate Faculty, LatinAmerican Studies.• The Latino Faculty Association leadership team met monthly to discuss formalization ofthe group, submitting a grant proposal, and planning of campus events.• The leadership teams for the Black Faculty Association and Latino Faculty Associationmet to discuss lessons learned and potential shared goals and activities.

Competence

• Held a Best Practices visit with Rubén Martinez, Professor of Sociology and Director ofthe Julian Samora Research Institute at Michigan State University, to discuss theestablishment of a Latino center on campus. Met with the Latino Faculty Associationleadership team (4 participants), delivered a colloquium (12 participants) and met withEthnic Programs & Services and related student groups (8 participants). Also met with theVice President for Equity & Inclusion, Vice President for Student Affairs, Assistant VicePresident for Student Affairs and Dean of Students, and LFA leadership team.

Objective B: COMMUNICATION

Purpose

• Built and launched websites for the Black Faculty Association and WIMS.

Practice

• Asked the AAUP to craft a statement supporting international faculty in light of Trump’sImmigration Executive Orders.

Confidence

• The Latino Faculty Association organized a Latino faculty photo shoot.• Sent congratulatory messages to 20 women who were awarded external grants.• Nominated Shuk-mei Ho for UC’s College of Medicine Daniel Drake Medal.

Contacts

• Consulted with representatives from a large, public (R1) university who are preparing anADVANCE IT grant to discuss form and structure of proposal relating to social networks.• Sent monthly LEAF newsletters to all STEM women.

Competence



• Recipients of the 2016-17 LEAF grants submitted mid-year reports detailing the impactthe grant had on their careers (See MidYearMiniGrants.pdf)

Goal III: MUTUAL RESPONSIBILITY & SUSTAINABILITY

AAC

• Met on February 2, 2017 with members of the University General Counsel to discussUC’s Dual Career and nepotism policies and how we can avoid conflict between the twopolicies. Followed-up on May 16 to inform Senior Vice Provost of Academic Affairs of ourfindings regarding potential barriers to hiring dual career couples.• Drafted guidelines in consultation with the University for heads and faculty to follow toavoid any conflict with the university nepotism policy. • Recommended the Provost Office hire a full-time staff member to oversee the internaldual career program and cultivate external employment possibilities.

Sustainability

• Met with NSF program directors about recommendations and outcomes from ourADVANCE Sustainability Symposium in Oct 2016.

Goal IV: SOCIAL SCIENCE RESEARCH

• Analyzed faculty productivity relative to time at UC, rank, promotion, and departures forfemale and male tenure-track faculty in STEM.• Analyzed grantsmanship for female and male tenure-track faculty in STEM.• Attempted to analyze service on graduate committees for women and men, but recordsat UC were incomplete.• Analyzed relationship between social networks and productivity in a single STEMdepartment.• Collected contact information for faculty who left UC between 2014 and 2016 to augmentturnover data and study of factors driving faculty decisions to leave.

Goal V: EVALUATION

• Met with the External Evaluation Team to plan for dissemination of the Action PlanningSurvey.• External evaluators prepared a Summary of the UC LEAF PlanningSurvey (LEAFSurveyResults.pdf, OpenEndedQuestionsRpt.pdf)• Worked with the External Evaluators to prepare tailored results for individual units andother specific campus groups, including the College of Engineering & Applied ScienceHeads, Black Faculty Association, Latino Faculty Association, UC Clermont, 9th AnnualEquity & Inclusion Conference, LEAF Diversity Committee, Women in Medicine &Science, College of Medicine Faculty Forum, Council of Deans, and the College of Arts &Sciences Faculty Senate.• Held virtual External Advisory Committee meetings with Kelly Mack, Peggy Layne, andVirginia Valian (EAC.pdf). • Internal Evaluation was conducted (InternalEval.pdf)• External Evaluation was conducted (ExternalEval.pdf, IndicatorTables2016.pdf)



Specific Objectives: Goal I (IMPROVE PATHWAYS): All colleges and departments at the University ofCincinnati will attract, retain, and promote an increased number of historicallyunderrepresented and other diverse faculty in tenure and clinical track positions, includingfaculty at advanced ranks. (From UC Diversity Plan). For UC LEAF, this refers to womenin STEM, including women from underrepresented groups, particularly in tenure/tenuretrack positions.

