Annual Reports submitted to NSF

Year 5 of the University of Texas at El Paso (UTEP) NSF ADVANCE Institutional Transformation for Faculty Diversity initiative was a bittersweet one as we began the serious work of institutionalizing our project. This gave us the opportunity to consider what we have...

The primary activities of the CU‐ADVANCE team included 1) extensive dissemination efforts about the new CU‐ADVANCE Center; 2) establishing the management structure of the CU‐ADVANCE Center; 3) developing effective programming in the first year; 4) administering a number of grants to faculty and departments and 4) collecting the NSF indicator data required by the grant.

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

This document is a series of statistics and tables to support the third year annual report.

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

The Survey of Academic Climate and Activities was conducted in fall, 2001. The study compared women scientists and engineers with two other groups: men scientists and engineers and women social scientists. The survey findings have been presented to 24 on...

This document is a list of project, potential project (ex: Search Committee Training), and external proposals for funding.

2007 Annual Report

2008 Annual Report

The advisory committee of the ADVANCE Institutional Transformation Program of the University of Puerto Rico at Humacao observed may powerful achievements during our site visit on 5 April 2005. Many of the outcomes have been achieved in spite of the constraints and limitations of working in a small undergraduate...

This year, MU-ADVANCE provided liaisons to a total of 15 search committees in 6 STEM departments, to assist in recruiting well-qualified candidates to open positions. MU-ADVANCE met with search committees to discuss the program, and created a new brochure that provides...

This webpage is list of annual reports.

The most important activity of UM ADVANCE during this past year was preparation for the end of grant funding. (Our formal end date is December 31, 2006, though we have requested a no-cost extension through December 31, 2007. This extension is primarily aimed at permitting the...

The mission of the Earth Institute ADVANCE program is to increase the recruitment, retention, and advancement of women scientists and engineers at Columbia University. Columbia ADVANCE programs target both faculty, whose primary affiliations are with the academic departments, and research scientists, whose primary affiliations are with research units within Columbia’s Earth Institute.

As part of this project, Georgia Tech commissioned an external evaluation to document and assess the accomplishment of its main goal, to be measured in terms of increases in the recruitment, promotion, tenure, and retention rates of women faculty in...

Highlights from this report are: "The School of Engineering Makes Significant Gains in the Number of Women Hired, New Initiative on the Science of Diversity, and ADVANCE Marie Tharp Visiting Fellow Wins MacArthur “Genius” Award.

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

The Partnership for Comprehensive Equity (PACE) project at the University of Montana is an interesting worthwhile effort by a team of dedicated staff members and others who embrace the concept and the goals of the project.

The most important activity of UM ADVANCE during this past year was preparation for the end of grant funding. Discussions about how best to continue to sustain effort on the project after the funding ends took place within the Steering Committee, the Gender in Science and Engineering Committee, and in discussions with Provost Paul Courant. In July 2005, Abigail Stewart and Pamela Raymond submitted a proposal for creation of an ongoing project office that would report to the Provost, and be housed in the Ins

Year Three Annual Reports

The NDSU Advance FORWARD proposal identified five challenges related to science, technology, engineering, and mathematics (STEM) faculty women in particular and faculty women in general at North Dakota State University (NDSU): • Chilly climate for women faculty including women of color and women with disabilities • Too few women in STEM applicant pools...

David Harris, Interim Provost and principal investigator provided institutional leadership and commitment, as well as a top level of accountability (September–December 2008). Harris was also responsible for ADVANCE project oversight and disseminating information to the wider university community about the CU-ADVANCE Center’s opportunities and findings.

The data reported here are for the academic year 2002-2003 (September 2002-August, 2003, referred to in this report as AY2003); the second year of ADVANCE funding (in January 2003) occurred midway through the academic year of interest. Note that the ADVANCE project activities we are reporting on have taken place between January-June, 2004. For this report, then, outcome measures are reported for a year behind the activities that are discussed in the preceding section. We plan to make up for this time lag by

Highlights from this report are New Additions to the PI team and the Executive Committee, 2007-2008 ADVANCE Marie Tharp Visiting Fellows Selected, Institutional Investments in New Women Faculty, New Institutional data: Space and Salary Equity, Workshop for Untenured Faculty, Diversity Luncheon with Lynn Conway, and Science of Diversity Seminar at Lamont.

