This poster describes how AdvanceVT used findings of faculty work-life surveys to drive conversations with various constituencies on campus with the goal of improving climate for women and underrepresented faculty members.

Sample titles of slides in this presentation are rationale, Lee and Mnitchell's unfolding model of voluntary turnover, extending the unfolding model, why academia, research goals, hypotheses, method, results, and summary.

The most serious problem facing women in science and engineering, at NJIT and across the country, is isolation. Integrating new virtual networks with traditional face-to-face networks, NJIT ADVANCE uses a variety of strategies to address this issue, linking women science and engineering researchers to each other, to male peers, and to female counterparts in industry and government.

The sections of this poster are introduction, outcome measures, and reflections and recommendations. "Advance VT is a comprehensive program to promote and enhance the careers of women in academic science and engineering at Virginia Tech through institutional transformation... As the grant funding expires, all aspects of the program are being evaluated and prioritized for continuation.

The sections of this poster are recruitment, recruitment activities, retention and climate activities, research, and climate survey.

This poster presentation for the 2009 PI Meeting covers a consortium approach to institutional transformation, involving four diverse institutions in the Greater Dayton, Ohio, region. Wright State University (host institution) a public doctoral university; the University of Dayton, a private Catholic institution; Central State University, a minority-serving public institution; and the Air Force Institute of Technology, a federal graduate institution; come together as the LEADER (Launching Equity in the Acad

This poster presents the highlights from the ADVANCE portal website in 2005 for the PI meeting. It covers the purpose and features with some screen shots.

Covered in this poster are some of the initiatives started by the University of Michigan’s ADVANCE program. These include career advising, defining goals, and giving awards. This poster was presented at the PI2005.

The efforts of the University of Maryland-Baltimore Country’s ADVANCE Program are summarized in this presentation: institutional change, recruitment and hiring, research assistantship program, faculty sponsorship committee, and the distinguished speaker series. It was presented at the 2008 ADVANCE PI Meeting.

The sections of this poster are introduction, method, results, conceptual model, and discussion. "Organizational climate is the individual's perceptions of the organization's policies, practices and procedures, both formal and informal.

This poster presents an overview of the initiatives and successes of the University of Rhode Island’s ADVANCE program. It was presented at the PI2005.

This poster as presented at the 2008 ADVANCE PI Meeting by the University of Alabama-Birmingham. It provides an overview of some of their initiatives to help faculty progress along their careers. “A major emphasis of the UAB ADVANCE Program over the past year has been to provide professional development activities for faculty to excel further as teachers, researchers, and leaders... In addition to the monthly Lunch and Learn Seminars for female faculty in the ADVANCE Schools, the UAB ADVANCE program has spo

This poster, prepared for the 2009 Advancing Diversity at Virginia Tech workshop, shows trends in the numbers of women faculty at Virginia Tech.

The areas of this poster are titled project overview, background significance, study aims, sample and measures, preliminary findings, and next steps.

This poster from the 2009 PI Meeting has sections titled "Premise" and "Partner's Needed". Example premises are, "The FORWARD to Professorship Workshop has informed and networked over 350 women in STEM academia from 2003‐2008" and "The workshop has been adapted to the MIT community and has been running annually since 2005 there.

“Grand Valley State University’s NSF-PAID project is a partnership with the University of Michigan aimed at advancing the participation of women in the academic sciences and engineering at GVSU. Our grant adapted four strategies that were effective for UM-ADVANCE and introduced a new synergistic component to create a collaborative pipeline for future faculty to benefit both institutions.” Their adaptations, innovative components, problems, and future directions are explained in this text heavy poster for th

Provided in this poster is a program overview of the University of Illinois-Chicago’s ADVANCE program and its goal of increasing the number of post doctoral students going into academia. Recruitment, the application process, the role of the advisory team, the people involved, and applicant descriptions are included. This information was presented at the 2008 ADVANCE PI Meeting.

Work-life balance means something different for each faculty member, but the overarching goal is to create a welcoming and supportive environment for all faculty members so they can succeed and are not required to make unacceptable choices between family and career. Retention of a talented faculty workforce is not just a matter of good start-up packages and...

“The WeLEAD project goals for improving the progression and retention of women members in the STEM disciplines focus on the Associate Professors level. Our data indicate that retention of Associate Professor is a significant contributor to the lack of senior women at the university and in administrative positions.” This poster was presented by Idaho State University at the 2008 ADVANCE PI Meeting.

The decreasing representation of women at increasing levels of rank in academia is well documented; women are particularly underrepresented in the STEM disciplines at all ranks. Implicit associations, which are unconscious associations that occur automatically and quickly due to internalized stereotypes, may help explain women’s underrepresentation in certain disciplines and at higher ranks in the academic hierarchy.

The UNC Charlotte ADVANCE team presented three posters at the November 2009 ADVANCE Primary Investigators’ Meeting. These posters helped detail some of the research and programming of ADVANCE. Posters are frequently used in academic settings to present research in a manner that combines graphical and written information.

