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  1. Maeve McCarthy
  2. Assistant Dean/PI of ADVANCE Grant
  3. Presenter’s NSFRESOURCECENTERS
  4. Murray State University
  1. Reigh Kemp
  2. Program Coordinator
  3. Presenter’s NSFRESOURCECENTERS
  4. Murray State University

Murray State University ADVANCE Adaptation Grant

NSF Awards: 1935939

2021 (see original presentation & discussion)

Graduate

The ADVANCE Grant program at Murray State focuses on the recruitment and retention of women faculty in STEM and in science. Emotional labor is a stressor and hurdle that women in higher education must overcome. To provide support we wish to educate others.
 

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Discussion from the 2021 STEM For All Video Showcase (18 posts)
  • Icon for: Stephen Alkins

    Stephen Alkins

    Facilitator
    Diversity, Equity, and Inclusion Officer
    May 11, 2021 | 02:16 p.m.

    Thank you for submitting this presentation and the accompanying articles.  Could you provide a bit more information on what activities the grant is currently funding.  Are you providing more supports for women faculty directly? Is there any work being done at the systemic and institutional level to educate about emotional labor, etc.? 

  • Icon for: Reigh Kemp

    Reigh Kemp

    Co-Presenter
    Program Coordinator
    May 12, 2021 | 10:17 a.m.

    Our grant is using the funding from our NSF ADVANCE Adaptation grant to provide women STEM and SBS faculty with mentoring circles, speaker sessions, interactive theatre and work with The Office of the President through a presidential task force focused on four topics, childcare, parental/family leave, spousal accommodations, and flexible work arrangements. All facets of the grant work to address emotional labor by either educating faculty, administration, and the public or providing support for the women in faculty positions. There is much more work to be done at the systemic level as this goes far beyond one University.

  • May 11, 2021 | 02:28 p.m.

    This topic reminds me of the Babcock et al. (2017) study on how women end up doing more non-promotable tasks in the workplace. From your work, it sounds like this also involves more emotional labor, which is absolutely exhausting! Thank you for sharing awareness about this issue. Like Stephen, I'm curious about what can be done to address gender inequality of emotional labor in higher education. 

     
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    Vivian White
  • Icon for: Reigh Kemp

    Reigh Kemp

    Co-Presenter
    Program Coordinator
    May 12, 2021 | 10:35 a.m.

    The Murray State ADVANCE Grant is using its position in the university to provide education to administration and other faculty but also provide support to the women faculty. Disseminating the data and educating all those involved is the first step towards a true change.

     
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    Chelsea LeNoble
  • Icon for: Nuria Jaumot-Pascual

    Nuria Jaumot-Pascual

    Facilitator
    Research Scientist
    May 11, 2021 | 04:56 p.m.

    I enjoyed the explanation of how women, and particularly women of color, carry more of the emotional labor in higher education. However, the video is not explicit about what the project is doing to address these issues. I gather that it is working on promotion and tenure and what institutions of higher education take into account for faculty to achieve it. 

    I am also interested in learning more about what the project is finding and how it is measuring/observing these findings. 

    Very interesting work! 

  • Icon for: Reigh Kemp

    Reigh Kemp

    Co-Presenter
    Program Coordinator
    May 12, 2021 | 10:47 a.m.

    Through Murray State's ADVANCE Catalyst grant we found that the nationwide data on emotional labor in higher education was mimicked and even higher in some areas at our university. This finding was one of the pushes toward applying and receiving the ADVANCE Adaptation grant that we are currently working on. During grant year 1 when the pandemic hit we found that emotional labor for women faculty went to an all-new high and our faculty needed more support than ever. Last summer we started a happy hour we hosted on Zoom every two weeks for women faculty only, this allowed them to have a space to express what they were going through. Even with the amount of Zoom fatigue it was well attended because they needed the support of those that understood.

  • Icon for: Overtoun Jenda

    Overtoun Jenda

    Facilitator
    Assistant Provost and Professor of Mathematics
    May 11, 2021 | 10:22 p.m.

    This is very interesting and on point. For how long have you implemented the project?  What interventions are you implementing and evaluating? Any plans for dissemination and scaling?  This is a wonderful project.

  • Icon for: Reigh Kemp

    Reigh Kemp

    Co-Presenter
    Program Coordinator
    May 12, 2021 | 11:05 a.m.

