15:03:51 So hopefully, That is okay with everybody so let's go ahead next slide
15:04:02 Thanks, nickel alright, so i'm Christopher Brunley, I'm.
15:04:06 An associate professor in sociology, and the current pi on the Gears project with me presenting today is Copi Stina Ecker from communication, also an associate professor in that department.
15:04:19 Lars Johnson, who was a former copi on the grant, and formally an assistant professor in psychology at Wayne State, but now resides in Texas at the University of Texas, Arlington.
15:04:31 But he has remained on the project as an external consultant.
15:04:33 Nicole Gearing, who you all know as our project Coordinator.
15:04:36 And then salam abohasan and kiran gaffa are 2 graduate students who have been working on us with this data throughout the past year, and then I'd like to thank our own current and former team members as well
15:04:48 for their hard work over the past year. So this includes Tamar Hendrickson, who, I believe, is on the presentation with us today.
15:04:56 She is an associate professor over in chemistry. Aj: Yeah.
15:04:59 Prak, who is also with us today. and she is the chair of the engineering technology.
15:05:02 Boris Baltz and sara casin who i'm.
15:05:06 Sure you all know there in the office of the Provost and then I'd like to thank Kena Neil, who is one of our other graduate students currently working on the Garris project with us and then former Copi
15:05:15 Shirley Papua, who is an associate professor in environmental science and geology at Wayne State, and then finally, Tyler, Lopez and Fatima Alberta.
15:05:25 He, 2 of our graduate students who previously worked on the gears project as well.
15:05:30 So I am not presenting today. lars and stina are going to present our quantitative and our qualitative data.
15:05:35 So they'll be going back and forth between the 2 of them, and with that I'm going to turn it over to ours.
15:05:40 Thanks so much. everybody for coming today greeting folks it's always great to be amongst warriors.
15:05:49 And so as I Chris is shared I was previously warrior. but I feel like i'll always be a warrior at Hard. I'm so really glad to be here to be able to share this information.
15:05:57 With you all in a step in advance, is about 20 years old.
15:06:00 I believe it hit 20 years old last year. So this will be the first 20 first year of in a step advance, and the primary goal was to broaden the implementation of evidence basis and make change strategies that promote equity
15:06:11 for stem faculty and academic spaces. in particular, Nsa.
15:06:17 Focuses on women in stem fields and places special emphasis on underrepresented minority groups within those stem fields.
15:06:24 Our particular grant. we have an adaptation grant so the innocence has multiple tracks.
15:06:32 We have an adaptation. and the whole idea behind an adaptation is to take something that's existing not only state, but also in other places, to modify what's existing implement that evaluate what we're
15:06:42 doing, and continuously adapt our approaches as we go along.
15:06:46 In that there are some new pieces that come out of
15:06:51 The grant in particular geared and so we have a lot of different approaches that have been used over the last 2 years of the grant to facilitate and to hopefully usher long some change along at wayne state and
15:07:05 it's been a great great run so far very informative next slide, please.
15:07:17 And so, just as some background data, when we were putting it together, this Grant proposal, we started this in 2,019, received the grant in 2,012.
15:07:24 We were putting together the gramper polls, and we first had to take a look at Wayne State itself. get an idea of our organizational context.
15:07:32 I mean looking at the data in terms of racial Anthony minority.
15:07:35 It was very clear that our faculty was predominantly white and Asian and also that we had some per use disparities in terms of black, rap and American faculty, and Latinx and hispanic faculty and then
15:07:47 You can also see disparities in terms of the number of women that were represented.
15:07:54 As well keep going, and then looking at gender, and the is our gender layout for our faculty.
15:08:00 So again, this is our snapshot in 2,019
15:08:04 Looking at the data, we saw that in terms of assistant professors and associate professors overall numbers were very similar.
15:08:11 We actually had more women assistant professors at the data in the data that we used.
15:08:18 Who were women associate professors. But you see that pretty large contrast a big difference between women, full professors and men full professors, and that was one of the things that we were particularly interested in understanding in this Grant especially since
15:08:33 we had a known issue of women being stalled at the associated rank. next slide.
15:08:39 Please.
15:09:04 And so in building out more understanding of the Wsu context, we brought in a lot of different data.
15:09:04 So we had the 2,018 climate study that was sponsored by our climate work study group.
15:09:05 We also had the faculty support survey survey that came out of legal fall of 2,017
15:09:12 And then there was some qualitative pieces that we were able to pull together.
15:09:13 We also pulled together more of the institutional research data.
15:09:17 There was an old code survey that we pulled information from all information forward through some of the other studies, and we use all this information to get a good idea of what we now call the 3 barriers for women is dim at Wayne
15:09:29 State University. And so this included work, family like strings, a toxic work, environment and workload.
15:09:36 And we got some slight hip hiccups with the slides changes.
15:09:38 So y'all bear with us but you can go to the next slide, Please call that'd be great
15:09:52 Sorry about this large. Let me always no problem
15:10:10 Yeah, i'll bear with this for just a moment
15:10:45 Alright. So at Wayne State University we have 23 National Science Foundation stem defined disciplines between natural physical and social sciences, technology engineering and math and the primary focus of the grant is those stem groups and that's
15:10:59 something that's important to say but that doesn't mean that we don't want to be inclusive in our approach. And so along the way, we've collected data from stem and nonstop groups as well, but we
15:11:09 primarily have to focus on stem groups, especially in the reporting function to the National Science Foundation, because that's what they fund here. the initiatives are intended to target such issues as hiring retaining folks and also thinking about advancement so
15:11:25 It's not enough just to get people through the door We also want to make sure that they stay here and have those opportunities.
