List of marketing venues for applicants

Sample titles of slides in this presentation are overview, climate in engineering pre-2000, gender differences, the revolving door, pro-active steps taken since 2000, and the institutional transformation grant.

Chairs often assume their positions without any formal management training. In addition, chairs often experience some degree of isolation and being caught in the middle between deans, faculty, and students.

The campus visit is your opportunity to sell your department & URI to the candidate. Thus, enthusiastically communicate that: You are interested in the candidate's scholarly credentials & work. URI is an intellectually thriving community. URI has flexible and family-friendly policies that aid in balancing work and life...

Effective faculty retention is as critical as recruitment. It is imperative for a department to retain their new hire — the costs of faculty turnover affect a department’s fiscal bottom-line as well as its morale. Thus, we have developed this checklist of activities which may help you retain your new-hire, while helping you maintain optimal working conditions for all faculty in your department.

The recruitment and promotion of women in the science, technology, engineering and math (STEM) disciplines present several challenges. Some of these include salary and promotion lags, less access to resources and professional and social networks, more challenges balancing career and family, ...

The sections of this book are initiating the search, before the search, during the search, the campus visit, negotiating contracts, evaluating the search, settling in, annotated bibliography and appendices.

President Carothers is publicly considering the creation of a “Director of Diversity” high level administrative position at URI, and is putting together a team to explore how this might be accomplished. Follow-up climate survey has been distributed to all faculty. An ADVANCE team met with the URI Development Office to pursue fundraising plans for the continuation of ADVANCE initiatives.

• ADVANCE participated in the 3-year NSF site visit on July 25-26, 2006. Including the Leadership Team, 78 people were interviewed, either individually or in groups.

In this paper we survey the literature to identify the issues and challenges of broadening participation in computer science, and provide some suggestions to address these challenges. Our attention focuses on redefining the way we approach computing education so that we can successfully entice students to computing that have not traditionally participated thereby promoting diversity and increasing the total numbers of computing professionals.

On Tuesday, April 22, 2008, ADVANCE hosted "Keys to Succesful Project Management- a Faculty Workshop".

• Year 2 benchmarks complete • Climate survey missing analyses complete. Developing presentation and formal report • Paper authored by Pro-Change Behavior Systems and ADVANCE team members on measure development accepted for publication in Sex Roles

The most recent University Strategic Plan for 2006 - 2009 reiterates the University's commitment to 'uncompromising integrity, with imagination and pride evident in every aspect of our work.' Thus, the goal of this tutorial, sponsored by the ADVANCE-IT Program is to provide search committees with the research-based best-practices tools they need to recruit a diverse faculty...

Though in reality the search process is often iterative it can conceptually be broken into a 3-stage process of activities to conduct before, during, and after a successful search; the success of each stage depends upon the effectiveness of its predecessor and determines its successor. Because there is a lot of information in the following pages, we strongly recommend that search committees coincide the time of review of each tutorial section with their procedural stage; that is, review "Before" before begi

The university has adopted a childbirth policy for female graduate students to accommodate the demands of late stage new policy will allow the new mother to maintain full-time, registered student status, as well as facilitate her return to full participation in class work and, where applicable, research, teaching and clinical training in a seamless manner.

Today, 85% of all workers have long periods of daily care giving responsibilities sometime during their work careers. The old division of labor, where some people are full-time caregivers and some are full-time workers, does not exist anymore—more than 60% of all women and 75% of all men are employed, and for the past 25 years time spent at work has been increasing.

Providing mentoring support of new faculty is one undertaking of the ADVANCE Program. Over the duration of the grant, ADVANCE has hosted training workshops and has produced many support materials. In 2006, the Provost of the University endorsed the creation of a campus-wide Faculty Mentoring...

Women & STEM fields in the News -- list of articles

This webpage is a list of reports.

The University of Rhode Island acknowledges the importance of supporting dual career partners in attracting and retaining a quality workforce, and in its long-range economic benefit to the University, and is committed to offering placement advice and assistance whenever feasible and appropriate. It is therefore the policy of the University of Rhode...

In order to retain & build upon the momentum created "Before" the search, three activities remain critical: Advertising the position to build a candidate pool; Short listing candidates; Facilitating the campus visit & interview

The latest figures on the college gender gap have triggered a flurry of media stories about the “boy problem”, ...

This document is divided into reasons to care - improving faculty retention, attract and retain students, improve ability for outside funding, and more.

