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Moving the Needle Together: The Demographics of the Leadership Pipeline Diana Cordova, Ph.D. Director, CAREE Interim Director, OWHE
Moving the Needle Together:The Demographics of the Leadership Pipeline
Diana Cordova, Ph.D.
Director, CAREE
Interim Director, OWHE
About Me
• Women’s college graduate (Smith College)
• Ph.D. in Experimental Social Psychology from Stanford University
• Research Areas - Cognitive biases in the perception of gender discrimination; intrinsic versus extrinsic motivation; affirmative action.
• Member of the Yale University Psychology Department Faculty for nine years. Assistant Dean of the Yale Graduate School
• Acting Associate Commissioner of the National Center for Education Research, Institute of Education Sciences, U.S. Dept. of Education
• At ACE for 5.5 years - Director of CAREE (5.5 years) and for past year Interim Director of OWHE as well.
The American Council on Education (ACE)
• Only higher education organization that represents presidents and chancellors of all types of U.S. accredited, degree-granting institutions: community colleges and four-year institutions, private and public universities, and nonprofit and for-profit colleges.
• ACE seeks to provide leadership and a unifying voice on key higher education issues and to influence public policy through advocacy, research, and program initiatives.
ACE’s Strategic Priorities
• Advocating on behalf of key higher education issues.
• Ensuring higher education has diverse, skilled and ample leadership.
• Increasing the number of adult learners who are college and career ready (GED).
• Positioning ACE as the most contemporary resource to guide colleges and universities in achieving their strategic goals.
Office of Women in Higher Education (OWHE)
•Since 1973, OWHE has been committed to the advancement of women leaders in higher education.
•OWHE is dedicated to identifying, developing, encouraging, advancing, linking, and supporting the tenures and transitions of women leaders throughout their career in higher education.
OWHE Programs
•National Leadership Forums› Established in 1977› Held twice/year in Washington, DC› Designed for women whose next logical move is to a
presidency, vice presidency, major deanship.
•Regional Leadership Forums› Established in 2003; 2-3 forums/year› Designed for women in earlier stages of an administrative
career. › Held in locations across the country
•ACE State Network - established in 1977 with a grant from Carnegie Foundation.
Key Questions
• Why focus now on leadership for the future?
• What is the state of the leadership pipeline - for women, in particular?
• What are some recommendations for “moving the needle?”
Why leadership for the future?
• Those who retire (eventually) will need to be “replaced.”
• Higher education as an enterprise is expanding.
• Higher education is in a high stakes environment, facing serious challenges with no tested solutions.
The Aging of Presidents: 1986 and 2006
41.6
8.1
44.4
42.6
13.9
49.3
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1986 2006
61 or older
51 to 60
31 to 50
Average Years in the Presidency: 2006
8.5
6.66.9
7.3
6.76.3
0
1
2
3
4
5
6
7
8
9
1986 1990 1995 1998 2001 2006
1993 2006
Number of Institutions 3,632 4,314
Enrollment 14,305,000 18,205,474
Degrees Awarded 2,167,000 3,469,942
Number of Faculty 915,400 1,290,426
Number of Staff 771,900 2,088,661
Growing Higher Education Enterprise
Source: Department of Education, IPEDS
New National Leadership
“…this country needs and values the talents of every American. That is why we will provide the support necessary for you to complete college and meet a new goal: by 2020, America will once again have the highest proportion of college graduates in the world.”
- President Barack Obama
President Obama
Lumina Foundation
Others
Gates Foundation
Convergence of Goals
Convergence of Goals• Gates Foundation Goal
› Double number of low-income adults who earn a college degree by age 26
• Lumina Foundation Goal› By 2025, increase to 60% Americans with “high quality” degrees and
credentials
• The College Board Goal› By 2025, increase to 55% young Americans who complete school with a
community college degree or higher
• National Governors Association and Council of Chief State School Officers› Developing Common Core Standards for K-12 to align skills and
knowledge of graduating seniors with college readiness
The Leadership Pipeline:View from the Top
The American College President: 2007 Edition
• Sixth national study since 1986
• 2,148 respondents, 70% response rate.
• Most comprehensive survey on the characteristics and career path of college presidents.
