This poster describes how AdvanceVT used findings of faculty work-life surveys to drive conversations with various constituencies on campus with the goal of improving climate for women and underrepresented faculty members.

4,500 tenure-track faculty members at 51 colleges and universities were asked about factors contributing to their job satisfaction.

In 2008, AdvanceVT hosted the fifth annual Advancing Diversity at Virginia Tech workshop. Workshop agenda and links to presentations by Mark McNamee and Cathy Trower are here.

An equity survey provides systematic annual data to help higher-level administrators, chairs, and faculty a) keep track of faculty progress, b) determine whether there are sex or race disparities in faculty development, c) specify underutilized or underdeveloped areas of a department's environment, resources, and support that may be important for faculty success.

This is a sample survey to help department heads who want to evaluate equity within their department.

This presentation at the 2009 Advancing Diversity at Virginia Tech workshop provides an overview of findings of AdvanceVT's 2008 faculty work-life survey, with comparison to the 2005 survey.

A study of faculty and administrators’ perceptions of recruitment practices was initiated at UPRH in January 2004. The objective was to find out if faculty and administrators perceived gender bias in faculty recruitment practices. A questionnaire with eight structured and open-ended questions was sent to 249 faculty members and administrators. Faculty members were ...

Survey was co-developed by the ADVANCE Operations Team during Spring 2009, advice sought from Associates and Chairs, and co-PI’s. 269 STEM faculty (full-time tenure track, tenured, full-time lecturer, and FERP) invited to participate via an email on May 21, 2009; two reminders followed this initial invitation. 107 (40%) completed the survey by June 26, 2009

To examine Work-Life satisfaction at UAB in a broader framework, a web-based survey was developed during spring 2006 and spring 2007 and administered to all UAB faculty in ADVANCE-targeted schools on May 10, 2007.

This webpage contains an overview of AdvanceVT's 2005 faculty work-life survey and links to the questionnaire, summary reports, and presentation slides.

Results from a survey at the University of Texas-El Paso are reported in this document along with strategies for recruiting and retaining diverse faculty. The survey revealed that some climate issues were resolved after intervention from UTEP’s ADVANCE program. This document was presented at the 2008 PI Meeting Roundtable on Diversity in ADVANCE.

This document is a link to the Faculty Survey form.

Twenty-six science and engineering faculty drawn from four racial-ethnic groups... were interviewed... 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.

The purpose of this report is comparison of the gender and race differences for science and engineering faculty in career experiences generally thought to be related to faculty career satisfaction and retention at the two data collection points.

A climate survey was conducted by the Advance team at Cal Poly during the spring quarter of 2009. The response rate to this survey was 67%. A logistic regression analysis was performed to identify statistical significance of the responses. The methodology used and some of the findings are summarized in this poster.

This document is a series of tables showing job satisfaction by race, gender, resources, and influence.

The AdvanceVT Department Climate Committee surveyed the heads and chairs from the Colleges of Engineering and Science about successful strategies used to promote department climate. Selected results from the survey, completed in December 2006, are summarized in this presentation.

The goal of exit surveys is to provide additional information on climate issues (e.g., reasons that women faculty leave) by interviewing faculty who leave the university.

Sample titles of slides in this presentation are AdvanceVT overview, survey background, survey respondents, analyzing survey results, and more.

The purpose of this report is comparison of the gender and race differences for science and engineering faculty in career experiences generally thought to be related to faculty career satisfaction and retention at the two data collection points.

Mizzou ADVANCE will use several methods of collecting data from MU STEM faculty." Qualitative and quantitative research is listed.

Four institutional factors are identified that can impede faculty career development, especially for women. While most faculty cope with one or more of these systemic factors as part of their work lives, when these factors are present together...

“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.

Dr. Cathy Trower led a workshop for pre-tenure faculty at Virginia Tech in 2008 to discuss findings of the COACHE survey.

This document is the survey instrument used for Virginia Tech's 2008 faculty survey.

“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 ADVANCE Work Life Satisfaction Outcomes Survey was administered as part of the evaluation of the ADVANCE Institutional Transformation Grant during the spring of 2007. The purpose of the survey was to capture the perceptions of participants regarding work life satisfaction outcomes at The University of Alabama at Birmingham (UAB).

Associate Professors’ Perceptions of Pathways to Full Professor: The Results of a Campus-wide Survey Findings

This presentation covers research done to look at faculty perceptions and experiences.

The Georgia Tech (GT) ADVANCE survey is closely tied to the GT ADVANCE initiative’s integrated institutional approach to factors that support the advancement of faculty and provide a model of best practices in academic science and engineering.

These grants involved substantial awards (up to $250,000) to departments that made rigorous, specific and ambitious proposals for improving their own internal policies, practices and climates, based on analyses of the current situation and recent past...

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.

Together with the Provost's Office, the GEP surveyed tenured and tenure-track faculty in the natural and social sciences during the Fall 2007 semester. The survey is not a GEP data collection project, but a Hunter College initiative to improve conditions for research, teaching, and services within all natural and social science departments at the college.

Virginia Tech is committed to maintaining a work environment in which all faculty members can succeed. The university used the results of AdvanceVT's faculty surveys to guide many changes over the last several years, including new and revised policies and programs related to dual career hiring, stopping the tenure clock, modified duties, a new part-time tenure-track option, expanded child care options, and leadership development program.

A survey was conducted during the second semester of the 2003-2004 academic year to assess the status of the dual career partners at UPRH and the results were analyzed and presented during the summer of 2004. The questions in the survey were adapted from the American Physical Society study. The questionnaire was administered by interviewing faculty ...

Understanding Faculty Satisfaction

Research has shown that women’s representation and advancement in academic STEM positions are affected by many external factors that are unrelated to their ability, interest, and technical skills.

Research and Evaluation at UMD ADVANCE

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation Report I

The Work Environment for Tenure Track/Tenured Faculty at the University of Maryland Advance Research and Evaluation Report I: Overall Findings

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland ADVANCE Research and Evaluation Report for ARHU

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: ARHU Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: ARHU Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: BSOS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: CMNS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: CMNS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: EDUC Report

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland: ADVANCE Research and Evaluation Report for EDUC.

Today, Lehigh ADVANCE launched the faculty surveys which will enable key research questions to be answered about the Gendering of Collaborative and Interdisciplinary Research and about the culture and climate of Lehigh.

The following downloadable documents and publications are a result of the NSF funded RIT EFFORT grant.

The purpose of this research is to develop an evidence-based approach to address factors resulting in the under-representation of women in science, technology, engineering, and mathematics related (STEM) faculty positions at RIT.

Data tables from the EFFORT@RIT Work/Life Survey

The climate and culture survey will be available at the end of April. The deadline to complete this will be by May 18. Please encourage other faculty to fill this out as well. The results from this survey will be very important in order to implement relevant projects!