15:11:29 Advancement, including that golden opportunity like tenure, and then a promotion from a social professor.
15:11:35 The full professor. women underrepresented my minority faculty and national, physical, social, social sciences, technology, engineering, math, disciplines are again the primary focus.
15:11:44 But there are some places where we integrate data from other groups, and we do so through 3 components Wayne drives, which is our data collection function shifts in our function where we take an existing initiatives and we adapt
15:11:59 those conditions as needed to move forward, and then, when accelerates, is where we create new initiatives and opportunities for us to continue that advancement.
15:12:09 Next slide.
15:12:14 So when he drives, as I mentioned, is our data collection function, and we'll be focusing today primarily on what we're doing with Wayne drives.
15:12:22 This is our year 2 of data collection, and we have 2 components to that data collection.
15:12:26 So we had a year to survey, so if you remembered in the spring of 2,000, and 21 or the winter of 2021.
15:12:32 It was really spring. wasn't it it was march April in the spring of 2021 we launched our year one survey, and then we launched again this past April our year 2 survey and so today
15:12:44 we'll talk about those year. 2 Survey results and it will also talk about the first year of focus groups. And so the purpose of the year 2 survey was to continue to gather that climate perception data on employee
15:12:57 experiences here at Wayne State University, we're combining what we previously learned from the original year.
15:13:03 One survey, as well as information that we collected along the way through informal informal interactions.
15:13:11 During our presentation some of the questions that were raised, but we also received emails from folks asking deeper questions and for more understanding about what was going on in way State.
15:13:21 And so our year one survey covered a lot of the topics.
15:13:24 That we kind of figured out from just our own research. And then our year 2 survey was backed by the year.
15:13:30 One data as well as me to the questions that were posed.
15:13:33 Our participation was all full time faculty we're invited to participate in respect to stem Status.
15:13:38 We had 28.5% full time. property participated in this. 50.
15:13:42 5% of those were women, 65, 68% identifies wide.
15:13:47 And then 31, 8.8% were from stem discipline.
15:13:51 Next slide, please. i'll turn over stina Yes, so this year.
15:14:00 We also, did the qualitative research part of gears, and we conducted focus groups this spring between February and May.
15:14:07 The twentieth 22. So this year and we conducted 8 focus groups.
15:14:12 We stratified them by ring, and we had 3 focus groups, with assistant professors only for you, with associate professors only.
15:14:21 As to with full professors only, and these were all tenure track and tenured women faculty.
15:14:27 So since we since we focus on on women for retention, we focus our resources on that
15:14:34 And as Krista mentioned before, we, we are a big team.
15:14:38 So for the focus group team. I had with me Salam apple Hassan from sociology New Calgary, who's also our coordinator for gears.
15:14:48 Kina Neil from communication, Fatima, I pray you, from communication at then also Christa, also our our Copi, and next slide.
15:14:57 Please. among the 8 focus groups we had 29 participants and kind of tracking along the groups you saw we have at Wayne.
15:15:07 We had a couple more for each D assistant professor and associate Professor Group, and since there are also fewer women full professors, we had a couple participants less than this group.
15:15:20 But overall we were very happy with the distribution of the number of groups as well as participants in the proof.
15:15:25 Okay, I think, yeah, for the for the focus group results.
15:15:30 We again followed along the barriers that Lars reminded us.
15:15:35 All of that are the focus of gears. So work family life strains hidden and unequal workload and toxic working environment.
15:15:42 But in addition, in our analysis, a couple of themes popped up across all of these barriers.
15:15:48 When strong one was chair variability as an issue as well as moving from rank to rank, and i'll go into details.
15:15:56 A little later in the presentation, and I think now it's back to Lars Alright.
15:16:02 So we're gonna jump into the baseline survey results.
15:16:06 And we broke these survey results into what we call high endorsement percentages.
15:16:11 And so the surveys are measured on a scale of one to 5.
15:16:15 For example, some measures use a liquor type scale of strongly disagreed being a one all way to a 5, or strongly agree.
15:16:20 And so for any given measure, if the average response met 4 accounted towards that high endorsement percentage and so keep in mind that these are only the folks that that responded with the average of 4 higher across any given
15:16:35 measure. I mean that we're breaking down the results by our different barriers, but we also have a result group called the Core Survey results group, which were basically things that we didn't think fit nicely into any particular
15:16:48 barrier. These were just things that are meaningful to everyone across the board.
15:16:52 Next slide, please. So first we'll address work family live strain, and i'm just gonna take you through the the figure here, so you can kind of get some context of how this all played out.
15:17:07 And so to remind you, the The Blue bar here is for women, and the oranges part is for men.
15:17:11 And so, starting at the left side, we have work in appearing with family, and that's effectively work related disruption to your home life.
15:17:20 And so that could be something as simple as getting phone calls about about your work, and you have to stop whatever you're doing at home to attend to work. or It could be delayed and getting home because of something that's going on in
15:17:31 the workplace. They could also be something as subtle as forgetting to pay a bill not attending to your health, because work is getting in the way of those things.
15:17:41 Here we see somewhat of a disparity between women and men in terms of high endorsement.
15:17:46 So only 17% of men endorsed this at the highest level, whereas 24% of women endorsed this at the highest level.
15:17:54 But then, on the side of work family blurring to the far right side.
15:17:59 And this is where it comes extremely difficult to really see a clear line between my work, life and my family line.