Objective A (RECRUITMENT AND HIRING): In five years, every college will increase thepercentage of African-American, women and other traditionally unrepresented faculty ofcolor in tenure-track positions consistent with college goals established as part of theimplementation of the UC Affirmative Action Plan. (From UC Diversity Plan). For UCLEAF, the emphasis will be on women in STEM, including women from underrepresentedgroups. The specific goals will be set at the departmental level.

Top-Down Purpose: Improved knowledge and awareness of diversity issues related torecruitment, hiring and early career support among key decision makers.

Top-Down Policy: The Provost, deans and department heads create and support collegeand department-level plans to improve recruitment and hiring.

Top-Down Practice: Creation and implementation of new tools and resources for improvedrecruitment, hiring and early career support, including LEAF involvement in searches.

The Accountability and Advocacy Council: The AAC will identify and help remove barriersto implementation of these initiatives in specific departments, in specific colleges, and atthe provostal level.

Bottom-Up Confidence, Contacts & Competence: This objective concerns recruitment andhiring, so the targets of these searches cannot be engaged in bottom-up change effortsbefore their arrival. But LEAF will support, via its own advocacy efforts and the efforts ofthe AAC, the promotion of better practices and policies in the area of recruitment andhiring.

Objective B (RETENTION AND PROMOTION): Colleges and departments will developand implement strategies to retain a diverse faculty through the probationary periodleading up to and beyond the tenure decision. (From UC Diversity Plan). For UC LEAF,the emphasis will be on women in STEM, including women from underrepresentedgroups. Retention presupposes academic success, so an important indicator will be howwell STEM women are doing vis-à-vis STEM men.

Top-Down Purpose: Improved knowledge and awareness of diversity issues related toretention and promotion among key decision makers.

Top-Down Policy: The Provost, deans and department heads create and supportUniversity, college and department-level interventions to improve retention and promotion.

Top-Down Practice: Creation and implementation of new tools and resources for improvedretention and promotion (e.g., family leave, RPT language).

The Accountability and Advocacy Council: The AAC will identify and help remediate



issues of concern to new women and other under-represented STEM faculty.

Bottom-Up Confidence, Contacts & Competence: Increased proportion of women STEMscientists who report achieving up to their potential, who report being engaged, and whoreport being empowered.

Goal II: (CLIMATE): The University of Cincinnati will create and support a learning andworking environment that reflects the university’s mission which includes a commitment toexcellence and diversity. (From UC Diversity Plan). For UC LEAF, this refers to ensuringthat women in STEM, including women from underrepresented groups, particularly intenure/tenure track positions, thrive and succeed, and that there is no discrepancybetween the ideals of UC and its Diversity Council and what women in STEM experience.

Objective A (INCLUSION): Increase education and professional development related todiversity and inclusion for students, faculty and staff. (From UC Diversity Plan). For UCLEAF, the emphasis will be on women in STEM, including women from underrepresentedgroups.

Top-Down Purpose: Improved knowledge and awareness of diversity issues related toacademic climate issues among key decision makers.

Top-Down Policy: New initiatives to change the culture of UC in ways that promote careersuccess and work-life balance for women STEM scientists.

Top-Down Practice: Creation and implementation of new tools and resources for improvedadministrative practices.

The Accountability and Advocacy Council: Minimize instances where bottom-up change isstymied by organizational barriers, and instances where top-down change in keeping withLEAF’s goals is facing resistance in departments and colleges.

Bottom-Up Confidence: Decreased percentage of women who report inequitablepractices.

Bottom-Up Contacts: Decreased percentage of women who report feeling isolated.

Bottom-Up Competence: Decreased percentage of women who report concerns aboutsupport for career success.

