This webpage is a list of links to all the different types of initiatives offered by different ADVANCE programs. Many links listed here are found in other webpages of this category. However, this webpage is a comprehensive list of all links on initiatives.
PACE seeks to increase access to relevant resources and advisors for indigenous women in science through several initiatives.
This webpage is a list of assessment activities like focus groups and events of interests.
This presentation covers some of the initiatives of the ADVANCE program at Georgia Tech. These include making evaluations clearer, changing the climate of a department, and work-life arrangements. Graphs and data are included. This presentation was given at the 2006 PI Meeting.
This document is a list of project, potential project (ex: Search Committee Training), and external proposals for funding.
When the life sciences initiative was begun in 1997 as the Cornell Genomics Initiative, the faculty leaders recognized the critical importance of hiring faculty according to a new paradigm. In order to recruit the best possible faculty to Cornell, they advised the administration––central and colleges alike––that no longer should search committees for positions in specific departments be appointed by the departments from within the department. Instead, each position should be viewed as a strategic hire for t
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.
This presentation covers the ACES plan to enact change, some of their programs, and what was learned in the first two years.
Covered in this poster are some of the initiatives started by the University of Michigan’s ADVANCE program. These include career advising, defining goals, and giving awards. This poster was presented at the PI2005.
The initiative does this through systemic efforts including policy work, faculty mentoring, leadership development, competitive grants and a speakers series featuring prestigious women leaders in Science, Technology, Engineering and Math fields.
This presentation from the 2009 PI Meeting covers: the persistence of gender inequities in STEM, achieving institutional transformation, the "small wins" approach, the Auburn approach, study on perceived cost/benefits on initiatives.
This presentation on institutional transformation by the University of California-Irvine’s ADVANCE institution explains how they were able to create changes to promote women in STEM. These are leadership, academic planning, resource allocation and faculty rewards, faculty recruitment and retention, and accountability. This presentation was given at the 2007 PI meeting.
The efforts of the University of Maryland-Baltimore Country’s ADVANCE Program are summarized in this presentation: institutional change, recruitment and hiring, research assistantship program, faculty sponsorship committee, and the distinguished speaker series. It was presented at the 2008 ADVANCE PI Meeting.
This webpage describes the initiatives offered by the SEEDS program. These include a climate survey, networking opportunities, career workshops, leadership awards, interactive theatre and several mentoring programs.
UNC Charlotte ADVANCE partners with others at the university to lead faculty recruitment training. These workshops are designed to help faculty search committees learn about and use best practices in their searches, taking into consideration diversity strategies, so departments can conduct fair, inclusive, and effective searches, consistent with university and department goals.
This webpage is a flow diagram of the initiatives at Marshall University. They are coded by recruitment and networking, faculty development, state and institutional policy changes.
Several possibilities for getting involved are identified, including contact people to help you. Do note that you are encouraged to focus your efforts: the purpose of SEEDS is not to add unduly to your administrative burden; the purpose is to make your life better. Please help with those opportunities that interest you.
Outlined here are programs that various institutions have developed to increase the recruitment, retention, and promotion of women in academia. Some programs target improvement of individual women's experience; others target policy changes.
From 2001-2006 Georgia Tech has focused their efforts on increasing the advancement of female faculty members. This handout discusses the need and the success.
This presentation covers some of the activities and initiatives up until 2004. The last two slides cover some assessment and research that was being done.
ADVANCE supports new initiatives for formal Faculty Development Programs to ensure that all faculty—women and men—have access to the types of resources that cultivate opportunities for success at the highest levels in academic and academic leadership. Our faculty development initiatives seek to provide fair and transparent access to the types of resources that support career success at Brown University and the wider scientific community.
This is a table of activities at different institutions and what has been tried.
Sample titles of slides in this presentation are ADVANCE PROJECT GOALS, Work-Life Survey at URI, 19 institutions With Common Goals
This webpage is a list of current initatives like faculty advancement, workshops, and career coaching.
This year-long series of sessions for new tenure-track faculty focuses on a variety of important issues faculty face to help them navigate issues and build a sense of community. Each year, new faculty gather for sessions that include a welcome orientation/open forum and workshops on plagiarism, grant opportunities and the reappointment, promotion and tenure process, among other topics. The series ends with a closing gathering to reflect on the first year.
