[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.

PACE seeks to increase access to relevant resources and advisors for indigenous women in science through several initiatives.

In this report we first provide a brief overview of the findings from the institutional data in terms of the three areas of focus: recruitment, retention, and promotion. These may provide a useful context for examining the results of the two climate surveys; findings from the climate survey follow this overview."

The chapter focuses on evaluations of programs designed and implemented to improve the participation of underrepresented racial/ethnic minorities (URMs) in science, technology, engineering and mathematics (STEM) disciplines in colleges and universities in the United States at the undergraduate, graduate, postdoctoral and junior faculty levels.

The University of Michigan’s commitment to racial-ethnic diversity is clear, as evidenced most publicly by its legal defense of its continuing efforts to maintain a diverse student body. It has also made continued efforts to develop and sustain a diverse faculty. According to an account in the University Record from 1995 (Lomax, Moore and Smith, April 17, 1995)...

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

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.

This presentation focuses on Historically Black Colleges and Universities and the effect of ADVANCE. Survey results are examined for a before and after picture of demographic and climate information. This presentation was given a the 2008 ADVANCE PI Meeting.

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

This presentation from the 2009 PI Meeting covers: a study that "examines the differing pathways to the doctoral degree and initial academic appointments among women in the 18 academic departments under the auspices of an ADVANCE grant."

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.

“This report examines the specific situation of instructional track faculty of color in the sciences and engineering on the UM campus.” An analysis of comparisons of instructional track faculty by race-ethnicity and gender can be found here.

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.

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.

The purpose of this report is comparison of the gender and race differences in experiences of faculty mentoring - both mentoring from faculty colleagues received by more junior faculty members (assistant and associate professors) and mentoring provided by senior faculty (full professors)."

Update on the status of implementation of the recommendations of the Task Force on Race and the Institution

Because of our talented faculty and Hispanic-majority student population, UTEP is the ideal setting to create, implement, and document a model for diversifying the academic workforce and contributing to the national goal of creating positive and sustainable change in academic climates through...

The following offers a careful look at the culture of power that exists in various settings and the impact it has on those in excluded or marginalized groups.

Example slide titles are structuring inclusive environments, positivity towards dorm-mates over the first 21 days, anxiety about asking for help with academic problems, change in GPA, why intergroup friends, and more.

Sample titles of slides in this presentation are differences between eastern and western culture, ways of life, and boss.

Sample title slides in this presentation are overall international population, international student enrollment trends at Rice, Rice international student areas of world and field of study, and more.

This webpage outlines the AAUP’s stand on affirmative action. Links to their committee on historically black institution and scholars of color, their committee on women in the academic profession, and relevant AAUP Policies can be found here.

The outreach component of the PACE project seeks to identify and engage American Indian women scientists and science advocates in activities that increase the creation of scientific knowledge and which facilitate the transfer of that knowledge at the local, national, and international levels.

Despite the commitment to creating a diverse faculty (and student body), faculty of color at the University remain a small minority in most fields. This report examines the specific situation of instructional track faculty of color in the sciences and engineering on the UM campus.

Sample titles of slides in this presentation are why are we still here, overview, state of the science nation, status of females and minorities, current strategies for addressing inequities in science, possible sources of inequity, "gender" - reductionism... why?, and more.

This presentation covers the need for childcare and some issues surrounding how to build and serve children.

This presentation is on minority women in SandE. There is a graph at the end showing percentages and information on mentoring.

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.

Analysis of UM science and engineering faculty data revealed real progress in the representation of women over the course of the NSF ADVANCE award period...

This presentation from the 2011 PI Meeting addresses how we think as faculty members; women faculty members barriers to access in the academy and faculty rewards, impact of discrimination in terms of policies, and what actions and strategies we can take.

This presentation from the 2011 PI Meeting covers:Exploration of the Effects of Race, Ethnicity and Socioeconomic Class on Gender Stereotyping of STEM Disciplines

This presentation from the 2011 PI Meeting covers: Initiating dialogue in relation to privilege and power at Oklahoma State University (OSU) in developing a mentoring program and involving regional institutions, including HBCUs and tribal colleges.

This presentation from the 2011 PI Meeting addresses how we think as faculty members; women faculty members barriers to access in the academy and faculty rewards, impact of discrimination in terms of policies, and what actions and strategies we can take.

This presentation from the 2011 PI Meeting covers:Exploration of the Effects of Race, Ethnicity and Socioeconomic Class on Gender Stereotyping of STEM Disciplines

This presentation from the 2011 PI Meeting covers: Initiating dialogue in relation to privilege and power at Oklahoma State University (OSU) in developing a mentoring program and involving regional institutions, including HBCUs and tribal colleges.