This document is a flier for a talk by Dr. Lynn M. Gangone: "Dr. Gangone is head of The Women's College of the University of Denver and associate clinical professor of higher education at the University's Morgridge College of Education. Dr. Gangone serves on the faculty of the HERS Bryn Mawr, HERS Denver, and the ACPA Donna M. Bourassa Mid-Level Management Institute (MMI), and is a member and facilitator for the AACandU's Campus Women Lead (CWL), and alliance promoting a multicultural women-led agenda for t

This document is an annotated bibliography on gender, equity, and diversity. The most recent publication in this list is from 2007.

In 2008, AdvanceVT hosted the fifth annual Advancing Diversity at Virginia Tech workshop. Workshop agenda and links to presentations by Mark McNamee and Cathy Trower are here.

Covered on this webpage are descriptions through video of different kinds of stereotypes (e.g., Taking Care and Duty to Serve). Additionally included are videos of survival strategies.

In 2003, President Ruth J. Simmons created the Office of Institutional Diversity (OID) to provide leadership for the formulation and oversight of policies related to pluralism and equity, and initiate programs and practices that promote diversity, inclusion and fair treatment of all members of the community. The associate provost and director of institutional diversity leads the work in OID.

This document is divided into reasons to care - improving faculty retention, attract and retain students, improve ability for outside funding, and more.

Covered on this webpage are descriptions through video of different kinds of stereotypes (e.g., Latina Stereotyping and Nurturer and Caretaker). Additionally included are videos of survival strategies.

The seventh annual Advancing Diversity at Virginia Tech workshop featured Dr. Freeman Hrabowski as the keynote speaker and breakout sessions on student recruitment, faculty mentoring, work/life balance, employee climate survey findings, and dealing with difference in the workplace.

Systematically monitor hiring and promotion decisions to eliminate unintentional bias and create opportunities for all faculty. Include salary and workload equity in your thinking about such decisions...

...invites groups of faculty and staff to compete for funds to support a significant transformation in the environment for diversity in science and engineering, including improvement of climate and mentoring, and an increase in the number of diverse faculty or students recruited, retained and/or promoted.

Example slide titles are a universal challenge, a balancing act, the challenge of conflict, conflict in academia, expectations in interpersonal conflict, expectations in interpersonal conflict, internal dynamics, and more.

The AAUP's support for affirmative action stems from the well-documented educational benefits of racial diversity in higher education. The following are links and sites to some of the numerous studies and reports examining and supporting the benefits of racial diversity.

This presentation from the 2009 PI Meeting covers: history of AWM, their early work and their outcomes, AWM's current approach through stages, direct advocacy, and arguments for diversity.

Covered in this document are the benefits of having a diverse work force in academia. The sections of the document are Benefits for teaching and research; Benefits for students; Challenges of diversity; Examples of common social assumptions/expectations; Examples of assumptions or biases that can influence interactions; Examples of assumptions or biases in academic contexts; Biases and assumptions that can influence interaction between colleagues; and Resources.

Sample slide include Purpose of Initial Session, Paired Interviews, Agenda

This article presents the problem of diversity in STEM. “When we were in college some 40 years ago, neither of us ever had an African-American or Latino professor. Unfortunately, even today many students at major American research universities have the same experience. Departments in science, technology, engineering, and mathematics — the STEM fields — are typically the least diverse. Not only is that situation dismaying for those of us who lived through the civil rights movement, but it is also a big polic

These brief awareness sessions focus on gender-based stereotyping in classrooms and labs and differential expectations toward male and female faculty members. The sessions are conducted by Dr. Dorothy Miller, Director of the Center for Women, and a Ph.D. student from the department of Organizational Behavior.

This document is divided into the sections of gender schemas, stereotype threat, confirmation bias, self-fulfilling prophecy, and fundamental attribution error.

Even the bastions of academia are no longer immune to reality television. In late August, 48 doctoral students arrived in the resort village of Snowbird, Utah, for a collaborative weekend of solving environmental problems — and found themselves the subject of a social-science experiment uncannily like MTV’s Real World.

Purpose of workshops: To help departments conduct fair inclusive, and effective searches, consistent with university and department goals

The URI Equity Coalition was formed in 2006 to collaborate on initiatives that promote diversity at URI for faculty, staff, and students, and to explore ways to coordinate and streamline these efforts.

This presentation from the 2009 PI Meeting covers: a study that "examines the differing pathways to the doctoral degree and initial academic appointments among women in the 18 academic departments under the auspices of an ADVANCE grant."

