Case Western Reserve University
Thank you for your letter of November 2 summarizing the recommendations and concerns of the NSF site visiting team regarding the Case Western REserve University ADVANCE Institutional Transformation Program.
This presentation covers the ACES plan to enact change, some of their programs, and what was learned in the first two years.
The goal of the ACES project is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the...
The goal of this project is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks, through the transformation of institutional practices, policies, climate, and culture. Case Western Reserve University (CWRU) proposes a multifaceted project called Academic Career in Engineering and Science (ACES) to increase the number of women faculty
We studied an academic science work environment that has been conducive to the advancement of women faculty and students to identify elements that have facilitated high quality science and gender inclusion.
Information and links to materials on the ACES site visit are on this webpage.
A study on how ADVANCE has increased the number of women in leadership positions at different institutions is reported in this presentation. Recommendations and future directions are included. This presentation was given at the 2006 PI Meeting.
An actual mid-award site visit is explained in this presentation. Tips, schedules, tools, and lessons are explained. This presentation was given at the 2008 ADVANCE PI Meeting.
The questions on this FAQ are things like "Who is ACES for?" and "What is the difference between ACES and ADVANCE?".
This document is a multipage description of the program at CWRU.
This webpage has a list of links organized into the categories of research, reports, resources, and NSF ADVANCE Institutions. It was compiled by CWRU’s ADVANCE Program.
This webpage is divided into resources by department, campus, and professional
This webpage is a list of three grants offered to faculty: advance distinguished lectureships, advance opportunity fund, and department initiative grants.
We observed that ACES has had broad institutional impact on CASE. During the 2003-2006 time period covered by this report, four of the 8 Schools at the University, and 22 departments were incorporated into activities and programs funded by this grant.
This presentation covers the glass ceiling and gender bias in trying to attain academic leadership positions.
“The ADVANCE Distinguished Lectureships were to support campus visits by up to 10 senior women faculty or underrepresented minority faculty a year. Distinguished Lectureships had previously been awarded to science and engineering departments hosting only senior women scientists or engineers. However, as part of ACES ongoing efforts to extend climate change initiatives university wide, in later years we invited faculty from all disciplines at the university to nominate senior women and under represented mino
This past academic year has been a period of relative stability for Case Western Reserve University under the direction of an interim president, and the selection of a new president, the first female president of the university, Barbara Snyder who starts July 1. The interim deans appointed last year...
Highlighting accomplishments by CWRU women and efforts that promote a campus-wide culture of equity.
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.
The purpose of the Gender Awareness component of the ACES project is to introduce to students research that indicates gender discrepancies in the treatment of men and women in academia and the work world that lead to the devaluation of women’s accomplishments and fewer benefits and rewards extended to professional women, especially in academia
Attached please find the NSF Site Visit Report for your ADVANCE Institutional Transformation program. Overall, the team was pleased with your accomplishments...
This webpage is a list of links to sections of the final report.
This past academic year has been a period of major transitions and challenges for Case Western Reserve University. In February, faculty from the College of Arts and Sciences voted 131/44 in favor of no confidence in the leadership of University President Edward Hundert...
This document is a two page summary of the initiatives and programs at Case Western Reserve University - along with contact information.
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.
Case Western Reserve University (Case) proposed to the National Science Foundation (NSF) an innovative, integrated approach to institutional transformation that would effect tangible positive change for women in science and engineering.
Four 2 - 2.5 hour brainstorming sessions were held: May 25, 2006; June 16, 2006; July 19, 2006; and, July 27, 2006. The first session was composed of women faculty, the second of male faculty, and the third and fourth sessions were composed of both female and male faculty representatives.
This document is a one page form to fill out about due date of tenure review and birth or child.
This presentation reports the findings from a study that “describe[s] the emerging organizational transformation experience of 19 US universities, funded in the first two rounds of NSF’s ADVANCE IT program, that have aimed to increase the participation of female faculty in all Science and Engineering ranks and in leadership.” It was presented at the 2008 PI Meeting.
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.
ACES has given out Departmental Initiative Grants (DIGs) for department-wide activities in the 31 NSF-fundable Science and Engineering departments. These grants advanced the ACES mission and goals and supported initiatives to improve climate, enhance collegiality, stimulate greater inclusion of women and minority faculty, and promote positive department change.
Case has institutionalized several new initiatives in the last 2 years. The Resource Equity Committee (REC) was created by the Provost in 2000 in response to the MIT Report (1999). The REC was charged to conduct a self-study of resource allocation among Case faculty and the impact of gender on CWRU faculty careers. The REC has completed thematic coding of focus group transcripts and the formal report was released in March, 2003.
This webpage has a list of policies and resources. Examples include the automatically approved pre-tenure extension and the faculty diversity website.
CWRU’s ADVANCE program presented their initiatives to increase women in STEM at the 2007 PI Meeting. These initiatives (ex: department initiatives grants) span all the way from the top of academia down to campus.
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.
This presentation explains CASE’s program to increase collegiality in order to “build awareness of relevant organizational dynamics, leadership opportunities, communications skills, [and] unconscious bias.” In this presentation there is a discussion of how this process unfolded and their outcomes. It was presented at the 2008 ADVANCE PI Meeting.