15:18:04 Everything is just kind of melting together. we actually saw a lower high endorsement rate for women.
15:18:12 That we did men. but overall the high endorsement rate is still pretty high for both groups.
15:18:16 What this is telling us is that that both men and women are seeing quite a bit of blurring in a less of a distinction between their work lives in their family lives.
15:18:24 Now we're gonna turn our attention to the the middle group of measures, and on the left side, in the middle we have family supportive supervisor behaviors, and this was based based on the behaviors of your chair
15:18:34 to the to the extent that your chair supports you as far as your family needs go.
15:18:42 We only saw 43% high endorsement for women compared to 66% high endorsement for men. So we're gonna focus on really that 23% discrepancy there, between men and women which tells us
15:18:52 that overall. men feel supported in terms of their family logs and their family needs from their supervisors in comparison to women. and then, in terms of family support of organizational perceptions, again we see a similar
15:19:09 similar train as we did with work family learning In this particular group stem men were reported higher levels than women.
15:19:15 But again, both were not at the highest levels of high endorsement here, so we would have hope so I've seen more.
15:19:23 But to put some context here, having 41%. and 46% high endorsement is still pretty good. and so there's not a lot of disparity here.
15:19:31 So there's a lot of still a lot of great stuff going on in terms of this particular graph.
15:19:37 So we'll go to the next slide and then we'll focus on some of the things that we're more pronounced here. we're gonna do a breakdown by rank and gender, and so we
15:19:46 wanted to focus in on family support of supervising behaviors just because of that 23% high endorsement disparity that we saw.
15:19:55 And so, looking at men and women, we see here that with the system professors, we see more of commensurate levels.
15:20:03 66 point, 7% for men, 64.7% high endorsement for women.
15:20:08 What we're seeing where the the more stark disparity is with our associate professors.
15:20:13 And just to recall data from last year we don't have last year's data built into this slide.
15:20:17 But the associate professor group this is where we saw the highest level disparities in particular.
15:20:25 On our our factors that are more positive positively Valence, like something like family supportive supervisor behaviors.
15:20:31 Our women associate professors tended to have the lower scores, whereas our men, a social as we tend to have scores, 2, sometimes 3 times.
15:20:38 It's higher than women associate professors and we're seeing this again.
15:20:41 We're seeing the same. a similar pattern with our full professors, where women and men the professors were often very similar.
15:20:49 And so this is kind of painting a very clear picture that, in terms of disparities and support for me supervisors. A lot of our issue is with our women associate professors in terms of comparison to man and we'll go to the next
15:21:02 slide. And so we also have data on nonstop and So this is data that we didn't present last year by popular request, and just to be as inclusive as possible.
15:21:14 We brought in data for our non-stem groups as well.
15:21:15 We saw some similar patterns, but we also saw some different patterns. and so in some places and more places than we would have expected the disparities were in favor of women.
15:21:30 But in some places actually would have expected the disparities were in favor of men.
15:21:37 And so it's important information to kind of take with the grain of salt in comparison to into the stem data.
15:21:43 Because again, very different context, very different. experiences and so we don't want to say that all you the nesting folks are having a better experience in stem folks because they're working at 2 different environments.
15:21:54 And we just don't want to draw those kind of comparisons. Their each experiences are unique in their own. And so it's really important to kind of preface.
15:22:00 It that way. And so in terms of working if you're in with family. yeah, we do see disparities here where nonst and women were reporting higher levels of work interfering with family also reporting higher levels of work family
15:22:13 blurry. we saw the opposite with still women where men were reporting higher levels here and then going to family supporter supervising behaviors.
15:22:23 We're seeing less support and highlight was being recorded among constant women.
15:22:27 But more organizational support being reported among non-stem.
15:22:32 Women next line.
15:22:37 And in breaking this down, if you recall from the stem slide, we saw the huge disparity between associate professors in terms of men and women.
15:22:47 Here. we don't see the same pattern of results again.
15:22:50 The results for non stem folks Their results are different and so we want to contextualize those results with respect to them being non-stem and getting a better understanding of what they're working.
15:22:58 Context is, or assistant professors, men and women. we saw the disparity and support in terms of supervisors. on behalf of the men.
15:23:05 Things were pretty equal for associate professor men and women.
15:23:10 And then we see some disparities here between men and women, for professors.
15:23:14 Next slide back to Lastinga. Yes, so the focus group results.
15:23:19 Speak to what Lars also just has laid out and give us a more in-depth. Look at the perception of women faculty who are under tenure track, or who are tenured about issues around work family live strains and
15:23:35 overall a very big theme across the focus group was that the faculty noted that there's a lack of or just very limited institutional support.
15:23:45 And resources to encourage work, family life, balance for everyone.
15:23:52 And so we saw this playing out in an expected way talking about care, responsibilities, and family in that way.
15:24:04 But we also saw a theme popping up across several participants that speak to folks who live single.
15:24:08 And here's a he's an a quote that kind of exemplifies how these women faculty kind of you sort of left out of the entire, conversation and this is an assistant professor and she said i'm having a
15:24:21 hard time how to articulate this or my response or my position or the context.
15:24:27 I'm partnered by single and childless and however, I have a life, I think I do.
15:24:32 I would say that from my perspective, there's been no practices or resources or mechanisms in place to support my work, life balance.
15:24:41 And so, while there has been a lot of necessary conversation around care work, especially around childcare, there are folks who are feeling left out.
15:24:52 And these were people who are either childless. but we also had cases where people did not have a partner.
