WISELI’s series of Climate Workshops for Department Chairs are the culmination of efforts by many faculty and staff at UW-Madison during the past three years. In the original proposal to the NSF, these workshops were proposed as the following: UW-Madison has a successful workshop series on leadership designed for department chairs. In the series, chairs meet weekly with presenters who each

This links to the PDF of the presentation made by WISELI on Climate Workshops for Department Chairs. It discusses the importance of focusing on department chairs for creating department wide change and how to focus on them. This presentation was given at the 2006 PI Meeting.

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

More Women In Science: The Institutional Challenge

This webpage is a list of up coming events. It is up to date.

There are two parts to this document. The first half discusses factors that can influence the number of diverse faculty members hired at your university. These factors are discrimination and harassment, lack of role models and encouragement, subtle bias, and work life balance. The second half of the document is ‘What is bad climate about anyway?’. It was put together by a committee on women. “To help members of university communities understand the environment that is experienced by many women, we have coll

“Despite advances, women continue to be underrepresented in almost all science and engineering fields, nationally. In 1997, women constituted 36% of life scientists, 22% of physical scientists, 9% of engineers, and 27% of computer scientists. In September, 2000, the Commission on the Advancement of Women and Minorities in Science, Engineering, and Technology Development (CAWMSET) issued a report which concluded that in addition to social responsibility, a workforce that includes more women, underrepresented

This webpage is a list of videos about the WISELI program.

Because the search process plays a critical role in shaping our faculty and staff for years to come and provides the best opportunity for diversifying our workforce, it is important that we implement effective and efficient recruiting practices and address important contemporary issues of excellence and diversity.

In 2001, the National Science Foundation (NSF) launched the ADVANCE: Institutional Transformation program, in order to “catalyze change that will transform academic environments in ways that enhance the participation and advancement of women in science and engineering.[1]”

This document is an instrument to evaluating experiences of of women in leadership positions.

The Chair of the Department of XX, [NAME], has agreed to participate in a series of workshops to improve climate at the UW-Madison. As part of his participation perceived by you and other members of your department.

To affect climate and culture change at the University of Wisconsin-Madison, the ADVANCE program has had to use multiple efforts. In this executive summary for the 2005 PI meeting in Panel 6 they list these efforts with a scenario.

A brief introduction to the social psychological literature on unconscious biases and assumptions, with a focus on how these unconscious biases might influence evaluation of candidates in the faculty search process. Specific advice derived from this research are included.

This report details the outcomes for the Vilas Life Cycle Professorship program at the University of Wisconsin-Madison, funded by the Estate of William F. Vilas. We present this report in three sections...

This document is an instrument used to evaluate a workshop on principle investigators who are running a lab.

Found in this document is a list of recommendation for enhancing department culture, tools for effective leaders, resources on campus, a list of other websites on campus climate, and recommended readings.

Sample titles of slides in this presentation are general thoughts, overview, attrition, description and methods, recommendations, and discussion.

The following presents a summary of the findings documented in the final evaluation report of the Women in Science and Engineering Leadership Institute (WISELI). WISELI has been in existence at UW-Madison since the awarding of an ADVANCE Institutional Transformation grant from the National Science Foundation in 2002.1

This report details the outcomes for the Vilas Life Cycle Professorship program at the University of Wisconsin-Madison, funded by the Estate of William F. Vilas. We present this report in three sections...

The following report was written to provide feedback about the pilot sessions of the Department Chair Climate Workshops created by the Women in Science and Engineering Leadership Institute (WISELI). These comments reflect my observations of the workshops, my interactions with the Chairs when deploying the surveys, and the participants’ feedback about the experience.

To evaluate how effective dual hires and tenure clock extensions are on increasing women and minorities in science and engineering a study is proposed on this webpage. Links and reports can also be found on this webpage.

Hosted by WISELI, three workshops were held that address the concern of creating a positive and encouraging climate and workplace. Descriptions of each session and the resources used are provided on this website.

This webpage is a list of links to the WISELI program being in the news.

ADVANCE Institutional Transformation (ADVANCE: IT)-funded programs are required to annually collect and report data related to progress toward the goals of the program. WISELI has been collecting these indicators since 2000. Two toolkits provide detailed descriptions of the data to be collected, and examples of effective uses of the data...

