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VISIBLE: Villanova Initiative to Support Inclusiveness and Build Leaders

NSF ADVANCE

NSF-ADVANCE Establishes VISIBLE at Villanova

In 2018, Villanova University was awarded a $3 Million National Science Foundation ADVANCE Institutional Transformation Grant to fund a project that will encourage and support the advancement of women in the Science, Technology, Engineering and Math (STEM) fields. The goal of ADVANCE at the National Science Foundation is to increase the representation of women in STEM careers at all levels, thereby contributing to development of a more diverse STEM workforce.

The Villanova ADVANCE grant establishes VISIBLE— the Villanova Initiative to Support Inclusiveness and Build Leaders. Housed in the Office of the Provost, VISIBLE partners with the Office of Diversity, Equity and Inclusion and the Anne Welsh McNulty Institute for Women's Leadership to form a cohesive team to advance intersectional gender equity. Read the University's press release announcing the grant. 

VISIBLE Mission & Vision

At Villanova, leadership for equity and inclusion is integral to the University’s Augustinian mission and strategic plan.

VISIBLE seeks to illuminate the responsibility of academic leaders to create a welcoming and equitable community, in service of Villanova’s mission and core values – VeritasUnitasCaritas.

VISIBLE aims to empower academic leaders by:

  • Effecting process and policy change
  • Providing professional development and support
  • Fostering research

VISIBLE takes an interest in all aspects of equity among faculty across all Colleges and disciplines at Villanova.

NEW: Equitable Hiring Practicum, Fall series
Thursday, September 9, Noon-2 p.m.
The IDEA Lab and via Zoom

These workshops will provide opportunity to discuss specific topics on equitable and inclusive hiring. We'd love to have you join us, as well as have you refer Search Committee Chairs and members of Search Committees. The practicum will extend learning from Hiring for Villanova’s Future (a workshop series presented by the Office of Diversity, Equity and Inclusion and Human Resources), and offer opportunities to practice, revise and refine your hiring process alongside peers. An invitation to this series will also appear in Campus Currents. Contact Adam Smith with questions.

REGISTER

RESEARCH TALK : Examining Anti-Transgender Prejudice
Friday, September 24, 4:15–5:15 p.m.
Bartley Room 1010
Presentation by Kristin Broussard, PhD, VISIBLE’s Postdoctoral Scholar

In this presentation, Dr. Broussard will briefly discuss her multiple areas of research and present her current research examining anti-transgender prejudice through the theoretical lenses of psychological threat and dehumanization.


CALL FOR PROPOSALS: Supplemental Funding for Growing Inclusive Departmental Culture and Hiring Practices

Proposals due Friday, October 15
 
The funding will support efforts at the department level to build robust pathways and cultures for inclusive faculty hiring. The program offers $2,500 to academic departments for projects that align with the goals and strategies of Hiring for Villanova’s Future.
 

RESEARCH TALK: Examining antecedents of faculty perceptions of climate for diversity
December 3, 1:-2: p.m. via Zoom

Please be on the lookout for announcements later this fall about a presentation by Narda Quigley, PhD and Kristin Broussard, PhD to update the Villanova community on VISIBLE’s NSF-funded social science research project.


SAVE THE DATE: NSF Third Year Review Site Visit

February 7-8

Later this semester, you will receive an email invitation from VISIBLE to participate in this important meeting with our NSF review panel. We will share details of meeting sessions and inquire about your timing conflicts before finalizing the meeting plan.


 

Villanova is an institution in transition, as evidenced by the University’s elevation by the Carnegie Foundation to a Doctoral Research Institution in 2016, implementation of a new ten-year Strategic Plan in 2020, and changes in leadership at both the University and college level. The arrival of COVID-19 in 2020 brought additional change for all institutions of higher education, including differential impacts of the pandemic on scholars, an economic downturn, and calls for addressing racial inequities in society.

In a landscape of shifting University identity and expectations, faculty members experience additional pressures. Research shows that in institutions undergoing change, women and members of other minoritized groups are more vulnerable to these shifting—and often unspoken—expectations.

As Villanova continues to evolve, it is imperative that our institutional transition occurs in such a way that all faculty participate in and benefit from the changes. This project will help the University to transform by both studying and managing these shifts in faculty culture and expectations.

Focusing on both research and programming, the VISIBLE team will undertake a critical review of Villanova’s recruiting, hiring and promotion practices in the context of its evolving status as a national research university. To support this work, the VISIBLE team will develop unique and impactful leadership training and engagement opportunities for senior campus leaders, department leadership, and faculty. The stated goals of Villanova's ADVANCE grant are as follows:

  1. Use the principles of organizational change management theory to prepare Villanova's leadership to manage the transition in institutional identity in an inclusive and equitable manner.
  2. Employ workshops on individual change management theory to assist faculty members as they navigate a shifting landscape of expectations.
  3. Implement interventions aimed at removing barriers to the success of women on the faculty in STEM departments, in the realms of hiring, assessment, and promotion, as well as in the broader University climate for diversity.
  4. Execute a unique research project that parallels the change management focus and studies the effects of different training techniques on the management of stress and reduction of unconscious bias during institutional transformation.
  5. Develop a model for other institutions undergoing major change.

Achievement of these five goals is anticipated to have a positive impact on:

  • the scholarly productivity of the women on the faculty of STEM departments;
  • the rate at which existing women on the faculty of STEM departments are promoted to Full Professor;
  • the rate at which Villanova hires women, particularly minoritized women, in the STEM fields; and
  • the diversity in key leadership roles.

The VISIBLE team will plan and execute a series of initiatives to support the desired outcomes of the project. These initiatives are grouped into three spheres of action that will combine to build a community in which faculty are effectively hired, supported and advanced at Villanova.

Change Management 
Prepare mid-level campus leaders to navigate a changing faculty culture and expectations, particularly as they impact equity and inclusion.

Hiring, Promotion and Assessment 
Provide resources and expertise to improve intersectional equity and inclusion in the policies and procedures that impact hiring and advancement of faculty at Villanova. 

Improving the Culture for Diversity, Equity and Inclusion 
Advocate for policy and process changes to foster a climate at Villanova grounded in intersectional gender equity and inclusion. Execute a unique research project that studies the effects of different training techniques on the management of stress and reduction of unconscious bias during institutional transformation.  

While the NSF ADVANCE grant focuses on improving Villanova’s recruitment and advancement of women faculty in STEM disciplines, the VISIBLE office aims to leverage its programs to impact all disciplines and minoritized groups across the institution.

Change Management Illustration
Hiring, Promotion and Assessment Illustration
Diversity, Inclusion and Equity Illustration

 

This material is based upon work supported by the National Science Foundation under Grant Number 1824237. 

Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.