15:24:57 They moved completely new to Wayne, to Detroit, and they felt there was barely any institutional support for them to help them settle in as completely new people, and recognizing also that they have a work family life strains next slide
15:25:11 please. The second theme spoke to a theme that gets more attention.
15:25:18 The the issue of childcare and paid leave. And here, across the focus groups, women faculty expressed a high level of confusion, frustration, and anger about universities leave policies and processes.
15:25:34 And how this is implemented and they noted that they felt the impact of caregiving falling more and women has not really been taken account at Wayne State.
15:25:45 So it's still not really recognized what actually the survey also bears out what what large, just showed that this falls way more on women faculty than their men colleagues.
15:25:54 And here are a couple quotes that spoke to that one from an assistant professor, and she said, I will tell you a turn off that almost didn't bring me here was that we did not have paid maternity leave in the first
15:26:07 2 years. so we potentially at wayne may lose women coming to Wayne to begin with, because they see maybe in the first couple years there wouldn't be any support if they would happen to have a child overcome pregnant or adopt
15:26:20 a child, and so that was a big turn off in addition to the overall confusion.
15:26:25 How that, then, is handled even after that initial period.
15:26:31 The second quote speaks to the the big gender, gap around that issue. And this is a full professor, and she said, I don't think that as an institution whenne State understands that caregiving still primarily falls on the
15:26:43 mother. So again they feel very unrecognized and unacknowledged, and there were a lot of emotions around that, and how Wayne is handling or not handling this this Well, next slide when back to
15:26:58 Lars right, so let's talk about our other barrier a second barrier hitting work.
15:27:04 Moreover, pardon And so in this barrier we focused on quite a bit of what, Steve.
15:27:11 It was just talking about how a lot of the responsibilities do fault women?
15:27:15 But with this time we focused on within the the the work domain.
15:27:19 And so this is an important piece. and we've had a lot of activity surrounding this very issue.
15:27:25 Where we wanted to understand. what things fall to women often that people don't take into consideration and and what is the kind of net effect of that?
15:27:35 And so previously I talked about work interfering with family.
15:27:40 I also talked about work, family blurring and then lowering pieces where you don't see it, because of the line between your work live and your family live well.
15:27:49 Segmentation preferences. This first measure on the left side is the extent to which you like to keep your family live.
15:27:56 Separate from your work like people that are high. their segmenters are the folks who like to keep that separation.
15:28:03 People who integrate don't really care about that blurring piece, and, as you can see here, more women were higher on segmenting than work men and segmentation preferences are what we call an individual
15:28:15 differences or individual difference. Many that these are pretty sable preferences.
15:28:20 We don't expect these things to change over time you can look at it as something as a kid to personality.
15:28:24 Excuse Meitation supplies is the extent to which the organization supports you, keeping your work life separate from your family life.
15:28:35 And here you see high endorsement of 3% for women, whereas you see high endorsement of 14% per minute.
15:28:41 Now one thing to note is the high endorsement isn't large for either group here.
15:28:45 But it's 4 times as large for mid as compared to women.
15:28:50 If you track back to the previous slides they're focused on work, family interference, and then also work handling what we're likely seeing here, what my sneaky suspicion is the data you know we're not in place for the
15:29:02 data to we haven't looked at it in this angle yet, but my steak and suspicion is because of home related responsibilities which could be childcare which could be elder care which could be some
15:29:14 other responsibilities that women have outside of the work domain.
15:29:21 That the segmentation piece is even more important meaning that there's less opportunity to have crossover between the work and family life, and not having the support in place via supply and segmentation supplies makes
15:29:35 us. better understand why we're seeing what we're seeing with some of the work in appearing with family data.
15:29:40 We also, have some other pieces here that have interest.
15:29:44 One thing that particularly stood out was time pressure and so that's right.
15:29:49 They're in the middle of the graph. and so we have time pressure, which is really how much time do you think you have to get the things done that you have to do, and do, I have the necessary time resources to meet all these
15:30:00 deliverables and expectations. Get these papers published and things graded working on these grants.
15:30:06 Time pressure for women was extremely high. And so again, this is 77% high endorsement meeting.
15:30:14 77% of the women in the sample rated time pressure at a 4 higher.
15:30:17 So this is the extremely high value high for men as Well, but we're seeing a bit of a contrast pretty large contrast to where we were rating this 38% higher.
15:30:29 And then we also solved that constraints or the lack of resources necessary.
15:30:32 Maybe you don't have the software maybe you don't have the necessary training.
15:30:36 Maybe you don't have some other types of support we also saw that this was pretty high for women as well
15:30:43 The comparison between men isn't extremely large and so it's 60% versus 13%.
15:30:48 But any time for something like constraints when you're seeing 60% high endorsement for that particular measure.
15:30:53 That is a relatively high report. 13% is high as well.
15:30:58 This is something that we would hope to not see high endorsement for we're seeing a large amount of high endorsement here.
15:31:03 And we're also seeing quite a bit of gender discrimination, receptions of gender discrimination among women.
15:31:11 So you know the general discrimination variable we typically expect to see it higher for women than we would for men just given the way that some of these things are structured socially.
15:31:23 But we don't hope to see a difference that's 5 times as high. the end of high enforcement. That's never something that we want to see.
15:31:30 This is something that we would hope wouldn't even make it into the high endorsement category, meaning that the main is below below 4.
15:31:35 And so this is something that we do need to pay attention to it's something that was reflected in last year's data as well, that there are women in the organization that are experiencing high levels of a perception of gender
15:31:48 discrimination. and then the last category is job security.