A generational “changing of the guard” is underway in the American professoriate (Rice et al. 2000). The magnitude and challenge of this change starts with the significant technological and fiscal/financial differences between life in the academy in the 1970’s and that in the 21st century. The challenge continues on to include large differences in the ways retiring, senior faculty have experienced their careers and the quality-of-life expectations combined with employment conditions of the next generation o

2007-2008

Sample titles of slides in this presentation are workplace and workforce, individual level, institutional level, interactional level, and the three level model of a caring workplace.

This work aims to represent diverse opinions and needs; and rather than reflecting current culture, it can challenge unjust social norms and cultural expectations. The goal is to make URI a workplace that is more fair and equitable, and more welcoming/productive for everyone. Following are some guiding principles that reflect this vision

Rhode Island legislation protects a woman's choice to breastfeed by requiring an employer to make "a reasonable effort to provide a private, secure, and sanitary room or other location in close proximity to the work area, other than a toilet stall, where an employee can express her milk or breastfeed her...

This worksheet is from a negotiation workshop. It lists different ways to handle conflict. For each one the approach, objective, posture, rationale, and outcome is listed.

Additional Resources on University of Rhode Island ADVANCE website

This webpage shows seven series of lunches, their dates, and the topics with abstract.

2005-6

In support of the efforts of the ADVANCE Program, the Council for Research especially encourages Career Enhancement/Research Proposal Development proposals that satisfy the general ADVANCE principles of increasing diversity and promoting equity campus wide. These principles include: the need to support underrepresented faculty research and provide them with career development and training...

Women in engineering actually made national news this past year. First, there was publicity on the congressional hearings surrounding Title IX and H.R. 4664, which was signed into law by President Bush in December, 2003...

Individual recognition and encouragement, Informal feedback, Access to informal networks of communication, Advice in defining and achieving career goals...

This poster presents an overview of the initiatives and successes of the University of Rhode Island’s ADVANCE program. It was presented at the PI2005.

This document is a list of thirteen tips on how to become a prolific writer.

Appoint an advocate or mentor who can help the candidate throughout the negotiation process. Transparency and advocacy in the negotiation process can not only help you set the tone, but also ameliorate any anxiety that could lead to undue hostility during contract negotiations...

This handout covers some guidelines for mentors. The areas of the handout are titled: Benefits, Qualities of a good mentor, Long term goals, Obligations and responsibilities, Goals, and Guidelines.

“Science and technology are the cornerstones of contemporary society at every level, from the personal, to the corporate, to the global (Peterson, 1997). Diversifying the practitioners in these fields, thus bringing different perspectives, skills, and values to the fore, will more responsibly integrate scientific practice with societal needs. As part of this, there is today a broad national concern about the underrepresentation of women in the science, technology, engineering, and math (STEM) academic disci

Develop a diversity reputation. Reflect upon the complexities of "Tokenism" at every step of the search process.

This document is a list of recommendations about what should be contained within a mentoring program. An example is "Formal program management.

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

WHEREAS, it is widely recognized that annual hours worked have increased in the United States during the past several decades; and WHEREAS, the United Nation’s International Labour Organization and the Organization for Economic Cooperation and Development currently rank the United States near the top of countries in annual hours worked...

This document is a description of discussion questions about lab and project management.

This webpage is a list of current and past events - with the most recent events at the top.

ADVANCE provided funding to support newly hired Faculty Fellows for up to 3 years in departments that had been approved by the Provost for an appointment. Our goal was to develop high-potential candidates who would then transition into tenure-track faculty positions. Selected Fellows were hired...

This webpage is a list of reports and publications. An example is "Filling The Void".

The NSF ADVANCE program at the University of Rhode Island is a 5-year program designed to improve and enrich the science, technology, engineering, and mathematics (STEM) academic workforce through the increased representation and participation of women faculty.

There is broad national concern about the under-representation of women in the science, engineering, math, and technology (STEM) disciplines. Beyond workplace equity, women faculty provide critically-needed role models for female students. Diversifying the practitioners in STEM fields will bring different perspectives, skills, and values to the fore, and will more responsibly integrate scientific practice with societal needs.

The University of Rhode Island acknowledges the importance of supporting dual career partners in attracting and retaining a quality workforce, and in its long-range economic benefit to the University, and is committed to offering placement advice and assistance whenever feasible and appropriate.

This presentation discusses how best to form a leadership team, based on Rhode Island’s ADVANCE program’s experience. Their composition, functions, challenges, lessons, and successes are shared. This presentation was given at the 2008 ADVANCE PI Meeting.

This document is the agenda for the site visit.

Our fast paced work culture has taken its toll on healthy eating and family meals. It’s easier than you think to make better food choices at home, school, restaurants, and in the work place. Come hear about how to avoid the fast-food fix and keep everyone happy and healthy!