The mid-career mentoring initiative at UNC Charlotte is designed to support associate professors and assist them in advancing to the rank of full professor. The initiative has two components – one that serves only female associate professors in the STEM disciplines and one that is open to all associate professors regardless of gender or discipline.

This poster describes the multiple approaches taken by the University of Michigan's ADVANCE team to represent data on the progress of women scientists and engineers. These approaches include cohort analysis, salary equity analysis, and space equity analysis.

This poster presents findings from a study looking at the advisor-advisee relationship. Factors influencing the "match" between an advisor and an advisee and recommendations are listed.

This poster highlights the ACE-Sloan projects on Faculty Career Flexibility and showcases best practices for increasing the flexibility of faculty careers. Increasing the flexibility of faculty careers is one way to increase an institution's ability to recruit and retain women faculty and other faculty with care-giving responsibilities. Information will be valuable to individuals and institutions working to recruit and retain a diverse faculty.

"Appreciative Inquiry is an approach to institutional change with the intent of building on what organizations are already doing well, rather than trying to pinpoint problem areas and fix what is not working." This presentation discusses this approach, strengths in recruiting and how they can improve, and strengths in career development and how they can improve. It was presented at the 2008 ADVANCE PI meeting.

The Cohort of Associate Professors Program is explained in this poster. It’s overall goal is “to plug CSE’s leaking pipeline at the transition from associate to full professor and to increase the number of women taking on leadership roles in CSE”. This poster explains their evaluation, some results, agenda, influences, and outcomes. It was presented at the 2008 ADVANCE PI Meeting.

A two-year study across RIT’s colleges with Science, Technology, Engineering and Mathematics (STEM) departments to collect and analyze data on the factors that women seek in an academic position and determine how well RIT provides (or fails to provide) for these through climate study activities and objective data review.

Presented by the University of Michigan, this poster presents three topics: Understanding their particular problem at the University of Michigan, strategies of intervention they’ve employed, and the progress they’ve made there.

Data from a local mid-sized New England University reveal that women account for only 20.4% of the STEM faculty. Men faculty are more densely clustered in higher ranks (e. g., 75.7% Full Professors) and far outnumber women in all ranks. Other data are presented and discussed to highlight changes across the years (e. g., gender balance in new hires and salaries), as well as needed changes to increase the representation of women faculty in STEM fields.

The most serious problem facing women in science and engineering is isolation. NJIT ADVANCE uses a variety of strategies to address this issue, linking women researchers to each other, to male peers, and to female counterparts in industry. By supporting interdisciplinary research synergy in this manner, we believe we can help expand women’s professional networks, improve information flow, stimulate social capital formation, and increase the number of women leaders.

The poster reports on qualitative interviews with STEM faculty at a large research university. The authors identify gendered pathways of career development, which they argue can contribute to the disengagement of female faculty and a disadvantaged career pathway.

The topics of recruitment activities, recruitment, climate surveys, retention and climate activities, and research are covered in this poster that was presented by Rice University’s ADVANCE program at the 2008 PI Meeting.

NSF PI Meeting poster, Year 1. This poster provides information on the initiatives on data, on recruitment, and mentoring.

This poster provides an overview of the institutional transformations that have gone on at Georgia Tech through their ADVANCE program. Their ADEPT program, family-friendly practices, and the data they’ve gathered can be found here.

Presented in this poster are ACES’s purpose and goals, scope, trends, gender breakdowns, reports and publications, and main accomplishments. It was presented at the 2008 ADVANCE PI Meeting.

This presentation looks at leadership by women, participation by women, and recognition of women's contributions.

We modified the Association for Women in Science Faculty Survey as a quantitative measure of on campus science faculty experiences. We also developed a qualitative interview for four different groups of faculty...

Faculty career stages have not been extensively studied in the literature on academic career development, and not much is known definitively about how faculty careers systematically unfold for female and male faculty.

A climate survey was conducted by the Advance team at Cal Poly during the spring quarter of 2009. The response rate to this survey was 67%. A logistic regression analysis was performed to identify statistical significance of the responses. The methodology used and some of the findings are summarized in this poster.

The IWSN is a national network of native women scientists. It will be a self sustaining entity that extends the University of Montana’s Partnership for Comprehensive Equity’s (PACE) model of support and networking to native women scientists across the country. The IWSN is developing from within, with participants taking leadership roles and shaping the content and structure of the network.

At the heart of ADVANCE-Purdue is the Purdue Center for Faculty Success (PCFS) focused on developing programming and implementing activities for the faculty. The activities are designed around the three ADVANCE-Purdue goals: 1) to increase the number of women of color in STEM faculty positions, 2) to improve the success of women STEM faculty, and 3) to engage all faculty in transforming Purdue. The research component of ADVANCE-Purdue is fully integrated into the three goals of the initiative. The team is e

Presented in this poster are some of the changes at Virginia Tech due to the presence of an ADVANCE program. These include increasing the number of women faculty, developing women leaders, and others. This poster was presented at the 2005 PI meeting.