We used two sources of data to inform the evaluation of the Women Faculty Mentoring Program (WFMP). First, we interviewed 26 women faculty in the biological and physical sciences to collect baseline data about their experiences at the UW-Madison. We then used the results from...

To help encourage others at the University of Wisconsin to participate in WISELI, a Celebrating Women in Science and Engineering grant was established. People can apply to this grant to create new workshops, symposia, lecture series, or other event that helps encourage women. Lists of previous awardees, requirements, and the application can be found on this website.

This document announces the success of a program at the University of Wisconsin-Madison called the Life Cycle Research Grant. The goal is to help women who have had some life crisis while running for tenure with a grant of around $30,000. Information about this program is summarized in this document for the 2005 PI meeting in Panel 1.

Covered in this document are the benefits of having a diverse work force in academia. The sections of the document are Benefits for teaching and research; Benefits for students; Challenges of diversity; Examples of common social assumptions/expectations; Examples of assumptions or biases that can influence interactions; Examples of assumptions or biases in academic contexts; Biases and assumptions that can influence interaction between colleagues; and Resources.

This webpage is a collection of references about women in science.

Vilas Life Cycle Professorships program at WISELI provides research support for professors whose research careers have been impacted by their personal lives.

Dr. Ford's research documents how women get their voices heard in meetings. Using videotapes and detailed transcriptions of naturally-occurring conversations in a variety of meetings, Dr. Ford found that the women in her data regularly use questions to open participation and to project trajectories of further talk in which the questioners emerge as major contributors. This finding contrasts with some...

This all-day, “train-the trainers” style workshop is designed to help universities, university systems, and/or regional collectives develop and present their own search workshops on their campuses.

The UW-Madison has several policies designed to accommodate women in the academic system. These include: extensions on tenure clock for parental or other familial responsibilities; a program for hiring dual career couples; and support, expansion, and subsidies for campus childcare.

This comprehensive document offers best practices for search committees that are looking to create diverse hiring pools. The sections covered in the document are: Run an Effective and Efficient Search Committee; Actively Recruit an Excellent and Diverse Pool of Candidates; Raise Awareness of Unconscious Assumptions and their Influence on Evaluation of Candidates; and Develop and Implement an Effective Interview Process.

Four benefits for learning about inclusive teaching practices in STEM are listed on this webpage (ex: “Instructors who read these resources become more aware of issues affecting educational access”).

This webpage is a list of reports such as town hall reports, survey results, and initiative updates.

This document is a list of raw statistics from 2004 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

A campus-wide survey in 1989 demonstrated that women faculty were leaving UW-Madison voluntarily before the time of promotion. Consequently, a Women Faculty Mentoring Program (WFMP) was begun with staff and faculty salary support by the Provost. Senior women faculty from an outside department, but within the same division, volunteer to serve as mentors for junior women. The WFMP...

In 2005, WISELI chose to perform an exit interview study to determine "Why Women Leave." We interviewed women faculty who left UW-Madison STEM departments from 2001 through 2004. Experience with that study led to a request from the Office of the Provost to implement an exit interview study for all UW-Madison faculty who leave, on an annual basis. Beginning in 2007 and working with the...

While not all women in science and engineering need child care, acknowledging the importance of good child care and working to make it accessible are markers for a good climate for women.

In the spring semester of 2007, Vice Provost Laurie Beth Clark approached the WISELI staff about conducting a research study of faculty attrition at UW-Madison. This request came on the heels of a report disseminated in 2006 about why female faculty in scientific and engineering fields leave campus.

This document is an instrument used to evaluate a workshop on department climates.

This report details the outcomes for the Vilas Life Cycle Professorship program at the University of Wisconsin-Madison, funded by the Estate of William F. Vilas. We present this report in three sections...

This document is a list of issues relating to bad climates. The remainder of the document is solutions to help with climate problems.

This document is a list of raw statistics from 2006 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

To join the WISELI listserv, send an email with the subject "Join WISELI listserv" to wiseli@engr.wisc.edu. WISELI's list manager will respond with an email confirming that you have been added to the list.