Diversify SC composition -- at least in terms of race/ethnicity, gender, area of expertise or educational background, values or views, and social skills...

2008 Series of Work-Life Events

Dual Career Interview Protocol For Department Chairs

This webpage is a list of questions to be sure to ask when looking at child care. An example question is: "How many hours will you need?

The under-representation of women in the science, technology, engineering, and math disciplines is a broad national concern. This paper reports on the development of new Transtheoretical Model based measures to assess readiness to take action to advance women scientists.

Sample slide include Purpose of Initial Session, Paired Interviews, Agenda

Directions: Use this worksheet to help you develop an understanding of what you expect to gain from your mentoring relationship. Check all that apply. Add your own items whenever you do not find them listed...

A list of how the URI's ADVANCE program measures their progress is broken down by areas and explained on this webpage: benchmarks, climate survey, NSF reports, papers and presentation, and program evaluations.

A report following a debate about why there aren’t more women in the physical sciences, engineering and technology

List of References

This webpage is a list of papers that have been accepted/submitted and in development. The bottom half of the webpage is a list of presentations.

Sample titles of slides in this presentation are ADVANCE PROJECT GOALS, Work-Life Survey at URI, 19 institutions With Common Goals

The following faculty development workshops consist of both existing programs supported by the university (e.g., effective teaching workshop and grant-writing workshop) as well as workshops designed to address the goals of ADVANCE.

For over 20 years, my main goal has been to encourage greater access, interest, participation, and leadership in quantitative science, particularly among women and minorities. This effort involves contributions to: research, teaching, leadership and service, all aimed at promoting psychological science, teaching, health, and inclusion.

The ADVANCE program at the University of Rhode Island centers on 5 major goals related to the advancement of women in science, technology, engineering, and mathematics (STEM): 1. Evaluation: To develop and share a comprehensive understanding of the status of women STEM faculty 2. Recruitment: To increase the number of ranked women STEM faculty...

Sample titles of slides in this presentation are Problem: Shrinking Pool in Computer Science (CS), Too few women & minorities in Computer Science, Research Highlights Multiple Relevant Factors

ADVANCE continues to offer several faculty development opportunities, including an Incentive Fund, a series of workshops and seminars, a mentor training program, and monthly topical lunches.

Sample titles of slides in this presentation are At the start of the program, ADVANCE Institutional Transformation Program at the University of Rhode Island

This booklet on family leave covers resource information, types of leave, tenure extension, the philosophical framework, provisions and guidelines.

Cumulative Advantage and the Symbolism of Intellectual Property

This presentation covers the methods used to create, disseminate, and analyze a work environment survey.

Mothers of infants and toddlers are presently the fastest-growing segment of the U.S. labor force. Approximately 70% of mothers return to work full time prior to their child’s third birthday and one-third of mothers return to work within 3 months of giving birth (The CDC Guide to Breastfeeding Intervention)...

This document is divided into the sections of gender schemas, stereotype threat, confirmation bias, self-fulfilling prophecy, and fundamental attribution error.

Keep a checklist of good search practices for future reference...

Data for this year’s report were acquired through the University of Rhode Island’s Human Resources Department, a stable and reliable data source and a change from last year’s data sources that comprised primarily of individual colleges and/or departments.

The policy statement above, approved by the Administration, is the beginning of a URI Dual Career Hiring Program, which was identified in the University's 2006-2009 Strategic Plan as a goal under Initiative III, Create a More Inclusive Environment. In collaboration with the President's Commission on...

This document is an agenda with activities such as group discussion, different types of mentors and mentoring, and best practices.

In 2006, the Provost of the University endorsed the creation of a campus-wide Faculty Mentoring Program. Recognizing that many departments/colleges had excellent mentoring programs well underway, the need existed to have formal expectation and a set of resources in place to ensure that all new faculty were provided good mentoring.

This presentation covers some of the background of the ADVANCE program at URI, their five goals, and then information about the faculty fellows program.

The URI Equity Coalition was formed in 2006 to collaborate on initiatives that promote diversity at URI for faculty, staff, and students, and to explore ways to coordinate and streamline these efforts.

Data from a local mid-sized New England University reveal that women account for only 20.4% of the STEM faculty. Men faculty are more densely clustered in higher ranks (e. g., 75.7% Full Professors) and far outnumber women in all ranks. Other data are presented and discussed to highlight changes across the years (e. g., gender balance in new hires and salaries), as well as needed changes to increase the representation of women faculty in STEM fields.

