“In the biological sphere, diversity is the raw material of novelty, innovation and evolution. Conversely, uniformity leads to inflexibility. The same principles operate in the social realm, where it has been shown that diversity within the workforce translates into economic gains for corporations (Bielby, 2000; Congressional Commission on Advancement of Women and Minorities in SET, 2000). Within academia, divergent thinking from multiple perspectives increases creativity and innovation (Etzkowitz et al., 1

These guidelines for chairs and directors consolidate existing policies and include other effective practices for promoting a faculty culture of inclusion and transparency.

This document is a list of family friendly practices supported by UC Irvine and information about its dual hire program. It was written for the 2005 ADVANCE PI meeting in Panel 4.

... We also attempt to assess whether or not any changes we observe are attributable to the interventions, but this is very difficult to determine given the short timeframe and small numbers in our populations.

This document is a two page summary of statistics of the number of women hires by year.

This presentation on institutional transformation by the University of California-Irvine’s ADVANCE institution explains how they were able to create changes to promote women in STEM. These are leadership, academic planning, resource allocation and faculty rewards, faculty recruitment and retention, and accountability. This presentation was given at the 2007 PI meeting.

Preparation for the visit included a review of program-related materials, materials available on the UCI website, and several lengthy phone conversations with the Director...

In 2005 in Panel 1 the University of California-Irvine’s ADVANCE program created a summary of the changes they have supported in their institution. Their largest change is the use of Equity Advisors in their 10 schools which has increased recruitment.

The UCI ADVANCE Program carries out the campus commitment to gender equity and diversity in the professoriate. Originally funded by a NSF Institutional Transformation award in 2001, UCI has seen dramatic gains in the presence of women in STEM fields. Based on the success of the Equity Advisor model, Executive Vice...

This presentation covers recruitment efforts, including statistics and brochures, at UCI.

The UCI ADVANCE Program produced the following guidelines for multi-unit searches to ensure that all such searches utilize the campus’ effective practices, including the active participation of Equity Advisors in monitoring the process. The collaboration between Equity Advisors and search committees in multi-unit / multi-disciplinary searches is key to a successful faculty recruitment.

This document is a two page summary of statistics of the number of women hires by year.

This is a two page document on statistics showing the number of women by percentage by year.

As discussed, I am attaching the recommendations of the site visit team concerning the UC Irvine ADVANCE Institutional Transformation project, and the summary site visit report.

The goal of the UCI Advance Program is to address gender inequities in the faculty by increasing the recruitment, retention and advancement of women across the entire university. The specific aims that we have proposed and are now operational are 1) appointment of School-based Faculty...

The ADVANCE Program at the University of California Irvine, supported by an NSF Institutional Transformation Award, has now completed its first four years and we are entering the final year of NSF funding. Our goals remain the recruitment, retention and advancement of...

This document is the interview protocol for an analysis of why people left the university. There are many questions about satisfaction.

In July 2005, the UC policy that governs faculty appointment, promotion and appraisal reviews, was revised to underscore the importance of diversity in all facets of faculty activity. The principle governing these changes is contained in the following statement on the criteria for personnel actions...

The Irvine Division of the Academic Senate endorses in the strongest terms work-life balance in faculty careers. Such balance is integral to a healthy faculty culture and essential to advancing excellence in the mission of the University of California.

This flyer is a list of steps for the recruitment process. It covers topics such as advertisement and fair evaluation.

The ADVANCE Program at the University of California, Irvine supported by an NSF Institutional Transformation Award has now completed its second year. Our goals are the recruitment, retention and advancement of tenured women faculty at UCI. In general, our...

We appreciate the commentary and suggestions offered in the “Summary of the Report of the NSF Site Visit Team (SVT).” After carefully considering the report, we have prepared a response that outlines (1) what we consider to be the crucial components of...

This brochure describes the steps to generate a diverse applicant pool for faculty appointments. It complements other ADVANCE recruitment brochures.

As part of its larger project on improving gender equity at UCI, the ADVANCE Program commissioned a survey in the summer of 2007 of individuals who interviewed for UCI tenure- track positions during the 2005/2006 and 2006/2007 recruitment cycles.

This short presentation introduces mentoring and why it is valuable. There are slides on the role of the mentor, mentee, and institution.

This brochure covers topics such as nondiscrimination in searches, nondiscrimination and affirmative action policy, affirmative action obligations, and Proposition 209.

This brochure covers information about house loans and general information about moving to work at UCI.

Thirty-two former UCI faculty members were contacted via e-mail requesting an exit interview. A total of twenty-two faculty (11 female, 11 male) completed a telephone interview.

In 2005 and 2006, we reported on gender equity in faculty start-up packages for new hires. These reports collected all offer letters for tenured and tenure-tracked jobs beginning in each of the previous academic years (fall 2004 and 2005). We coded these for the various perks...

Career advising is integral to creating an inclusive and transparent faculty culture at UC Irvine. For new and continuing faculty, career advising is a consensual partnership; one that is confidential and serves as a constructive resource for career advancement.

The primary goal of the Career Partners Program is to recruit excellent new faculty to join the regular professorial ranks. In exceptional cases, this program may be used for the retention of current faculty. The Career Partners Program using shared FTE is not the only avenue through which a unit might pursue a partner hire. Deans may choose to set aside portions of their resource allocations to be used exclusively for partner hires.

This presentation reports the findings of a study that examined equity in faculty salaries. It shows that salaries for women and minorities are lower than those of their male counterparts. This presentation was given at the 2005 PI meeting in Panel 2 by the University of California Irvine’s ADVANCE program.

The ADVANCE Program at the University of California Irvine, supported by an NSF Institutional Transformation Award, has now completed three years. Our goals remain the recruitment, retention and advancement of tenure-track women..

To address the issue of gender equity in start-up packages for new hires, we have collected all offer letters for tenured and tenure-tracked jobs beginning fall 2005. We code these for the various perks that are offered upon hiring.

“The Career Partners Program was formally initiated at UCI in 1997-98 in response to the employment needs of dual-career academic partners. UCI recognizes the importance of an environment in which frequently more than just a single faculty appointment must be considered. The primary goal of the Career Partners Program is to recruit excellent new faculty to join the regular professorial ranks. In exceptional cases, this program may be used for the retention of current faculty. The Career Partners Program usi

To help with increasing the number of women in STEM fields at the time of hire the ADVANCE program at the University of California-Irvine put together new forms and processes. This presentation was given at the 2006 PI Meeting, and includes graphs and results.