NSF ADVANCE at the University of Wisconsin-Madison is a five-year project to promote institutional transformation in science and engineering fields by increasing the participation, success and leadership of women faculty in academic science and engineering. The grant is administered through the Women in Science and Engineering Leadership Institute (WISELI).

This document is the interview protocol that asks questions like, "Tell me how you got to where you are today in your current position at UW. Start as early as you like.

The University of Wisconsin-Madison has set up a mentoring program for pre-tenure women. This program also provides a mentoring luncheon, an annual reception, and a conversation series. Information and the application is provided on this website.

“It’s so different!” This comment, from a long-term member of the UW-Madison faculty, summarizes the transformation of our campus. Women increasingly feel empowered to speak up and take action. Gender issues are visible, taken seriously at all...

This webpage lists the location and date information of the 2005 in Panel 7 seventh panel and the people involved. The links under each person are broken.

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

This document is a list of raw statistics from 2005 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This presentation is on problems with the childcare system: special care, care after hours, care during unusual hours.

This presentation covers three years of initiatives and some of the data that supports change.

Information on workshops at UW-Madison and other universities, and resources for training hiring committees, are listed on this webpage. “Hiring and retaining an excellent and diverse faculty is a top priority for colleges and universities nationwide, yet faculty hiring committees typically receive little education about the search process. Consequently, WISELI has implemented a workshop, Searching for Excellence and Diversity®, that provides faculty with information, advice, and techniques that will help t

This presentation covers the need for childcare and some issues surrounding how to build and serve children.

This presentation covers the reasoning and results from a study on satisfaction in the college of engineering.

This four-hour workshop is designed for faculty and staff members who are or will be serving on search committees on your campus. During this workshop, we will present the content of the search workshops we have developed and implemented on the UW-Madison campus.

This video focuses on the background and legacy of diversity faced by the WISELI program for years 2-4.

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

This documetn is a list of topics that can be covered in a meeting of senior women.

This Partnerships for Adaptation, Implementation, and Dissemination (PAID) grant proposal from the University of Wisconsin-Madison (UW-Madison) is built on the previous five years of work supported through an NSF ADVANCE program at the Women in Science and Engineering Leadership Institute (WISELI). We request funds to (1) continue and disseminate the current search committee training and department...

At some time or other, most University employees will be faced with the difficulty of balancing the needs of family with the needs of work. Childbirth, adoption, child care and caring for ill children, spouses, partners and parents are some of the family issues you may encounter. It is the...

One critical initiative, related to the mission of WISELI, was the creation of the Life Cycle Research Grant (LCRG) program.

This document is a list of raw statistics from 2001 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This document is an instrument to evaluating experiences of of women in leadership positions.

Indeed, we are finding that after four years WISELI has become a recognized leader on campus in the areas of departmental climate and faculty hiring. We are the “go-to” resource for questions related to not only women in science and engineering, but for diversity in the...

Part of the reason for the University of Wisconsin-Madison’s success as an ADVANCE program comes from their previous experience doing similar work. In previous years there was a Committee on Women in the University that was laying the ground work for ADVANCE. A list of their previous year’s reports can be found on this webpage.

Sample Slides: The Problem, Past Solutions, New Approach

Do you want to improve departmental climate on your campus, especially for women and minority faculty, but do not know where to start? Are you frustrated when, despite your efforts to improve campus climate, yet another faculty member leaves your institution due to “climate issues” at the department level?

The University of Wisconsin’s ADVANCE project, entitled WISELI, seeks institutional change at a major research university with few women faculty in the science and engineering disciplines. The University of Wisconsin-Madison is a campus that has many...

This document is a list of raw statistics from 2000 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

NSF ADVANCE at the University of Wisconsin-Madison was a five-year project to promote institutional transformation in science and engineering fields by increasing the participation, success and leadership of women faculty in academic science and engineering. The grant was administered through the Women in Science and Engineering Leadership Institute (WISELI), an institutionalized research center.

This is the front page of University of Wisconsin-Madison’s program to help increase women in academia called WISELI (Women In Science and Engineering Leadership Institute). Information about WISELI, including their reports and programs, and site resources can be found from this page.

