NDSU FORWARD Survey of WorkLife Balance HIGHLIGHTS OF

NDSU FORWARD Survey of Work/Life Balance: HIGHLIGHTS OF SURVEY RESULTS OF TENURED AND TENURE TRACK FACULTY

About NDSU FORWARD stands for Focus on Resources for Women's Advancement, Recruitment/Retention, and Development Funded by a National Science Foundation (NSF) ADVANCE Institutional Transformation Award The NSF Advance program focuses on Science, Technology, Engineering, and Mathematics (STEM) disciplines NDSU has expanded the focus to the entire campus

About the Faculty Work/Life Survey Built on the efforts of other universities who are ahead of us in the process, and learned from them Women in Science & Engineering Leadership Institute (WISELI) at the University of Wisconsin-Madison Developed survey questions according to key themes relating to work/life balance among university faculty Analyzed the survey data overall as well as looking to see where differences lie among respondents Consulted WISELI’s analysis to see the types of variables they found to be important as a starting point for NDSU’s analysis

About the Faculty Work/Life Survey This survey collected baseline data on a variety of topics important to faculty: the hiring process at NDSU, the tenure process at NDSU, professional activities, satisfaction with NDSU, NDSU programs and resources, balancing personal and professional life, women faculty at NDSU, and demographics. The survey will be repeated on a periodic basis which will allow NDSU FORWARD staff to examine issues of importance to NDSU faculty and monitor changes over time.

Methodology Data were collected mid-December 2008 through early February 2009 There were 325 respondents; data analysis was limited to the 224 respondents who were tenured or tenure track NDSU faculty According to data from NDSU’s Office of Institutional Research and Analysis, there were 488 tenured or tenure track faculty at NDSU in fall 2008, representing a survey response rate of 45. 9 percent

Significance Testing Tests whether the distribution of responses by some variable differs from what normally should be expected Six key characteristics were explored for significance using Chi-square tests and t-tests (at the p<. 05 level) as appropriate: gender (male/female) racial/ethnic majority status (are not a racial/ethnic majority, are a racial/ethnic majority) type of college (STEM designated college, non-STEM designated college) tenure status (already tenured, not yet tenured) number of years at NDSU (5 years or less, more than 5 years) having children ages 6 or younger (do not have children ages 6 or younger, do have children ages 6 or younger)

Discussion of Results Highlights of survey results from the report Faculty Work/Life Balance: Results of the 2008 NDSU FORWARD Survey Talk about overall results Highlights of gender differences Offer insights from other characteristics tested for significant differences

Demographics of Survey Respondents 55% were male and 46% were female Of the 488 tenured or tenure track faculty at NDSU in fall 2008, 74% were male and 26% were female 83% were of a racial/ethnic majority (i. e. , self-identified only as “white, not of Hispanic origin”) and 17% were of a nonmajority status In fall 2008, 21% of faculty identified themselves as being non-white 91% of respondents identified themselves as being heterosexual; the remaining respondents said gay/lesbian, bisexual, or refrained from answering the question 82% indicated that they are U. S. citizens and 18% of respondents indicated they are not U. S. citizens 91% had attained a Ph. D.

Demographics of Survey Respondents Figure 1. Distribution of respondents and fall 2008 faculty by primary college 52% identified 16 College of Arts, Humanities, and Social Sciences 27 28 College of Agriculture, Food Systems, and Natural Resources* 26 11 College of Human Development and Education 15 21 College of Science and Mathematics* 15 16 College of Engineering and Architecture* 11 3 3 College of Pharmacy, Nursing, and Allied Sciences 5 College of Business 3 0 % of faculty in college in fall 2008 10 20 Percent % of survey respondents *Designates a STEM designated college for purposes of analyses in this report. STEM stands for “Science, Technology, Engineering, and Math” 30 themselves as being part of a STEM designated college (compared to 65% of faculty in fall 2008)

The Hiring Process at NDSU Figure 2. Extent to which various factors were chosen as one of the three most important factors that influenced the decision to ACCEPT a position at NDSU Colleagues in department/unit/lab Gender differences ACCEPT - salary & benefits 43 Teaching opportunities* 36 Geographic location* 34 Research opportunities* 29 Climate of department/unit/lab 21 Opportunities available for spouse/partner* 21 Salary and benefits* 18 Support for research 17 Quality of public schools* 13 Community resources and organizations 8 Prestige of department/unit/lab* 7 Quality of students 4 Prestige of university 2 Climate for faculty of color 1 Climate for women 1 Other 22 0 10 20 *Significant differences were found for this response 30 40 50 60 70 Percent of respondents 80 90 100 18% overall; 24% women; 12% men

