[This report] describes gender differences (differences between men and women) and racial-ethnic differences (differences between white and faculty of color, including Asian/Asian American faculty) within two disciplinary areas: science and engineering and social science.

The purpose of this report is comparison of the gender and race differences examined among science and engineering faculty to those among social science faculty.

There are two parts to this document. The first half discusses factors that can influence the number of diverse faculty members hired at your university. These factors are discrimination and harassment, lack of role models and encouragement, subtle bias, and work life balance. The second half of the document is ‘What is bad climate about anyway?’. It was put together by a committee on women. “To help members of university communities understand the environment that is experienced by many women, we have coll

This presentations covers the history of discrimination of women in science and then extends into how to discrimination now exists. The end of the presentation looks at the future of women in science and how to success in the 'end game'.

"Advocates for gender equity in academia have been working to effect institutional change for thirty years and, while much has changed, numerous studies and reports make it clear that much remains the..."

The University of Wisconsin-Madison prohibits illegal discrimination (including harassment) in employment, education, and all university programs. The University of Wisconsin-Madison (university) is committed to provide equal opportunity and equal access and to comply with all applicable federal and state laws...

This document is a table of data showing the difference between 2001 and 2006 in regards to gender discrimination.

The University of Wisconsin-Madison has an Office for Equity and Diversity. This webpage explains their mission, their responsibilities, and the types of discrimination they cover.