ADVANCE: Resources

This study had two main goals:

1) Examine differences between women and men faculty members on work experiences, campus-wide and departmental-level diversity climate perceptions, and outcome variables for faculty overall and the ADVANCE populations of STEM and SBE (social behavioral and economic sciences) faculty and

2) Examine the mediating role of diversity climate facets (equitable practices, integration of differences, and inclusion in decision- making) on several outcome variables including turnover intentions, employee engagement, belongingness, and emotional exhaustion.

• Women have substantially poorer workplace experiences than men. For faculty overall, STEM faculty, and SBE faculty women reported significantly lower levels of work experiences, campus-wide and departmental-level diversity climate perceptions, and outcome variables.
• Women of color reported poorer workplace experiences than all men and white women. For faculty overall, women of color reported significantly lower perceptions of organizational diversity climate than other groups.
• Women full professors reported poorer workplace experiences than men at all ranks and women at the assistant and associate levels.
• Department-level diversity climate matters. Faculty reports of three facets of department-level diversity climate (i.e., equitable practices, integration of differences, and inclusion in decision-making) related to lower levels of turnover intentions and emotional exhaustion, and higher levels of employee engagement and belongingness.
• Work experiences drive shared perceptions of department-level climate. The work experiences that predict the shared perceptions of department-level climate include organizational support for work-life balance, career support, value perceptions, experienced incivility, and gender bias.