“In the biological sphere, diversity is the raw material of novelty, innovation and evolution. Conversely, uniformity leads to inflexibility. The same principles operate in the social realm, where it has been shown that diversity within the workforce translates into economic gains for corporations (Bielby, 2000; Congressional Commission on Advancement of Women and Minorities in SET, 2000). Within academia, divergent thinking from multiple perspectives increases creativity and innovation (Etzkowitz et al., 1

“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

Since 1999, North Dakota State University (NDSU) has been undergoing dramatic institutional transformation, spearheaded by President Joseph Chapman. One of his five campus themes, “It’s about people” underlies his administration’s core values...

The goal of this project 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, through the transformation of institutional practices, policies, climate, and culture. Case Western Reserve University (CWRU) proposes a multifaceted project called Academic Career in Engineering and Science (ACES) to increase the number of women faculty

Iowa State has been fortunate in its ability to attract top-rank scientists. But Iowa State University is not hiring, retaining, or promoting women faculty at the same rate as men faculty. This reflects a nation-wide trend identified by the National Science Foundation as a critical concern of universities struggling to attract and retain female students and faculty in STEM fields.

The overall objective of this IT Start proposal is to gather information that will enable us to devise a comprehensive plan to support and empower the growing number of female STEM faculty at California Polytechnic State University, San Luis Obispo. Our goal is to develop an effective plan for institutional transformation that is data-driven, institution specific, and broadly sustainable.

ISU ADVANCE Grant Proposal

“Science and technology are the cornerstones of contemporary society at every level, from the personal, to the corporate, to the global (Peterson, 1997). Diversifying the practitioners in these fields, thus bringing different perspectives, skills, and values to the fore, will more responsibly integrate scientific practice with societal needs. As part of this, there is today a broad national concern about the underrepresentation of women in the science, technology, engineering, and math (STEM) academic disci

Our vision is to increase the retention of geoscience women in the academic pipeline and to create women geoscientist leaders by building a supportive geoscience community for women from a significant population center: the Northeast U.S.

Studies of science, engineering and technology point out the paucity of women at the full professor level (18%) in four year colleges and universities (2003 NSF Science and Engineering Indicators). This scarcity means there are few women candidates for leadership positions since department chairs, deans, provosts, and leaders...

UNCC ADVANCE Project Description

NSF ADVANCE at Rice University is a five-year, $3.3 million project to transform the Schools of Natural Sciences and Engineering by increasing the participation of women at all levels and building a climate that fosters and supports each individual faculty member.

Northeastern University (NU) has a 100-year legacy as a national leader in practice-oriented education with a long history of applied research. Advancing Women within Interdisciplinary and International Networks (AWIIN) builds on our strengths to combine practice and research in a large-scale institutional...

Proposal and Reports

“The under-representation of women in academic positions, and especially in leadership roles in the academy, is an on-going cause for societal concern [1]. At a time when international pressures on the science and engineering enterprise are escalating, a substantial portion of the talents and insights in our population — particularly those of women, including women of color — are missing from these academic disciplines [2, 3]. The science and technology leadership established by the United States in the 20t

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...

The NSF ADVANCE program was begun in response to MIT’s 1999 report “A Study on the Status of Women Faculty in Science at MIT.” The program’s stated goals are to increase the recruitment, retention, and promotion into leadership positions of women in engineering and the sciences, and to institutionalize best practices, policies and programs across colleges as they pertain to women faculty. This award will directly involve and have maximum impact on the areas supported by the NSF: engineering, physical scienc

(1) to educate STEM administrators and faculty about unconscious gender bias and about practices that promote gender equity; (2) to build a support infrastructure for female senior faculty in STEM departments

The University of Michigan proposes to undertake three different types of interventions to improve the opportunities and circumstances of tenure-track women faculty in basic science and engineering fields. These include: (1) a campus climate initiative, which will focus on activities (e.g., workshops, focus groups, climate surveys, consultation on increasing pools of female applicants in searches) that have been identified, or will be created, and made available to any interested unit (a department or colle

This webpage from the NSF that details the policies and procedures for an NSF award.

Competition for federal and/or other highly competitive research funding has become increasingly fierce. To help Cornell faculty succeed in obtaining grants, CU-ADVANCE is launching a pilot program modeled after the College of Human Ecology’s Faculty Grant Development Program for Academic Year 09/10. In this program, the Center will offer a $500 honorarium to an external colleague who agrees to review a Cornell faculty member’s completed grant application before submission or resubmission to an outside gran

“The NSF ADVANCE program recognizes that, if the United States is to remain intellectually and economically competitive, there is an urgent need to diversify the academic workforce by increasing the representation and advancement of women, including underrepresented minorities (CAWMSET, 2000). THE ADVANCE Institutional Transformation program specifically supports innovation that creates positive and sustained change in academic climates.”