Progress on Presidential diversity has been slow
Women and People of Color as a Percentage of All Presidents: 1986 and 2006
10%8%
23%
14%
Women People of color
1986
2006
Source: ACE. 2007. The American College President: 2007 Edition.
Minority Presidents: 1986 and 2006
5
1
1
6
14
2
0
1
5
8
0.0 5.0 10.0 15.0
Hispanic
Asian American
American Indian
African American
Total Minority
1986
2006
Minority Presidents II: 1986 and 2006
31
17
76
8
15
5
22
5
10
14
0
5
10
15
20
25
PublicDoctorate-Granting
PrivateDoctorate-Granting
PublicMaster's
PrivateMaster's
PrivateBaccalaureate
CommunityColleges
1986
2006
Women Presidents by Institution Type: 1986 to 2006
13.8
28.8
16.6
3.8
21.5
10.0
23.2
16.1
7.96.6
0.0
5.0
10.0
15.0
20.0
25.0
30.0
35.0
1986 1990 1995 1998 2001 2006
Doctorate-Granting Master's Baccalaureate Associate's Special Focus
Long-Standing Presidents’ Time Demands: Areas Most Likely to Occupy More Time: 2006
78
72
71
62
62
59
58
57
52
52
0 10 20 30 40 50 60 70 80
Fund raising
Accountability/assessment
Capital improvement
Technology planning
Strategic planning
Budget/financial mgmt
Entrepreneurship
Enrollment management
Community relations
Operating costs
Time Demands: Areas Most Likely to Occupy Less Time
11.7
12.3
12.5
15.5
21.2
23.3
37.1
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0
Risk management/legal issues
Personnel issues
Athletics
Faculty issues
Student life/conduct
Crisis management
Academic Issues
Areas Insufficiently Prepared for First Presidency
12
12
15
15
15
17
23
Athletics
Governing boardrelations
Budget
Entrepreneurialventures
Capital improvement
Risk management
Fund raising
Pathway to the PresidencyNew Presidents' Most Recent Prior Position: 2006
CAO/Provost, 40%
Chair/Faculty, 5%
Non-academic Senior
Executive, 23%
Outside Higher Education, 17%
Other Sr. Exec Academic
Affairs, 16%
Source: ACE. 2007. The American College President: 2007 Edition.
The White House Project Report:Benchmarking Women’s Leadership
• Produced and released by The White House Project in 2009.
• Available online at: www.thewhitehouseproject.org/documents/Report.pdf
Motivation for the Report
• Belief that most people think “Women have made it; it’s no longer an issue.”
• Need to document that women are not adequately represented in top leadership positions.
• Need to motivate conversations and actions around this issue
Roper Poll DataSynthesis of Data by the WHP from 10 Sectors
Source: GfK/ Roper Public Opinion Polls conducted for The White House Project, 2007 and the White House Project
Why Women?The Business Case
• Catalyst Report: Fortune 500 firms wit higher percentages of women corporate officers experienced a 35% higher return on equity and a 34% higher return to shareholders.
• Ernst and Young Report: Diverse groups outperform homogenous groups even if the members of the homogenous group are more capable.
Source: The White House Project analysis
Sources: Catalyst 2005, 2006 (a), (b), 2007(b); Catalyst 2008 (a), (b); Catalyst 2009 (a); Daily et al. 1999
American Bar Association Commission on the Status of Women in the Profession
Source: The Face of Corporate Leadership by Toni Wolfman in the New England Journal of Public Policy, Spring 2007
Source: Association of Governing Boards of Universities and Colleges (AGB)
The Pathway Up
On the Pathway to the Presidency
• Follow-up study to The American College President: 2007 Edition.
• First-ever attempt to describe characteristics of senior leaders other than presidents.
Research Questions
• What is the age profile of senior leaders? (Will the last person out please turn off the lights …)
• Are those in position to be the next generation of presidents more diverse than the current group?
Methods and Data
• Surveyed HR directors at 4,300 regionally accredited, degree-granting institutions.
• Used CUPA-HR position taxonomy and ACPS results to identify 35 positions “on the pathway.”
• Asked for information in HR databases.
• 850 institutions responded with info on about 9,700 positions (20% response rate).