This webpage is a long list of news articles about women in STEM departments.

This document is a list of raw statistics from 2006 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

“’They are holding the conversation’ on a campus where there has been silence on gender issues.” This assessment, from the report of our site visit review in November 2004, indicates the important qualitative success that the Women in Science and Engineering...

This document is a list of raw statistics from 2002 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This announcement documents the renewal of the University of Wisconsin-Madison’s pledge to fund high-priority hires. These include minority, women, and dual hires.

This presentation from the 2009 PI Meeting covers: the need to focus on department climate, ways to assess department climate, and how Utah State, WISELI, and Hastings College has worked with department change.

These two case studies can be helpful in discussing issues in related to recruitment, retention, and promotion.

WISELI developed an extensive climate survey instrument based on the interview data from women faculty and staff in the STEM disciplines. The surveys have been funded by the National Science Foundation ADVANCE program, the Office of the Provost, the College of Letters and Science, and the College of Engineering. The sample includes academic staff in research, teaching, and clinical positions. We surveyed a 50% random sample of academic staff in these selected positions.

This presentation covers the NSF required data indicators, problems with using them, and how they were collected.

In April, 2002, the Women in Science and Engineering Leadership Institute (WISELI) at UW-Madison held two Town Hall Meetings. The purpose of these meetings was twofold: to introduce WISELI to the women in science and engineering on the UW-

This webpage is a list of links to professional societies, research resources, and resources.

“WISELI is a centralized, visible administrative structure with a mission to address a number of impediments to women’s academic advancement. The center structure of WISELI allows the institute to bring the issues of women scientists and engineers from obscurity to visibility. It provides an effective and legitimate means of networking women faculty across departments; performing research and evaluation on programs and initiatives designed to improve the environment for women; administering new programs (gr

This document is an instrument to evaluating experiences of of women in leadership positions.

Participant observation in formal (e.g., faculty meetings, classrooms, theses defenses, etc.) and informal (e.g., labs and working spaces) settings will occur to examine the degree to which the organizational structures and divisions of labor within departments, in laboratories, in instructional settings, on grants, and in research collaborations and initiatives, contribute to the production and reproduction of career...

Because women are often excluded from informal networks by which their male colleagues acquire information critical to successful professional development, alternative means must be sought. One way is to provide structured programs for women that provide the knowledge and skills necessary to achieve personal and professional effectiveness.

UW-Madison has a long standing policy that faculty salaries must be based on merit. Nevertheless, the University recognizes that inadvertent salaries inequities may occur for a wide variety of reasons.

This webpage has links to materials and information about the different sessions from this workshop on Laboratory Management.

The Women In Science and Engineering Leadership Institute (WISELI) is a centralized, visible administrative structure with a mission to address a number of impediments to women’s academic advancement. The center structure of WISELI allows the institute to bring the issues of women scientists and engineers from obscurity to visibility...

“This questionnaire was developed to better understand issues related to quality of work life for faculty at the University of Wisconsin- Madison. This is part of a larger project, funded by the National Science Foundation, to develop new initiatives for faculty on campus. 55.7% of all University of Wisconsin-Madison faculty responded to this survey.” It was first administered in 2003. Results can be found linked to this webpage.

Over the last decade, campus child care has expanded and been strengthened by a supportive university administration. Previous studies conducted by the Committee on Women in the University and the University Child Care Committee have been encouraged and many recommendations submitted by these groups have been implemented.

This document is an instrument to evaluating experiences of of women in leadership positions.

Sample Slides: Institutional Transformation, Stages of change for smoking cessation, 5 assumptions about adult learning

This document is an instrument used to evaluate a workshop on search committees.

This website’s goal is to promote diversity and climate at the University of Wisconsin-Madison. From this homepage the user can navigate to webpages on the chancellor’s message, vice provost for diversity and climate, diversity, plans, reports, and policies, diversity forums, and programs.

In the spring semester of 2007, Vice Provost Laurie Beth Clark approached the WISELI staff about conducting a research study of faculty attrition at UW-Madison. This request came on the heels of a report disseminated in 2006 about why female faculty in scientific and engineering fields leave campus.

