6b. Logic Model

PROGRAM LOGIC MODEL
Program Activities
Context
Outputs
Short-Term
Outcomes
Mid-Term
Long-Term
Program Goals
State requests 100k more
STEM degrees awarded by
2023
UVA pledges to increase STEM
enrollment by 500 in 2015
Baseline data shows sex ratio
not balanced in STEM
Female STEM faculty report
isolated, place of male
privilege
Gender-based violence &
gender equity topic of
discussion year 3
Theory of Change
Change happens at 5 levels
Male participation as change
agents
Adaptive Self-Discovery
Process
Goal 1: To strengthen
departmental efforts to
create a positive
environment for women
faculty (Initiative 1)
Goal 2: To increase gender
diversity of STEM
departments (Initiative 4)
Goal 3: To generate &
implement creative,
grassroots solutions to
problems preventing hiring
& retention of STEM women
faculty (Initiative 3)
Goal 4: To provide
departments and women
STEM faculty with resources
to support hiring, retention
& professional development
(Initiative 5)
Goal 5: To increase the
sense of belonging of STEM
women faculty among their
schools & depts. (Initiative
2)
1. Structured
Dialogues
2. Academic
Search Portal
1. Equity
Consultants
2. Faculty Search
Seminar
3. Tournament of
Ideas
4. Enhancement
Grants Faculty
5. Oral Histories &
Photo Exhibit
5. Symposium
4. Recruitment
Grants Hiring
5. Social Science
Research
1 & 2. # of departments
working with Equity
Consultants, participating in
Structured Dialogues, # of
faculty attending seminar,
using portal
1 & 2 Depts. map their
dept. culture; faculty
more aware of issues
women faculty face in
recruitment, hiring,
retention & promotion;
search committees using
best practices in hiring
process ; search
committees using the
Portal;
3. # of proposals
submitted; # of coalitions
3. Barriers to accepting
positions, leaving UVa
identified; ideas from the
Tournament shared with
Provost & others
4. # of grants awarded
5. # of oral histories &
photos completed; # of
barriers identified
4. Depts. increase diversity
of interview pool; women
faculty produce work
integral to career
advancement
5. Identify barriers to
women's sense of
belonging, empowerment
& participation on grounds;
raise awareness of women
STEM faculty
1 & 2 Depts. can map
change in their dept.
culture given a scenario;
Depts. increase diversity of
applicant & candidate
pools; search committees
increase bias literacy;
3. Change in perception of
faculty & staff that this
problem is solvable; 2
ideas adopted and
implemented
4. more offers made to
female candidates; faculty
receiving grants receive
tenure; work produced
under grant has impact on
their field
5. women STEM faculty
report feeling recognized &
empowered after
participating; university
takes action to address
barriers to sense of
belonging
1& 2 Women
describe dept. as
equitable; new hires
describe dept. as
welcoming; depts.
increase diversity of
interview pool &
offers made to
women candidates
1, 2, 3, 4, 5 Greater
retention of women
STEM faculty
3 & 4 Increased
number of female
STEM candidates
accept positions;
increased hiring of
women;
5. female STEM
faculty feel a greater
sense of belonging;
increased use of labs
etc. after improved
physical environment