15:31:53 And this idea of job security is that there'll be opportunity for me down the road within the organization there's a good chance to obviously keep this job.
15:32:00 I'm not concerned about losing my job not getting tenure not getting promotion.
15:32:05 Those types of things i'll be able to advance in some way along the road.
15:32:09 We see that this is pretty close to being equal between men and women.
15:32:14 But it does favor of men in terms of 5% higher high endorsement.
15:32:18 But again, this is a relatively good place to be you know, and this is a pretty close grouping in terms of the differences between men and women.
15:32:27 Next slide, please, So we wanted to unpack this time pressure piece a bit more.
15:32:35 And so what we're saying here is a little different from our previous set of graphs.
15:32:40 We don't see the giant description between men and women.
15:32:45 But we do see is an interesting pattern that overall women are endorsing time pressure at higher levels than men, and we see the highest level for our associate professors that are women.
15:32:56 So time pressure. Obviously you all know, you all of professors, grad students.
15:33:00 What have you time? Pressure is definitely part of our academic lives, especially for those of us on the tenure track or 10 years trying to get to different levels?
15:33:09 But we were seeing the most pronounced experiences with our women stem faculty, and we're gonna go over to our next slide and look at what we're seeing with our non-stop happening and So here not some
15:33:21 faculty. we see even more women wanting to engage in high degrees of segmentation, keeping working family lives separate
15:33:30 And we also see here more reporting higher degree of support for segmenting
15:33:38 Their family lives and their work lives, and so this is a little different from what we saw with our stem group.
15:33:43 We're also seeing women with higher levels of perceived Job it job security.
15:33:50 And so more women compared to men perceived opportunity and longevity within their careers.
15:33:55 Here at Wayne State, and our constraint factor, which is still high, was relatively the same.
15:34:01 In terms of high endorsement per minute, and women
15:34:05 However, we did see some pronounced differences in terms of time pressure, and so time pressure is the Olympic quite unfavorable for women.
15:34:16 Still high for both groups, but we still see that it's more favorable for men. perceived gender discrimination was in a better place, meaning that it was lower in terms of high endorsement percentage in relatively equal across the groups but hopefully we get to a
15:34:30 place where that doesn't even register in terms of endorsement next line
15:34:39 And so this is the place where we saw relatively similar pattern of results as our stem group.
15:34:44 And so again we see, women associate professors with the highest levels of time pressure.
15:34:50 But overall it was women professors that were women of assistant associate and full professors that were experiencing the highest levels of time pressure compared to their to their men coworkers and colleagues next
15:35:05 slide. yes, so The hidden and unequal workload barrier took up the biggest portion within each focus group, because that was really a topic where all of our participants had really a lot to say and had a
15:35:23 lot of examples, and I think the especially the time pressure bars.
15:35:28 Seeing these up in the summary results in every single slide at large just presented, really speak to this
15:35:36 And so the the participants we had in the focus group and emphasized again and again how it is struggled to manage time to meet department and university standards, and also pointing out the uneven distribution of teaching and services
15:35:51 assignments for the teaching part, especially mentoring and advising.
15:35:56 So types of tasks that are not maybe necessarily measured well in terms of how much time they take up, or maybe also in terms of quality, of how advising is taking place.
15:36:09 But that came up again and again and what of the the examples that came up.
15:36:16 It's exemplified here in this quote from an assistant professor, about how this mentoring and advising especially for you know your subject matter for your expertise.
15:36:25 It never ends in an accumulates more and more and more over time, especially if you're someone who's approachable, and who's seen as someone can give advice and so this assistant professor said students who did crat trade I
15:36:39 wouldn't consider myself their formal mentor anymore but they still need letters of recommendation.
15:36:44 They're still asking me questions because i'm a research methodologist.
15:36:48 They're asking me questions because they're not getting properly mentored in their dissertations.
15:36:52 But who are my master students There's still these ongoing mini sort of commitments that I have that take a lot of time.
15:36:59 And so that was a big theme that these informal requests that students that bring especially to women faculty take up a lot of time to write like letters of recommendation, or maybe look over papers to submit to a conference or
15:37:13 in some other ways kind of giving that expert advice. The second part of that is here, you know, quote very succinctly summarized,
15:37:26 This was an associate professor, and she said I find myself functioning as caps.
15:37:29 I'm, not caps and that's that quote spoke to a lot of conversations we had where women pointed out how students come to them for a emotional support, and and for minoritized groups within the the women
15:37:41 cohort This was even more so true because they are seen as some sort of relatable role model someone.
15:37:48 They can approach someone. they can come to and so the participants talk a lot about that type of emotional labor that they are expected to do for for students.
15:37:59 So it's on one hand the expertise on the other hand. it's that emotional labor and the women are saying this is where we have a lot of unrecognized work and a lot of uneven distribution that lens on our
15:38:13 shoulders. next slide, please. The second theme was in the hidden and unequal workload.
15:38:22 Barrier. That part of our conversation was then also a lack of formal methods or a lack of transparency to even know how much workload everyone is doing compared to their colleagues and so all
15:38:37 of the participants pointed out. we had them across many different departments.
15:38:42 That this varied by department. And so the participants started talking about.
15:38:46 This is how we do. It might apartment. Then another one would say, Well, but my department were doing that differently.
15:38:51 And so they talked about a trade variety of these different processes happening, and there is no, no, no formal method, no transparency kind of minimum across all the departments.
15:39:04 In addition, they They also noted that there's a lot of resistance against maybe having formal methods or more transparency around.
15:39:11 Who does what or that these kind of initiatives or attempts?
15:39:16 Fall apart And so overall. What What came through in all of these focus groups is that there is a very strong reliance at Wayne State University on informal methods to distribute work tasks sort of individual conversations
15:39:32 bathroom deals, and sort of they have to kind of rely on talking done with other people to kind of find out what is going on.
15:39:41 They also pointed out that serving on certain committees can be helpful to find out what's going on, or that this happens in these hallway encounters.
15:39:50 If you are on campus and happen to meet the right person at the right time.
15:39:54 But there is, there is a lack of transparency. of who does what and how the workload is distributed, and that created a lot of frustration that our participants expressed.
15:40:05 So here's one quote that spoke to that from an assistant Professor, and she said: But if I were to want to know how I am doing compared to someone in the department, I think that would require me to do my own hunting around looking
15:40:17 at Cvs looking up other people's teaching ratings So nobody has the back of individual faculty to say, Hey, you're actually doing too much, or maybe notching people to pick up where maybe there is an even distribution a
15:40:34 second code also spoke to that this. was this was another assistant professor, and she said on some more of the senior faculty, There's more of an attitude of Oh, i've put in the work. I've earned the ability now to be
15:40:46 pickier about what I chose to do or to say.
15:40:49 No, I won't cover that intro a lower level course, because I did that years ago, and so that also the trajectory of how the work is distributed across ring is uneven. and maybe also speaks perhaps to then the women
15:41:03 who are for the app and still having these high levels of time, pressure maybe being burned out. And so there was a lot of frustration frustration expressed around the issue that there is a lack of formal methods a lack of transparency
15:41:16 of how the workload is distributed, and if there is a fair distribution next slide, please, a third theme, where that also came through the issue of hidden and unequal work was in service assignments.
15:41:34 And so The participants spoke about how this was particularly important when thinking about which type of service tasks are seen as serving their own promotion goals, and which ones are just sort of like low-level work.
15:41:50 low promotability work. that then they seem, they say, is unrecognized.
15:41:56 Really, and it's not really necessary in order to get promoted in some way, but does lend on the shoulders off of women.
15:42:05 On the other hand, they said, certain types of service can be valuable, and it kind of teth us to the second theme.
15:42:12 I just talked about with the lack of transparency, where it was pointed out repeatedly that serving on the salary and Merit Committee as well as the promotion and tenure committee, is pretty much the only
15:42:23 window into kind of seeing some sort of mechanism. of How the workload is distributed, distributed across the faculty in the department, and to be able to assess if one is doing too much.
15:42:37 So here's one full professor who spoke to that I would also just say for me as well.
15:42:42 It wasn't just doing the departmental salary committee But you really need to serve on the college salary committee as well, because oftentimes we sit here and i'm sure most apartments are liked us we're very critical because
15:42:54 we're critical by nature, as you know peer reviewers, and such we tend to get critical of our performance, and sometimes we set our bar of performance so high that it exceeds drastically the performance of other departments in our college
15:43:08 so pointing out that these certain service committees, they have a high value for kind of serving, almost like as a quasi mechanism to find out the workload distribution.
15:43:20 But, on the other hand, the participants spoke a lot about how a lot of service lands on them that has low promotability value, and next slide and back to Lars
15:43:35 Alright. so we're going. to go into our third barrier, which is toxic work environment. again. we're gonna bounce around a little bit.
15:43:39 So i'm gonna take your left right and then we'll come back to the middle here, and so on the left side.
15:43:45 We have a research environment which is the extent to which I see the use going to my environment?
15:43:51 So that could be. Other people, being mistreated, yelled at, called out of their name different types of behaviors.
15:43:56 20% high endorsement. for women, 13% per minute.
15:44:01 And these again, because of the nature of this particular measure, these are numbers much higher.
15:44:07 That we would hope to see. but you know, depending on the context, these numbers may not be unusual.
15:44:13 It really just depends on locally what goes on in the history of a particular group. Working stability on the right side is the direct experience.
15:44:22 And so this is being being treated called may a little being put down. 10% high endorsement for women 2% high endorsement for managed.
15:44:31 So the experience for women is 5 times out of men. And again, these are at the highest levels possible need before or higher
15:44:38 And this kind of gives us, you know, a little context as we go into the middle factors.
15:44:43 The extent to which a conclusion is perceived within the department collegiality of the department. And then, the perception of equality within the department are 3 factors in the middle. there, and as you can see these factors.
15:44:59 Are all lower, the women pretty high, permanent, especially when it comes to inclusion and inequality.
15:45:05 But some are there's less of a disparity between the the perception of call altering climate within the department.
15:45:12 But what this tells us overall is that women are likely having a very different experience compared to minute.
15:45:19 And if you remember our our activity, our program.
15:45:23 We watched picture of scientists was about a year, a year and a half ago.
15:45:25 We watched a picture of scientists, and there were some men on there that talked about not seeing the things that were happening right in front of them.
15:45:33 And this kind of as it did last year it gets us back to this place, where it's obviously 2 very very different experiences.
15:45:42 Not saying the men of these respected departments Don't see it, but we are seeing a very different report going on here next slide, please.
15:45:52 So we wanted to better understand equality within the department. Obviously those 3 groups in the middle including equality as well as culture and climate.
15:46:00 We could have broken down any one of those we we focused on equality within department just because it would have the the largest difference in our graph.
