IDEAL-N CMU Progress report Diana Marculescu Change Leader, Center

IDEAL-N CMU Progress report Diana Marculescu Change Leader, Center for Faculty Success Director & Professor of Electrical and Computer Engineering ([email protected]) with Kathryn Roeder, Vice-Provost for Faculty Affairs & Professor of Statistics (co-Director) and Karen Clay, Professor of Economics and Public Policy (Social Scientist)

Current CMU activities: three-prong approach Build on top of our last year activities on mitigating unconscious bias in decision making (search committees/promotion & tenure/etc.) 1. Family-friendly policies 2. Women faculty input gathering forums 3. New Presidential Postdoctoral Fellowship Program (PPFP) Next steps: Accelerate data collection for identifying barriers specific to CMU women faculty STEM women faculty retreat Gamification for increased awareness and mitigation for unconscious bias 2 2

How can we support faculty in achieving family-work balance? The CMU CareLink Project Led by Lorrie Cranor, Professor of Computer Science and Engineering and Public Policy [email protected] 3 3

Tutoring. Odd jobs. Proofreading. Music lessons. Technology help. Child care. Pet care. Lawn care. And more. 4 4

Development of CareLink at CMU Faculty diversity committee discussed need to help connect members of the CMU community interested in finding and providing child care and other services Harvard already has a portal that they hired a firm to develop, willing to let us use their software We hired the firm to adapt the Harvard software for our use and maintain our system, hosted by a third-party cloud hosting company We distributed flyers, campus-wide emails, posters, bookmarks, etc. beginning in August 5 5

For the CMU community CareLink is open to all Pittsburgh-based CMU students, faculty, staff, and people with sponsored CMU computer accounts Users can also create affiliated accounts for family and friends to allow them to post resumes, but not view other peoples’ profiles Just starting to expand to local alumni 6 6

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Early adoption In first 6 months over 2,000 people signed up for CareLink On any given day there are now about 60 active job postings and 170 job seeker profiles in the system Typically 30-45 unique users per week, lower during university breaks Few problems since launch: some usability and account creation issues have been addressed Wide range of jobs posted including child care, driving children, dog walking, dog sitting, chicken care, gardening, bike lessons, sewing, music lessons, tutoring elementary and high school students, house cleaning, home repairs, transporting recyclables About equal use by men and women 10 10

How can we formulate policies supporting women faculty advancement? Women faculty forums Led by Kathryn Roeder, Vice-Provost for Faculty [email protected] 11 11

Empowering culture through conversation Our faculty climate survey found that women were significantly less satisfied with the campus culture than other groups The Vice-Provost for Faculty hosted women’s lunches within each college to allow faculty to share issues and ideas Input will be assimilated and interpreted across colleges Results to be shared with campus leaders to enhance awareness of problems and distribute ideas for solutions Ultimately hope to formulate policies that support women at CMU 12 12

Creating and supporting a robust and diverse faculty pipeline Presidential Postdoctoral Fellowship Program Led by Kathryn Roeder, Vice-Provost for Faculty [email protected] 13 13

Presidential Postdoctoral Fellows Program (PPFP) To enhance the diversity of our faculty, we joined the PPFP consortium hosted by University of California UC data show success in increasing faculty diversity Fellows serve as postdocs for 2 years, but obtain enhanced mentoring and opportunity for independent research Recruitment is restricted to departments that are looking to expand, or recruit in upcoming year(s) At the end of their training, PPFP fellows may be considered for faculty positions at CMU 14 14

Next steps 15 15

Directions for next year Data collection for identifying barriers specific (or not) to CMU women faculty, including intersectionality information where available Likely confirming existing research: faculty course evaluations, scholarly recognition, committee work, etc. Potentially CMU-specific: STEM faculty spread across five different colleges and more two dozen departments in an institution with deeply decentralized decision making – may allow for intersectionality analysis that includes discipline or field within STEM Women in STEM faculty retreat – enable reflection and identify actionable objectives Scheduled in October 2018 (last one in June 2014) Gamification for mitigating unconscious bias Hypothesis: easily accessible game(s) will have wider adoption than existing sessions on unconscious bias 16 16

Thank you! Questions? 17 17