[This report] describes gender differences (differences between men and women) and racial-ethnic differences (differences between white and faculty of color, including Asian/Asian American faculty) within two disciplinary areas: science and engineering and social science.

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.

These competitive research grants are awarded to interdisciplinary research teams whose work addresses issues of gender in the academy. The goals are to develop interdisciplinary research teams, engage faculty members in research on gender, and demonstrate the value of research on gender to a gendered institution.

This document is an annotated bibliography on gender, equity, and diversity. The most recent publication in this list is from 2007.

Sample titles of slides in this presentation are rationale, Lee and Mnitchell's unfolding model of voluntary turnover, extending the unfolding model, why academia, research goals, hypotheses, method, results, and summary.

Sample titles of the slides in this presentation are purpose, method - two year longitudinal study, results, and summary and next steps.

The areas of this poster are titled project overview, background significance, study aims, sample and measures, preliminary findings, and next steps.

The underrepresentation of women in almost all science and engineering fields is a well-documented statistic. The National Academies have issued four significant reports since 2001 examining the status and challenges of women in academic science and engineering and offering recommendations to broaden the participation and advancement of women in those fields.

This handout covers how to uncover and then attempt to address hidden problems.

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...

The broad purpose of our project is to shed new light on the question of why women with PhDs in science and engineering enter academia at lower rates than their male peers. Taking Rice as a case study, we broadly assess men and women’s graduate school experiences and future career plans.

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

This sections of this paper include background, evaluation of self, negotiation, power and influence: the individual, effectiveness in influencing decisions, power and influence: improving the status of women and other groups.

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.

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.

Past research on the effects of sex of rate on performance ratings has produced inconsistent results. The present study was an attempt to extend this literature in two ways.

This presentation from the 2009 PI Meeting covers: publication bias, temporal and journal bias, bias in peer-review, potential for bias in reviews, and gender bias.

As a female professor, are you called rude and abrasive while your male colleagues who make similar statements are simply labeled assertive? Has your department head discouraged you from taking an assignment, saying that because you have children you might not be able to handle it?

Sample titles of slides in this presentation are rationale, Lee and Mnitchell's unfolding model of voluntary turnover, extending the unfolding model, why academia, research goals, hypotheses, method, results, and summary.

Faculty career stages have not been extensively studied in the literature on academic career development, and not much is known definitively about how faculty careers systematically unfold for female and male faculty.

In this paper we take a longitudinal perspective to analyze gender differences in academic career attainment. We improve upon prior research both theoretically and methodologically. Theoretically, we introduce and conceptualize the influence of a heretofore-neglected factor in career attainment: the extent of research specialization. We conceive of the extent of research specialization as a form of professional capital that improves productivity and visibility, especially for men.

The sections of this presentation are undergraduate STEM degrees, graduate degrees, pipeline problems, climate of discrimination, pay gap by gender, stay at home spouse, mommy tracking, and more.

This webpage is a list of reading with links on the topic of gender bias and equity.

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...

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.

You may think you’ve never suffered or inflicted it. But are you sure you even know what it is? Gender bias is not the same as sex discrimination. It’s more subtle, more deeply embedded in cultural norms about what it means to be identified as a woman or a man.

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.

Areas of this poster are titled project overviews, data collection, results, and recommendations

Areas of this poster are titled abstract and background, method, results- performance, results- gender, and conclusions.

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

The decreasing representation of women at increasing levels of rank in academia is well documented; women are particularly underrepresented in the STEM disciplines at all ranks.

Institutional transformation regarding gender equity occurs only with deep engagement in issue on the part of faculty members and administrators along with a parallel transformation of behavior. This workgroup will foster responsibility for change within the university based on personal reflection and choice rather than on external pressure mandating behavioral compliance.

This presentation from the 2009 PI Meeting covers: that awards are inherently social processes, the percentage of men and women in physics, and a paper called 'Evaluating Science or Evaluating Gender?'

Reported in this presentation is a study that answers questions about gender differences and work effort, satisfaction, productivity, compensation, and trends in different career stages. The main finding is that there are significant differences at each career stage for male and female faculty. This presentation was given at the 2008 ADVANCE PI Meeting.

Example slide titles are learning success, individual's belief about intelligence, guiding hypotheses and questions, experiments, memory performance, individual differences in response to negative feedback, and more.

'The Science and Politics of Comparing Women and Men' raised an important question: What constitutes a practically significant sex effect? The practice of relying on proportion of variance measures to address this question has been judged inappropriate, for such measures are not intuitively accessible and can mislead researchers into ignoring the practical significance of small effects.

The present study examined the impact of managers' gender and race on a job performance attributions made by their supervisors. Among the most highly successful managers, the performance of women was less likely to be attributed to ability than the performance of men.

Addressing Gender Equity: Virginia Valian's outline and bullet points

Equity: What to do right now (One page of bullet points by Virginia Valian)

On October 5th, 2011, Dr. C. Megan Urry of the Yale Center for Astronomy and Astrophysics spoke at the University of Maryland College of Computer, Mathematical and Natural Sciences on “Women in Science: Why so Few?” In this videotaping of her talk, Dr. Urry discusses the statistics of gender differences in STEM fields, as well as some of the social science experiments relating to unconscious bias and how they pertain to minority groups in science. Dr. Urry concludes with a set of steps for improving gender

Link to executive summary of the 2010 National Academies report: Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty