External Evaluation

These findings come from the survey distributed in Fall 2008 by the ADVANCE Program (i).  ADVANCE’s external evaluator, Group Dimensions International (ii), developed the instrument and analyzed the results.  The survey was administered to tenured and tenure-track faculty in the biological, life, and physical sciences and explored perceptions of women and men at the beginning of the Program’s escalating presence on campus (a “pre-test”) (iii).

Key findings include:

• Strong differences exist between women’s perceptions and men’s perceptions of key issues, especially those regarding equitable opportunities for advancement and fair treatment in the tenure and promotion process.

• In general, women see their advancement as more gender-based than men do.

External evaluator’s conclusion:
Based upon this feedback, Brown ADVANCE should continue its core programming to improve gender sensitivity, fairness, equity, and transparency in all tenure and promotion processes, and strengthening of mentoring programs.  Building women’s networks across disciplines, programs, and various parts of the University will continue to be important.

Perceptions of Institutional Climate

Female faculty members’ responses significantly differed from male faculty members’ responses on the questions regarding a positive working environment for women faculty.

Q32a:  The work environment at Brown is positive for women faculty.

Similarly, female faculty members were much less likely to characterize the departmental work environment as positive as were men.

Q33a:  The work environment in your department is positive for women faculty.

BioMed respondents were significantly less likely than FAS respondents to agree that general and departmental work environments are “positive for women.”

Q32a:  The work environment at Brown is positive for women faculty.

Q33a:  The work environment in your department is positive for women faculty.

Perceptions of Promotion and Advancement Opportunities

Women faculty members were significantly less likely than male faculty members to agree with the statement, “Promotion decisions operate without regard to gender” at both the University and departmental level.

Q32b:  Promotion decisions operate without regard to gender at Brown.

Q33b:  Promotion decisions operate without regard to gender in your department.

Perceptions of Work-Family Balance

Women faculty were significantly more likely than male faculty to agree that, “Women faculty with children are seen as less committed to their careers than faculty women without children.” 

Q34b:  To what extent do you agree with the following statement?  Women faculty with children are seen as less committed to their careers than faculty women without children.

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(i) Funded by a 5-year National Science Foundation grant, the ADVANCE Program supports new initiatives for formal faculty development programs to ensure that all faculty—women and men—have access to the types of resources that cultivate opportunities for success at the highest levels in academia and academic leadership.  For questions or concerns about this report, please contact Susan Overton, ADVANCE Managing Director, at 863-2943.

(ii) The ADVANCE Program has a contract with Dr. Janet Billson, Director of Group Dimensions International and Adjunct Professor of Sociology at The George Washington University, to serve as External Evaluator for the duration of our project.  Dr. Billson conducted the research and authored this report. Kyra Mancini of GDI served as Senior Research Analyst for the report. 

(iii) The survey elicited a 29% response rate.  Survey respondents included:

• 49% women and 51% men
• 45% full professor, 27% associate professors, and 25% assistant professors
• 50% from the Division of Biology & Medicine and 50% the Faculty of Arts & Science