STRIDE stands for Strategies and Tactics for Recruiting to Improve Diversity and Excellence. Northeastern University will be utilizing an adaptation of the University of Michigan developed STRIDE Recruitment Committee to support search committees in the hiring process. The STRIDE Committee is a team of NU faculty who aim to increase the diversity in applicant pools.

Project PACE instituted a Campus-Wide Policy Committee (CWPC) of senior administrators and scientists to review departmental diversity reports as well as a campus-wide Task Force on Policy Development and Revision.

The establishment of this commission is a historic step to ensure that UAB is an inclusive university. It brings women faculty, staff, and students together in a forum to advocate and examine the progress of the university's commitment to securing equitable opportunities and rewards for its employees.

The ADVANCE program supports the creation and active implementation of policies and procedures at URI that support a balance between work, life, and family for its workers. What does this mean?

The Committee was responsible for the investigation of all aspects of policy concerning issues important for reaching gender equity in science at UM.

The Future of the Faculty committee's purpose is to review policies, processes, and practices at UNC Charlotte that might impede the recruitment, retention, and full professional development of faculty members, particularly women faculty in the Science, Technology, Engineering and Math (STEM) areas.

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

The Commission on the Advancement of Women and Minorities in Science, Engineering, and Technology Development was established by Congress on October 14, 1998, through legislation developed and sponsored by Congresswomen Constance A. Morella (R-MD). The mandate of the Commission is to research and recommend ways to improve the recruitment, retention, and representation of women, underrepresented minorities (namely, African Americans, Hispanic Americans, and American Indians), and persons with disabilities in

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 strongest predictor of success in recruiting women is the inclusion of women in search committees. The ADVANCE Center for Women faculty, in conjunction with the Dean of Faculties, is expanding existing gender bias training for all members of search committees, committees making decisions on tenure and promotion, and committees making decisions on university and college awards.

This activity is focused on highlighting the success of women STEM faculty. In collaboration with the Dean of Faculties office, the Women’s Faculty Network, the Women Engineering Faculty Interest Group, the Women Administrators Network, and the Vice President of Research, the ADVANCE Center for Women Faculty is organizing events to recognize and publicize the achievements of women faculty.

The ADVANCE Center for Women Faculty is organizing mentoring groups centered on personal and professional interests. This activity functions as a complement to existing one-on-one mentoring (Women’s Faculty Network, the Mexican American Latino Faculty Association and the Black Faculty Alliance) and facilitates the development of social connections among women faculty.

An ADVANCE Policy and Procedures Committee will be established to review policies and procedures at JSU and ADVANCE institutions and this committee will develop and integrate best practices for recruitment, retention, and tenure and promotion evaluation procedures.

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

Listed below are the members of the UWF Faculty ADVANCE Internal Steering Committee.

Listed below are the members of the UWF Faculty ADVANCE External Advisory Board

The STRIDE Task Force will be established to review recruitment and retention policies and procedures.

The WLE Task Force will be established to review work-life policies, benefits, and programs. They will focus on Flexible Work Options (tenure clock extension policy; modified duties policy; family/parental leave policy), and Education and Awareness (support programs for faculty during family transitions; formal policy review and development).