This presentation covers efforts at Case Western University to increase diversity and create climate change. These include defining the challenge, grassroots participation, policy and procedure, recruitment, retention, advancement, and faculty satisfaction.

Discourse on Leadership and Diversity - third in the series. "Why are women conspicuous by their absence at the most prominent levels of science, medicine, business, law, and academia?

“Listed below are some useful online resources related to excellence, equity, and diversity in the science, technology, engineering and mathematics fields.” They were compiled by the University of Arizona’s ADVANCE Program and are organized into the areas of topic, climate, diversity, evaluation, hiring, mentoring, unconscious bias, women in STEMs and academia, women in community, and ADVANCE resources.

Gender bias can differ according to the race of the woman involved. The fact that gender bias is racialized has important implications for each of the patterns of gender bias." Links to different types of diversity related stereotypes are included

Provost and AdvanceVT Principal Investigator Mark McNamee gave this update to the university community at the 2009 Advancing Diversity at Virginia Tech workshop.

These presentation slides from the 2009 Advancing Diversity at Virginia Tech workshop provide a primer on bias and ways to address it.

Dr. Alma Clayton-Pedersen of AAC&U gave a keynote presentation on building capacity for inclusive excellence at the 2009 Advancing Diversity at Virginia Tech workshop.

This presentation covers why diversity is important for the workforce. It also covers how to recruit for diversity.

'The library is no longer a museum for books,' said Carol in her presentation to instructional faculty. Gone are signs demanding “QUIET PLEASE” or “NO TALKING.” Even the catacomb-like reading rooms with long tables and lamps are being converted into hubs of noisy activity for information/technology centers or a Learning Commons.

Update on the status of implementation of the recommendations of the Task Force on Race and the Institution

This presentation from the 2009 PI Meeting covers: levels of diversity thinking, forecasting and prediction, and problem solving.

This webpage outlines the AAUP’s stand on affirmative action. Links to their committee on historically black institution and scholars of color, their committee on women in the academic profession, and relevant AAUP Policies can be found here.

In 2009, AdvanceVT hosted the sixth annual Advancing Diversity at Virginia Tech workshop. The agenda, status reports, and presentations on inclusive excellence and bias literacy are available here.

Renae Merrick, a young diabetic student from Fort Berhold Community College, spoke at an American Indian College Fund event honoring outstanding tribal college students in 2001. Her story revealed her determination to complete her nursing degree.

The path to workplace equality has become a difficult one to navigate. No one can safely rely upon the strategies developed in the 1960s and 1970s to integrate workplaces. Employers face legal and political challenges for failing to diversify their workplaces and for diversity efforts to overcome failure.

Twenty-six science and engineering faculty drawn from four racial-ethnic groups (African American, Latino, Native American and Asian/Asian American) were interviewed by a member of the ADVANCE Project staff during the summer of 2006. Most of the faculty interviewed regard the University of Michigan and their departments as offering many positive career opportunities.

After a series of productive meetings, the taskforce has concluded its work and herewith submits to you its recommendations. The attached template contains eleven (11) tactics, grouped in four categories

Starting in 2004, AdvanceVT hosted annual "Advancing Women at Virginia Tech" workshops. Since 2008, the workshops have been co-sponsored by the Office for Diversity and Inclusion, and are now entitled "Advancing Diversity at Virginia Tech."

The University of Maryland is nationally and internationally known for its outstanding equity and diversity efforts. A major key to the institution's success in these arenas is its decentralized equity and diversity structure. This structure encourages the campus' conceptualizations of equity and diversity as "community responsibilities" rather than the purview of a single person's role and function or office's mission.

The Office of Diversity Education and Compliance (ODEC), an arm of the Office of the President, investigates and resolves complaints of discrimination in accordance with the process set forth in the University Code of Equity, Diversity, and Inclusion, and develops and implements a broad range of proactive multicultural educational programs for faculty, staff, and students. In accordance with the University mission and strategic plan, the Office advises and assists the President in the promotion of excellenc

About Recruitment of Faculty at Lehigh University

Faculty Recruitment: Best Practices for Diversity and Excellence

The main objectives of the ADVANCE Scholar Program are to provide mentors for underrepresented women STEM faculty (e.g. women of color, GLBT) and to establish a national conference specifically for women who are marginalized along multiple dimensions.

The aim of this activity is to provide an avenue for ADVANCE Target Departments to improve the work climate for women faculty and support departments in their diversity efforts.

Mini-grants for innovative projects are being awarded to individual departments based on how well the proposed projects support the goals of the ADVANCE program. This initiative is meant to support departments in their diversity efforts and to provide an avenue for innovative strategies to promote the success of women STEM faculty.