On June 29, 2009 Gov. Jim Doyle signed into law a state budget authorizing the provision of health insurance benefits to same- and opposite-sex domestic partnerships. The budget also authorized the creation of a same-sex domestic partner registry. UW-Madison and all UW-System schools now provide domestic partner benefits.

“Instead of providing only a lengthy list of books and articles, we recommend the following books and articles to readers who wish to develop an understanding of the issues and concerns facing women in science and engineering. Abstracts of these books and articles may be found in our extensive bibliography provided for readers who wish to further immerse themselves in the large and growing literature on issues relevant to women in science and engineering. A list of all previously recommended readings can be

“Community Coordinated Child Care, Inc. (4-C) is part of a network of accredited, non-profit Wisconsin Child Care Resource and Referral agencies providing advocacy and support services for child care in Columbia, Dane, Dodge, Jefferson and Sauk Counties and the Ho-Chunk Nation. The agency strives to advocate for the well-being of children in early childhood care and education and to assist parents and providers in creating quality care.”

We are interested in identifying what makes UW-Madison attractive to job applicants, and the aspects of the hiring process that may be experienced positively or negatively. Please think back to when you first were hired at UW-Madison to answer the following questions. If you were a student at UW-Madison, please think of the first job you had when you were no longer a student.

This is a simple webpage with links to the parental leave policy at the University of Wisconsin-Madison.

The University of Wisconsin-Madison prohibits illegal discrimination (including harassment) in employment, education, and all university programs. The University of Wisconsin-Madison (university) is committed to provide equal opportunity and equal access and to comply with all applicable federal and state laws...

“The power in a leader’s office is one of the most essential tools to influence the campus agenda. Rarely can that power of itself be used to dictate policy or actions, but a great leader can part the way for other community members to develop and advance specific actions and policies. The environment into which the change agents introduce their agenda will determine success or failure. A campus leader can ensure success by carefully laying the groundwork. The following recommended actions are intended to c

Denice Denton had a profound impact on the University of Wisconsin-Madison in research, education, professional development, and their integration across disciplines. She was an intellectual and organizational leader in all of these areas, from the Engineering Research Center for Plasma-Aided Manufacturing to the National Institute for Science Education.

Includes information on average age of faculty, and salaries of newly hired faculty. Salaries for 12-month appointments are included, but have been converted to 9-month rates. Departments are matched across universities using the federal Classification of Instructional Programs (CIP).

This document is a list of raw statistics from 2006 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

“This questionnaire was administered from February through May 2003 to gain a better understanding of issues related to quality of work life for faculty at the University of Wisconsin-Madison. This is part of a larger project, funded by the National Science Foundation, to develop new initiatives for faculty on campus.” It was again administered in 2007. Results can be found linked to this webpage.

The contact person in the Provost's office for this hiring category is Vice Provost Steve Stern (2-5246). Department chairs should contact Steve if you have questions or wish to initiate a dual career/spousal hire. Department chairs should contact your dean or designated associate dean to obtain approval to make a request for Strategic Hiring funds. (See Faculty Strategic Hiring Initiative memo, for details.)

This pamphlet emphasizes the need to enhance a career through the use of awards. The outside covers how receiving an award can benefit you, how the award will benefit all women, how winning an award opens doors, and how to be prepared for applying for an award. The inside covers examples of awards, recognitions, and grants.

This webpage is a collection of comments and information about the comments made by Lawrence Summers.

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

This is the appendix information for the Final Report of the University of Wisconsin-Madison’s ADVANCE program.

This video focuses on efforts to change the climate and the initiatives that have helped in that effort.

This document is the interview protocol that asks questions like, "Tell me how you got to where you are today in your current position at UW. Start as early as you like.

This presentation covers their model of stages of change when applied to institutional transformation.

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

Currently in the design phase, this new WISELI workshop series introduces faculty to the concepts of unconscious biases and assumptions by treating the application of such biases as a "bad habit."

Does a year usually go by so quickly? The first year of our ADVANCE project was an exciting and active one, during which we defined who we are and launched numerous initiatives and research projects. The UW-Madison campus is building momentum on diversity issues, and we are fortunate to be a part of it. During the first year...