Dual Career Interview Protocol For Faculty

As a young high school teacher in 1982, Diane Souvaine leapt into graduate school for computer science having taken only one class in the subject.

In an attempt to discover PhD recipients' real-life job-market experiences, Smith , Wolf, and Busenberg (1996) interviewed over 300 recipients of prestigious Ford, Mellon, and Spencer doctoral fellowships. Their sample, representative of both gender (48% women) and racial (26% African American, 4% Asian or Pacific Islanders, 35% White, 32% Latino, 3% American Indian) diversity, spanned a wide range of academic disciplines. Their findings, some of which are outlined below, contrasted starkly with pervasive m

Recruitment funding was a particularly successful aspect of ADVANCE. We provided monetary support to departments that were planning to diversify their faculty through the hiring of qualified women. During the first year of the ADVANCE Recruitment Program, each of the four colleges below were given...

Creating a family-friendly climate at URI must include child care concerns. Increasing the availability of on-campus child care is currently being addressed by the Women's Center, ADVANCE, and the President's Commission on the Status of Women.

Consider the following top ten list of things new faculty members would like to hear from their chairs, their senior colleagues, their mentors as they try to teach well, produce fruitful research, earn tenure, pay attention to a partner and children, lead an examined life, and make plans for the future (Sorcinelli, 2004).

This presentations on dual career issues covers concerns from chairs, and advice.

2006 NSF Site Visit for University of Rhode Island

The NSF ADVANCE program at the University of Rhode Island is a 5-year program to improve and enrich the science, technology, engineering, and mathematics (STEM) academic workforce through the increased representation and participation of women faculty.

Sample titles of slides in this presentation are STEM Disciplines, NSF ADVANCE Program, Targets for Institutional Transformation, Individual Level Targets, Targets for Institutional Transformation, Institutional Level Targets, and more.

Assign at least two mentors to the new hire, from within & outside the department. Offer work-life resources (such as realtors, community resources, etc.) to the new hire...

The goal is not assimilation into existing structures, but change in structures that keep women/underrepresented faculty marginalized.

ADVANCE is developing faculty retention guidelines, which will be available soon. Other ADVANCE institutions have developed excellent guidelines, which we have used in developing ours. We especially would like to thank the University of Washington, whose work we have relied on most.

This webpage is a list of links to such as meeting notes, proposals, and relevant articles.

This presentation covers the preliminary results of the URI work environment survey. Some statistics along with information on career satisfaction, the work environment, and colleague interactions are provided.

ADVANCE has developed a comprehensive Faculty Mentoring Program, launched in 2007. Although excellent mentoring programs currently exist in many places at URI, we would like to offer assistance to colleges who would like to increase their mentoring efforts...

The National Science Foundation’s funding of the URI ADVANCE Project has had a profound impact on the life of our university community. We have recently reaffirmed our commitment to our foundational values and one of the most compelling is our dedication to an inclusive...

This document is a calendar of scheduled mentoring activities.

NSF Reports and Benchmarks for University of Rhode Island

20 years as a corporate vice president. Career coach and consultant for business and non-profits. Teacher, writer and publisher on career transitions, career management and intergenerational issues in the workplace. Named 2005 “Consultant of the Year!” for Lee Hecht Harrison.

In 2000, University of Rhode Island President Carothers acknowledged, following an extended and sometimes acrimonious AAUP faculty union grievance process, that there had been a climate hostile to women faculty in the College of Engineering. The purpose of this paper is to describe the positive steps that were taken at URI subsequent to that grievance to improve the climate for women faculty in STEM fields, and to place these steps within a framework for climate change.

Negotiation and communication skills are vital for working with others in the department and colleagues elsewhere and obtaining a fair share of departmental and granting agency resources.

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

In response to the NSF site visit report, received in September 2006, the ADVANCE Leadership Team met with President Carothers and Provost Swan. Report recommendations and institutionalizing ADVANCE initiatives were discussed. The President and Provost endorsed statements to promote..

Purpose of Workshop: To increase awareness of the importance of creating and maintaining an excellent academic work environment for everyone and women scientists in particular.

In 2008, there are more choices than ever available to women when making decisions about birth control. This abundance of choice can leave many women confused about what is best for them. 'Navigating the birth control maze' highlights the current methods available and offers insight, education, and recommendations as a way to assist women in making more informed choices.

Use proactive language in the job description to describe your department's commitment to diversity. The University's wording of Job Advertisements reflects the following: 'URI is an AA/EEO employer and values diversity and also is an NSF ADVANCE institutional transformation university, working to advance the careers of women faculty, especially in the science and engineering disciplines'.