There are 12 ADVANCE activities that are designed to transform Texas A&M University by increasing gender equity for women STEM faculty. Each activity is aligned with one or more of the Psychologically Healthy Workplace (PHW) practices – the underlying, evidence-based framework for this initiative. The activities are organized into 3 broad categories: Climate Change, Success Enchancement and Recruitment and Retention.

Dr. Christine Stanley, the Vice President and Associate Provost for Diversity, and her Advisory Council annually assess the progress made by each university unit (academic colleges and offices) toward reaching diversity goals. The ADVANCE team is working with Dr. Stanley’s office to leverage this new institutional practice to further the goals of the ADVANCE program.

The ADVANCE Center for Women Faculty is partnering with theater performers to develop interactive experiences that address student’s implicit biases, prejudices, and stereotypes of women and minorities. The goal of this activity is to further educate students that respecting all faculty is part of the culture of Texas A&M.

The ADVANCE Speaker Series has two goals. First, the ADVANCE Center for Women Faculty is working to bring in one or two senior women scientists and engineers per year who have also been active in gender and diversity issues to speak. The speakers meet with smaller groups (including Department Heads and senior faculty) to discuss issues related to diversity in STEM. The second goal is to bring in mid-career and senior women scientists and engineers that are nominated by STEM departments for recruiting purp

The TAMU ADVANCE-IT initiative incorporates the facets of APA’s model of a Psychologically Healthy Workplace (PHW) to guide the activities towards creating a work culture that is supportive and free from bias for all individuals.

Searching for Excellence & Diversity: A Guide for Search Committee Chairs, developed by the University of Wisconsin, Madison

The policy benchmarking activity was one of the earliest activities in the grant, providing a starting point for identifying areas that should be investigated further in the survey activity.

This workshop will examine the underrepresentation of women of color in leadership positions, despite steady inroads into STEM (Science, Technology, Engineering, and Mathematics) disciplines over the last several decades. The convening will address pressing questions that must be answered to accelerate women of color’s progress in STEM, such as: What are the spoken and unspoken barriers that make it difficult for women of color to advance in STEM fields? Why do these barriers often go unacknowledged?

The Society of STEM Women of Color hosts the annual STEM Women of Color Conclave. This year's Conclave, as in the past, will bring together the largest national assembly of women faculty of color, representing all academic STEM disciplines. This Conclave promises to be an extraordinary and groundbreaking event that will serve to launch the long- awaited Society for STEM Women of Color, and simultaneously catapult the constellation of our efforts to unprecedented levels of influence.

This presentation from the 2011 PI Meeting covers MSU ADVANCE grant programs to achieve diversity, their implementation, survey results and faculty perceptions of program success and current status.

This presentation from the 2011 PI Meeting covers: an overview of the ADVANCE- IT grant at Columbia University, its institutionalization, the goals, programs, diversity programs and initiatives to increase the representation of women and minorities.

This presentation from the 2011 PI Meeting provides an overview of the evolution of ADVANCE at the University of Maryland Baltimore County (UMBC).

This presentation from the 2011 PI Meeting covers: an overview of programs and strategies put in place at North Dakota State university for women advancements and retention and ways to engage men to be part of the process.

This presentation from the 2011 PI Meeting describes institutionalization of ADVANCE at UC Irvine through leadership, resource allocation process, consistent dissemination and articulation of University policies and campus procedures, training, building on strengths and broadening the mission.

This presentation from the 2010 PI Meeting covers: How RU efforts in cultivating community to support diverse faculty and women in sciences through culture change.

This presentation from the 2010 PI Meeting covers: ADVANCE grant at Iowa State University, how to use data in diversifying the faculty by Identifying and Naming Challenges, using Data and Mobilizing Support, moving beyond person-centered approaches, implementing programs, and measuring progress.

This presentation from the 2010 PI Meeting covers: background on American Society of Plant Biologists (ASPB) and report on changes made to ASPB awards process to increase diversity, and impact of the changes.

This presentation from the 2010 PI Meeting covers: A meta-analysis of empirical research on women of color in STEM careers, 1970-2008.

This presentation from the 2011 PI Meeting covers MSU ADVANCE grant programs to achieve diversity, their implementation, survey results and faculty perceptions of program success and current status.

This presentation from the 2011 PI Meeting provides an overview of the evolution of ADVANCE at the University of Maryland Baltimore County (UMBC).

This presentation from the 2011 PI Meeting describes institutionalization of ADVANCE at UC Irvine through leadership, resource allocation process, consistent dissemination and articulation of University policies and campus procedures, training, building on strengths and broadening the mission.