This document is a list of family friendly practices supported by UC Irvine and information about its dual hire program. It was written for the 2005 ADVANCE PI meeting in Panel 4.

To affect climate and culture change at the University of Wisconsin-Madison, the ADVANCE program has had to use multiple efforts. In this executive summary for the 2005 PI meeting in Panel 6 they list these efforts with a scenario.

A review of the academic discussion on part-time tenure, some data, and results from some studies are given in this presentation. It was presented in Panel 1 called Part-time on the Tenure-track: The Nexus between Policy and Utilization.

For the 2005 PI meeting Georgia Tech’s ADVANCE program put together a summary of their ADEPT tool for promotion and tenure groups. ADEPT “consists of a downloadable application that contains case studies and related activities appropriate for group discussion or individual use by candidates, members of committees, and other faculty.”

A panel discussion on tenure dossiers

In 2005 in Panel 1 the University of California-Irvine’s ADVANCE program created a summary of the changes they have supported in their institution. Their largest change is the use of Equity Advisors in their 10 schools which has increased recruitment.

The purpose of this event is to inspire future female leaders in technology, to encourage student involvement in the STEM (science, technology, engineering, and mathematics) fields, and to create a positive view of career opportunities for women interested in high technology. One of the most important aspects of this event is the introduction of prominent women in the high-technology corporate environment who can serve as role models and raise the bar for what women can achieve in these fields.

Listed in this document are the reasons why Georgia Tech’s ADVANCE institution has been a success. An example of one is the willingness of Georgia Tech to provide needed resources. This list was compiled for the PI2005.

This document outlines five areas of Georgia Tech ADVANCE program practices that have been made: grants awarded for advancement; tenure and promotional processes; work environments; work-family arrangements; and, participation in ‘decision making’. It was written for the PI2005.

The Vice President of Human Resources for Sauer-Danfoss, Inc. shares his organization's experiences and suggests ideas about how business and academe can work more closely together. This document is from Panel #1 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

These slides were presented at the 2005 PI ADVANCE meeting in Panel 2. The presentation covers the metrics that people first agreed upon in regards to increasing women in STEM, data that was collected using these metrics, and the toolkit that was developed.

This document covers responses from four different people on the topic of influence and authority.

This document is an executive summary of the family friendly practices instituted or continued by the Virginia Tech ADVANCE program. Some of these initiatives are child care, a work-life grant for graduate students, dual career guidelines and support, lactation areas, and more. This document was written for the PI2005.

This executive summary presents what Hunter College wants to do to enact permanent change for the advancement of women in STEM fields. They propose to work with everyone from high level officials to undergraduates and to use a mentor group. This summary was written for Panel 3 of the 2005 PI ADVANCE meeting.

This document is a proposed method for compiling information at each ADVANCE institution. It was compiled by New Mexico State University’s ADVANCE program for the 2005 PI meeting in Panel 2. “The standardization recommended in this toolkit offers potential benefits in terms of cross-institutional comparisons. A brief history of the evolution of the indicators is presented in Appendix 1.”

This webpage lists the location and date information of the 2005 in Panel 7 seventh panel and the people involved. The links under each person are broken.

The University of PR’s ADVANCE program presented their strategic evaluation and conversation process at the 2006 PI Meeting in this presentation. The purpose, background research, indicators, and findings are included.

A summary of the LEAP (Leadership Education for Advancement and Promotion) project at the University of Colorado is presented in this document for the 2005 ADVANCE PI Meeting in Panel 5. They have set up workshops with stipends to “develop the skill sets of faculty members and promote best practices... This stipend is a clear incentive for junior faculty who also like the fact that we market the workshops as a ways to get off to a fast and successful start and have an application/selection procedure.”

This presentation covers many statistics on pregnancy and parenthood in terms of time to graduate, attain tenure, and other careers. It was presented at the 2008 ADVANCE PI Meeting in a session called "Do Babies Matter? The New Norm on Flexibility in Science and Engineering.

This presentation reports findings from a study that examined the amount of work space allocated to male and female faculty. It was presented at the 2005 PI meeting by New Mexico State University’s ADVANCE program in Panel 2.

This presentation from the 2009 PI Meeting covers: a description of the panel, the grant at Towson University, goals, institutional policies and data, and dissemination.

A list of the panel speaker information and PowerPoint presentations from the second day of the conference.

During the October 17, 2008 Faculty Mentor Lunch Workshop, a panel of 4 senior faculty with much mentoring experience provided insights and advice about mentoring. Our panel included 1 dean, 1 chair, and 2 senior faculty from 4 different colleges: CELS, Nursing, HSS, and Business Administration...

This presentation explores initial findings on the use of flexible policies and provides related data on faculty attitudes about these policies. This document is from Panel #3 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

This short presentation lists measures for examining start-up packages and gender equality. A worksheet is proposed. This presentation was given at the 2005 PI meeting by the University of Michigan's ADVANCE program.

This presentation reports the findings of a study that examined equity in faculty salaries. It shows that salaries for women and minorities are lower than those of their male counterparts. This presentation was given at the 2005 PI meeting in Panel 2 by the University of California Irvine’s ADVANCE program.

This presentation covers some background and statistics on why women are leaving the pipeline. Recommendations and topics such as stereotype threat are addressed. It was presented at the 2008 Meeting at Panel #2 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

Due to a lack of female leadership the ADVANCE program at Virginia Tech has created a new leadership development program. Information about this program is presented in this summary for the 2005 PI meeting.

A presentation on how the National Director of the Higher Education Recruitment Consortium helps dual career academic couples. This document is from Panel #1 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

A list of the materials at the 2005 ADVANCE PI Meeting on the panel for working with department chairs is listed on this webpage.

In 2005 Virginia Tech’s ADVANCE program created a summary of the changes they have supported in their institution for the 2005 PI meeting. Some of these are working with different schools within the university such as the graduate school and making changes in the universities strategic plan.

This presentation covers some practices from industry that could be ported over to academia to help change the climate. Examples include increasing flexibility, actions a chair can do, and on ramps. It was presented in 2008 in the second panel on the Boardroom to the Academy: How Promising Corporate Workplace Practices Can Transform the Academic Culture.

URI’s summary for the 2005 ADVANCE PI meeting on climate change reviews their initiatives and goals. A brief discussion of their Institutional Transformation Award is covered.

This presentation reports the findings of the University of Wisconsin-Madison’s ADVANCE program on promotion and gender in academia. Metrics and graphs are provided. This presentation was given at the 2005 PI meeting in Panel 2.

This presentation is on minority women in SandE. There is a graph at the end showing percentages and information on mentoring.

This document covers the family friendly practices that have been implemented at the University of Rhode Island and their hopes for future changes. Some of these include creating a family leave policy and a virtual work-life office. The document was written for the 2005 ADVANCE PI Meeting.