These activities may help advance not only your new-hire, but also help maintain optimal conditions for success for all faculty in your department.

General Collegial. Creating opportunities for collaboration. Introduce to other faculty on and off campus. Invite to collaborate. Facilitating students to work with them...

Sample titles of slides in this presentation are evaluating formative change, initiating change through dialogue, incentive funds, extending effects of incentive grants, monthly workshops, writing workshop, and more.

This document is a graph of response rates to the 2004 Work Environment Survey by academic college.

The Parental Leave Policy for AAUP faculty was adopted in January 2005

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?

ADVANCE encourages search committees to utilize the best-practices materials and web-tutorial we have compiled to help ensure a fair, equitable, and successful search. Additionally, representatives from the ADVANCE Recruitment Committee are available to visit search committees at any point in...

The Mentoring Survey was distributed to 100 junior faculty mentees that were matched with at least one mentor at the University of Rhode Island. The purpose of the survey was to assess the efficacy of the faculty mentoring program at URI. The survey was web-based with data collected from Survey Monkey.

This lunchtime workshop featured presentations and comments by Candace Oviatt, Professor of Oceanography, Art Gold, Professor of Natural Resources Science, and Faye Boudreaux-Bartels, Professor and Chair of Electrical, Computer, and Biomedical Engineering.

In cases where a regular faculty appointment was more appropriate than a Faculty Fellow, and if a high-quality female candidate was selected during a regular STEM faculty search, ADVANCE offered funding supplements to the new-hire's start-up package in order to provide a more attractive offer. Offers...

Sample titles of slides in this presentation are history of URI's dual-career policy, policy statement, guidelines, overview of challenges, and where do we go from here.

ADVANCE Faculty Mentoring Tutorial -- References and Resources

More recently, the National Academies (2007) have offered corollary evidence, compiled from several research studies, refuting commonly held beliefs regarding women - all races - in all academic disciplines, including science, technology, engineering, and mathematics (STEM).

This presentation on culture change, shows some statistics, program goals, and then some of the initiatives that have been started to help with existing problems.

On Friday, October 17, 2008, ADVANCE sponsored a Faculty Mentor Lunch Workshop at the UClub. Faye Boudreaux-Bartels Professor and Chair, Electrical, Computer, and Biomedical Engineering and Barb Silver, Director of the ADVANCE Program, facilitated the workshop. About 20 of us enjoyed lunch...

This form can be used to help assess where a mentor's strengths are located.

This webpage is the agenda for the site visit.

ADVANCE Faculty Mentoring Tutorial -- Best Practices

Data for this year’s report, similar to last year, were acquired through the University of Rhode Island’s (URI) Human Resources Department. Furthermore, data for Social and Behavioral Sciences (SBS) have been disaggregated from the Science, Technology, Engineering, and Math (STEM) disciplines.

We have modified the headings and the wording of the fifth goal of the ADVANCE program. They now are: 1. Evaluation: To develop and share a comprehensive understanding of the status of women STEM faculty. 2. Recruitment: To increase the number of ranked women STEM faculty...

“Thanks to the concerted efforts of the President's Commission on the Status of Women and ADVANCE, URI now has a provision for paid Parental Leave for faculty. Similar policies for many staff unions have followed. Reflecting our philosophical framework, this policy includes a paid leave component for both women and men who need time surrounding the arrival of a child.” The official policy, general guidelines and definitions, and clarifications and extensions of existing policies are explained. With the help

The 2007 survey is an important part of the NSF ADVANCE program to develop supportive work initiatives for all faculty on the URI campus. It is a follow-up to an initial survey distributed in 2004. Taking this follow-up survey allows us to gauge the strengths and weaknesses that exist in departmental work environments ...

This webpage is a list of facts about breastfeeding. An example fact is: "A breast feed last an average of 16 minutes

In June, the ADVANCE Leadership Team held a Strategic Planning meeting to plan the future of the program post-award. The next year will be focused on development, grant acquisition, and securing staff positions. The ADVANCE Center will be composed of a Work-Life Office, a Faculty Development...

I have been pleased to provide support for the URI ADVANCE Project through a myriad of activities, most particularly by appointing women faculty in the STEM disciplines. These efforts were only possible due to the National Science Foundation funding for which we are profoundly...

Welcome to the University of Rhode Island's Office of Human Resource Administration web site. Our mission is to provide easily accessible customer service and quick responses and resolutions to your concerns regarding recruitment, benefits...