This document is a one page form to fill out about due date of tenure review and birth or child.
This presentation covers the progress made by the Case Western Reserve University's ADVANCE Program. Rationalization for gender equity, some statistics, and then specifics about the ACES program are explored.
This document is a step by step guide to fives stages to coaching. At the end there is a reading list.
Information about the CWRU ADVANCE’s program for mentoring can be found on this webpage. Specifically, two interviews from participants are here.
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.
Covered in this presentation is features of mentoring committees, and a case study's findings.
This presentation focuses on the efforts of the ACES Program. Their goals and objectives, levels of intervention, activities and progress, and challenges and difficulties are discussed.
“Case Western Reserve University offers research opportunities for minority undergraduate students in science and engineering. Students spend ten weeks working in a research laboratory or research program under the direction of a faculty member. They also attend lectures by science and engineering faculty and give poster presentations at the end of the program. The Summer Undergraduate Research Program includes a stipend, plus support for housing, meals, travel, and supplies.” The areas of research availabl
Negotiation is a critical skill in the university - it is one of the ways the system works. When a woman fails to negotiate for what she needs to be successful, the potential for accumulation of disadvantage magnifies.
With the assistance of Ann Boughner, the Faculty Search Guidelines that were approved by the Provost in Spring of 2004 were presented to the department assistants and business managers in the CWRU School of Engineering in a training session conducted by Amanda Shaffer and Beth...
This handout covers the undergraduate program offered through the ACES Program. The application, feedback, and information about the previous year's participants in included.
... Accordingly, ACES Hotline Coaching was established in February 2006. The main goals of the ACES coaching hotline are to assist individual women faculty to comprehensively analyze and contextualize an emergent issue, opportunity or problem, prioritize preferences, and initiate a plan of action that will ultimately result in a decision about or resolution of the issue.
This webpage is a list of initiatives at Case Western Reserve University. Examples are their Retention and Advancement Initiatives and Science and Engineering Education Development Workshops.
This short presentation covers activities being offered by Case Western Reserve University's ADVANCE Program. These activities are a distinguished lectureships, opportunity grants, departmental initiative grants, and search committee training.
The Academic Careers in Engineering and Science (ACES) program at Case Western Reserve University was part of the NSF-ADVANCE Institutional Transformation program to develop a national STEM workforce that includes the full participation of women at all levels of faculty and academic leadership and to improve the climate for women faculty through the initiatives that benefited the entire campus.
This presentation covers institutional context, ACES overview, university transformation, faculty development, resources and support, research and evaluation, student centered activities, and next steps and goals.
Reported in this presentation is a study that answers questions about gender differences and work effort, satisfaction, productivity, compensation, and trends in different career stages. The main finding is that there are significant differences at each career stage for male and female faculty. This presentation was given at the 2008 ADVANCE PI Meeting.
A list of the materials at the 2005 ADVANCE PI Meeting on the panel for working with department chairs is listed on this webpage.
The $3.5 million, five-year grant period, is being implemented in the following ways: the pilot phase, phase 1, 2, and 3.
This presentation covers the results of efforts made by CWRU's ADVANCE program to implement executive coaching. Coaches were assigned to selected department chairs, administrators, and female faculty, and surveys were used to evaluate the experiences of participants. The results show that everyone felt better prepared for their career after coaching, but that men had a higher baseline than women. This presentation was given at the 2006 PI Meeting.
“The Office of Faculty Diversity (OFD) is housed within Case's Office of Equal Opportunity and Diversity. The Faculty Diversity Officer is the faculty affirmative action officer and investigates allegations of sexual harassment, discrimination (gender, sexual orientation, racial, ADA) and also serves as a facilitator for addressing faculty diversity issues in areas related to faculty duties.” From this webpage links about career development, cultural competency, diversity at CWRU, faculty search information
CWRU has run many faculty development events for faculty, administrators, and department chairs. The most recent of these is the Susan Case Event in 2006.
“Opportunity grants were established to maximize the chance of success for women faculty at Case by providing support of current or proposed projects and activities where funding is difficult to obtain through other sources. $60,000 was available in this fund, and ACES made multiple awards. All women faculty, including instructors and research faculty, were eligible to apply.” Testimonials and lists of the awardees is included on this webpage.
The executive coaching program for women faculty and chairs of the departments and deans of the four participating schools is one of the most exciting and innovative elements of the ACES project. An executive coach is someone who has general academic/organizational experience and who provides performance-related and career-related advice.
This presentation from the 2013 PI meeting describes implementation of an ADVANCE PAID grant at five northern Ohio research universities by adapting successful programs from Case Western's ADVANCE IT grant.
This presentation from the 2010 PI meeting discusses local, regional, and national strategies for extending the impact of ADVANCE.
This presentation from the 2010 PI Meeting covers:the Institutions Developing Excellence in Academic Leadership (IDEAL) Program which is a partnership of six research universities in Northern Ohio to stimulate gender and
underrepresented minority equity related
transformation in each institution by adapting
and disseminating successful mechanisms from
CWRU’s ADVANCE IT program, Academic Careers
in Engineering and Science (ACES).