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 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.

“Most of the faculty interviewed regard the University of Michigan and their departments as offering many positive career opportunities. At the same time, a large proportion of them report serious interest in leaving the UM, in part because of their experiences both in the University and in the larger community....” This report examines the interviews.

Information about the climate survey given out by the University of Texas-El Paso's ADVANCE Program is provided in this presentation.

This survey instrument requests information related to professional development, teaching, service, resources, career satisfaction, recognition, productivity, institutional unit/department climate, personal life, and demographics.

The initial motivation for this report was a desire specifically to assess the climate for women and underrepresented minorities in doctoral programs at the University of Michigan.

In this report we first provide a brief overview of the findings from the institutional data in terms of the three areas of focus: recruitment, retention, and promotion. These may provide a useful context for examining the results of the two climate surveys; findings from the climate survey follow this overview."

As you have just read in Provost Tanner’s cover letter, the University of Illinois at Chicago is undertaking a very important survey project to learn about UIC faculty members’ perceptions of their workplace: What do you like? What do you dislike? What is important to your daily life and satisfaction?

Results from the COACHE Survey of tenure-track faculty job satisfaction are reported in this presentation for the 2007 PI Meeting. Dimensions of the work environment, differences between STEM male and female faculty, and recommendations to improve the experiences of STEM women are discussed.

In February 2005 a brief web survey was sent to all instructional track women scientists and engineers (N=202) on campus to assess their current experiences of the climate and to learn if they perceive any changes in the climate since the ADVANCE baseline survey was completed in the Fall 2001.

During the fall of 2001, staff at the Institute for Research on Women and Gender (IRWG) administered the University of Michigan Survey of Academic Climate and Activities. In fall 2006, a second survey was conducted to assess change in the campus work environment for scientists and engineers at the completion of the five‐year NSF supported period of UM’s ADVANCE Program.

Links to findings from the UAB Climate Survey and Work Life Satisfaction Survey are provided to on this webpage.

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

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.

Survey monitors changes in institutional climate since the beginning of the ADVANCE initiative

“The initial motivation for this report was a desire specifically to assess the climate for women and underrepresented minorities in doctoral programs at the University of Michigan. The UM ADVANCE project had conducted a study of the academic work environment—often referred to as the climate—for women and underrepresented minority faculty in science and engineering....” Conducted in 2004 with approximately 1200 participants. They had findings such as high confidence, but feelings of discouragement.

The initial motivation for this report was a desire specifically to assess the climate for women and underrepresented minorities in doctoral programs at the University of Michigan.

We modified the Association for Women in Science Faculty Survey as a quantitative measure of on campus science faculty experiences. We also developed a qualitative interview for four different groups of faculty...

The 2003 Faculty Climate Survey benchmarks the following indicators of the work environment at the University of Colorado: interpersonal relations, collegiality, leadership, mentoring, diversity, and institutional support. These results will be compared to future results from the same survey in order to measure LEAP’s impact on institutional change.

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

The purpose of this report is comparison of the gender and race differences examined among science and engineering faculty to those among social science faculty.

As discussed in the study report, Assessing the Academic Work Environment for Women Scientists and Engineers (September 26, 2002), we had only five possible indicators with which to evaluate the representativeness of the sample: track (tenure, research, clinical), college, rank, race-ethnicity and gender. The three faculty tracks were equivalently represented in the respondent sample and the pool of faculty included in the survey.

A climate survey, based with permission on the survey used at the University of Michigan, has received IRB approval and will soon be available for faculty in basic sciences. The goal of the climate study is to observe how women and men scientists and engineers experience their working environments.

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 report examines the specific situation of instructional track faculty of color in the sciences and engineering on the UM campus.” An analysis of comparisons of instructional track faculty by race-ethnicity and gender can be found here.

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

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.

Our intent is to gather information about the academic climate for science faculty who have been employed at The University of Montana in the past 10 years.

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

The goal of the climate study was to observe how women and men scientists and engineers experience their working environments at UM. The study compared women scientists and engineers with two other groups: men scientists and engineers and women social scientists." This paper presents results from the ADVANCE baseline survey.

This document presents the findings from a study on faculty attrition in STEM departments at Marshall University. “The Marshall University (MU)-ADVANCE Program found that even small data sets are useful for driving change at the institutional level. MU-ADVANCE collected institutional data for 15 departments within 4 colleges, which employ 41 female tenure-track faculty.” This document was created for the 2008 ADVANCE PI Meeting roundtable on Applications of ADVANCE Data.

The purpose of this report is comparison of the gender and race differences in experiences of faculty mentoring - both mentoring from faculty colleagues received by more junior faculty members (assistant and associate professors) and mentoring provided by senior faculty (full professors)."

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

In the spring of 2007 and again in fall of 2009, Virginia Tech participated in the COACHE survey of pre-tenure faculty. The COACHE survey asks faculty to assess their experiences regarding promotion and tenure, the nature of their work, policies and practices, and the general climate, culture and...

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...

Using a survey for a study can be the right tool for the job. Presented in this document are tricks of the trade for doing it right (ex: carefully select venues for the largest impact). This document was written for the 2008 PI Meeting.

“The assessment of doctoral student climate was initially inspired by a study conducted by the ADVANCE Program which had evaluated the climate for women and underrepresented minority faculty in science and engineering.” Conducted in 2004 with 1200 participants. findings regarding confidence and discouragement are reported.

By using the findings of the survey, this report examines the progress made by UTEP ADVANCE in improving institutional climate for female faculty in science and engineering.

In order to understand key features of the institutional climate as it relates to recruitment, retention, and promotion of female faculty, a Climate Survey was administered in December 2007. This electronic survey was patterned after the UAB ADVANCE Climate Survey that was conducted in 2004.

The results identify the importance of a mentor for assistant and associate professors, especially for white women and men of color.

Analysis of UM science and engineering faculty data revealed real progress in the representation of women over the course of the NSF ADVANCE award period...