On Friday, December 2, 2005, the ADVANCE Program sponsored a pilot Mentor Training workshop for faculty. The target audience was science, technology, engineering, and mathematics (STEM) junior faculty, their mentors, and chairs in all STEM departments...

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

Senators don't think the National Science Foundation should fund research they think is a) covered somewhere else in the government, or b) stupid?

Summary of Work-Life Summit

Establish selection criteria by relating them directly to the position description and determining weighting for different qualifications; e.g. can the candidate support URI's institutional commitment to diversity, can you widen the applicant pool by being flexible about years of experience, etc.

This webpage is a list of campus and outside resources. An example is a link to the American Association of University Professors.

Sample titles of slides in this presentation are Dual Career Research, Quantitative Preliminary Results, President’s Commission on the Status of Women

This webpage is a list of workshops from 2006 and 2005. An example is one on Securing Funding.

This webpage is a list of policies by colleges (ex: College of Arts and Sciences) on mentoring.

This document is divided into the regions of reasons and tips

Increases commitment, productivity and satisfaction of new faculty; Minimizes attrition; Encourages cooperation and cohesiveness for those involved in the program...

Use your previously determined selection criteria which are directly related to the position description to create an application rating form.

This document is a list of related materials to the year 3 report. Examples include their climate survey, sample URI faculty advertisements, and representative press releases.

Endorse mentoring as a valuable service contribution to the University and support recognition of those who engage in it.

This document is divided into the sections of pre-search activities, search activities, review and evaluate, interview and negotiation, after the interview, settling in, and notes.

Sample titles of slides in this presentation are Why aren’t there more women in science, Women are, Research shows...

The University of Rhode Island recognizes the importance of balancing work and life issues. This website has been developed in the interest of promoting an excellent and supportive work environment for faculty, staff, and students at URI by coordinating existing university, community...

Adventures In Supercomputing; Design Your Future: Math, Science, and Technology for Girls; Eisenhower National Clearinghouse...

Identify national pools of qualified candidates. Contact individuals or institutions that are especially successful at producing underrepresented candidates.

Evidence supports that career mentoring is a key component to junior faculty's success and overall retention rates. Although mentoring is important for all faculty, mentoring for women and historically underrepresented faculty, especially in areas where they have been underutilized, is particularly critical in order to increase connectedness to professional and social resources, reduce feelings of isolation...

2004-2005

Six vital actions, typically conducted before a search is launched, are critical for setting the stage for a successful search: Composing the search committee, Defining the search committee's charge, Defining and writing the position description, Determining selection criteria, Language for advertising & position descriptions, Prepping for the 'During'

Research suggests that having a family may slow the career progress of women faculty. But does achieving academic success first leave time for children later?

This document is a series of scenarios to help discussion over various mentoring dilemmas.

During Year 4, the Evaluation Committee worked on developing a plan for external evaluation, producing an Executive Summary of the first climate survey, developing the second climate survey, and continued gathering of benchmark data.

Develop broad hiring goals to cast a wide hiring net...

Mentoring has been described as an interpersonal relationship between individuals who are at different stages in their professional development (Toal-Sullivan, 2002). Mentors may serve as role models, and act as advisors, guides or advocates in a variety of contexts (Jipson and Paley, 2000).The expectations of those involved in the mentoring relationship will determine the purposes that are served.

Different language used for describing position descriptions.

The literature on mentoring in universities reports that mentored faculty experience higher levels of job satisfaction, better student evaluations, greater academic productivity, and a stronger likelihood of remaining at a particular university than non-mentored faculty (Cartwright, 2007). Mentoring, however, is not a panacea for all problems in a department, university or institution. A field-based research project funded by the Women’s Education Act under the purview of the U.S. Department of Education ha

This handout covers lactation resources, benefits of breastfeeding, the lactation program, and breastfeeding laws.

This document is a series of tables and data for the NSF benchmarks.

During the October 17, 2008 Faculty Mentor Lunch Workshop, a panel of 4 senior faculty with much mentoring experience provided insights and advice about mentoring. Our panel included 1 dean, 1 chair, and 2 senior faculty from 4 different colleges: CELS, Nursing, HSS, and Business Administration...

The following are issues typical, though not all inclusive, of the type that may be of consideration to a new faculty member.

This documents is provided during mentor training. It covers the job description, how to initiative a mentoring relationship, ways to overcome potential obstacles, questions to discuss within mentoring relationships and at departmental level, and some recommendations.

In cases of changing commitments, incompatibility or where the relationship is not mutually fulfilling, the new faculty member or mentor should seek advice from the Department Chair, Associate Dean or Dean. It is important to realize that changes can and should be made without prejudice or fault.