The poster reviews our year one activities including STRIDE, External Career Mentoring Teams, and Interdisciplinary Networking Workshops; and also presents our year 2 efforts including upcoming Women’s Networking events and our research efforts.

The sections of this poster are Introduction, Updating Work-Life Policies, Outcome Measures, and Reflections and Recommendations.

The sections of this poster are goals of the project, activities, initial findings, and examples of new honors.

This poster presentation describes a research study on biases in letters of recommendation.

Covered in this posted from the 2009 PI Meeting covers a workshop on the topic of on-ramps. The topics on this poster are: goals of on-ramps, post-workshop participant support, speakers from the workshop, and topics from the workshop.

Covered in this poster is an overview of the New Jersey Institute of Technology’s ADVANCE program in its second year, and some of their initiatives (ex: networking building, disseminating best practices in recruitment and retention, and workshops). It was presented at the 2008 ADVANCE PI Meeting.

This poster provides an overview of Texas Tech University’s ADVANCE program. It covers their goals of retention through mentorship, demographic information collection, increasing the number of women recruited, and climate change. It was presented at the 2008 PI Meeting.

To help the leaky pipeline of women moving into professorship, a study examined a group of people who attended a workshop. This study revealed findings about work-life balance, negotiation, and the success for the workshops. This data is presented on this poster at the 2008 ADVANCE PI Meeting.

Evaluation is a critical component of ADVANCE UNC Charlotte, to both assess program impact and to inform the community of best practices. Principal programs are New Faculty Mentoring, Mid-Career Mentoring, Competitive Awards for individuals and units, Leadership UNC Charlotte and Future of the Faculty. We present our overall evaluation logic model, as well as the formative assessment that has informed and strengthened our program initiatives.

Areas of this poster are titled project overviews, data collection, results, and recommendations

This poster is divided into the following topics: a project description, progress towards institutional transformation, challenges, programs, and expected outcomes.

Areas of this poster are titled abstract and background, method, results- performance, results- gender, and conclusions.

There are three sections of this poster: (1) What the WIN initiative was designed to do, (2) Program activities, such as pre-tenure mentoring panel discussion and pair matches, and (3) studying faculty networks, such as the faculty network survey.

Associate Professors’ Perceptions of Pathways to Full Professor: The Results of a Campus-wide Survey Findings

We highlight the quantitative growth of SEM women faculty at K-State, describe unique and successful K-State ADVANCE programs, list specific measures of success, and share lessons learned during the past five years. We provide data showing the increase in the percentage of full-time tenure line women faculty, full professors, and administrators at K-State since 1997, which we are using as a benchmark year, and since 2003. The poster will summarize participation and outcomes of department, college and projec

This poster is about women geoscientists. The left side of the poster discusses the number of women in faculty positions, how geoscientists perceive gender equity, and reasons why geoscientists contemplate leaving the field. The right side presents strategies to build a community of female geoscientists. This poster was presented at the 2008 ADVANCE PI Meeting in a roundtable on Diversity in ADVANCE.

This poster gives an overview of the ADVANCE program at Georgia Tech. Their objectives, initiatives, research and ADEPT program are explained. This poster was presented at the 2006 PI Meeting.

On September 18, 2009, an unprecedented gathering took place of leaders of organizations focused on advocating for women at Washington State University and the University of Idaho. The event was co-sponsored by WSU’s Provost, NSF ADVANCE funded EXCELinSECenter, Association for Faculty Women, and the Women’s Resource Center." The sections of this poster from the 2009 PI meeting include a list of participating organizations, mission statements and outcomes.

The topics covered in Kansas State’s ADVANCE poster at the 2008 PI Meeting are project goals and initiatives, measuring success, climate survey, dissemination and institutionalization, and recent assessment and evaluation.

In this poster, we highlight the brochures and booklets we are developing with funds from the ADVANCE: PAID program. We make these materials available to other universities at cost, to be used in their own efforts at institutional transformation. Included are materials on departmental climate, hiring, and the advancement of women in academia.

This poster details the following sections in relation to the program at La Crosse: goals, departments, research questions, current data, areas of interest and data collection, and future steps.

This poster describes AdvanceVT's leadership development programs for women faculty at Virginia Tech.

Engagement Across the Institution - Building a Critical Mass for Texas A&M’s ADVANCE Program

A Circle of Advocates – Rallying Around the Mentor-Protégé Relationship

AAFAWCE Posters

AAFAWCE NSF-ADVANCE PAID, Chrystal A.S. Smith and Kathryn M. Borman, NSF Joint Annual Meeting 2010.

This poster presents demographics and job satisfaction data related to women faculty in chemistry, biochemistry, and engineering at Florida State University.

This poster describes a self-study across RIT's colleges with Science, Technology, Engineering and Mathematics (STEM) departments to collect and analyze data on the factors that women seek in an academic position and determine how well RIT provides (or fails to provide for these through climate study activities and objective data review.

Links to conference presentations and posters about the National Postdoctoral Association ADVANCE program.