Objective B (COMMUNICATION): Improve quality and scope of communications planregarding diversity initiatives. (From UC Diversity Plan) For UC LEAF, the emphasis willbe on women in STEM, including women from underrepresented groups. Further, LEAF isconcerned with communication in the broadest possible sense, including, for example,what policies say, how they are interpreted by different actors, whether they are credible,and how we recognize the accomplishments of faculty and elevate their profiles.

Top-Down Purpose: UC’s policies and practices align with its mission, vision, and strategicplans in the area of diversity.

Top-Down Policy: Policy changes and enhancements promote the interests of women inSTEM, and they are aware of and support these changes.



Significant Results:

Top-Down Practice: All successful LEAF initiatives will be supported internally forsustainability.

The Accountability and Advocacy Council: AAC actively involved in promotingimprovement and sustainability.

Bottom-Up Confidence: STEM women are confident about their ability to succeed in theircareers at UC.

Bottom-Up Contacts: STEM women are able to connect to the resources that they need tobe successful and advance their careers.

Bottom-Up Competence: STEM women are supported by sponsors, mentors, andcoaches



Purpose

• Sociology hired a male African-American associate professor.• The following departments hired or has offers out to female faculty: • Aerospace Engineering hired an assistant professor. • Biology has an offer out to an assistant professor. • Chemistry hired an assistant professor. • Civil and Architectural Engineering and Construction Management hired two assistantprofessors. • Economics hired an assistant professor. • Environmental Health has an offer out to an assistant educator professor. • Geology has an offer out to an assistant professor. • Math hired an assistant educator professor. • Two women are finalists for an educator position in Molecular and Cellular Physiology. • Political Science hired an assistant educator professor. • Psychology hired two assistant professors.

Policy

• VP for Equity and Inclusion would like college level career trajectory results like thosepresented in the Status of Women report to be used in preparing decanal appointmentletters.

Contacts

• UC joined WEPAN as an Institutional Champion.


Competence

• 100% submission rate of manuscripts for faculty who participated in the 2016 Manuscript



Writing Workshop.• Three STEM women were named Fellows of the Graduate School: Professor MagdaPeligrad (Math), Professor and Associate Dean Margaret Hanson (Physics) and ProfessorNageswari Shanmugalingam (Math). • Professor Gail Fairhurst (Communication) received the 2017 Distinguished ResearchProfessor award and Associate Professor Stephanie Sadre-Orafai (Anthropology)received the 2017 George Barbour Award for Good Faculty-Student relations.• Three STEM women received the College of Arts & Sciences Dean’s Award for TeachingExcellence: LaSharon Mosley (Biology), Farrah Jacquez (Psychology), Angela Potochnik(Philosophy)• Shuk-mei Ho, Professor of Environmental Health, received the Daniel Drake Medal,which recognizes outstanding or unique contributions to medical education, scholarship orresearch and is considered the highest honor awarded by the College of Medicine.• Daria Narmoneva, Associate Professor of Biomedical Engineering, and Elke Buschbeck,Professor of Biological Sciences, received Mid-Career Research Scientist Awards duringUC’s Research Week 2017.

Goal II: CLIMATE


Policy

• VP for Equity and Inclusion modified draft of the diversity plan to include suggesteditems from the Latino Faculty Association.

Practice

• The President and AAUP released statements regarding the White House ExecutiveOrder on Immigration.• The university held DREAMZone training and distributed a resource guide to help facultyand staff serve DACA and undocumented students.• Members of the Latino Faculty Association were invited by the VP of Equity & Inclusionto serve on the President's Diversity Council and Diversity & Inclusion Resource Liaisonsgroup.

Confidence

• The Latino Faculty Association received a 2017-18 UC Equity & Inclusion Grant to assistwith activities in their first year (LFAProposal.pdf). LEAF is providing additional funds tosupport their efforts.


Purpose

• Published report “The Status of Women in STEM at UC: Retention & Promotion.” (See2017StatusOfWomen.pdf)




Key outcomes or Otherachievements:

AAC

• The Provost’s Office held a May 23 Dean’s retreat and discussed potential barriers andpossible solutions to the Dual Career hiring program. A follow-up meeting is planned todiscuss improvements to the Dual Career hiring program with the Senior Vice Provost ofAcademic Affairs.