This webpage is a list of resources with descriptions to help couples find two careers in one location. The links are organized by University of Rhode Island, Rhode Island, other colleges in the area, etc.

The following offers a careful look at the culture of power that exists in various settings and the impact it has on those in excluded or marginalized groups.

Archives page for University of Rhode Island

The mentoring relationship offers an opportunity for the mentor and mentee to demonstrate their skills and abilities and to learn from each other. However, contemporary gender politics tend to put a new spin on traditional mentoring (Indiana University, 1995). In this era when mentoring must do more than merely replicate the "old boy's network," several important questions arise that necessarily complicate the issue

Presentation on Dual Career Research

This presentation for the NSF Site visit gives an overview of the ADVANCE program at URI.

This pamphlet covers the initiatives at the University of Rhode Island to support work and life balance. Some of these include parental leave, dual career hiring guidelines, and lactation facilities.

Keep a checklist of good search practices for future reference

The Administration fully supported the Incentive Fund with an allocation from the URI Provost and the URI Council for Research. An institution-wide mentoring program is underway. ADVANCE is supporting individual college policies by offering training workshops and training materials. In addition, college deans...

The National Science Foundation created ADVANCE to increase the participation of women in the scientific and engineering workforce through the increased representation and advancement of women in academic science and engineering careers. In September 2003, URI received a 5-year Institutional...

This webpage provides links to all the 2004 Academic Work Environment Survey. “The survey includes sections on professional employment, tenure clock decisions, available resources and initial start-up package negotiations, teaching and/or student contact, service and leadership, formal recognition, career satisfaction, productivity, mentoring, work environment, work relationships, perceptions about discrimination, partner information, and balancing of career and personal life. The final part of the 2004 sur

A one page description of the highlights of the first year of the University of Rhode Island's ADVANCE Program.

This webpage is a list of organizations such as the American Association of University Women.

The ADVANCE initiative at URI includes 5 general areas of focus. By (1) increasing the numbers of women faculty, (2) providing faculty development opportunities, (3) improving the networks of support, and (4) using assessment information gathered in a climate survey, we hope to improve the academic work environment and climate not only for women faculty at URI, but for all faculty.

Guidelines, Philosophical Framework, AAUP Contract Provisions

I came of age when discrimination was a thing of the past, or so I thought. True, there were not many women in my college physics classes, but I figured that was just a matter of time. None of my peers or professors in the early ‘80s would ever have said out loud, "Women can’t do physics as well as men," even though some think it and Harvard University President Larry Summers suggested as much earlier this year.

• ADVANCE highlight of NEASC visit • Work-Life Breakfast Summit • 2 Mentor Training Workshops • ADVANCE Proposal to the President • Dual Career Policy and Guidelines approved • Lactation Room renovation underway • Equity Coalition formed

Calendar archives for Univeristy of Rhode Island

The committee began in the fall of 2003 by running 4 IRB-approved focus groups to assess what the issues are for women at URI, and to identify the key behaviors that women feel department colleagues and chairs could engage in that would most...

Persistent myths -- at individual and institutional levels -- about why faculty cannot be diversified often form another level of resistance to using best-practices in recruiting faculty; however, research indicates that those myths reflect reality about as well as a lion mimics a guppy.

In this presentation is a discussion of the Faculty Fellows Program set up through the University of Rhode Island’s ADVANCE program. This program works to increase the number of women recruited into STEM departments with incentives for the application and leverage on the department. What worked, advice, and impact are also discussed at the end. This presentation was given at the 2008 PI Meeting.

This pamphlet covers the virtual work-life center offered by the University of Rhode Island's ADVANCE project. It covers work, family, education, community, health and well being, and housing and retention.

2006-2007

This document is a list of how to deal with bargaining and the different positions you can play: soft, hard, principled.

Satisfaction in enabling new faculty to begin their careers with a sense of direction, Satisfaction in assisting in the development of a colleague, Satisfaction of contributing to overall institutional climate change, Provides opportunities for reflection and renewal of mentor’s own teaching and research career...

Pressures of the Role of Chairperson: Allegiances, Authority, and Rights

Sample titles of slides in this presentation are “Increase the number of ranked women STEM faculty”, “Increase the number of ranked women STEM faculty”

Dual Career Couples Qualitative Analyses. An interview protocol for dual career couples was developed for faculty and for chairs, in an effort to assess how these couples have negotiated the URI hiring system and to provide input toward policy development. The protocols can be found on our...