This document is a list of programs that are working to increase diversity. They are organized by programs for students and faculty. Examples include the Level Playing Field Institute and Grinnell Science Project.
This document is a list of meetings, presentations, and a description of efforts to encourage women to network in chemistry and physics.
This document is an executive summary of the family friendly practices instituted or continued by the Virginia Tech ADVANCE program. Some of these initiatives are child care, a work-life grant for graduate students, dual career guidelines and support, lactation areas, and more. This document was written for the PI2005.
This presentation covers the STRIDE Committee, their goals, current status at the university, barriers to women, and proposed studies and solutions.
This document is a one page map and listing of partners in the Alliance Mentoring Program.
UNCC ADVANCE Mentoring FAQs
The ADVANCE Faculty Mentoring Program provides professional support for tenure-track faculty, as they advance towards promotion and tenure. The initiatives provide support for new faculty and also for mid-career faculty in a group setting and for a few colleges in a pilot effort matching mentors and mid-career mentees one-to-one.
Highlights the three program initiatives, while offering a glimpse of the accomplishments and future goals of MU-ADVANCE.
This presentation is an overview of the ADVANCE program at UIC. It covers some of their initiatives and who has applied to their programs. Provided in this presentation is the University of Illinois-Chicago efforts to increase the number of female post doctoral students in STEM. Their ADVANCE program set up a program with funding and was able to offer a small handful of positions. The support those students were given, how they were chosen, and why this program is important is explained in this presentation
Presented by the University of Michigan, this poster presents three topics: Understanding their particular problem at the University of Michigan, strategies of intervention they’ve employed, and the progress they’ve made there.
This presentation covers some of the successes of the ADVANCE program at New Mexico State University - such as start up package enhancement, and some challenges.
This webpage is a list of the initiatives offered through the ADVANCE program at Michigan State. These include a faculty search, annual review, reappointment, promotion and tenure, mentoring, and women leadership.
This presentation covers three years of initiatives and some of the data that supports change.
The topics of recruitment activities, recruitment, climate surveys, retention and climate activities, and research are covered in this poster that was presented by Rice University’s ADVANCE program at the 2008 PI Meeting.
CWRU’s ADVANCE program presented their initiatives to increase women in STEM at the 2007 PI Meeting. These initiatives (ex: department initiatives grants) span all the way from the top of academia down to campus.
Sample titles of slides in this presentation are evaluating formative change, initiating change through dialogue, incentive funds, extending effects of incentive grants, monthly workshops, writing workshop, and more.
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.
This presentation on culture change, shows some statistics, program goals, and then some of the initiatives that have been started to help with existing problems.
This document is a letter to the deans and department heads at the University of Michigan in Science and Engineering. It presents the results of an assessment that they participated in with a finding that most people at the university were unfamiliar with the available initiatives. The rest of the document is a series of helpful information.
This presentation covers efforts at Case Western University to increase diversity and create climate change. These include defining the challenge, grassroots participation, policy and procedure, recruitment, retention, advancement, and faculty satisfaction.
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 ...
The Georgia Tech (GT) ADVANCE Initiative takes an integrated institutional approach to organizational factors that support positive outcomes—and best practices—among faculty in academic science and engineering.
In April, 2002, the Women in Science and Engineering Leadership Institute (WISELI) at UW-Madison held two Town Hall Meetings. The purpose of these meetings was twofold: to introduce WISELI to the women in science and engineering on the UW-
Presented in this poster are some of the changes at Virginia Tech due to the presence of an ADVANCE program. These include increasing the number of women faculty, developing women leaders, and others. This poster was presented at the 2005 PI meeting.
This webpage is a collection of initiatives organized into the categories of Equity Programs, and Equity Analysis and Reform.
Sample titles of slides in this presentation are Why aren’t there more women in science, Women are, Research shows...
This large document discusses different department climate components that were implemented at Virginia Tech through their ADVANCE Program. These components include creating a sense of intellectual community, providing a fair and full evaluation, providing effective and supportive communication, providing effective policies, focusing on work-life balance, and supporting materials. This document was presented at the 2008 PI Meeting.
Covered in this poster is an overview of the New Jersey Institute of Technology’s ADVANCE program in its second year, and some of their initiatives (ex: networking building, disseminating best practices in recruitment and retention, and workshops). It was presented at the 2008 ADVANCE PI Meeting.
