Perceptions of Academic Departmental Climate by Men and Women and the Effects of Such Perceptions on Research Productivity

ABSTRACT We demonstrate how men and women political scientists in PhD-granting departments perceive the professional climates there. We find remarkable differences in how men and women perceive the “cultural” climates of their departments, such as the degree to which it is sexist, but not in how they perceive strictly collegial aspects of climate. We also demonstrate that these patterns characterize the perceptions of men and women at both junior and senior ranks. Contrary to some past research, we also find that climate perceptions do not have a general effect on faculty research productivity. Further, perceptions of high departmental sexism by women scholars does not degrade their research productivity.

Obstacles to Sustaining Diversity: Historical Context and Current Experiences of Underrepresented Minority Women and Men in Sociology and Economics

White men predominate in the top ranks of the professorate, but recent efforts have attempted to decrease inequality and increase diversity in the academy by hiring more faculty, especially women of color. Have equality and diversity efforts worked or has negative departmental climate limited efforts to make diversity sustainable? Despite the long history of and many contributions by women of color (URC) as public intellectuals, activists, and founders of organizations to promote Blacks and Latino/a people, we find that much of their work is still marginalized and is not viewed as legitimate science. This treatment may lessen the ability to increase equality and sustain diversity in academic institutions. The paper tests whether URC women scholars are still experiencing inequalities in comparison to their male peers of color in two disciplines, that of sociology and economics. We include these two disciplines because of similarities in origin and of topics. First, we hypothesize that women of color have significantly more negative experiences in sociology and economics departments than do men of color, when other conditions are held constant. Second, we hypothesize that structural conditions, are related to experiential outcomes for these scholars. Third, we hypothesize that participation in minority-oriented organizations improves women of color’s experiences. Fourth, we hypothesize that interacting gender with participation in minority-oriented organizations, significantly improves women of color’s situation. The study results show that women of color continue to experience greater problems of access, marginality, inclusion, and harassment in sociology and economics departments. The sustainable development goals of achieving gender equality and increase educational opportunities cannot be achieve without addressing these inequities and inclusion issues.

Development of the Departmental Climate around Teaching (DCaT) survey: neither psychological collective climate nor departmental collective climate predicts STEM faculty’s instructional practices

Background Investigations into drivers and barriers to the uptake of learner-centered instructional practices in STEM courses have identified the climate within a department as a potential influential factor. However, few studies have explored the relationship between adoption of learner-centered instructional practices and departmental climate around teaching. Moreover, surveys that have been designed to measure climate around teaching have been focused on measuring individual faculty member’s description of their colleagues’ perceptions of the climate within their department (psychological collective climate) and ignored whether there was a consensus among respondents within the same department on these descriptions. This latter measure (departmental collective climate) is best aligned with the definition of organizational climate. There is thus a need to explore whether departmental climate measured at the individual or collective level relate to the use of learner-centered instructional practices. Results This study demonstrates that the Departmental Climate around Teaching (DCaT) survey provides valid and reliable data that can be used to measure psychological collective climate within a STEM department. Analysis of the 166 faculty members who responded to the survey indicated that (1) four different types of psychological collective climate existed among our population and (2) multiple types could be present within the same STEM department. Moreover, it showed that measuring departmental collective climate is challenging as few constructs measured by the DCaT survey reached high level of consensus within faculty members from the same department. Finally, the analysis found no relationship between psychological collective climate and the level of use of learner-centered instructional practices. Conclusions Results from the validation studies conducted on the DCaT survey that most elements that define a climate (e.g., policies, practices, expectations) are lacking when it comes to teaching. These findings could explain the challenges experienced in this study in measuring departmental collective climate. Without these climate elements, faculty members are left to work autonomously with little expectations for growth in their instructional practices. Establishing policies, practices, and expectations with respect to teaching is thus an essential step toward instructional change at a departmental level.

Environmental influences and individual characteristics that affect learner-centered teaching practices

Research-based teaching practices can improve student learning outcomes in a variety of complex educational environments. The implementation of learner-centered teaching practices in STEM can both benefit from or be constrained by different factors related to individual instructors and the teaching environment. Additionally, we know little of how the instructional climate varies across institutions and how this climate affects teaching practices. Our study sought to examine the relative importance of environmental influences and individual characteristics on learner-centered teaching practices across institutions. We also assessed differences in our study population and departmental climate for 35 US higher education institutions across the country. We found that self-efficacy in teaching and professional development exert a strong influence on faculty teaching practices in biology. While departmental climate did not emerge as a significant predictor of teaching practices, there was consistently low support for teaching, and institution size was negatively correlated with leadership and evaluation of effective teaching. We also found that intensive professional development programs, such as the Faculty Institutes for Reforming Science Teaching IV program, may prepare instructors to teach learner-centered courses in different collegial teaching climates. Our results suggest that through cultivating self-efficacy and participating in iterative professional development, instructors can implement effective teaching practices in a variety of institutional environments.