List of CU-ADVANCE reports and publications

The ADVANCE Program at the Georgia Institute of Technology (Georgia Tech) was funded in 2001 by the National Science Foundation (NSF). The main goal of ADVANCE is to develop and implement in innovative model that uses an integrated...

This past academic year has been a period of relative stability for Case Western Reserve University under the direction of an interim president, and the selection of a new president, the first female president of the university, Barbara Snyder who starts July 1. The interim deans appointed last year...

In addition to yearly reviews, UTEP NSF ADVANCE employs an evaluation process that includes both formative and summative self-assessments and review by an institutional Action Board and an external Advisory Board.

This document is a series of supporting data for the annual report such as data and statistics.

The mission of the Earth Institute ADVANCE program is to increase the recruitment, retention, and advancement of women scientists and engineers at Columbia University. Columbia ADVANCE programs target both faculty, whose primary affiliations are with the academic departments, and endowed research scientists, whose primary affiliations are with research units within Columbia’s Earth Institute.

This past academic year has been a period of major transitions and challenges for Case Western Reserve University. In February, faculty from the College of Arts and Sciences voted 131/44 in favor of no confidence in the leadership of University President Edward Hundert...

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. This year's magazine reports the successes of the past five years and talks about what they hope to accomplish in their remaining time.

The mission of the Earth Institute (EI) ADVANCE program is to transform the way in which women scientists and engineers are recruited, retained, and advanced at Columbia University.

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...

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 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...

Active recruitment of women is ongoing and sensitivity to family needs of new faculty has produced an appreciation of needed changes in procedure and policy. Policy changes as a result of PACE work will not only advance women in science, but will also strengthen the hiring of underrepresented faculty across the university and support new faculty overall. I am confident that the benefits made possible by The University of Montana-Missoula's NSF ADV ANCE grant will continue.

“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...

In year 1, the main thrust of the MU-ADVANCE Program has been on recruitment. Dr. Judy Silver, Professor in the Mathematics Department, has chaired the Recruitment Committee. The actions of the recruitment strategy committee were organized, outlining tasks, creating action ...

Proposal and Reports

The ADVANCE program at UPRH has initiated a synergistic process to create the needed environment to promote the advancement of women in the science faculty through the integration of university constituencies: ADVANCE Coordinating Committee: Administrators, Programs and offices that support and provide services to women in the science faculty (They serve as advocators, help with program implementation, improve coordination and information sharing with university and community, and promote education and disc

Policy and Recruitment research and education activities were focused in two areas: 1) establishing protocols for and awarding the first cohort of Graduate Research Assistantships (GRA), and 2) establishing a communications network among the...

This report is divided into the sections of program overview, participants, activities and findings, products, contributions, and attachments.

NSF Reports and Benchmarks for University of Rhode Island

The goal of the CPP ADVANCE program is to create a university-wide system of recruitment, retention and development that will enable diverse faculty in STEM disciplines, including women, to advance to leadership positions.

The Survey of Academic Climate and Activities was conducted in fall, 2001. The study compared women scientists and engineers with two other groups: men scientists and engineers and women social scientists. The survey findings have been presented to 24 on-campus audiences: eight departments, ten administrative groups, and six other audiences, including large groups of women science and engineering faculty and the faculty of a social science research institute.

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...

2009 Annual Report

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...

During year two of the initiative ADVANCE further refined the UTEP goals. By the end of the grant period, the ADVANCE team would like to ensure that the UTEP science (including the social and behavioral sciences) and engineering departments 1) value a...

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

Since submitting an annual report for year two, the project has undergone a change in scope of objectives approved by NSF1. Upon a thorough evaluation and much discussion with the ADVANCE team, on-campus administrators, key stakeholders, and faculty and staff from other ADVANCE grants, modifications were made to the project‘s overall program activities.

“’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 is the second of two “toolkits” developed to provide ADVANCE: Institutional Transformation (ADVANCE: IT) awardees with guidance on program evaluation. The first toolkit focused on the numerical indicator data that are required by the National Science Foundation on an annual basis...

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...

The ADVANCE program at UPRH initiated a synergistic process to create the needed environment to promote the advancement of women in the science faculty through the integration of university constituencies. The research efforts, data collected and training are contributing to assess the status of women faculty in science and creating awareness of the need of revising and formalizing our faculty recruitment process...

The most important activity of UM ADVANCE during this past year was preparation for the end of grant funding. Discussions about how best to continue to sustain effort on the project after the funding ends took place within the Steering Committee, the Gender in Science and Engineering...

ADVANCE activities are administrated through a Committee on the Status of Women in STEM at NMSU. The PI/Program Co-PI‘s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and ...

During Year 3 of the University of Texas at El Paso (UTEP) NSF ADVANCE Institutional Transformation for Faculty Diversity initiative, we have made significant strides in the recruitment, retention, and advancement of women and minorities in academic science and...

The goal of the ISU ADVANCE program is to investigate the effectiveness of a multilevel collaborative effort to produce institutional transformation that results in the full participation of women faculty in science, technology, engineering and math fields in the university. Our...

With the assistance of Ann Boughner, the Faculty Search Guidelines that were approved by the Provost in Spring of 2004 were presented to the department assistants and business managers in the CWRU School of Engineering in a training session conducted by Amanda Shaffer and Beth...

Year One Annual Reports

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.

ADVANCE activities are administrated through a Committee on the Status of Women in STEM at NMSU. The PI/Program Director (with Dr. Sterling assuming this role starting 5/15/05), Co-PI’s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home...

This report is divided into the sections of program overview, participants, activities and findings, products, and attachments.

Year Four Annual Reports

This webpage is a list of grant reports from when the grant started until recently.

ADVANCE activities are administrated through a Committee on the Status of Women in STEM at NMSU. The PI/Program Co-PI’s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and...

Highlights from this report are: "Workshops for Search Committee Chairs, Departmental Transformation Awards, Department of Earth and Environmental Sciences Cluster Hire Initiative, Changing the Climate at the Lamont Campus, Symposium on the Science of Diversity

This webpage is a list of evaluation reports such as the 2004 Annual Report.

Year Two Annual Reports

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.

Year 4 of the University of Texas at El Paso (UTEP) NSF ADVANCE Institutional Transformation for Faculty Diversity initiative was an extremely demanding, but gratifying one as we hosted three site visits. Preparing for our external visitors gave us the opportunity to reflect on what we have accomplished to date and revisit plans for the future.

Objective 1: To promote awareness of gender discrimination that prevents women faculty in advancing in the academe and establish an institutional transformation their needs...

ADVANCE activities are administered through a Committee on the Status of Women in SME NMSU. The PI, Co-PIs, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and...

Boston University’s WIN initiative was designed to increase the work satisfaction, retention, and advancement of women faculty in the sciences and engineering at Boston University by enhancing women’s professional networks, and to analyze the ways in which network-building can contribute to women’s satisfaction and success in academic science and engineering.

ADVANCE staff completed the report “Assessing the Academic Work Environment for Faculty of Color in Science and Engineering” from the data collected from the original climate survey. The report was widely disseminated throughout the University and...

This report lays out the design of the external evaluation, presents data collected in the second year of the ADVANCE project as well as baseline data against which this second year data will be compared, and reports on differences highlighted by these comparisons.

The ADVANCE project at the University of Michigan has made efforts to engage discussion, stimulate new efforts and create real change throughout the campus. The importance to our campus of the NSF ADVANCE Institutional Transformation grant lies in several areas...

ADVANCE activities are administrated through a Committee on the Status of Women in STEM NMSU. The PI, Co-PI’s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and...

Year Five Annual Reports

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. In their second magazine, they discuss the two major initiatives undertaken that year: a survey of male and female faculty on perceived barriers and facilitators, and an assessment of tenure procedures and their inherent biases.

In AY2009, the overall composition of faculty on the instructional, or tenure, track (including STEM and non-STEM faculty) was 30% (n=846) female and 70% (n=1968) male; see Table 12. The gender disparity in AY2009 was the greatest at the highest rank of professor: only 22% (n=328) of professors were women. At the associate professor level, 36% (n=254) of the faculty were women, and at the assistant professor level, 41% (n=264) of the faculty were women. Comparison data are not available for AY2001. In AY200

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..