Sustainability

• LEAF was included as part of the Office of Equity and Inclusion’s permanent budgetproposal for the 2017-18 academic year.


• Submitted propspectus for the manuscript, “A multi-method approach to broadeningparticipation in STEM” to include in EDI special issue.

Goal V: EVALUATION

• The external evaluation team at Miami University completed the 5th year action planningsurvey. The careful planning work ensured that the results were perceived as readilyapplicable and pertinent to the various constituency groups provided with targeted results.



Practice

• Chair of AAC chaired the search committee for the Associate Provost for FacultyDevelopment and Special Initiatives.• Gail Fairhurst (A&S STEM faculty member) is chairing the search committee for the nextProvost.• The Provost’s Office asked members of the Black & Latino Faculty Associations to meetwith candidates for the Associate Provost for Faculty Development and Special Initiatives.


Practice

• One A&S department captured faculty service data and is working with the dean’s officeto rectify inequities.

Goal II: CLIMATE


Policy

• President Pinto indicated that he wants diversity and inclusion to be a top priority in his



administration.


• LEAF’s Career Development Plan is being included in the Provost’s faculty developmentcurriculum and posted on the Provost’s website.

Contacts

• Stacie Furst-Holloway was named co-editor for a special issue of Equality, Diversity andInclusion: An International Journal which will introduce the ADVANCE program to thelarger academic community interested in issues related to gender equity, diversity, andinclusion in higher education and the STEM workforce. Due to the number of proposalsreceived, the EDI AE has agreed to do a second special issue in 2018. • AWIS is reserving several conference slots for those submitting to EDI to present theirwork.


Sustainability

• LEAF received a no-cost extension for the 2017-18 academic year.


• Developed manuscript, “Advancing and retaining underrepresented faculty in STEM: Amodel for values-driven career success.” This manuscript was submitted to and will bepresented at the I-WIL-International Conference of Women and Leadership.

* What opportunities for training and professional development has the project provided?

See above

* How have the results been disseminated to communities of interest?

• Presented the results of the Action Planning Survey to the Clermont College Faculty, CEAS Department Heads and Dean, UCFaculty Senate, COM Faculty Forum, Black Faculty Association, A&S Faculty Senate, Latino Faculty Association, WIMS, LEAFDiversity Committee, CECH Diversity Committee, and at the UC Equity & Inclusion conference. • Farrah Jacquez presented the Career Development Plans at a new faculty training session on April 27.

* What do you plan to do during the next reporting period to accomplish the goals?



Policy

• Continue to work with OEO to develop and implement search committee training.

Practice



• Revise and distribute the Tips for New Faculty document.• Revise and distribute recruitment folders.


Purpose

• Per their request, conduct two focus groups with COM female faculty to understand better the results of the 2016 LEAF ActionPlanning Survey data.

Policy

• Assist A&S in developing a tool to highlight, quantify, and reward faculty service. Pilot the tool in three departments.

Practice

• Collect feedback, revise, and promote faculty Career Development Plans.

Contacts

• Hold a fall networking social for new faculty. • Plan and hold social media and website development workshops for STEM women faculty.

Competence

• Partner with CEAS to bring Visiting Scholar Mary Juhas, Associate Vice President for Gender Initiatives at The Ohio StateUniversity, to campus fall semester.• Organize virtual and in-person Writing Circles for summer and fall terms.• Perform a cost benefit analysis on the Manuscript Writing Workshop and meet with the Vice President for Research aboutsustaining the program.

Goal II: CLIMATE


Purpose

• Research a potential Best Practices speaker to address changing departmental culture and developing cultural strategic plans.• Continue to meet monthly with the Vice President for Equity and Inclusion.

Policy

• The Black Faculty Affinity Group and Latino Affinity Group will draft bylaws.

Practice

• Develop tools to assist department heads in having annual performance review conversations about department culture andequity. Plan and hold a department head workshop to disseminate and discuss these tools.• Organize a campus-wide Department Heads networking group to discuss leadership challenges and solutions.

