One of Dr. Moses’ early professional goals was to construct an inclusive institution. In reflecting on her capacity to achieve this goal she identified her ability to model inclusiveness for her colleagues through her varying leadership roles. She noted that one must be in the appropriate leadership role to champion change, be intentional about the diversity objective, and have effectively modeled diversity in their working environment (prior to the opportunity) such that colleagues already know how diversity is valuable to the institution.

Dr. Yolanda Moses gave an empowering presentation this afternoon about administrative leadership at academic institutions. Her presentation was filled with clear examples meant for immediate application. Conference attendees can easily review her presentation slides to re-cap concepts that were discussed in her presentation. Dr. Moses reflected on her own journey into administration. She quickly recognized that an administrative position was the best way to lead change at a higher education institution. During her presentation she did acknowledge that professors enjoy their discipline and watching students change within the classroom, but institutional change happens in administration.

Having a successful career comes from balancing academic priorities and personal obligation. Dr. Gletsu-Miller provides an outline to accomplish this feat. She highlights the importance of family, networking, and not taking on too much service in efforts to handle the challenges women may face in an academic career.

We know the “stats” and issues women of color in science endure, but what can we do to change this reality? Dr. Malcolm offers an insightful talk on solutions to solve these issues. Addressing the structural components of higher education, and the power roles that influence advancement in these spheres are the areas highlighted by Malcom to address issues women of color face.

Malcom suggests that women of color in the sciences should take on more leadership roles like becoming a peer-review referee to 1.) learn how to submit a well written proposal and 2.) be critical of proposals and challenge areas of weakness.

What are areas that you feel need to be addressed?

Suggested reading: Princeton Review, Diveristy Report (will be on the STEM Hub)

Networking Strategies

Pick people in your informal network to share something with them (touch base) on a weekly basis.

Plug into the person who may be tied to or working with powerful people; central by association.

Identify up and coming people who may not be standouts now, but are promising individuals to actually establish a connection.

Observe, observe, observe to ascertain who the people of influence are within your organization.

Find ways to circumvent the problem of non-support and/or sabotage of your productivity by seeking others who have influence and the ability to help you succeed.

The more productive you are, the more likely you will be placed with high status affiliates. This is more important for women, particularly because women are underrepresented in the field. This is less for men. Women get a greater boost to productivity by having the high status ties within their network.

As women of color, do you feel that you are more productive when you have the backing or support of high status affiliates? How do you enhance your productivity to strengthen your network?

‘System point of view and social opportunity exists in networks’

Who do we go to for help or advice on work-related matters or problems? Who do you socialize with outside of work?

Do we really take advantage of networking opportunities in meeting new people in hopes of establishing new relationships?

We need to know that organizational behavior is understanding personality, powers and politics in industry. This understanding is key in navigating the social network.

Advice Network can include informal connections (informal social network). These informal connections allow broader input and exchange of information which is a great advantage. There are people in positions within the network capable of controlling the knowledge string, not part of a clique but instrumental in disseminating information.

Having an informal connection is also valuable in being privy to information one wouldn’t normally have access (e.g. organizational culture, salary levels).

Important to have someone in power in your network, particularly imperative for women. We have to step outside our comfort zone when networking in order to grow our networks and thus opportunities for promotion and development.

Dr. Crumpton-Young stressed the importance of the individual factors in the success of women of color in the academy. In order to attain “Success in Stilettos” we must make a plan, strive for positions where we are free to make necessary changes (tenure and full professorship), tap into our own inner strength, strategize, remain optimistic, “think ourselves happy,” learn how to cope with disappointment, focus on finances, rest and recharge to optimize productivity, silence doubts, and take advantage of opportunities. She then introduced the ‘Career Spectrum’ where we rated our satisfaction in different aspects of our careers, including research, teaching, service, professional reputation, leadership development, career planning, and career vitality (marketability). A new program, “ADVANCE Career Coaching Program,” will offer resources to help us to reach our goals in these areas.

Dr. Mack stressed the importance of giving students the opportunity to unlearn myths in order to gain new insight. Similarly, we must allow academics the space to unlearn preconceived notions about women of color in order to progress.

Dr. Mack was encouraged by the persistence of Dr. Martin Luther King in relaying his “I Have a Dream” message. Therefore, she is passionate about consistently highlighting issues pertaining to women of color in the academy. Dr. Mack proceeded to show data that suggest barriers to success for women of color, including marriage, finances and health.

Once you have completed the workbook page, remember to save to your device for future reference.

Once you have completed the workbook page, remember to save to your device for future reference.

Once you have completed the workbook page, remember to save to your device for future reference.

Once you have completed the workbook page, remember to save to your device for future reference.

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In order to meet a very tight deadline imposed by NIFA, I had to submit a “development only” IRB proposal. This allowed IRB to issue us an approval letter for submission to NIFA, but before any human subjects research can occur, we must file an amendment and submit our protocols for IRB approval.