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
A new analysis from the National Institutes of Health puts in stark relief the widening imbalance between men and women researchers as their careers progress. NIH grants’ staff members examined women's share of training grants and research awards arranged by career stage.
This presentation from the 2011 PI Meeting covers an evaluation of the first two rounds of ADVANCE IT project awards and the impact they have had in three key areas: policies, practices, and structural changes.
This presentation from the 2011 PI Meeting covers: faculty development for STEM deans and department chairs in collaboration with university of Washington(UW)and a higher education association,
the Council of Colleges of Arts and Sciences (CCAS) as potential change agents.
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 2013 PI meeting describes implementation of an ADVANCE PAID grant at five northern Ohio research universities by adapting successful programs from Case Western's ADVANCE IT grant.
This presentation from the 2010 PI meeting describes the development of regression models to predict the probability of receiving prestigious awards based on location, publications, citations, etc. and the impact of gender.
This presentation from the 2010 PI meeting covers ISU ADVANCE 3-5 year comprehensive program to transform the institution’s cultures,practices, and structures in ways that make them more conducive to the recruitment,retention and promotion of women faculty and other underrepresented groups.
This presentation from the 2010 PI Meeting covers:the Institutions Developing Excellence in Academic Leadership (IDEAL) Program which is a partnership of six research universities in Northern Ohio to stimulate gender and
underrepresented minority equity related
transformation in each institution by adapting
and disseminating successful mechanisms from
CWRU’s ADVANCE IT program, Academic Careers
in Engineering and Science (ACES).
This template was developed by UVA CHARGE to provide departments with demographic data (gender and race/ethnicity) of their school, department, peer departments, the PhD and post doc pipelines, and their last candidate pool during a hire. The template is prepopulated with formulas to calculate percentages and auto-produce graphs from that data comparing these variables, and includes instructions for use.
This mailing list is for the use of the ADVANCE PIs, Directors, and Program Developers. It will enable us to share best practices, helpful web sites and programs, discuss common goals, etc. You can subscribe here.
The methods and procedures outlined in these toolkits will help you to meet the NSF reporting requirements and conduct effective program evaluations. Toolkits are available here.
The ADVANCE Implementation Mentors Network connects change leaders at ADVANCE grantee institutions to increase their efficiency and effectiveness. advanceaimnetwork.org
This material is based upon work supported by the National Science Foundation under Grant No. SBE-0244916, with additional support from the Clare Boothe Luce program of the Henry Luce Foundation. Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation or the Henry Luce Foundation.