This webpage is a list of initiatives at Case Western Reserve University. Examples are their Retention and Advancement Initiatives and Science and Engineering Education Development Workshops.
In preparation for a site visit from NSF, AdvanceVT prepared this report summarizing activities and progress to date.
This long presentation is a comprehensive background on the ISUADVANCE Program. It covers many of their initiatives and policies.
This webpage is a list of initiatives run by the FORWARDS program. Examples include their campus climate program along with research.
This short presentation covers activities being offered by Case Western Reserve University's ADVANCE Program. These activities are a distinguished lectureships, opportunity grants, departmental initiative grants, and search committee training.
The Future of the Faculty committee's purpose is to review policies, processes, and practices at UNC Charlotte that might impede the recruitment, retention, and full professional development of faculty members, particularly women faculty in the Science, Technology, Engineering and Math (STEM) areas.
CU-ADVANCE Resources Are Linked to Its Four Broad Initiatives: Faculty Development, Climate Initiative, Evaluation Initiative, and Recruitment Initiative
This presentation gives an overview of initiatives from the ADVANCE Program at Georgia Tech such as ADEPT and mentoring programs.
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.
Summarized in this presentation is the efforts of the group Women in Cognitive Science and some of their initiatives (ex: travel awards program, annual meetings, and mentoring awards). It was presented at the 2008 ADVANCE PI Meeting.
UNC Charlotte ADVANCE established Leadership UNC Charlotte in recognition of the critical and central role that climate and experience at the departmental level play in the success of faculty. Leadership UNC Charlotte serves as a forum to bring together rising and experienced leaders in a collaborative atmosphere to enhance the leadership and management skills of administrators at the university.
This webpage is a list of the initiatives run at the University of Missouri-Columbia.
This document is a list of programs geared to increase diversity at different levels: K-12 students, undergraduate students, graduate students, post-doctoral students, and cross level programs.
The Women in Networks initiative has a variety of programs designed to aid in the networking and advancement of women in the sciences and engineering...
Sample titles of slides in this presentation are “Increase the number of ranked women STEM faculty”, “Increase the number of ranked women STEM faculty”
PPT from the 2004 ADVANCE PI meeting about UW ADVANCE and the cross department cultural change program.
This presentation is an overview of the work lead by the ADVANCE Program at Georgia Tech. Lists of their initiatives along with statistics on success are included
Sample titles of slides in this presentation are evaluation of goal 1, high visibility, qualitative assessment, climate survey findings, predicting career satisfaction, evaluation of goal 2, and increasing women hires.
This presentation from the NSF 2009 JAM covers different NSF initiatives and programs to help increase participation in science.
This webpage explains the three main initiatives of the SUN Network: combating bias, mentoring, and faculty development and collaboration.
Our goal? Engage STEM women in cross-sectional (academia-industry-community) partnerships. We will build on partnerships that have resulted in unique opportunities for STEM faculty: the JPMorgan Chase Technology Center, the Biomaterials Institute, the Center of Excellence in Environmental and Energy Systems, and Welch Allyn's Blue Highway are just a few examples. The provision of opportunity grants and on-campus workshops/collaboration events are the two core activities in this initiative.
Our goal? Assist incumbent women faculty in STEM as they develop their professional networks of collaborators, mentors, and campus supporters. The primary goal is to increase career resilience by establishing a supportive web of professional and social relations which incumbent women faculty can tap into when challenges and dilemmas arise in their career paths. Specific programs will include group workshops and one-on-one coaching opportunities that increase appreciation for and use of networks.
Our goal? Position the University for success in attracting and hiring highly-qualified women faculty These efforts will focus on increasing the proportion of highly qualified women faculty members in recruiting pools through the use of active networking strategies.
The primary goal of the faculty fellowship is to promote the career advancement of a female faculty member in a STEM discipline while serving the university-wide vision of Scholarship-in-Action. The program is also designed to respond to data from the National Science Foundation showing that, despite gains in access to education and training, fewer than 4% of STEM faculty in the nation’s four year institutions are women of color.
Our goal? Encourage widespread accountability for creating inclusive environments, particularly in STEM departments and specifically among male faculty. The practices initiative supports leadership development for all faculty members and strengthens the engagement of male faculty. It also addresses departmental diversity planning.
