Resources related to organizational change and development:

Below, we share some resources that may help Chairs/Directors increase gender equity by learning more about organizational change principles as they relate to STEM faculty. Please feel free to contact us if you have questions about these resources.

If you find a helpful resource that is not yet included on this list, please let us know.

If you use one of these resources, we would appreciate it if you would let us know about your experience. Was it helpful? How did you adapt it for CSU and for your unit? Would you recommend it for others?

Websites

• StratEGIC Toolkit
  • Source: University of Colorado Boulder
  • Summary: ADVANCE-related repository of information and evidence-based practices. Includes examples of successful organizational change efforts, links to research, and more!
  • For more information: https://www.colorado.edu/eer/research-areas/women-science/strategic-toolkit

Speakers

Based on the specific topic and interest, CSU ADVANCE can help you recruit and bring in expert speakers or workshop facilitators

Readings with Specific Guidance for Chairs

• Evaluating and Promoting Faculty
  • Summary: Chapter 9 from Stewart and Valian’s (2018) book An Inclusive Academy: Achieving Diversity and Excellence. This chapter talks about best practices in promotion and evaluation procedures

General Readings

• Do labmates matter? The relative importance of workplace climate and work-life satisfaction in women scientists’ job satisfaction.
  • Abstract: Workplace climate and work-life balance are two factors that influence women’s decisions to leave or remain in a science workplace.  This study applies structural equation modeling to data from nearly 600 early-career geoscientists to examine relationships among perceptions of workplace climate, work-life satisfaction, job satisfaction and productivity.  The results include analytic path models comparing women to men, women professionals to women graduate students, and women professionals with child caregiving responsibilities to those without.  For all groups, workplace climate—measured in terms of both collegial interactions in the workplace and influence on decision-making—outweighed satisfaction with work-life balance in shaping job satisfaction, which in turn positively influences perceived productivity.  Work-life balance increased in importance and became significantly more influential for women caregivers.  The findings suggest that institutional efforts to improve workplace climate benefit all academics, while unmitigated work-life conflict may tip the balance for women’s satisfaction.   
  • Source: 2015 International Journal of Gender, Science & Technology
  • For more information: http://genderandset.open.ac.uk/index.php/genderandset/article/view/369/728