Abstract
Achieving higher levels of representation of women in the STEM sciences requires that science departments do a better job of recruiting, hiring, and retaining women scientists. In order to help the University of Cincinnati ADVANCE project team assess whether the under-representation of STEM women at UC is more a matter of not recruiting and hiring enough women or more matter of not retaining them, we conducted survival analyses. We were able to construct a data base of all UC employees who were hired from 1990 to 2012. For employees who left UC, we were able to calculate years of UC employment. Employees still on the UC faculty, or who left the faculty and moved into administrative positions at UC, were right-censored. Key results are as follows: (1) STEM hires have shorter spells of employment than non-STEM hires; (2) STEM women have slightly longer spells of employment than STEM men; (3) the three colleges in which STEM scientists work at UC differ markedly in average length of employment, with there being much higher turnover in Medicine and Engineering than in Arts and Sciences (A&S); (4) however, women in Medicine and Engineering had slightly longer spells of employment than did men, whereas women in A&S had shorter spells; and (5) African American STEM scientists had shorter spells of employment than other STEM scientists. The results of these analyses have important implications for how we create change at the level of academic units.
Keywords
recruitment; retention; STEM; survival analysis
Recommended Citation
Howe, Steve PhD; Holloway, Stacie F. PhD; and Kallen, Rachel PhD, "Hiring and Retention Results at the University of Cincinnati" (2014). ADVANCE-Purdue Gender and STEM Research Symposium. 2.
https://docs.lib.purdue.edu/advancegsr/2013/presentations/2
Included in
Hiring and Retention Results at the University of Cincinnati
Achieving higher levels of representation of women in the STEM sciences requires that science departments do a better job of recruiting, hiring, and retaining women scientists. In order to help the University of Cincinnati ADVANCE project team assess whether the under-representation of STEM women at UC is more a matter of not recruiting and hiring enough women or more matter of not retaining them, we conducted survival analyses. We were able to construct a data base of all UC employees who were hired from 1990 to 2012. For employees who left UC, we were able to calculate years of UC employment. Employees still on the UC faculty, or who left the faculty and moved into administrative positions at UC, were right-censored. Key results are as follows: (1) STEM hires have shorter spells of employment than non-STEM hires; (2) STEM women have slightly longer spells of employment than STEM men; (3) the three colleges in which STEM scientists work at UC differ markedly in average length of employment, with there being much higher turnover in Medicine and Engineering than in Arts and Sciences (A&S); (4) however, women in Medicine and Engineering had slightly longer spells of employment than did men, whereas women in A&S had shorter spells; and (5) African American STEM scientists had shorter spells of employment than other STEM scientists. The results of these analyses have important implications for how we create change at the level of academic units.