• Response rate varied by institution type. Data weighted to reflect national distribution of institutions.
Senior Administrators are Younger than Presidents
Distribution of Presidents and Other Senior Administrators by Age
8%
34%
19%
43%
47%
52%
49%
19%29%
Presidents All Senior Administrators Chief Academic Officers
61 or older
51 to 60
50 or younger
Sources: ACE. 2007. The American College President: 2007 Edition. ACE. 2008. On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.
And more likely to be women …
Percentage of Presidents and Senior Administrators who are Female
23%
38%
45%
Presidents All Senior Administrators Chief Academic Officers
Sources: ACE. 2007. The American College President: 2007 Edition. ACE. Sources: ACE. 2007. The American College President: 2007 Edition. ACE. Forthcoming. On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.
Senior Administrators No More Likely to be People of Color
Percentage of Presidents and Senior Administrators who are People of Color
14%16%
10%14%
Presidents All SeniorAdministrators
Chief AcademicOfficers
Deans
Sources: ACE. 2007. The American College President: 2007 Edition. ACE. 2008. On the Pathway to Presidency: Characteristics of Higher Education’s Senior Leadership.
CAOs’ Presidential Aspirations, by Gender and Race/Ethnicity
47% 44% 47%
25% 33% 36%
28%23%
24%
27%
33% 30%
25%33% 28%
48%35% 34%
Women Men White AfricanAmerican
AsianAmerican
Hispanic
Intend toseek apresidency
Undecided
Do notintend toseek apresidency
Select Reasons for Not Aspiring to a Presidency, by Gender
65
31
26
27
24
23
68
33
13
26
18
27
Nature of work is unappealing
Ready to retire
Too old to be considered
Time demands of position
Want to return to academic workand/or classroom
Don't want to live "in a fishbowl"
WomenMen
CAO Participation in Formal Leadership Programs,
by Gender and Race/Ethnicity
37%24% 28%
51%
15%30%
63%76% 72%
49%
85%70%
Women Men White AfricanAmerican
AsianAmerican
Hispanic
No
Yes
The Spectrum Initiative: A Multi-Association Partnership
• To build upon existing programs that identify, support, and advance future leaders;
• To ensure that the presidential search and selection process is widely inclusive; and
• To promote on-campus leadership development, mentoring, and succession planning.
Activities
• Research: The American College President, On the Pathway to the Presidency, The CAO Census.
• Programming: Moving the Needle Summit, Women of Color Summits, Breaking the Bamboo Ceiling
• Resources: Preparing Leaders for the Future Online Toolkit
www.acenet.edu/leadershiptoolkit
Moving the Needle: Developing a 21st Century Agenda for Women’s Leadership
› Identified major factors that stand in the way of women’s advancement to top leadership positions in higher education.
› OWHE Commission and ACE State Network Executive Board are co-leading this effort. Convening of associations planned for Fall 2011 in Washington, DC.
Summit on Women’s Leadership
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Recommendations Derived from the White House Project Benchmarking Report
• Collect and analyze the data. Surprisingly little information exists across sectors regarding the representation of women, and particularly women of color, in positions of leadership. Regular tracking and reviewing of the numbers – including the wage gap - are essential for setting benchmarks and monitoring progress.
Recommendations
• Work to achieve a critical mass of women in leadership roles in every sector. A critical mass of one-third or more women in leadership positions is essential for implementing and maintaining the changes recommended in White House Project Benchmarking Report.
Recommendations
• Maintain accountability through setting targets. These targets should be specific in order to monitor real progress.
Recommendations
• Improve flexibility in workplace structures. For women and men alike, increased flexibility—including an acceptance of the need for work-life balance—promotes career satisfaction and job retention.
Recommendations
• Use financial resources strategically. In choosing which goods or services to purchase and which non-profits to fund, look through a gender lens, which considers the representation of women, and women of color, on the board and in top leadership. Women and men have a great deal of financial power that can be used to encourage the achievement of critical mass of women in leadership positions across all sectors of the economy.
It is now time for all of us to act!
Discussion
•What are some of the major factors that stand in the way of women’s advancement to top leadership positions in higher education?
•How can we overcome some of these barriers? How can ACE/OWHE and the State Networks more effectively support, advance and sustain women leaders?
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