In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

The last two years have seen renewed and vigorous debate regarding the opportunities for women’s advancement as faculty at American colleges and universities. Some of the recent increase in attention to this issue can be attributed to the reaction to remarks by Lawrence Summers, then president of Harvard University, in January 2005. (For example, see the statement of AAUP’s Committee on Women in the Academic Profession published in the July-August 2005 issue of Academe.) Although the concern with equity for

In the fall of 2002, Provost and Vice President for Academic Affairs Benjamin J. Allen convened a taskforce to review the recruitment and retention of women and minority faculty. Three primary factors spoke to the need for such a taskforce. First, in the ...

This webpage is a list of videos about the WISELI program.

Found on this webpage is a list of links to resources by Brown University’s ADVANCE Program divided into the categories of policies and procedures, campus resources, and national reports and data on women in Science and Engineering.

Iowa State University is not hiring, retaining, or promoting women faculty at the same rate as men faculty (Tables 1 and 2). This reflects a nation-wide trend identified by the National Science Foundation as a...

In fall of 2001 the University Committee on Women appointed a Task-Force on Data Analysis to examine issues of data collection and reporting on the status of women at Iowa State University." This report includes "extensive recommendations for recording and improving women's status on campus.

Consistent with widespread national attention to the issue of gender equity in faculty salaries, Edward M. Gramlich, former Interim Provost and Executive Vice President for Academic Affairs, commissioned a group of faculty and academic administrators to conduct an econometric analysis of salaries of tenured and tenure-track faculty.

“The Chancellor's Committee on Women (CCW) is an informed advocate for all women on the campus — classified and unclassified staff, tenure-track and non-tenure track faculty; undergraduate, graduate, and professional students, and administrators. As a representative committee of women across campus, our collective experience is diverse and proactive...” From this website you can navigate to information on members, meetings, reports, awards, and resources.

Throughout the world, women leave their academic careers to a far greater extent than their male colleagues...

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

The five large barriers that women face at NDSU are listed in this white paper.

Virginia Valian's book Why So Slow? The Advancement of Women is a scholarly and convincing explantion of women's low progress in the professional world. Whether in business, law, medicine, or academia, women are not advancing at the same rate as men.

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

Part of the reason for the University of Wisconsin-Madison’s success as an ADVANCE program comes from their previous experience doing similar work. In previous years there was a Committee on Women in the University that was laying the ground work for ADVANCE. A list of their previous year’s reports can be found on this webpage.

Are we making progress?

April Brown gave this presentation on Duke's women's initiatives at the first Advancing Women at Virginia Tech workshop in 2004.

We investigate the effect of gender on the salary of science, technology, engineering and mathematics (STEM) faculty at Iowa State University after controlling for factors such as department, rank, years in rank, productivity and the interactions among those factors...

The 2002 report on the Status of Women at Iowa State University clearly demonstrates that women are not adequately represented in senior leadership positions. A number of initiatives (e.g., administrative internships) to include more women in university leadership positions have ...

This free executive summary is provided by the National Academies as part of our mission to educate the world on issues of science, engineering, and health. If you are interested in reading the full book, please visit us online at http://www.nap.edu/catalog/11741.html . You may browse and search the full, authoritative version for free; you may also purchase a print or electronic version of the book. If you have questions or just want more information about the books published by the National Academies Pres

This is a report that looks at the top 50 research universities in science and engineering to examine the gender gap. “Disparities in hiring and retention between male and female science and engineering faculty place women at a distinct disadvantage at all levels, from undergraduate to full professor. Women faculty are poorly represented in science and engineering departments of research universities. This has grave repercussions for undergraduate and graduate students who are bereft of female role models a

Advancing Women: Annotated Bibliography

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

“ISU, like most research-based universities, struggles to attract and retain women faculty in STEM. Attrition rates of women faculty are higher than those for male faculty and rates for faculty of color are higher than those for white faculty. Across ISU STEM departments, 26% of assistant professors, 22% of associate professors and 9% of full professors are women.” This webpage explains how their hiring and rank profiles reveal discrepancies and why their attrition rate for women is high.

In the spirit of shared governance and collegiality, members and friends of the Committee on Women in the University continue to work collaboratively with offices and programs whose work directly affects the climate for women faculty and staff at the university. A list of liaisons with campus...

The Commission on the Advancement of Women and Minorities in Science, Engineering, and Technology Development was established by Congress on October 14, 1998, through legislation developed and sponsored by Congresswomen Constance A. Morella (R-MD). The mandate of the Commission is to research and recommend ways to improve the recruitment, retention, and representation of women, underrepresented minorities (namely, African Americans, Hispanic Americans, and American Indians), and persons with disabilities in

A Report on the Status of Women Faculty in the Schools of Science and Engineering at MIT, 2011