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 ADVANCE Faculty Triad Mentoring Program will match two female assistant professors with a tenured faculty mentor in the School of Natural Sciences and Engineering. These mentoring triads will provide peer mentoring and mentoring from a senior faculty member.” The goals, benefits and timeline are listed in this document.

This document is a series of recommendatiosn about how to negotiate

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

Adapted from Diversifying the Faculty: A Guidebook for Search Committees.

There are 15 female faculty (6 senior and 9 junior) involved in the Advance Triad Mentor Program. The Provost has called for formal mentoring programs to be established. The Triad Mentor Program will provide data and information that will be ...

Sample titles of the slides in this presentation are purpose, method - two year longitudinal study, results, and summary and next steps.

This document is a spreadsheet of relevant grants and their meta-information

This is information taken from the annual survey of faculty involved in the Triad Mentor Program. These are suggestions for improvement.

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

Six female faculty members were hired in 2006-07. One of these women is a senior faculty member. One female faculty member did not receive tenure this year, but with the addition of new women, the percentage of female faculty has risen from 14% to 16%....

University of Michigan's Interactive Theater group came to Rice in Fall 2007.

A list of reading materials organized by author and title on the topic of women in STEM fields is in this document. It was compiled by Rice University’s ADVANCE Program.

NSF ADVANCE at Rice University is a five-year, $3.3 million project to transform the Schools of Natural Sciences and Engineering by increasing the participation of women at all levels and building a climate that fosters and supports each individual faculty member.

One page Rice ADVANCE Program outline for use in building non-academic support.

The broad purpose of our project is to shed new light on the question of why women with PhDs in science and engineering enter academia at lower rates than their male peers. Taking Rice as a case study, we broadly assess men and women’s graduate school experiences and future career plans.

This document is a series of tips on graduate student success. An example tip is "organize your life.

NSF ADVANCE at Rice University is a five-year, $3.3 million project to transform the Schools of Natural Sciences and Engineering by increasing the participation of women at all levels and building a climate that fosters and supports each individual faculty member.

2008 ASEE paper on changing the faculty search process. "The under-representation of women and U.S. ethnic minorities in science, technology, mathematics, and engineering (STEM) is a well established fact. There are numerous studies that disclose reasons for this under-representation at all steps along the academic process.

2008 WEPAN paper on the Negotiating the Ideal Faculty Position workshop. "The under-representation of women and U.S. ethnic minorities in science, technology, mathematics, and engineering (STEM) is a well established fact. There are numerous studies that disclose reasons for this under-representation at all steps along the academic process.

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.

The 2008 Faculty Career Success Workshop provided a learning time for junior faculty to network with colleagues from Rice and from peer schools and learn about strategies for professional, academic success.

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

Webpage for Rice University Dual Career support.

This three day leadership workshop was designed to provide female faculty in engineering and science (and interested graduate students and post-docs) with career advice for all career levels: tenure, promotion and academic leadership roles...

“The under-representation of women in academic positions, and especially in leadership roles in the academy, is an on-going cause for societal concern [1]. At a time when international pressures on the science and engineering enterprise are escalating, a substantial portion of the talents and insights in our population — particularly those of women, including women of color — are missing from these academic disciplines [2, 3]. The science and technology leadership established by the United States in the 20t

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

William Marsh Rice University in Houston, Texas was awarded a National Science Foundation (NSF) ADVANCE grant in July, 2006 in the amount of $3.3 million dollars for five years. The ADVANCE Program was established with three goals...

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.

Annual Reports from Dr. Margaret Beier and her ADVANCE funded Mini Research Project: ". Differences in the number of male and female faculty in science, technology, engineering, and mathematics (STEM) disciplines can be examined as a function of the number of women who pursue these academic fields of study. Previous research suggests that differences in confidence...

Rice ADVANCE offers travel support for female faculty to attend leadership programs. This webpage provides criteria and the processes involved with being awarded a travel grant.

In Year 1, the Rice University Advance program set out to accomplish the activities articulated in the original proposal. Although these efforts were task-oriented, institutional change was the guiding principle. The key activities (described in fuller detail in the text below) were...