Confidence



• Continue to sponsor WIMS lunches.

Contacts

• Support the Latino Faculty Association in fulfilling their Equity and Inclusion grant obligations by: building and rolling out awebsite, planning and hosting an organizational launch event, preparing prospective faculty materials, co-sponsoring the annualcampus Bienvenidos event, visiting an external campus Latino Center, and planning and hosting a retreat for Latino faculty.• The Black Faculty Association is holding an introductory meeting with President Pinto on June 19 to discuss goals and ongoingsupport.• The Black Faculty Association Executive team will continue to meet monthly.• The Black Faculty Association will partner with faculty from UC’s College of Business, Xavier University, and North CarolinaAgricultural and Technical State University to conduct a leader-member exchange study on underrepresented faculty networking.


Purpose

• Hold an Internal Advisory Council meeting on August 4.

Policy

• Publish a third Status of Women in STEM report focused on the results of the 2016 LEAF Action Planning Survey.

Confidence

• Continue to send monthly congratulatory notes to STEM women who receive external grants.• Continue to feature STEM women and on the LEAF website and in LEAF’s monthly newsletter.• Continue to nominate STEM women for awards.

Contacts

• Continue to send monthly newsletters to STEM women.


AAC

• Continue to work with the Provost’s Office on dual career hiring and nepotism policy revisions.• Use supporting data from the 2016 Action Planning Survey to develop work/life policies and expectations.• Continue to work on getting survey metrics for faculty in order to balance service loads.

Sustainability

• Integrate LEAF’s sustainability mission and goals with President’s strategic vision.• Invite new Associate Provost for Faculty Affairs, Diversity, and Development to serve on LEAF leadership team.


• Present the manuscript, “Advancing and retaining underrepresented faculty in STEM: A model for values-driven careersuccess.” at the I-WIL-International Conference of Women and Leadership.



Goal V: EVALUATION

• Continue to update career trajectory results by college (or smaller units) and create summary in form suitable to inform decanal(or head) appointment letters.• Perform a salary equity analysis for underrepresented faculty.• Examine time to promotion for underrepresented faculty.• Present results of the Action Planning Survey to UCBA, A&S Department Heads, and the Council of Deans.

Supporting Files

Filename Description Uploaded By Uploaded On

LEAFSurveyResults.pdf LEAF Action Planning Survey Results Rachel Kallen 05/25/2017

OpenEndedQuestionsRpt.pdf LEAF Action Planning Survey Results - Qualitative Rachel Kallen 05/26/2017

ProductsBooks

Book Chapters

Inventions

Journals or Juried Conference Papers

Licenses

Other Conference Presentations / PapersLi, Y. (2016). Evaluating Federal-Funded Projects for Improving Women STEM Faculty Work Life in Institutions of HigherEducation: Learning from Design. 30th Annual American Evaluation Association Conference. Atlanta, GA. Status =PUBLISHED; Acknowledgement of Federal Support = Yes

Hardcastle, V.G. (2017). Invited Participant. How Many Hats Do You Wear? Building Research Capacity for STEM FacultyDevelopment. Clemson, SC. Status = PUBLISHED; Acknowledgement of Federal Support = Yes

Hardcastle, V.G. (2017). Participant. APLU INCLUDES Summit. Alexandria, VA. Status = PUBLISHED; Acknowledgement ofFederal Support = Yes

Douglas, H. (2017). Productivity and Retention for Tenure Track Women in STEM. University of Cincinnati Equity & InclusionConference. Cincinnati, OH. Status = PUBLISHED; Acknowledgement of Federal Support = Yes

Howe, S. (2017). Results from the UC LEAF 2016 Climate Survey for Faculty. University of Cincinnati Equity & InclusionConference. Cincinnati, OH. Status = PUBLISHED; Acknowledgement of Federal Support = Yes

Other Products

Other PublicationsFurst-Holloway, S., Hardcastle, V.G., and Howe, S. (2017). The Status of Women in STEM at UC: Retention and Productivity.