The Hiring Process at NDSU Figure 3. Extent to which various factors were chosen as one of the three most important factors that influenced the decision to HESITATE about accepting a position at NDSU Geographic location Gender differences HESITATE opportunities for spouse/partner 51 Salary and benefits* 48 Prestige of university 27 Support for research* 19 Opportunities available for spouse/partner* 17 Prestige of department/unit/lab 16 Quality of students* 15 Research opportunities 13 Climate for women* 13 Climate of department/unit/lab* 8 Community resources and organizations* 8 Colleagues in department/unit/lab* 8 Climate for faculty of color* HESITATE - climate for women 5 Quality of public schools 3 Teaching opportunities 2 Other 7 0 10 20 *Significant differences were found for this response 17% overall; 22% women; 11% men 30 40 50 60 70 Percent of respondents 80 90 100 13% overall; 24% women; 5% men

The Tenure Process at NDSU Figure 4. Respondent’s tenure status by gender Figure 5. Whether respondent has ever reset the tenure clock at NDSU by gender 32 22 Tenured 72 Yes 8 55 14 69 Non-tenured 78 28 No 92 45 0 86 10 20 30 40 50 60 70 80 90 100 Percent of respondents Women Men Overall Note: Among all respondents who are tenured or are on a tenure track, regardless of where they went through the process Gender differences Non-tenured 0 45% overall; 69% women; 28% men 10 20 30 40 50 60 70 80 90 100 Percent of respondents Women Men Overall Note: Among respondents who did/will experience the tenure/promotional process to associate professor at NDSU Gender differences Have reset the tenure clock 14% overall; 22% women; 8% men

Professional Activities Figure 6. Average proportion of work time all respondents indicated they CURRENTLY spent on various activities and what they would PREFER to spend 39, 6 Teaching* 31, 9 25, 2 Research*# 40, 1 16, 5 12, 8 Administrative*# Figure 7. Average difference in the proportion of work time all respondents currently spent and how much they would prefer to spend on various activities 13, 4 9, 9 Service* Advising students*# 7, 7 7, 5 Extension 7, 0 8, 0 Mentoring 4, 2 5, 2 Outreach* 3, 1 4, 4 Clinical 0, 8 1, 2 Other 0, 9 0, 6 0 Research (N=178) CURRENTLY spent Would PREFER to spend 15, 5 Outreach (N=88)* 1, 3 Mentoring (N=95) 1, 0 Clinical (N=62) 0, 2 Advising students (N=157)* -0, 2 Extension (N=72) -0, 3 Service (N=167)* Administrative (N=116) 10 20 30 40 50 60 70 Average proportion of work time *Significant differences were found for amount CURRENTLY spend #Significant differences were found for amount PREFER to spend 80 90 Teaching 100 (N=176)* -4, 0 -5, 3 -7, 6 -20 -10 0 10 20 Average difference in the proportion of time respondent currently spends and would prefer to spend *Significant differences were found for this response

Professional Activities Figure 8. Whether respondent was currently collaborating, or had collaborated in the past, on research with colleagues: Currently collaborating Gender differences Primary dept. – collaborated in the past Collaborated in the past No 31% No 35% Yes 65% Yes 70% IN THEIR PRIMARY DEPARTMENT Currently collaborating Collaborated in the past No 29% No 13% Yes 71% OFF THE NDSU CAMPUS Yes 87% 70% overall; 61% women; 77% men

Professional Activities Figure 9. Proportion of respondent s who have CHAIRED the following committees by gender Gender differences Faculty search committee 28 60 Faculty search committee 47 12 Promotion committee 36 26 Promotion No gender significance Curriculum committee Women Men 35 Overall No gender significance Graduate admissions committee* 36 Another type of committee 57 46 10 20 30 26% overall; 12% women; 36% men Another type of 27 0 47% overall; 28% women; 60% men 40 50 60 70 Percent of respondents 80 90 46% overall; 36% women; 57% men 100 *Examples of other types of committees include: academic affairs, education, and accreditation committees; assessment and evaluation committees; scholarship and awards committees; university committees