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

Dr. Carolyn Martin, Provost and principal investigator provides institutional leadership and commitment, as well as a top level of accountability. She is responsible for ADVANCE project oversight and disseminating information to the wider university community about the CUADVANCE Center’s opportunities and findings.

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

• 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

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...

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...

The mission of the Columbia Earth Institute (EI) ADVANCE program is to increase the recruitment, retention, and advancement of women scientist and engineers at Columbia University. Columbia ADVANCE programs target both officers of instruction, whose primary affiliations are with the academic departments, and officers of research, whose primary affiliations are typically with research centers.

The ADVANCE project at the University of Michigan has made efforts to engage discussion, stimulate new efforts and create real change throughout the campus. The importance to our campus of the NSF ADVANCE Institutional Transformation grant lies in several areas: (1) It ensures that there is consistent institutional support for a process that is inevitably slow and difficult. The consistency of the support guarantees that efforts will not flag or reverse. (2) It provides national-level validation and confirm

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...

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. This is their first magazine and it outlines what they were able to accomplish in the first year: networking opportunities, new work-family processes, an assessment of promotion, and other quantitative and qualitative data collection.

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 ADVANCE project at the University of Michigan has continued to make efforts to engage discussion, stimulate new efforts and create real change throughout the campus. This year a particularly important activity was preparation for the site visit by a team of visitors, as well as the process of stock-taking and resetting of goals that visit stimulated. The visit provided us...

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

The external evaluation focuses specifically on collecting summative evaluation data to measure the project’s success in meeting the objectives set forth in Figure 1 below. These objectives focus on: Promotion and retention of female faculty; Representation of women in the higher echelons of the administrative hierarchy; Recruitment practices; and Resource allocation.

ADVANCE submits annual reports to the National Science Foundation, to track progress toward goals and to receive feedback. These reports also serve as a way to share best practices with others. Annual reports are posted following their submission to NSF.

The mission of the Earth Institute ADVANCE program is to increase the recruitment, retention, and advancement of women scientists and engineers at Columbia University. Columbia ADVANCE programs target both faculty, whose primary affiliations are with the academic departments, and endowed research scientists, whose primary affiliations are with research units within Columbia’s Earth Institute.

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...

Under the leadership of Professor Penny Kukuk and the Steering Committee, the PACE Project at The University of Montana has benefited immensely from the continued support and assistance of the faculty and administration in increasing the number of women in the sciences. PACE Project activities in the past four years encouraged Departments...

Between January and December 2008, 538 faculty, students, staff and community members attended events. One hundred and sixteen tenure-track STEM and social science faculty attended ADVANCE Mentoring Program events throughout the year. Forty-nine tenure-track faculty members attended a spring university-wide tenure working session co-sponsored by ADVANCE and the office of the EVP/Provost. Fifty-four tenure-track faculty attended a fall university-wide tenure workshop co-sponsored by ADVANCE, the Teaching Aca

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. Within this issue topics such as the ADEPT tool development, the hosted conference, and how the program has developed.

Consistently during the course of the Year 1 evaluation of this project, project staff and university personnel have graciously given their time to what must seem like a barrage of questions and requests for information.

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 goal of the ISU ADVANCE program is to investigate the effectiveness of a multilevel collaborative effort to produce institutional transformation that results in the full participation of women faculty in science, technology, engineering and math fields in the university. Our approach...

Year-End Report for the Syracuse University ADVANCE Institutional Transformation Grant

Annual Report One for WVU ADVANCE

Lehigh University ADVANCE program reports

First Annual Report for NSF ADVANCE Program, October 1, 2010 to August 31, 2011

The National Science Foundation awarded Texas A&M University (TAMU) $3.5 million for a five-year program entitled: Promoting the Success of Women Faculty through a Psychologically Healthy Workplace on October 1, 2010. The award is part of NSF's ADVANCE Institutional Transformation Program which aims to develop systemic approaches to increase the representation and advancement of women in academic STEM (science, technology, engineering and mathematics) careers

AAFAWCE Annual Reports