There are two parts to this document. The first half discusses factors that can influence the number of diverse faculty members hired at your university. These factors are discrimination and harassment, lack of role models and encouragement, subtle bias, and work life balance. The second half of the document is ‘What is bad climate about anyway?’. It was put together by a committee on women. “To help members of university communities understand the environment that is experienced by many women, we have coll

Today, 85% of all workers have long periods of daily care giving responsibilities sometime during their work careers. The old division of labor, where some people are full-time caregivers and some are full-time workers, does not exist anymore—more than 60% of all women and 75% of all men are employed, and for the past 25 years time spent at work has been increasing.

Sections of this paper include philosophy and beliefs important to balancing, balancing strategies, and kids speak out.

WHEREAS, it is widely recognized that annual hours worked have increased in the United States during the past several decades; and WHEREAS, the United Nation’s International Labour Organization and the Organization for Economic Cooperation and Development currently rank the United States near the top of countries in annual hours worked...

Work-life balance means something different for each faculty member, but the overarching goal is to create a welcoming and supportive environment for all faculty members so they can succeed and are not required to make unacceptable choices between family and career. Retention of a talented faculty workforce is not just a matter of good start-up packages and...

Our fast paced work culture has taken its toll on healthy eating and family meals. It’s easier than you think to make better food choices at home, school, restaurants, and in the work place. Come hear about how to avoid the fast-food fix and keep everyone happy and healthy!

This poster highlights the ACE-Sloan projects on Faculty Career Flexibility and showcases best practices for increasing the flexibility of faculty careers. Increasing the flexibility of faculty careers is one way to increase an institution's ability to recruit and retain women faculty and other faculty with care-giving responsibilities. Information will be valuable to individuals and institutions working to recruit and retain a diverse faculty.

The Task Force on Policy Development and Revision was charged with establishing policies and procedures that support all faculty members and staff in their efforts to balance work and family responsibilities.

Since 2003, AdvanceVT's Policy Work Group has reviewed and updated Virginia Tech's policy on tenure clock extension and developed new policies on modified duties and part-time employment. These policies put Virginia Tech in the vanguard of institutions addressing issues of academic work life.

SINCE THE EARLY NINETEEN-NINETIES, Cornell University has been working to address the work/life and work/family challenges of its faculty and staff. The university thinks of family in a broad sense, extending beyond its traditional definition. It has not only established financial-support programs, such as childcare grants and adoption assistance, but also other support programs, which include workshops on parenting, coming out in the workplace, requesting accommodation for disability and religious practice

The Irvine Division of the Academic Senate endorses in the strongest terms work-life balance in faculty careers. Such balance is integral to a healthy faculty culture and essential to advancing excellence in the mission of the University of California.

20 years as a corporate vice president. Career coach and consultant for business and non-profits. Teacher, writer and publisher on career transitions, career management and intergenerational issues in the workplace. Named 2005 “Consultant of the Year!” for Lee Hecht Harrison.

At some time or other, most University employees will be faced with the difficulty of balancing the needs of family with the needs of work. Childbirth, adoption, child care and caring for ill children, spouses, partners and parents are some of the family issues you may encounter. It is the...

This presentation covers challenges to achieving gender equity, why it matters, and what can be done about it. Specific policy recommendations are provided at the end.

In 2008, there are more choices than ever available to women when making decisions about birth control. This abundance of choice can leave many women confused about what is best for them. 'Navigating the birth control maze' highlights the current methods available and offers insight, education, and recommendations as a way to assist women in making more informed choices.

This presentation is a set of discussion points for work-life balance.

This handout is a material provided at a workshop on balancing work and life. The sections of the handout are a reading list, discussion questions, activities, and some take home exercises.

The ability of Virginia Tech to attract and retain the best faculty depends upon a culture that values and supports both the work and life needs of all faculty over the course of their careers.

