The UT System Chancellor’s Network for Women’s Leadership

Background

In an August 2015 White Paper, the group of senior women faculty and executives known as the UT System Women’s Senior Leaders Network presented a detailed proposal to assist in the development, retention and advancement of women faculty and staff in leadership positions across the System to Chancellor Bill McRaven. This proposal was the result of four years of collaboration and work to detail the essential actions required to operationalize women’s advancement in the UT System.  The White Paper addresses the following problem statement:

The number of women in academia has risen, but the number of women in administrative executive and faculty leadership positons has not.  To be a national model for women in higher education, action is necessary. Currently, there is no System entity to coordinate actions to address this issue.  

The White Paper and the work that it represents strongly complemented the implementation the Chancellor’s Strategic Vision, two of his key initiatives: “Enhancing Fairness and Opportunity” (gender pay equity and ensuring diversity in recruiting pools) and “American Leadership Program” (focused leader development for students and employees).  It articulates a highly relevant and complementary goal: create a System-level capability to nurture, support, and sustain and enduring climate that is positive for women and enables equal achievement for women professionals. The original White Paper is attached for reference.

Of the five primary immediate actions recommended in the White Paper, four were approved outright and one was approved in concept but deferred for execution due to fiscal constraints with the full intent to revisit and complete at a later date. A detailed side-by-side of the System response is attached.

Concept

The UT System is in the process of establishing a Chancellor and senior-leader sponsored System-wide entity whose purpose is to enable the creation and sustainment of an organizational climate and culture across every institution and within the System Administration that is positive for women, supports equal achievement for women professionals, and assist in raising the next generation of women leaders. This entity will be called the “Chancellor’s Network for Women’s Leadership”

Process to Generate the Composition of the Network:

• Current members of the existing UT System Women’s Senior Leaders Network will initiate on-site organizational efforts to establish institution-level membership.
  • Membership at institution level will consist of any female or male faculty member or admin-professional who is in a leadership position and desires to support the purpose of the Network.
  • Institutions may determine the size of the on-site network.
  • Institutions are encouraged to involve leaders at all levels, not just the most senior.
  • This process membership generation applies to System Administration as well.
• This institution-level group of Network members will generate two “Women’s Leadership Co-Champions,” one faculty, one admin-professional. 
  • Each institution’s Network body will determine the manner of identification of their Co-Champions; elected is preferred, but selected is acceptable.
  • The Women’s Leadership Co-Champions will serve as:
    • Their institution’s leaders for this effort,
    • Advisors to their institution President (or the Deputy Chancellor in the case of System Administration) on related matters and be available to the President for work on these matters,
    • Their institution’s points of contact for further advisory support to the Enhancing Fairness and Opportunity and American Leadership Program Quantum Leaps, 
    • Their institution’s representatives on the Network’s Executive Committee.

Generating the Network:

• The first step in operationalizing the concept is to inform Presidents and vet the concept with them. This is ongoing.
• With the assistance of the AVC for Leadership Development and Veterans Affairs, institutions and System Administration will then begin internal efforts to generate their Network membership and select their Women’s Leadership Co-Champions

Initial Details of the Network Operations:

• Each institution and the System Administration membership bodies led by their Co-Champions will serve as “nodes” of the network; the Executive Committee with System leadership will serve as the “hub” of the Network. 
• Frequency and conduct of activities at Network nodes at institution and System Administration level is at the discretion of the membership.
• The Executive Committee and System leadership will convene the Network hub quarterly; twice “live” (in person) and twice virtually each year.
  • Intent is for the Chancellor to attend at least one of the live sessions each year and the Deputy Chancellor attend both live sessions.
  • The office of the AVC for Leadership Development and Veterans Affairs will manage meeting coordination and support for the Executive Committee.
• Issues raised, work assigned and tasks generated regarding organizational climate and culture, achievement of women professionals, and raising the next generation of women leaders will be 1) top-driven (from the hub)/bottom-up refined (refined at node level), and 2) generated at institution/System Administration level. Specific processes will be determined once the full Network is formed. 
• Once formed, the Network Executive Committee will generate a short list goals and metrics to measure progress towards achieving those goals. These goals, their associated timelines, and the measurement effort will become a part of the project management process of the American Leadership Program.   
• The Network Executive Committee will also act as an on-call advisory and task-capable body in support of the Enhancing Fairness and Opportunity and American Leadership Program Quantum Leaps. The AVC for Leadership Development and Veterans Affairs will coordinate and support this interaction.

Other Elements and Activities of the Network:

• Network Advisory Council (FY18)
  • Comprised of six nationally recognized women and men including one UT System Regent.
  • Purpose would be consultative in nature and when appropriate serve in an advocacy role. The Advisory Council would meet annually with the Network Executive Committee but be available to institutions as they may deem necessary.  
  • Once formed, the Network’s Executive Committee will make recommendations to the Chancellor for Advisory Council nominees. The Chancellor will approach those selected as nominees from his office.
• Annual Women’s Leader Development and Sponsorship Workshop (Next Workshop, Jan. 28-30, 2018)
  • The office of Leadership Development and Veterans Affairs will assist the Network’s Executive Committee in hosting an annual leader development event that is focused on women’s leadership in the academic and medical professions.
• External Relations and Community Based Partnerships (TBD)
  • Once the Network is formed, a communications and development capability will be established with the support of the office of Leadership Development and Veterans Affairs.
• Honoraria-based Fellowship (TBD)
  • Once the Network is formed, a UT System women’s fellowship program will be established with the intent of utilizing Fellows as resources for the Network and System initiatives.
• Women’s Leadership Institute (TBD)
  • Though delayed due to fiscal constraints, the establishment of a Women’s Leadership Institute remains an approved initiative and will be considered a key element of mid- to long-term planning by the Network.  
  • Initially, the Women’s Leadership Institute will be tied to the development of the UT System Leadership Institute, one of the three projects in the American Leadership Program Quantum Leap. As such, the concept of a Women’s Leadership Institute will be a part of fiscal planning for the overall leadership institute.
  • Feasibility for the hiring of an Executive Director, research and admin personnel will be considered for FY 18.