Allies Welcomed to Advance Racial Equity (AWARE) Faculty Seminar Series: Program Design and Implementation

Introduction: In the wake of George Floyd’s murder, White faculty in our department began to express the desire to gain a greater understanding of structural racism and racial inequity. To facilitate this learning, support allyship, and mitigate the emotional labor and taxation that frequently falls on faculty of color to respond to these appeals, we developed AWARE (Allies Welcomed to Advance Racial Equity), a faculty seminar series primarily designed for and led by a majority White faculty to tackle the topics of structural racism, Whiteness, and Anti-racist action. Methods: We developed a 6-session seminar series, identifying 5 White faculty as lecturers and a cadre of Black and White volunteer facilitators, to lead 60-minute sessions comprised of lecture, facilitated small group reflection, and large group sharing, that reviewed key topics/texts on structural racism, Whiteness, and Anti-racism. Results: Attendance ranged from 26 to 37 participants at each session. About 80% of faculty participated in at least 1 session of the program. The majority of participants (85%) felt “more empowered to influence their current environment to be more inclusive of others” and were “better equipped to advocate for themselves or others.” Most (81%) felt “more connected to their colleagues following completion of the program.” Ultimately, faculty thought highly of the program upon completion with 26/27 (96%) stating they would recommend the program to a colleague. Discussion: We offer a reproducible model to improve departmental climate by engaging in the shared labor of educating our colleagues and communities about structural racism, Whiteness, and Anti-racism to create a point of entry into reflection, dialogue, and deliberate actions for change.

A model of peer effects on instructor innovation adoption

A considerable body of evidence demonstrates that active, student-centered instructional practices are more effective than lecture-based, transmissionist approaches in improving undergraduate STEM learning. Despite this evidence and extensive reform initiatives, the majority of STEM instructors continue to teach didactically. Awareness of teaching innovations is widespread in some STEM disciplines, and instructors report trying new instructional approaches, yet the majority of them fail to continue using active learning strategies. Recent work suggests that the decision to experiment with and persist in using a teaching innovation is influenced more by instructors’ perceived supports (e.g., access to curricular resources, supportive colleagues, positive departmental climate toward teaching) than perceived barriers. This commentary expands on the notion that the instructional decision-making process is personal and influenced by both individual and contextual factors to explicitly model the potential mechanisms by which peers encourage or discourage adoption of teaching innovations. We also discuss implications of this work for future research. We hope that this model will be helpful for work related to increasing the prevalence of active, student-centered instruction in undergraduate STEM.

Environmental influences and individual characteristics that affect learner-centered teaching practices

Research-based teaching practices can improve student learning outcomes in a variety of complex educational environments. The implementation of learner-centered teaching practices in STEM can both benefit or be constrained by different factors related to individual instructors and the teaching environment. However, we know little of how the instructional climate varies across institutions and how this climate affects teaching practices. Our study sought to describe the relative importance of environmental influences and individual characteristics on learner- centered teaching practices across institutions. We also assessed departmental climate for 35 US higher education institutions. We found that self-efficacy in teaching and professional development exert a strong influence on faculty teaching practices. While departmental climate did not emerge as a significant predictor of teaching practices, there was consistently low support for teaching, and institution size was negatively correlated with leadership and evaluation of effective teaching. We also found that professional development may prepare instructors to teach learner-centered courses in different collegial teaching climates. Our results suggest that through cultivating self-efficacy and participating in iterative professional development, instructors can implement effective teaching practices across institutional environments.

Case Study in Using Integrated Rubrics in Assessment

This case study takes a look at an integrated approach to assessment. The paper walks through the process of alignment of college mission and learning outcomes with departmental and course level outcomes. The department developed integrated assignments that are implemented across a four-year program to ensure learning outcomes. In order to assess those outcomes, the department developed an integrated rubric that is applied at multiple stages of the program levels as well as in various courses. This allows for feedback that is both summative and formative for future changes. The feedback loop has helped provide insight into course level and department level changes, but it has also enhanced departmental climate and work processes.