“The Child Development Centers at the University of Rhode Island offer preschool and kindergarten programs for children ages 3 to 6 years. These programs are operated by the Department of Human Development and Family Studies in order to provide a setting for observation, participation, and research focusing on young children and their families. Opportunities in these areas are available to all students and faculty at the University.” From this webpage you can read about their missions and philosophy and als

This booklet on Dual Career Assistance covers policies, accommodation strategies, and guidelines.

This document is divided into tips for writing and editing.

Do yourself a favor - carve out some time. Join your colleagues in focused and quietly-inspiring 3-hour writing sessions, each introduced by a short, 15-minute presentation by successful writers and publishers at URI.

Sample titles of slides in this presentation are evaluation of goal 1, high visibility, qualitative assessment, climate survey findings, predicting career satisfaction, evaluation of goal 2, and increasing women hires.

URI’s summary for the 2005 ADVANCE PI meeting on climate change reviews their initiatives and goals. A brief discussion of their Institutional Transformation Award is covered.

This document is divided into the sections of comment writing occurrences, types of writers, kinds of support, and a writing scenario.

Dr. Lisa Harlow and Dr. Herbert Eber held the 5th annual Quantitative Training for Underrepresented Groups (QTUG) conference, August 11-13, 2008, followed by up to 4 days of sessions at the American Psychological Association (APA) annual convention, August 14-17, 2008, held at the Boston Convention & Exhibition Center and Boston hotels. Almost 60 participants, 13 faculty, several organizers, and about a dozen guests took part in the conference and reunion/reception.

WOMEN'S STUDIES AT URI,WOMEN'S CENTER, APAW, COMMITTEE W OF THE AAUP, PROMOTING AWARENESS FOR GENDER EQUALITY (P.A.G.E.)

This one page document is a set of search tips. For example, "Diversify the search committee.

Many search committees are impeded in their efforts to utilize best practices because they perceive guidelines such as ours to be thinly veiled attempts by special interest groups to enhance diversity by sacrificing either job criteria or qualified White males...

There are many ways to encourage high school students to enroll in engineering...

Be available. Be plugged in. Be an advocate...

The best way to avoid discriminatory treatment of a candidate is to engage in sound selection procedures which are fair and consistent across all candidates. Do not include inquires about any candidate's personal characteristics which are not related to ability, performance, or qualifications as determined by university policy and state or Federal law.

The Evaluation Committee during Year 3 focused on the climate survey, benchmark data, and working with Pro-Choice, Inc. Missing climate survey analyses have been completed and a draft executive summary is being finalized. The analyses and summary are included as Appendix A...

2003-2004

In this document, we provide URI faculty with research-based information regarding best search practices geared particularly towards recruitment of women and underrepresented faculty. Its purpose is to make the recruitment process fair, objective, and transparent and, in turn, create a more diverse workplace, ultimately adding to the wealth of the intellectual ranks at URI.

This presentation covers mentoring, the kinds of relationships and mentors, and ten best mentoring practices.

Sample titles of slides in this presentation are why are we still here, overview, state of the science nation, status of females and minorities, current strategies for addressing inequities in science, possible sources of inequity, "gender" - reductionism... why?, and more.

One-to-one, Multiple mentors, Group or peer mentoring, “Expert “ mentoring

A job offer, rather than signaling the end of a successful search, is really the beginning of a successful retention plan for your new hire, involving: Contract negotiations. Settling in. Final steps to evaluate the search.

Make equity a conscious priority. Such a commitment produces a good hire whose qualifications match the position description.

Prioritize your needs, Get to know the players, Stay on track

Gender Schemas. Stereotype Thread. Confirmation Bias...

This handout on faculty mentoring covers tips, issues, and how to find and approach potential mentors.

This document covers the family friendly practices that have been implemented at the University of Rhode Island and their hopes for future changes. Some of these include creating a family leave policy and a virtual work-life office. The document was written for the 2005 ADVANCE PI Meeting.

Each academic year, faculty are given 15 sick days, up to a maximum of 120 days. A Sick Leave Bank is available to faculty members who need time beyond this allotment. All AAUP faculty members are automatically enrolled to donate one sick day per year to the Bank, effective October 1 of each year.

Goals: Identify key elements of a great academic work environment. Recognize the current situation for underrepresented groups. Build on the best of relevant experiences to begin planning for productive change

To attact women to engineering in greater number some suggest...

On May 12, 2005, ADVANCE and the URI Research Office jointly sponsored a 2.5 hour workshop on Securing Funding. Topics included how to find the right sponsor, how to present an idea, how to write a proposal, and how it will be evaluated.