Administrator Shadowing Awards were designed to give women faculty in science and engineering the opportunity to shadow a senior university administrator and work on a semester-long project that would have institutional impact.

These findings come from the survey distributed in Fall 2008 by the ADVANCE Program. ADVANCE’s external evaluator, Group Dimensions International, developed the instrument and analyzed the results. The survey was administered to tenured and tenure-track faculty in the biological, life, and physical sciences and explored perceptions of women and men at the beginning of the Program’s escalating presence on campus (a “pre-test”).

The ADVANCE Program at Brown supports new initiatives for formal faculty development programs to ensure that all faculty – men and women – have access to the types of resources that cultivate opportunities for success at the highest levels in academia and academic leadership.

The ADVANCE Program recognizes the importance of having women scientists and engineers in positions of leadership in university administration and seeks to encourage interested women faculty to consider participating in this program.

The Leadership Program provides different mechanisms of support to encourage women faculty who are interested in pushing their careers to the next level by becoming academic administrators or assuming some role of scholarly scientific leadership in the national community.

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.

Found on this webpage is a list of links to resources by Brown University’s ADVANCE Program divided into the categories of policies and procedures, campus resources, and national reports and data on women in Science and Engineering.

Brown University's ADVANCE Program has created an award to help faculty networking and relationships. "Career Development Awards are intended to help faculty increase their exposure to senior colleagues at other institutions who can serve as collaborators, role models and sponsors. These awards could be particularly useful for Assistant Professors who are beginning to build their research program or for mid-career faculty moving in a more collaborative direction or trying to make contacts in a different res

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.

The purpose of this event is to inspire future female leaders in technology, to encourage student involvement in the STEM (science, technology, engineering, and mathematics) fields, and to create a positive view of career opportunities for women interested in high technology. One of the most important aspects of this event is the introduction of prominent women in the high-technology corporate environment who can serve as role models and raise the bar for what women can achieve in these fields.

The ADVANCE Program at Brown University seeks to increase the retention and advancement of women faculty in science and engineering by making available mechanisms that promote career success for all faculty scientists—mechanisms including mentoring, grant seeking support, and tools for becoming leaders in academic and scientific communities.

This webpage is a wiki collection on the topics of policies and procedures, resources for faculty, local childcare resources, funding resources, and external and internal research.

ADVANCE supports new initiatives for formal Faculty Development Programs to ensure that all faculty—women and men—have access to the types of resources that cultivate opportunities for success at the highest levels in academic and academic leadership. Our faculty development initiatives seek to provide fair and transparent access to the types of resources that support career success at Brown University and the wider scientific community.

Dr. Virginia Valian is the Distinguished Professor of Psychology at Hunter College and Co-Director of Hunter's Gender Equity Project. She comes Brown as part of the Visiting Scholars Program. Why do so few women occupy positions of power and prestige? Why So Slow? The Advancement of Women uses concepts and data from psychology, sociology, economics, and biology to explain the disparity in the professional advancement of men and women.

Americans believe women have the right stuff to be political leaders. When it comes to honesty, intelligence and a handful of other character traits they value highly in leaders, the public rates women superior to men, according to a new nationwide Pew Research Center Social and Demographic Trends survey.

A visual representation of program components, initial goals, accomplishments, and new goals for the second phase of the award period.

This webpage is a list of news articles from the current date until back to 2006. Example news articles are: "Mentoring Faculty on Proposal Writing: A Workshop for Department Chairs" and "Introducing ADVANCE at Brown

This document is the agenda from the 2 day site visit with places and people listed. Example activities include presentations, meetings, and focus groups.

Dr. Nancy H. Hopkins is the Amgen, Inc. Professor of Biology at the Massachusetts Institute of Technology. In this presentation, Dr. Hopkins looks back on what has been learned at MIT about invisible barriers that inhibit women's advancement in science and steps MIT took reduce such barriers. She asks whether conscious and unconscious barriers still inhibit women's full participation in science.

The ADVANCE Program recognizes that there are a variety of ways for faculty members to acquire guidance throughout their academic careers. Ideally, tenure-track faculty members cultivate a number of advisors or mentors, each of whom may help with different issues at different times.

This presentation covers an overview of funding opportunities at NSF, investment areas, and how to meet their criteria.

This presentation provides background on the ADVANCE Program at Brown, their staff, and some of their initiatives.

The purpose of the Visiting Scholar Program is to provide greater in-house consultation to chairs and directors regarding best practices for recruiting and retaining women in the sciences. Rarely do campuses have personnel who specialize in all the areas of challenge to diversity. Moreover, addressing many of these challenges requires more than a single interaction with an expert." Information on past visiting scholars from 2007 until recent are provided with links.