Our goal? Contribute substantially to our understanding of the relationship between network connections and career progress. There is a strong research component to this project. Researchers Pamela Brandes (Whitman School) and Ines Mergel (Maxwell School) will explore relational factors that contribute, or conversely present obstacles, to faculty success. This study will look at challenges unique to women faculty members, identify key relational drivers of their professional and career success, and the best
Supplementary Social Science Study Document for The Inclusive Connective Corridor: Social Networks and the ADVANCEment of Women STEM Faculty
List of Faculty Equity Initiatives at WVU ADVANCE
Faculty Equity Initiatives: Existing Child/Family Resources
The WVU ADVANCE Sponsorship Program is an external mentoring program supported by the NSF ADVANCE program for women in NSF funded disciplines in CEMR and ECAS. The WVU ADVANCE project aims to catalyze institutional climate change, promote diversity and inclusivity, support women in science and engineering, and promote the success of all faculty.
Faculty Equity Initiatives: Parental Assignment
The following Lactation Rooms are available for WVU faculty, staff, and students. WVU is in the process of creating permanent Lactation Rooms that will be available across campus for nursing mom’s to express milk. Many of these dedicated Lactation Rooms are in buildings under renovation.
University of Maryland, College Park, in partnership with the National Science Foundation (NSF), has made an historic commitment to the professional growth of women faculty in all academic disciplines at our institution. Through this partnership, which involves a major contribution of in-kind funding from the University, the ADVANCE Program aims to improve rates of retention and advancement of women faculty by fostering changes in institutional culture.
Introduction to UMD ADVANCE Dashboard Initiative: The goal of the Dashboard is to make information regarding faculty diversity, time to advancement, and salary ranges more easily accessible to faculty. This document describes the initiative. The actual data are available only to UMD faculty.
Once a year, each college will invite a woman scholar who is an individual with an exemplary career, and who is considered to be at the very top of their field. Lectures will be open to the campus, and participants from other colleges are encouraged to attend.
Increase numbers of women STEM faculty through improved recruitment and retention. Support advancement of women STEM faculty to tenure, promotion, and leadership positions. Contribute to Social Science scholarship by examining interdisciplinarity as a strategy. Institutionalize successful policies and programs developed by Lehigh ADVANCE. Engage national dialogue on gender and interdisciplinarity.
Through Lehigh ADVANCE, improved tenure and promotion success of women STEM faculty will result in a larger pool of senior women at Lehigh to serve as mentors and participate in leadership roles. We anticipate women STEM faculty will experience improved access for and willingness to assume leadership positions at Lehigh.
There is a gap in research examining the gendering of intellectual preferences for and professional consequences of interdisciplinary science. The Lehigh ADVANCE Social Science Research Team will explore the effects of interdisciplinary organization on promoting the careers of women STEM faculty. Results of the investigations will be published in peer-reviewed journals and presented at national scholarly conferences.
Lehigh ADVANCE will contribute to effective policies and programs for institutional transformation.
Lehigh University will disseminate methods for creating, maintaining, and supporting a critical mass of women in engineering and the sciences in an interdisciplinary environment.
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.
The underlying conceptual framework for the ADVANCE program is the American Psychological Association's Psychologically Healthy Workplace (PHW) initiative.
The goal of the NSF ADVANCE Program is to increase the participation of women in the academic science, technology, engineering and math (STEM) and social, behavioral and economic (SBE) science careers.
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:
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.
Presentation describing the CCAS ADVANCE project to incorporate gender equity into training programs for deans and department heads.
The Dual-Career Services Strategy at Gannon addresses the recruitment and retention objective through the formation of the Dual Career Consortium of Northwest PA (DCCNP). The DCCNP identifies regional employment opportunities for trailing partners of prospective and employed faculty; provides a cohesive process for sharing information from major, regional employers in business and higher education; and establishes cooperative agreements with regional universities and industries to create a regional job data
The activities of the Research Initiation Award (RIA) strategy will help to realize the second objective of the TRANSFORM grant which is to increase the number of Gannon female faculty achieving advancement in rank. The research initiation award will provide resources for early- or mid- career, female STEM faculty as they pursue research initiatives that are likely to support promotion.
The objective of the Education and Empowerment Initiative is to promote campus awareness and a positive climate active communication, training, workshops and a women's faculty network.
Examples of common social assumptions that affect faculty searches and the documented realities that renounce these assumptions
An overview of our initiatives and a model outlining our path moving forward