This document provides more detailed information about the faculty associate position. The roles and responsibilities, key topics for investigation, information provided at training, benefits, and procedure are listed.

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

To foster an awareness of the ways in which unconscious bias and equity at the departmental level may influence the recruitment and retention of a diverse faculty.

This presentation explores the term 'fairness' in regards to male and female science faculty. The summary section includes areas of equal and unequal satisfaction, and recommendations are provided.

The purpose of this award is to sponsor research in any discipline by women faculty and research or service focused on gender equity by all faculty within the three ADVANCE departments.

This handout is a list of recommendations and best practices on how to deal with visible equity problems.

This webpage is a wiki collection of reports and papers on the topic of gender equity, for example, "The Climate For Women in Academic Science: The Good, the Bad, and the Changeable" and "The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study.

This handout covers what can be done right this minute to help evaluate and then do something about equity issues.

The University of Arizona’s ADVANCE program has put together a Stewardship Workgroup that “will foster responsibility for change within the university based on personal reflection and choice rather than on external pressure mandating behavioral compliance.” Their activities are listed on this webpage.

Consistent with widespread national attention to the issue of gender equity in faculty salaries, Edward M. Gramlich, former Interim Provost and Executive Vice President for Academic Affairs, commissioned a group of faculty and academic administrators to conduct an econometric analysis of salaries of tenured and tenure-track faculty.

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 handout covers how to uncover and then attempt to address hidden problems.

Sample titles of slides in this presentation are Problem: Shrinking Pool in Computer Science (CS), Too few women & minorities in Computer Science, Research Highlights Multiple Relevant Factors

The document outlines a faculty associate position. The idea is that there would be a faculty member in each department who would help the department head with equity issues based on a stack of information given and taught to the faculty person by the ADVANCE program.

This presentation covers challenges to achieving gender equity, why it matters, and what can be done about it. Specific policy recommendations are provided at the end.

These activities may help advance not only your new-hire, but also help maintain optimal conditions for success for all faculty in your department.

This webpage is a list of reading with links on the topic of gender bias and equity.

UW-Madison has a long standing policy that faculty salaries must be based on merit. Nevertheless, the University recognizes that inadvertent salaries inequities may occur for a wide variety of reasons.

This handout has sections for how to help gender equity dependent on your role: leader, colleague, a woman, etc.

To foster an awareness of unconscious bias and equity across the university through peer guidance; to mitigate and/or eliminate this unconscious bias through heightened awareness among the faculty; and to create formal roles for faculty members familiar with the data and research on gender equity that is relevant to their fields.

The statistics on sex disparities(Valian, 2003, Sex disparities in advancement and income) and the referencesin the annotated bibliogaphy (Valian, 2004, Advancing women: Annotated bibliography) lead to the following conclusions.

Institutional transformation regarding gender equity occurs only with deep engagement in issue on the part of faculty members and administrators along with a parallel transformation of behavior. This workgroup will foster responsibility for change within the university based on personal reflection and choice rather than on external pressure mandating behavioral compliance.

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.

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.

A list of equity materials can be found on this webpage. “Virginia Valian has written several short pieces about gender equity. The pieces are frequently updated, so check back often. Please feel free to use these copyrighted materials with proper attribution.” Examples include ‘gender equity activities’ and ‘what to do right now’.

This document is a list of reasons why gender equity is important. Examples include: "Equity increases the range and size of the candidate pool, thus maximizing the chances of hiring the best new faculty or staff.

Equity: What to do right now (One page of bullet points by Virginia Valian)

List of Faculty Equity Initiatives at WVU ADVANCE

Faculty Equity Initiatives: Existing Child/Family Resources

The WVU ADVANCE Sponsorship Program is an external mentoring program supported by the NSF ADVANCE program for women in NSF funded disciplines in CEMR and ECAS. The WVU ADVANCE project aims to catalyze institutional climate change, promote diversity and inclusivity, support women in science and engineering, and promote the success of all faculty.

Faculty Equity Initiatives: Parental Assignment

The following Lactation Rooms are available for WVU faculty, staff, and students. WVU is in the process of creating permanent Lactation Rooms that will be available across campus for nursing mom’s to express milk. Many of these dedicated Lactation Rooms are in buildings under renovation.

On October 5th, 2011, Dr. C. Megan Urry of the Yale Center for Astronomy and Astrophysics spoke at the University of Maryland College of Computer, Mathematical and Natural Sciences on “Women in Science: Why so Few?” In this videotaping of her talk, Dr. Urry discusses the statistics of gender differences in STEM fields, as well as some of the social science experiments relating to unconscious bias and how they pertain to minority groups in science. Dr. Urry concludes with a set of steps for improving gender

The number of women in science and engineering is growing, yet men continue to outnumber women, especially at the upper levels of these professions. In elementary, middle, and high school, girls and boys take math and science courses in roughly equal numbers, and about as many girls as boys leave high school prepared to pursue science and engineering majors in college. Yet fewer women than men pursue these majors. In 2010, AAUW published this comprehensive review of the literature on gender and STEM.

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

Recent research published in Science by Deborah Kaminski and Cheryl Geisler about retention of STEM women faculty seems to suggest that women and men are retained and promoted at similar rates in most STEM disciplines, except for mathematics and math intensive fields. They found since 1990, from time of hire in science and engineering fields, median time to exit is about 11 years for women and men. In mathematics, 50% of faculty (male or female) depart their positions earlier than other disciplines, but wom