The Leadership Support Fund provides tenured and tenure-track women science and engineering faculty with the means to attend Leadership Programs or Academic Administration Training provided by other institutions

Career Development Awards are intended to help faculty increase their exposure to senior colleagues at other institutions who can serve as collaborators, role models and sponsors. These awards could be particularly useful for Assistant Professors who are beginning to build their research program or for mid-career faculty moving in a more collaborative direction or trying to make contacts in a different research area.

The ADVANCE Program strives to broker opportunities for women scientists’ career advancement by providing funding mechanisms that support their research and professional development. The ADVANCE Travel Grant enables women faculty in the sciences and engineering to accept invitations to guest-lecture at universities and conferences.

Taking on a position of scientific leadership such as becoming president or vice president of a scientific society or professional organization, or assuming editorship of a journal can be essential elements in advancing a scientist’s academic career. However, these opportunities often require significant investments of time that may hinder one’s research. Some scientists decide to turn down leadership opportunities due to the competing demands of their own labs or academic commitments.

Brown's ADVANCE Program supports new initiatives for formal faculty development programs to ensure that all faculty - men and women - have access to resources that cultivate opportunities for success at the highest levels in academia and academic leadership. The overarching goals of the ...

This webpage is a wiki collection on the topics of family friend policies, local employment, area colleges and universities, national job search websites, resources for academic leadership and policy makers.

Sue V. Rosser of Georgia Tech will outline ways in which higher educational institutions’ engagement with the issues of women in the sciences can widen the path to success for all faculty. She will identify key barriers that must be addressed for universities to better retain women scientists and engineers, and the challenges and rewards of institutionalizing ADVANCE goals.

The ADVANCE Program at Brown is offering Peer Mentoring Groups for faculty in the STEM fields (Science, Technology, Engineering, and Math) starting in Fall Semester, 2008. One of the comments that we have consistently heard from faculty at Brown is that you would like to have more opportunities to talk with each other to discuss challenges, successes, issues, etc.

A presentation by working group members, steering committee members, and University partners detailing the progress of project components and the progress towards institutionalization.

The goal of these workshops is to provide chairs with information and skills that will have a positive effect on faculty development and departmental climate, facilitate communication between chairs to share experiences and best practices, and to integrate the broader goals of the ADVANCE Program by weaving information and discussion about issues of diversity and gender to improve the recruitment, retention, and promotion of women faculty.

A document that lists programs for faculty and staff. Examples include the Institute for Management and Leadership in Education (MLE) at Harvard University and the Women's Leadership Development.

This document is the agenda from the 2 day site visit. Example activities include presentations, meetings, and focus groups.

Janet Bickel is a career coach consultant. She partners with individuals to build their careers and their executive skills and with organizations to improve leadership development. Ms. Bickel is an Adjunct Assistant Professor of Medical Education at George Washington University School of Medicine and a member of the ELAM Consultation Alliance.

Dr. Joan Williams is Distinguished Professor of Law and Director of the Center for WorkLife Law at the University of California Hastings College of Law. 'We must restructure the academic workplace to recognize the legitimate claims of family life, so both men and women can realize both their professional and their personal goals.'

ADVANCE is sponsoring a series of networking events this coming semester for administrators, faculty, and staff. Each monthly session will begin with a brief presentation on one of a range of faculty development topics (sponsored project support, leadership development, work/family balance, etc.) followed by an opportunity to network with Brown colleagues.

This is a wiki that is a collection of resources. The sections of this webpage are titled ADVANCE Department Chair Workshops and Resources, ADVANCE Visiting Scholars Program, Transforming Academic Departments, and Children.

The overarching goal of the Institutional Transformation Award Program proposed for Brown is to increase the level of opportunity for faculty and implement mechanisms to protect and nurture faculty success. We would like to develop transparent formal programs to provide the ingredients for success often available informally, to guarantee access for women faculty.

Dr. Donna J. Dean is Senior Science Advisor with Lewis-Burke Associates LLC. Dr. Dean is responsible for developing strategies and providing advice and counsel to clients that enhance their successful participation in federal research programs.

This report details the status of each component and progress towards project goals.

This presentation covers a background on the ADVANCE Program at Brown University, Resources for writing grants, and some data on the current research funding climate.

The program for Transforming Academic Departments builds on the expertise of gender equity scholars to offer a framework for department chair leadership development by providing information about best practices for recruiting and retaining women and minority faculty, managing departmental climate (including countering gender bias), and ensuring faculty success in tenure and promotion reviews...

Covered in this document are three steps to have an effective meeting: introductions, establishing guidelines, and decide what to do at the next meeting.

This guide provides information about practices in hiring and promotion that, while unintentional, can put women and minorities at a significant disadvantage for success in academe. Specifically geared to department chairs in STEM disciplines, this guide offers suggestions on how to avoid unconscious bias in evaluating faculty during recruitment and promotion, as well as how to structure departmental procedures to yield the highest quality research and teaching.