The AAUP recognizes that life in academia is all consuming and that balancing work and life can be difficult. On this webpage they outline what colleges and universities should know about work/family balance and what they can do.

This document is a one page agenda of a workshop having sessions about balancing work and life with break-out sessions.

This document is a one page agenda for activities related to evaluation. Activities include a balance survey, group discussion, and break-out groups.

This presentation on work-life balance covers the topics of the impact of gender, bias avoidance, seeking balance, references.

To help the leaky pipeline of women moving into professorship, a study examined a group of people who attended a workshop. This study revealed findings about work-life balance, negotiation, and the success for the workshops. This data is presented on this poster at the 2008 ADVANCE PI Meeting.

This document “presents a summary of the [University of Puerto Rico’s] regulations and the rights of the professors in the arena of work and family. The regulations are the result of Puerto Rican governmental laws or of collective negotiations of the non-teaching personnel workers’ unions.”

Work-Life balance means different things to each of us, but its overreaching goal is a welcoming and supportive community for the diverse group of people who work and study at Virginia Tech. A comfortable balance between work life and...

This pamphlet covers the initiatives at the University of Rhode Island to support work and life balance. Some of these include parental leave, dual career hiring guidelines, and lactation facilities.

“UW Benefits and WorkLife recognizes the competing demands in your life, and offers programs and services that support the integration of work and personal lives, provide resources for faculty, staff, and students through the different stages of life, promote healthy lifestyles, and create a quality work environment.” Navigation on this website is divided into the topics of Adult/Elder Care, Parenting, Childcare, and Resources and Services.

Hosted at Hunter College for the Gender Equity Project, multiple workshops were held from February - May 2004 on topics such as self-promotion, leadership, and equality. Agendas, activities, and reading materials are listed.

This document is a one page handout for a workshop on balancing work and evaluation. Sections of the paper include what to read, discussion questions, and descriptions of activities.

This poster highlights the ACE-Sloan projects on Faculty Career Flexibility and showcases best practices for increasing the flexibility of faculty careers. Increasing the flexibility of faculty careers is one way to increase an institution's ability to recruit and retain women faculty and other faculty with care-giving responsibilities. Information will be valuable to individuals and institutions working to recruit and retain a diverse faculty.

Dr. Lisa Harlow and Dr. Herbert Eber held the 5th annual Quantitative Training for Underrepresented Groups (QTUG) conference, August 11-13, 2008, followed by up to 4 days of sessions at the American Psychological Association (APA) annual convention, August 14-17, 2008, held at the Boston Convention & Exhibition Center and Boston hotels. Almost 60 participants, 13 faculty, several organizers, and about a dozen guests took part in the conference and reunion/reception.

This webpage is a list of policies on work-life balance. Examples include child care and and maternity leave.

Summarized in this document are the results of three sub-committees that worked on defining policy changes and outcome measures in the areas of faculty recruitment, retention, and leadership; career tracks and work-family integration; and, evaluation and development.

On September 26th, First Lady Michelle Obama introduced the National Science Foundation's new policies to promote work-life balance and reduce the number of women who abandon science careers. Today, women earn 41% of PhD’s in STEM fields, but make up only 28% of tenure-track faculty in those fields. However, women in STEM jobs earn 33 percent more than those in non-STEM occupations and the wage gap between men and women in STEM jobs is smaller than in other fields.

Wanda Ward's presentation from the European Gender Summit was shared at the 2011 PI Meeting. It provides an overview of NSF programs dealing with advancing women scientists in academe, the under-representation challenge, representative external and internal drivers, and ways to address these problems through life balance initiatives.

This presentation from the 2011 PI Meeting covers: an overview of work life satisfaction, survey results, work life balance, and best practices for work life satisfaction,

This presentation from the 2011 PI Meeting covers: programs put in place at Lehigh University using Elsevier grant and Sloan/ACE Grant. Such programs include dual careers, worklife balance, retention of women faculty, faculty mentoring and finally program delivery and evaluation.