15:46:10 And what we saw was that overall women were experiencing, or at least reporting, the lowest levels in terms of high endorsement of equality within department. And so obviously the trend favorite limit to men here and
15:46:24 it was most pronounced for our women associate.
15:46:27 Professor Group and to men associate professors next slide, please.
15:46:33 So, turning to our non stem group, we see an interesting pattern here as well.
15:46:37 But on the abuse of environment side is pretty much equal and so
15:46:41 It's if there's kinda you know no bill between what men and women are seeing in terms of a piece of environment so witnessing others being mistreated.
15:46:50 And more of a similarity in terms of the experience of this treatment.
15:46:53 So for stem men and women we saw 5 times in terms of the difference between women and men.
15:47:00 Here we see 2 times on the terms of the experience as relates to work instability women to men, and then going to those middle groups, inclusion of Department Culture and Climate department and equality within department for the first 2 inclusion
15:47:14 and they culture that collegiality piece. These 2 are pretty equal.
15:47:20 But we still see some differences here, with the quality within the department between women and men.
15:47:26 Next slide, please, And so we wanted to break this down. We see a different trend somewhat.
15:47:34 And so for assistant professors that are non-stem, we see a much tire closer grouping in terms of endorsement for the quality with the department.
15:47:42 Again, we do see the largest where a large difference or associate professors, men versus women.
15:47:51 But we see an unusually large difference. for women.
15:47:54 So a full professors and and men pool professors.
15:47:59 Typically, we see this kind of pronounced difference between a associates. but we're seeing this with school professors.
15:48:04 And so this is one of the few places where we've seen a really large difference between men and women full professors next slide.
15:48:15 Yes, So in the focus group results. We also heard participants speak about a piece of environments as well as subtle and direct sexism and racism affecting the work.
15:48:28 And we heard about both the subtle sex system or racism, mostly involving sort of like, commonplace and dignities little derogatory slides toward underrepresented individuals, and over all participants express that collectively They all operate
15:48:45 to sustain institutional inequities, and they kind of then make it hard for women to take up promotional opportunities.
15:48:55 And so, while the few was a lot of colleagues are warm and friendly and collaborative, they are instances again and again of the subtle and direct slides against women, Here's.
15:49:09 A full professor, and she expressed that, and said: The vast majority of people are warm and supportive.
15:49:12 We do have a couple of bullies and it can make your life miserable like you tread going to meetings, or you feel like you'll be targeted or humiliated, and if you're popular. teacher, it's like people don't think
15:49:22 there's enough love to go around just kind of this desire to catch you down or undermine you.
15:49:27 If somebody says something nice about you. the first thing out of their mouth will be well, that's not really a big deal.
15:49:34 So when women achieve something, it is kind of talked down the second example speaks to that even more directly.
15:49:39 This wasn't associate, Professor and she said I got a crank.
15:49:43 It was a prestigious grand, and I happened to mention it to a colleague that I really really respected, and he has intellectually really helped me out of bouncing out ideas.
15:49:54 And the response was, Oh, I guess what it takes to get the grant these days is to be a woman.
15:49:58 I was so shocked because it was somebody I felt like.
15:50:02 I had a pretty good relationship with so it's subtle as well as direct signaling to the woman that your work is not not as good as ours. and you know, you being a woman is part of the problem next slide
15:50:16 please. The second part of that is that then participants across all focus groups expressed that these toxic behaviors kind of go unchecked.
15:50:26 They're institutionalized. So this happens in mentorship like the example I just cited within the department at the University leadership level, and is sort of like ingrained in the academic culture at Wayne State university the participants also
15:50:39 said. It helps to have some support proofs and peer groups, and it can help reduce anxiety or stress in situations.
15:50:45 When this happens, and to kind of process, that, but that these groups do not offer much recourse for achieving systemic change, so that these incidents do not happen anymore.
15:50:59 And here are a few, a few quotes where it can.
15:51:01 A lot of frustration was expressed that there is nothing done at the institutional level to really change that.
15:51:07 That culture. And here's a full professor and she said Wayne State has done a terrible job at supporting victims of sexual harassment and bullying a second professor at the associate rank, said I also know of cases of sexual harassment being
15:51:19 reported, and they're not actually dealt with and kind of informal mechanisms of like we just won't assign students to this person, but that doesn't actually prevent the behavior so participants expressed also how bad the
15:51:32 heater gets rewarded. actually, because work then is taken away.
15:51:35 Students advising is taken away from a person, and then other people have to shoulder that.
15:51:39 And the third quote again from a full professor saying If there are no consequences to anyone's job.
15:51:45 Why can't We bring in arbitrage to help departments deal with bullying issues across the board. All I heard was, We can't do that.
15:51:53 I don't believe that's completely true and that it would necessarily conflict with the contract, but I think there's a big lack of support generally for those kinds of issues, and I want to add one note to focus groups were conducted before
15:52:05 very recently an anti-bullying document is being launched at Wayne.
15:52:09 So that was when we entered. focus groups in may there was nothing of that sort around.
15:52:17 So it's not part of the conversation but all the participants noted that there is just a lack of institution support of victims who are suffering from the toxic work Environment endorsexual harassment
15:52:28 next slide. Alright, and so I mentioned earlier that we had this core group of measures. That kind of cuts across the grants has ran as a hold, and so we didn't place these things into a particular barrier. We have cynicism.
15:52:42 Emotional exhaustion and professional inequality If you're familiar with barnout or what the world health organization is noted is burnout syndrome.
15:52:51 These are the 3 primary components, emotional exhaustion being the one that people talk about the most.