Professional Activities Figure 10. Whether respondent CURRENTLY held an administrative role in their department or college at NDSU Figure 11. Whether respondent has held an administrative role IN THE PAST in their department or college at NDSU 19 8 Yes 36 Yes 49 28 30 81 No 92 64 No 52 73 0 10 20 30 40 50 60 70 80 90 100 Percent of respondents Women Men 0 Overall Gender differences Currently held administrative role 70 28% overall; 19% women; 36% men 10 20 30 40 50 60 70 80 90 100 Percent of respondents Women Men Overall Gender differences Held administrative role in the past 30% overall; 8% women; 49% men

Professional Activities Figure 12. Whether respondent said they have an interest in taking on any formal leadership positions at NDSU Figure 13. Whethere are barriers preventing respondent from taking on such a position 34 Yes 51 43 39 Yes 25 38 44 Not sure 26 1 0 1 Not sure 33 22 No 47 31 28 0 No 62 10 20 30 40 50 60 70 80 90 100 Percent of respondents Women 75 Men 0 Overall 10 20 30 40 50 60 Percent of respondents Women Men 70 80 Overall Note: Among respondents who said they have an interest in taking on any formal leadership positions at NDSU or are not sure Gender differences Have an interest in formal leadership positions? –> NOT SURE Gender differences YES, there are barriers* 38% overall; 51% women; 25% men 33% overall; 44% women; 26% men *Examples of barriers include amount of time, lack of competition for positions, personal barriers, and gender-related barriers; genderrelated barriers include old-boys’ network, male-dominated environment, and women perceived as less-qualified

Professional Activities Figure 14. Proportion of respondent s who STRONGLY AGREE with certain statements about interactions with colleagues and others in their primary department/unit by gender 61 Treated w/ respect by staff 83 73 36 Treated w/ respect by colleagues 64 51 23 Feel like "fit" in department 36 18 Feel that colleagues value research 27 16 Feel research is considered mainstream 21 0 10 20 Gender differences Women feel less respected and integrated than men 48 37 27 30 Women 40 Men 50 60 70 80 Percent of respondents Overall 90 100

Professional Activities Figure 15. Proportion of respondent s who STRONGLY DISAGREE with certain statements about interactions with colleagues and others in their primary department/unit by gender 31 Feel isolated in department 59 45 26 Feel excluded from informal network 47 36 17 Encounter unwritten rules 41 30 0 10 20 30 40 Women Men 50 60 70 80 Percent of respondents Overall 90 100 Gender differences Women are more likely to feel isolated, feel excluded from an informal network, and feel like they encounter unwritten rules than men

Professional Activities • Note: • • Number of years at NDSU and tenure status are clearly prominent factors in faculty's achievements and professional activities; however, it is still important to discuss the element of gender. Specifically, these three dynamics interrelate (i. e. , gender, tenure status, and length of time at NDSU) and contribute to an overall environment at NDSU in which there are too few women serving in key leadership positions and too few women who can serve as mentors to junior faculty.

Satisfaction with NDSU Figure 16. Respondent’s level of satisfaction, in general, with their job at NDSU and the way their career has progressed at NDSU Figure 17. Whether respondent said they have ever considered leaving NDSU No 26% 5 4 Very dissatisfied 16 15 Somewhat dissatisfied 45 Somewhat satisfied Yes 74% 41 35 Very satisfied Reasons for considering leaving 41 0 10 20 30 40 Percent of respondents Way career has progressed at NDSU Job at NDSU 50 include: Lack of resources/funding Overworked, overloaded Isolation on campus, employee turnaround Administration Campus diversity and campus climate Job recruitment offers Social climate, size of the community

NDSU Programs and Resources Figure 18. Respondent’s use of various programs available on the NDSU campus Pedagogical luncheons/workshops (N=190) 83 New faculty orientation (N=189)* 83 Faculty mentoring program (N=189)* 24 On-line training for search committees (N=185)* 16 FORWARD Allies/Advocates program (N=180) 16 Extension of the tenure clock (N=195)* 14 Other (N=38)* 13 10 20 54% overall; 66% women; 44% men 37% overall; 17% women; 53% men WISMET 30% overall; 58% women; 4% men Advance FORWARD 0 71% overall; 79% women; 66% men committees 27 Advance FORWARD programs (N=182)* program Workshops for search 30 Spousal/partner hiring (N=195)* Faculty mentoring 37 WISMET (N=167)* 83% overall; 95% women; 72% men Gear Up for Grants 54 Workshops for search committees (N=187)* 71 Gear Up for Grants workshops (N=189)* Gender differences New faculty orientation 30 40 50 60 70 80 Percent of respondents 90 100 24% overall; 36% women; 15% men Other** *Significant differences were found for this response **Other programs included: campus leadership workshops, childcare facilities, Diversity Council, Safe Zone 13% overall; 0% women; 24% men