This webpage covers the information and resources available to those who have been sexually harassed at the University of Wisconsin-Madison.

The University of Wisconsin-Madison has an Office for Equity and Diversity. This webpage explains their mission, their responsibilities, and the types of discrimination they cover.

This document is a short booklet that gives some definitions and recommendatiosn for changing climate.

Top 10 Tips for Academic Leaders to Accelerate the Advancement of Women in Science and Engineering

Since 2002, WISELI has sponsored the Celebrating Women in Science and Engineering Grant Program. This program provides funding to departments, centers, or student groups wishing to enhance their own seminar schedules or especially to create new workshops, symposia, lecture series, or similar events in line with the goals of WISELI: to promote participation and advancement of women in science and engineering.

The leadership of WISELI sent this message to all affiliates in December, 2006. Our two main challenges of 2006 (the last year of the ADVANCE funding) were to complete the evaluation of our institutional change efforts, and to find the funding and support necessary to...

The original NSF ADVANCE: IT proposal included a plan to perform in-depth interviews with 32 women faculty, conducted at the beginning of the grant period, to provide a baseline from which program evaluation will emanate. Follow-up interviews with the same women occurred in the last year of the grant. This activity was implemented immediately upon creation of WISELI, with some changes to the original...

Having children as a faculty member requires a balance between responsibilities at home and the demands of one’s professional life (i.e., the work-life balance). Faculty members make complex personal and professional decisions to raise children.

WISELI developed an extensive climate survey instrument based on the interview data from women faculty and staff in the STEM disciplines. The surveys have been funded by the National Science Foundation ADVANCE program, the Office of the Provost, the College of Letters and Science, and the College of Engineering. The sample includes UW-Madison faculty in all divisions, and clinical/CHS faculty in the...

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

Sample Slides: What are characteristics of change? One model of change, Situation in the STEM fields

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

This webpage hosts information about the University of Wisconsin-Madison’s child care support. Information about topics such as early child care, back-up support, and financial aid is listed.

Sample Slides: The Problem,Past Solutions, New Approach

UW-Madison has embarked on a comprehensive effort to make sexual harassment a university community concern. This effort, backed by vigorous public endorsement by the administration, has involved refining and renewing an array of campus resources, designing and publishing informational materials, and offering informational sessions to all employees.

This presentation reports the findings of the University of Wisconsin-Madison’s ADVANCE program on promotion and gender in academia. Metrics and graphs are provided. This presentation was given at the 2005 PI meeting in Panel 2.

Sample Slides: Institutional Transformation, Stages of change for smoking cessation, 5 assumptions about adult learning

This brochure discusses the unconscious biases held when reviewing applicants for a job. Topics include: examples of social assumptions and expectations; examples of assumptions or biases that can influence the evaluation of applicants; examples of assumptions or biases in academic job-related contexts; advice for minimizing the influence of bias and assumptions; and references.

This presentation covers the need for childcare and some issues surrounding how to build and serve children.

Funded primarily by The Alfred P. Sloan Foundation with a supplemental grant from The Engineering Information Foundation, the Project to Assess Climate in Engineering (PACE) is a multi-site research project intended to identify issues that affect persistence rates among Engineering undergraduates.

This document is a presentation on how to use data to create change. Presented at the 2008 PI Meeting by the University of Wisconsin-Madison’s ADVANCE group on Meeting Grants Management, this presentation discusses how each data type can be effective with examples from studies.

In this poster, we highlight the brochures and booklets we are developing with funds from the ADVANCE: PAID program. We make these materials available to other universities at cost, to be used in their own efforts at institutional transformation. Included are materials on departmental climate, hiring, and the advancement of women in academia.

This document is a list of raw statistics from 2003 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This webpage is a collection of published papers, working papers, dissertations, evaluation reports, presentations, research reports, annual reports, and reports to funding agencies.

The leadership of WISELI sent this message to all affiliates in December, 2006. Our two main challenges of 2006 (the last year of the ADVANCE funding) were to complete the evaluation of our institutional change efforts, and to find the funding and support necessary to...

Searching for Excellence & Diversity: A Guide for Search Committee Chairs, developed by the University of Wisconsin, Madison