15:52:55 This is when I feel as if I have nothing else to give i'm completely depleted resources show up to work, and you just go tired.
15:53:01 Cynicism is what it is it's the idea that nothing goes right here and There's nothing that I can do to make things go right here.
15:53:08 And then professional efficacy is a review of your efforts and things not panning out the way that you hope that they would have.
15:53:15 And so you feel a diminished sense of efficacy feeling as if you're just not as doing as well as you could be, or as you previously were, as you see here in terms of cynicism.
15:53:27 We have a 10% high endorsement for women just twice as much as men. professional efficacy.
15:53:33 We actually had in efficacy. Rather, we actually had lower higher endorsement for women compared to men.
15:53:42 But emotional exhaustion which is at the center of Burnout.
15:53:44 We see that, women were at 19% high endorsement, whereas men were at 12% high endorsement.
15:53:51 Again. Burnout is one of those things that tend to be relatively low base rate.
15:53:56 And so we don't like to see that extremely high levels.
15:54:00 You know typically the means for for burnout somewhere between 2.5, 3.5.
15:54:05 And so when we start to tip above 4, that is a concern irrespective of the differences that we see here.
15:54:13 Peer support, however, was relatively high. and it was particularly high for women.
15:54:17 And so this was something that was favorable for women, something that we wanted to see.
15:54:20 Next slide, please. And so we focus on emotional exhaustion.
15:54:26 Just because that was the piece it's at the core burnout syndrome also one of the most pronounced differences.
15:54:31 Here we see that We're associate professors that are women. We see a very large discrepancy, pretty similar for assistant professors between men and women.
15:54:41 We do see a discrepancy between men and women professors.
15:54:44 But this time in favor of women, Professor, such that main work reporting levels of i'm mostly resolved at twice that of women next slide.
15:54:56 Turning to our non stem data in terms of cynicism and professional and efficacy.
15:55:02 Cynicism pretty much equal men and women in terms of high endorsement.
15:55:06 Professional efficacy we didn't have we had 0% for men.
15:55:11 We saw 4% high endorsement for women so somewhat different for what we saw. in a motion exhaustion again here twice as much for women compared to men.
15:55:22 But then we also saw these high levels of peer support.
15:55:25 A similar train is what we saw with our stem group.
15:55:27 Next slide. And here, we see a very different story in terms of our breakdown of emotional exhaustion.
15:55:36 And so for social professors we're pretty much the same here very similar for our professors.
15:55:43 We compare comparing men to women, but for professors we see a very different story.
15:55:48 You know we're looking at almost 8 times the rate of high endorsement report for women full professors.
15:55:55 Not a stem compared to non. Still, men full professors next slide back to me.
15:55:59 Now. Yeah, and to wrap it up. we had 2 themes that were coming out across all the barriers, and a very strong theme was chair variability.
15:56:10 That's how we call it and this was participants from many different departments.
15:56:14 Talking about how our how there really no written minimum agreements on certain processes, for instance, for modified duties, and that a lot of decision power rests with chairs for individuals, situations, and how to handle that and and helping or not
15:56:33 helping individual faculty members that we had in the in the focus group.
15:56:38 So here's a full professor who talks about again This was a childcare issue.
15:56:42 She was having a baby, and was asking for reduced teaching load and she had to fight with the chair, and she paid someone out of her pocket to teach for her.
15:56:50 It shouldn't depend on whether i'm chair or someone else is chair. and similarly an associate professor also pointing this out, saying, The problem is that a previous chair had policies in place.
15:57:01 And then the next chair decides to do a little differently.
15:57:04 And then there are people that never really got compensated or recognized for something that happened under a previous administration.
15:57:10 So so as chairs rotate in and out, how chairs do different things in this department or that department that really came out as a very frustrating issue to the participants, because there were not enough written minimum agreements or minimum
15:57:25 thresholds of what faculty kind of can get in certain situations, and too much variability depending on what the chair decides.
15:57:35 Next slide, please. a second theme. That we we heard across the focus groups.
15:57:41 Is that moving from rank to rank still is kind of difficult for women sometimes, and that there's a not not enough a mentorship that women get in order to navigate these moves.
15:57:55 They also pointed out. As they get higher and higher. they are overalls, fewer opportunities for women to take on leadership hosts, but that those that are there.
15:58:04 These limited opportunities mostly go to men and so there's not enough mentorship for women.
15:58:09 Then to also kind of compete for these limited opportunities. the 2 quotes I have here.
15:58:15 They come from an associate professor and an assistant professor, and they both speak about
15:58:20 How? How even going up for tenure for the tenure track folks what it is.
15:58:27 Some mentorship around that, but they're still picking up things just as sort of like informal clues in order what to do or what not to do, and wish they would have known that earlier. and we know gears ran a
15:58:38 very successful session just a couple of weeks ago, on going from Associate professor to full professor, and so many people showed up, because again, there is not enough guidance around that.
15:58:50 And so we also heard that in our focus groups and that wraps up.
15:58:55 I think our presentation right, folks, so we do appreciate you all.
15:59:01 We encourage you to visit the gears website.
15:59:05 Keep eye on those emails coming from gears there's still more things to come.
15:59:10 There will be a year 3. survey we're in your 3 until there will be a final survey that comes out of the spring.
15:59:14 I mean Krista. Did you have anything you wanted to add?
15:59:20 No that not really thanks. Everybody for coming I don't know if there's any questions in the chat.
15:59:25 I know we are hitting with 1 min left of the time that we have promised you all.