“We propose the implementation of a coordinated campus effort to achieve an institutional transformation to increase the participation and advancement of women faculty in the natural and social sciences in the University of Puerto Rico at Humancao.”

“Virginia Tech proposes a comprehensive program to promote and enhance the careers of women in science and engineering. The project has four major program elements that address institutional barriers that have constrained the advancement of women faculty members in the sciences and engineering (SandE) and target institutional culture, practices, and leadership development needs specific to Virginia Tech. The four program elements are listed here, with outcome measures and process activities that

The goals of the institutional transformation initiative proposed by Michigan State University (MSU), Advancing Diversity through Alignment of Policies and Procedures (ADAPP), are to increase the number of women recruited in the Colleges of Natural Science, Social Science and Engineering, improve their retention and advancement, and improve the climate for women...

The proposed work is designed to increase the work satisfaction, retention, and advancement of women faculty in science and engineering at Boston University through enhancing women’s networks, and to analyze the ways in which network-building can contribute to women’s satisfaction and success in academic science and engineering.

We propose to increase diversity in the scientific workforce of the University of Miami (UM) through our SEEDS (Scientists and Engineers Expanding Diversity and Success) initiative. Our two main objectives will be: 1) to implement innovative and proven programs for faculty recruitment and retention and 2) to use these to leverage a larger institutional commitment that will assure continuity and permanence of institutional change.

The overarching goal of the Institutional Transformation Award Program proposed for Brown is to increase the level of opportunity for faculty and implement mechanisms to protect and nurture faculty success. We would like to develop transparent formal programs to provide the ingredients for success often available informally, to guarantee access for women faculty.

“The University of Michigan proposes to undertake three different types of interventions to improve the opportunities and circumstances of tenure-track women faculty in basic science and engineering fields. These include: (1) a campus climate initiative, which will focus on activities (e.g., workshops, focus groups, climate surveys, consultation on increasing pools of female applicants in searches) that have been identified, or will be created, and made available to any interested unit (a department or coll

“The Georgia Institute of Technology (Georgia Tech) proposes an integrated approach to institutional factors that will support the full participation and advancement of women, and provide a model of best practices, in academic science and engineering. Georgia Tech will build upon previous activities and momentum for the advancement of women. The Georgia Tech ADVANCE team encompasses breadth and depth of leadership, critical for institutional transformation, and includes: the Provost and the Deans, faculty,

Reference list from original proposal. The most recent reference in this list is from 2005.

Project Summary: The Inclusive Connective Corridor: Social Networks and the ADVANCEment of Women STEM Faculty

Our long term goal is to ensure the success of all faculty members by creating a diverse scientific community within WVU that supports constructive interactions leading to professional and personal development. Our specific goal for this program is to transform the WVU organization by developing a collective sense of interdependence and collective efficacy based on a social psychological approach.

Proposals and Reports on the WVU ADVANCE website

This project aims to provide the policies and support to retain and promote women through the ranks at WVU, thus developing a strong network of female faculty and laying a foundation for further diversification of the faculty, in accordance with PI President Clements’ stated vision for the institution.

The University of Maryland (UM) proposes to invest in the long-term professional growth of women in science and engineering. We have developed a comprehensive set of interlinked strategies to transform our academic environments (at the department, college and institutional levels) to be better incubators of inclusive excellence.

Each year, over the next four years, the program will fund Interdisciplinary and Engaged Research Seed Grants of up to $20,000 each to be used toward collaborative projects that include the integration of two or more disciplines (interdisciplinary research), and/or projects that involve external partners and that benefit the public good (engaged research).

Lehigh University will exploit its commitment to interdisciplinary research and teaching to significantly improve recruitment, retention, career satisfaction, and leadership development of early- to mid-career women faculty in engineering and the natural sciences. The University’s plans for cluster hiring and growth in interdisciplinary programs such as Environment, Health, and Information Science and Engineering will provide the opportunity to test model programs and to conduct social science research of t

Lehigh University ADVANCE program reports

The University’s plans for cluster hiring and growth in interdisciplinary programs such as Environment, Health, and Information Science and Engineering will provide the opportunity to test model programs and to conduct social science research of the effectiveness of these programs. Lehigh will institutionalize the programs found to be most effective by embedding these programs within implementation of its 2009 Strategic Plan.

The overall emphasis of the JSUAdvance program is the advancement of women. JSUAdvancewill enhance the overall work climate at JSU not only for women in the STEM disciplines, but also for women in the Social, Behavioral and Economic Sciences (SBS), as well as informing and transforming the larger academic community about issues that are relevant to women at HBCUs.