Balancing Personal and Professional Life Figure 19. Proportion of respondent s who STRONGLY AGREE with certain statements about balancing their personal and professional lives by gender 19 Often have to forego professional activities because of personal responsibilities 7 12 25 Have seriously considered leaving NDSU in order to achieve better work/personal life balance 10 17 14 Usually satisified with way in which I balance professional/personal life 31 24 0 Women 10 Men 20 30 Percent of respondents Overall 40 50 Gender differences Women are more likely than men to say they had to forego professional responsibilities and to have seriously considered leaving NDSU to achieve better balance Women are less likely than men to be satisfied with how they balance their professional/ personal life

Balancing Personal and Professional Life Figure 20. Whether respondent currently has children ages 18 or younger and ages 6 or younger Has children ages 18 or younger Figure 21. Whether respondent currently uses or needs childcare services/programs to care for a dependent child Has children ages 6 or younger 64 Yes 25% No 57% 29 43 Yes 43% 36 No 75% No 71 58 0 10 20 30 40 50 60 70 80 90 100 Percent of respondents Women Men Overall Note: Among respondents who cared for/currently care for dependent children = 67% overall; 57% women; 75% men Gender differences Currently uses or needs childcare 43% overall; 64% women; 29% men

Balancing Personal and Professional Life Figure 22. Which childcare issues apply to respondent Care for school aged children after school or during the summer* Gender differences Childcare when away at conferences/ special events 63 Availability of campus childcare* 61 Availability of infant/toddler care* 56 Back-up or drop-in care when usual childcare arrangements do not work 56 Assistance in covering childcare costs 43 Childcare when respondent is away at conferences and special events held elsewhere* Extended hour childcare when respondent must work evenings, nights, or weekends* Assistance with referrals to non-university childcare situations Childcare specifically designed for children with development delays or disabilities 41 Extended hour 41 childcare for evenings, nights, weekends 33 2 Other* 7 0 10 20 30 40 50 60 70 80 Percent of respondents 41% overall; 56% women; 18% men 90 100 *Significant differences were found for this response Note: Among respondents who cared for/currently care for dependent children and currently use/need childcare services 41% overall; 63% women; 9% men

Balancing Personal and Professional Life Figure 23. Respondent’s current marital or cohabitation status by gender Gender differences Single 23 Single 5 13 6 4 5 Cohabiting Married 71 Married 92 82 0 13% overall; 23% women; 5% men 10 20 30 40 50 60 70 80 90 100 Percent of respondents Women Men Overall 82% overall; 71% women; 92% men

Balancing Personal and Professional Life Figure 24. Proportion of respondent s who AGREE with certain statements about their spouse/partner’s career by gender Spouse/partner and I are staying in Fargo/Moorhead because of my job No gender significance 77 66 Spouse/partner and I have seriously considered leaving Fargo/Moorhead to enhance both careers 43 52 46 I have seriously considered leaving NDSU to enhance spouse/partner's career 25 34 0 Women Note: Among respondents who are not single 10 Men 20 30 40 50 60 70 Percent of respondents Overall 80 90 100 Gender differences Women are more likely than men to have seriously considered leaving NDSU in order to enhance their career and their spouse/partner’s career

Balancing Personal and Professional Life Figure 25. Proportion of respondent s who said they feel certain healthrelated emotions/states Rarely feel physically fit 9 Rarely feel well-rested 14 29 11 Feel short-tempered quite often 4 Feel depressed quite often 4 Feel nervous quite often 19 13 8 11 7 9 17 12 Feel stressed quite often 52 29 Feel fatigued quite often 8 0 10 39 48 21 Rated health as fair/poor Gender differences Women are more likely than men to have said they are experiencing riskier healthrelated emotions/ states 20 33 23 14 20 30 40 50 60 70 Percent of respondents Women Men Overall 80 90 100

Women Faculty at NDSU Figure 26. Proportion of respondent s who AGREE with certain statements about recruitment of, climate for, and leadership of women faculty in their primary department/unit 37 Dept. has identified ways to recruit women faculty 65 52 52 Dept. has actively recruited women faculty 67 37 Dept. has identified ways to enhance climate for women 54 46 40 Dept. has taken steps to enhance climate for women 48 26 Dept. has identified ways to move women into leadership positions 34 56 40 29 Dept. has made effort to promote women into leadership positions 42 Dept. has too few women faculty in leadership positions 52 54 0 10 20 30 40 50 68 59 60 70 Percent of respondents Women Men Overall 80 80 90 100 Gender differences Women are less likely than men to think their department is doing well regarding aspects of recruiting, climate, and promotion Women are more likely than men to feel there are too few women faculty in leadership positions

Other Insights from Significance Tests: Racial/ethnic majority status Compared to majority status respondents, non- majority status respondents: Were more likely to be swayed to accept a position by research opportunities, more likely to hesitate due to opportunities available for spouse/partner, support for research, and climate for faculty of color Would prefer to spend more work time on research Were more likely to be collaborating with colleagues outside NDSU Were more likely to place a high value on the following NDSU programs: new faculty orientation, faculty mentoring, pedagogical luncheons/workshops, and Gear Up for Grants

Other Insights from Significance Tests: Type of college Compared to respondents in non-STEM designated collages, respondents in STEM colleges: Were more likely to be swayed to accept a position by research opportunities, more likely to hesitate due to support for research, and were more likely to spend more time on research Were more likely to have children ages 6 or younger, more likely to be men, less likely to have a spouse/partner that worked full-time (among non-single respondents), and less likely to be a U. S. citizen Were more likely to agree that there are too few women in their department and too few women faculty in leadership positions

Other Insights from Significance Tests: Tenure status Compared to tenured respondents, non-tenured respondents: Seemed to be happier with the hiring process (that dept. did its best to obtain resources for them, that they were successful in negotiations, that they were pleased with start-up package) Were more likely to be swayed to accept a position by opportunities for spouse/partner, more likely to hesitate due to climate for women and quality of students Spent more time on research and teaching and less on administrative duties and outreach Were less likely to have been at NDSU more than 5 years, less likely to have participated in some professional activities (e. g. , served or chaired on committees, held roles, held positions in organizations outside NDSU) Were less likely to strongly agree that they are treated with respect by students and staff More likely to say that Advance FORWARD programs are very valuable, more likely to have used the new faculty orientation, faculty mentoring, WISMET, and Gear Up for Grants programs Were less likely to have cared for dependent children or to have provided care for an aging parent or relative in the past three years Were more likely to have children ages 18 or younger and ages 6 or younger, more likely to be female, and less likely to be a U. S. citizen Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue

Other Insights from Significance Tests: Number of years at NDSU Compared to respondents who have been at NDSU more than 5 years, respondents who have been at NDSU 5 years or less: Seemed to be happier with the hiring process (that dept. did its best to obtain resources for them, that they were successful in negotiations, that they were pleased with start-up package, that they weren’t naive in the negotiation process) Were more likely to be swayed to accept a position by salary and benefits, more likely to hesitate due to climate for women and community resources/organizations Spent more time on teaching and less on service and outreach Were less likely to be tenured at the time of the survey, less likely to have participated in some professional activities (e. g. , served or chaired on committees, held roles, held positions in organizations outside NDSU) Were less likely to strongly agree that they are treated with respect by students or that they “fit” in their department Were more likely to have used the new faculty orientation, faculty mentoring, and Gear Up for Grants programs Were less likely to have cared for dependent children or to have provided care for an aging parent or relative in the past three years Were more likely to have children ages 6 or younger, more likely to be single, more likely to be female, and less likely to be a U. S. citizen Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue

Other Insights from Significance Tests: Having children ages 6 or younger Compared to respondents without young children, respondents with children ages 6 or younger: Were more likely to be swayed to accept a position by opportunities available for spouse/partner, more likely to have used the spousal hiring program Were less likely to have been at NDSU more than 5 years, less likely to be tenured, less likely to have participated in some professional activities (e. g. , served or chaired on committees, held roles, held positions in organizations outside NDSU) Were more likely to be in a STEM designated college Were more likely to agree that their personal responsibilities and commitments have slowed down their career progression, more likely to have used the extension of the tenure clock program Were more likely to currently use or need childcare (among those who have cared for dependent children), more likely to cite availability of infant/toddler care as a childcare issue, less likely to agree that their department has a supportive policy for faculty who have a new baby, more likely to say their department is not at all supportive of family leave

Want to know more about these results? View the full report, mini-reports for each college, and mini-reports highlighting differences by certain characteristics at: http: //www. ndsu. edu/FORWARD