Report examining differences in faculty productivity, promotion, and retention.. Status = PUBLISHED; Acknowledgement ofFederal Support = Yes

Patents

Technologies or Techniques

Thesis/Dissertations

WebsitesBlack Faculty Association https://www.uc.edu/provost/faculty1/black-faculty-association.html

Established and maintain website for the Black Faculty Association - hosted via the Provost's site.

UC LEAF https://www.uc.edu/orgs/ucleaf.html

LEAF posted 37 articles about STEM women and their research, 10 faculty profiles, and 41 events on the LEAF website. Topvisiting pages included grant writing training, hiring dual career couples, and events.

WIMS https://med.uc.edu/WIMS

Established site for the Women in Medicine & Science chapter at UC.

Supporting Files

Filename Description UploadedBy

UploadedOn

2017StatusOfWomen.pdf The Status of Women in STEM at UC: Retention andProductivity

RachelKallen

05/25/2017

InternalEval.pdf 2017 Internal Evaluation RachelKallen

05/26/2017

Participants/OrganizationsWhat individuals have worked on the project?

Name Most Senior Project Role Nearest Person Month Worked

Marshall, Bleuzette PD/PI 0

Hardcastle, Valerie Co PD/PI 1

Holloway, Stacie Co PD/PI 1

https://www.uc.edu/provost/faculty1/black-faculty-association.html

https://www.uc.edu/orgs/ucleaf.html

https://med.uc.edu/WIMS



Jacquez, Farrah Co PD/PI 0

Kallen, Rachel Co PD/PI 1

Bates, Littisha Faculty 0

Beyette, Fred Faculty 0

Haynes, Erin Faculty 0

Howe, Steve Faculty 1

Mack, James Faculty 0

Donovan, Jessica Other Professional 6

Noe, Carolyn Other Professional 6

Full details of individuals who have worked on the project:

Bleuzette MarshallEmail: [email protected] Senior Project Role: PD/PINearest Person Month Worked: 0

Contribution to the Project: PI

Funding Support: n/a

International Collaboration: No International Travel: No

Valerie G HardcastleEmail: [email protected] Senior Project Role: Co PD/PINearest Person Month Worked: 1

Contribution to the Project: Professor, Philosophy & Psychology; UC LEAF Co-PI and Executive Director





Stacie HollowayEmail: [email protected] Senior Project Role: Co PD/PINearest Person Month Worked: 1

Contribution to the Project: Associate Professor, Psychology. LEAF Co-PI and Co-Director. Member of the CoreLeadership and Research Teams.



Farrah JacquezEmail: [email protected] Senior Project Role: Co PD/PINearest Person Month Worked: 0

Contribution to the Project: Associate Professor, Psychology. LEAF Co-PI and Director of Diversity Initiatives. Member ofthe Core Leadership Team.



Rachel KallenEmail: [email protected] Senior Project Role: Co PD/PINearest Person Month Worked: 1

Contribution to the Project: Associate Professor, Psychology. UC LEAF Co-PI and Co-Director. Member of the CoreLeadership and Research Teams.



Littisha BatesEmail: [email protected] Senior Project Role: FacultyNearest Person Month Worked: 0

Contribution to the Project: Associate Professor, Sociology. AAC Member. Black Faculty Association Executive Team.





Fred BeyetteEmail: [email protected] Senior Project Role: FacultyNearest Person Month Worked: 0

Contribution to the Project: Professor of Electrical Engineering & Computer Systems. AAC Member.



Erin HaynesEmail: [email protected] Senior Project Role: FacultyNearest Person Month Worked: 0

Contribution to the Project: Associate Professor of Environmental Health. AAC Member.



Steve HoweEmail: [email protected] Senior Project Role: FacultyNearest Person Month Worked: 1

Contribution to the Project: Professor Emeritus, Psychology; UC LEAF Internal Evaluator



James MackEmail: [email protected] Senior Project Role: FacultyNearest Person Month Worked: 0

Contribution to the Project: Associate Professor of Chemistry. Chair of the AAC Committee. Chair of the Black Faculty



Association.



Jessica DonovanEmail: [email protected] Senior Project Role: Other ProfessionalNearest Person Month Worked: 6

Contribution to the Project: Program Manager.