This document is a list of available workshops for teaching

Rice University Work Life brochure used in faculty recruitment.

Reports

2003 Faculty Climate Report. "The purpose of this project was to assess tenure-track faculty members’ experiences at Rice University. To this end, a survey was developed drawing on a study conducted at the University of Michigan, “Assessing the Academic Work Environment for Women Scientists and Engineers.”

Discourse on Leadership and Diversity - third in the series. "Why are women conspicuous by their absence at the most prominent levels of science, medicine, business, law, and academia?

This document is a spreadsheet of relevant grants and their meta-information

Tips for "Casting the Net Widely in the Faculty Job Search.

The mission of the ADVANCE program at Rice University is to transform the Schools of Science and Engineering by increasing the number of women and strengthening the gender-neutrality of the climate in a way that identifies and values the unique skills of each individual and rewards contributions.

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

The goal of this research was to identify the individual difference traits and STEM-related experiences that predict pursuit of academic training in STEM. The study, funded through an ADVANCE mini-grant, titled Predictors of Majoring in Science and Engineering (Beier, M. E., PI), is a longitudinal two-year study spanning from Fall, 2007 through Spring 2009.

Information about a mini-grant offered through Rice University’s ADVANCE program is explained in this document. Sections include Funding Amount and Administration, Who is eligible to apply, Selection criteria, How to apply, and contact information.

Annual Reports from Dr. Bridget Gorman and her ADVANCE funded Mini Research Project.

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

Discourse on Leadership and Diversity - Second in series: "Gender stereotypes influence the perception of women (and men) in a variety of subtle and complex ways. Stereotypes may be automatically activated and guide how we interpret, explain, and evaluate the behaviors and performance of women versus men—often in ways that may be outside of conscious...

The Advance Program is hosting two discussions with the chairs of Natural Sciences and Engineering each semester. One of these discussions is an informal discussion with peers about issues they face in their leadership roles, and one is a facilitated workshop on a...

Presentation slides for faculty on good practices in faculty recruiting and gender biases in the search process. This is a supplement to the primary presentation.

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

Sample titles of slides in this presentation are differences between eastern and western culture, ways of life, and boss.

Triad Mentoring Advice for the mentoring relationship. Used in mentor/protégé orientation.

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

Sample title slides in this presentation are overall international population, international student enrollment trends at Rice, Rice international student areas of world and field of study, and more.

Discourse on Leadership and Diversity - First in series

ADVANCE has successfully partnered with Human Resources to produce the first University brochure on the Work-Life Program, a new initiative at Rice. This informational brochure was designed to help recruit new faculty. Copies were...

Sample titles from slides in this presentation are logistics, opportunities, and time frame.

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.

Annual Reports from Dr. Ann Saterbak and her ADVANCE funded Mini Research Project. "The purpose of this project is to investigate the reasons for the underrepresentation of women faculty, particularly the women faculty in science and engineering, in the most prestigious teaching awards at Rice University.

This webpage is the base webpage for information about the junior faculty development workshop.

Reference list from original proposal. The most recent reference in this list is from 2005.

This 3-day NSF Advance leadership workshop was designed to provide women in engineering and science with information and advice regarding professional advancement issues at all career levels, including, tenure, promotion and academic leadership roles.

The NIFP is a three-day, interactive workshop for female Ph.D. students and postdoctoral scholars interested in academic careers in engineering. Participants come from across the U.S.

Presentation slides for faculty on good practices in faculty recruiting and understanding gender biases in the search process.

There is a discrepancy between the percentage of women earning doctoral degrees and the percentage of women currently employed as professors, and this discrepancy is often cited as an indicator of inequality (Hargens and Long, 2002; Valian, 1999). We seek to explain why this particular discrepancy exists and why the pace of change appears to be slow.

This document is intended to describe my laboratory policies...

Annual Reports from Dr. Dan Beal on his ADVANCE funded Mini Research Project: "The current project's goal is to understand how gender differences in emotion perception may play a role in the high-stakes testing process. High-stakes testing, particularly in mathematics, plays a pivotal role in determining who enters graduate STEM programs...

This presentation from the 2010 PI Meeting covers: key factors and strategies that help in institutionalizing ADVANCE programs.