    We have been working on this project for a year and a half of a three-year grant with a one-year no-cost extension that we will be taking, thanks to COVID. It follows the ADVANCE Catalyst Grant where it was identified that the university had specific areas of need to recruit and retain women in STEM the needs were boiled down to implicit bias, support/mentoring, childcare, parental/family leave, spousal accommodation, flexible work arrangements. The ADVANCE Adaptation Grant was written to address those six needs through MSU-Learn, MSU- Grow, MSU- Live. MSU- Learn focuses on implicit bias through our two interactive theatre productions that address the hiring process and tenure and promotion process. MSU- Grow provides women with support through speaker sessions, workshops, and mentoring circles. MSU- Live works to promote work-life balance through a presidential task force working to change policies and procedures.

     
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    Discussion is closed. Upvoting is no longer available

    Vivian White
  • Icon for: Nuria Jaumot-Pascual

    Nuria Jaumot-Pascual

    Facilitator
    Research Scientist
    May 14, 2021 | 10:20 p.m.

    Interesting to read that one of the strategies is interactive theatre productions. Can you say more about how the theatre productions focus on implicit bias and the hiring and P&T process? Where are these theatre productions played? Who is invited to attend? How often are they offered? What happens after the theater productions? 

  • Icon for: Shakuntala Gopal

    Shakuntala Gopal

    Graduate Student
    May 12, 2021 | 09:46 a.m.

    I absolutely love the struggle you are highlighting in this video and in this project. I too would love to learn the pathways you are implementing for the recruitment and retention of women faculty in STEM. 

  • Icon for: Reigh Kemp

    Reigh Kemp

    Co-Presenter
    Program Coordinator
    May 13, 2021 | 01:23 p.m.

    The ADVANCE Adaptation Grant uses three programs MSU-Learn, MSU- Grow, MSU- Live to recruit and retain women faculty in STEM. MSU- Learn focuses on implicit bias through our two interactive theatre productions that address the hiring process and tenure and promotion process. MSU- Grow provides women with support through speaker sessions, workshops, and mentoring circles. MSU- Live works to promote work-life balance through a presidential task force working to change policies and procedures.

  • May 12, 2021 | 10:32 a.m.

    Is remarkable that you are taking leadership on this topic, it would be interesting to see how this plays a role in other educational settings too like high schools and other educational programs. 

    I invite you to provide feedback to our video: https://stemforall2021.videohall.com/presentati...

  • Icon for: Wonmai "Maia" Punksungka

    Wonmai "Maia" Punksungka

    Researcher
    May 12, 2021 | 12:14 p.m.

    Maueve, this is a nicely done video and brings great attention to women and women of color who are experiencing high emotional labor in academia. Bravo! Of the faculty women that your team has interacted with, what policies, programs, and resources do they recommend (if any) on how to address emotional labor within the workplace? 

  • Icon for: Reigh Kemp

    Reigh Kemp

    Co-Presenter
    Program Coordinator
    May 13, 2021 | 01:28 p.m.

    Through the climate study completed during the ADVANCE Catalyst grant, we found that the following six topics would be the most impactful for the retention and recruitment of women in STEM; implicit bias, support/mentoring, childcare, parental/family leave, spousal accommodation, and flexible work arrangements, these all address emotional labor for faculty in their own way.

  • Icon for: Eric Hamilton

    Eric Hamilton

    Higher Ed Faculty
    May 12, 2021 | 12:43 p.m.

    Thank you very much for this instructive and thought-provoking presentation.  Are there trendlines available that relate to whether or how these dynamics change depending on the field or relative size of females versus males in a department or school?

  • Icon for: Lindsay Palmer

    Lindsay Palmer

    Graduate Student
    May 14, 2021 | 02:04 p.m.

    Such important work! I am glad to see attention to this topic. 

  • Icon for: Suzanna Rose

    Suzanna Rose

    Higher Ed Faculty
    May 18, 2021 | 10:51 a.m.

    Thank you for addressing this important topic! Very well done. 

  • Icon for: Renee Fall

    Renee Fall

    Researcher
    May 18, 2021 | 05:33 p.m.

    It is interesting to read that during the pandemic, your women faculty contributed even more emotional labor than usual. Is your university implementing any policy changes related to this, such as in the areas of childcare, family leave, spousal accommodation and flexible work arrangements as noted above?

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