Carolyn NoeEmail: [email protected] Senior Project Role: Other ProfessionalNearest Person Month Worked: 6

Contribution to the Project: LEAF Program Coordinator



What other organizations have been involved as partners?Nothing to report.

What other collaborators or contacts have been involved?

Deans, Associate, Deans, Department Heads, Vice President for Equity and Inclusion, Title IX Office, Office of Equal Opportunityand Access, Vice Provost for Academic Personnel, Sr. Vice Provost for Academic Affairs, AAUP, Women in Medicine andScience Group, Black Faculty Association, and Latino Faculty Association.

ImpactsWhat is the impact on the development of the principal discipline(s) of the project?

• The Center for Clinical & Translational Science & Training held a Grand Rounds lecture on “Gender and Racial/Ethnic Equity



and Success in Academic Medicine.”• A&S hosted a Sponsored Research Appreciation Reception to recognize faculty, encourage idea exchange, and network.• CEAS proposed a new Humanities Centered Engineering minor to attract new female and URM undergraduate students.• The Hispanic/Latino/Latina Faculty Affinity group moved to formally establish a Latino Faculty Association. • COM revised its RPT criteria to recognize training, diverse forms of scholarship, and alternative funding sources.• The College of Engineering and Applied Sciences women faculty meet informally for dinner each month.

What is the impact on other disciplines?

• A&S offered a one-day Journal Article Manuscript workshop facilitated by Dr. Wendy Belcher. • UC student groups held a rally in support of designating UC as a Sanctuary Campus.• Faculty are drafting a proposal to reinstate the Latin American and Latino Studies academic programs on campus.• Psychology, Romance Languages and Literatures, the Graduate School, and Ethnic Programs & Services organized a Latinomixer for the UC Community.• EPS is hiring a program coordinator to assist with increased programming for underrepresented students.• The Alumni Association hosted a UC Latino Alumni Networking Event.• The Provost appointed a female African-American faculty member as Interim Dean of the College of Law.• The Provost appointed a female faculty member as Interim Dean of UC-Blue Ash.

What is the impact on the development of human resources?Nothing to report.

What is the impact on physical resources that form infrastructure?Nothing to report.

What is the impact on institutional resources that form infrastructure?Nothing to report.

What is the impact on information resources that form infrastructure?Nothing to report.

What is the impact on technology transfer?Nothing to report.

What is the impact on society beyond science and technology?Nothing to report.

Changes/ProblemsChanges in approach and reason for change

• Mia Mallory, Associate Dean for CoM Diversity and Community Affairs, is no longer able to serve on the LEAF DiversityCommittee.• Neville Pinto, acting President and Professor of Chemical Engineering at the University of Louisville, was hired as UC’s newpresident.• College of Engineering and Applied Science Dean Tek Lim has resigned and taken the position of Provost and Vice Presidentfor Academic Affairs at the University of Texas at Arlington.• A national search for a new Provost is underway.• Keisha Love, Psychology Department Chair at Kennesaw State University, was hired as the Associate Provost for Faculty



Affairs and Diversity.

Actual or Anticipated problems or delays and actions or plans to resolve themNothing to report.

Changes that have a significant impact on expendituresNothing to report.

Significant changes in use or care of human subjectsNothing to report.

Significant changes in use or care of vertebrate animalsNothing to report.

Significant changes in use or care of biohazardsNothing to report.

Special Requirements

Responses to any special reporting requirements specified in the award terms and conditions, as well as anyaward specific reporting requirements.Nothing to report.

Supporting Files

Filename Description UploadedBy

UploadedOn

EAC.pdf External Advisory Committee Meeting Summaries RachelKallen

05/25/2017

MidYearMiniGrantReports.pdf LEAF Faculty Grant Mid-ÂYear Reports RachelKallen

05/25/2017

LFA_Proposal.pdf Proposal for the Creation of the UC Latino FacultyAssociation

RachelKallen

05/25/2017

rppr - preview report - uc.edu · rppr - preview report 5/26/17, ... • the black faculty...

Documents