“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....” This report examines the interviews.

To evaluate how effective dual hires and tenure clock extensions are on increasing women and minorities in science and engineering a study is proposed on this webpage. Links and reports can also be found on this webpage.

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 initial motivation for this report was a desire specifically to assess the climate for women and underrepresented minorities in doctoral programs at the University of Michigan. The UM ADVANCE project had conducted a study of the academic work environment—often referred to as the climate—for women and underrepresented minority faculty in science and engineering....” Conducted in 2004 with approximately 1200 participants. They had findings such as high confidence, but feelings of discouragement.

“Case Western Reserve University offers research opportunities for minority undergraduate students in science and engineering. Students spend ten weeks working in a research laboratory or research program under the direction of a faculty member. They also attend lectures by science and engineering faculty and give poster presentations at the end of the program. The Summer Undergraduate Research Program includes a stipend, plus support for housing, meals, travel, and supplies.” The areas of research availabl

This document tries to answer questions such as: What is life like at Michigan for women and minorities? What exactly is 'the climate?' and Why do women and minorities leave instead of asking for better situations?

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

In this study, we identified some personal and situational characteristics of faculty members associated with the perceived need for mentoring and determined that less experienced employees, women and ethnic minorities reported significantly stronger needs for all mentoring functions. In addition, employees who experienced incivility or discrimination reported a significantly stronger need for psychosocial mentoring.

Howard University has received $3.4 million dollar ADVANCE Institutional Transformation award from the National Science Foundation (NSF) to advance the careers of women faculty in STEM. This award will enable Howard University to develop an innovative and strategic model for institutional transformation that increases the number of female faculty and academic leaders in the STEM disciplines. education, advocacy, and empowerment related to advancing the careers of women in STEM f

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.

This workshop will examine the underrepresentation of women of color in leadership positions, despite steady inroads into STEM (Science, Technology, Engineering, and Mathematics) disciplines over the last several decades. The convening will address pressing questions that must be answered to accelerate women of color’s progress in STEM, such as: What are the spoken and unspoken barriers that make it difficult for women of color to advance in STEM fields? Why do these barriers often go unacknowledged?

This NETWORKing workshop, as proposed by Universidad Metropolitana (UMET) and its collaborative partner institution University of Maryland Baltimore County (UMBC), will address faculty advancement and retention of women in STEM disciplines, aligned with NSF’s Career-Life Balance Initiative. The proposed workshop wishes to be the first of a series of conferences targeted to develop a Hispanic NETWORKing Project that through new explorations will promote academic institutional transformations, and new opportu

This presentation from the 2011 PI Meeting covers ADVANCE Peer Mentoring Summits for Underrepresented Minority Women Engineering Faculty.

This presentation from the 2011PI Meeting covers discussion points relating to STEM faculty of color such as the small number of Ph.D.s in STEM, skewed institutional employment distribution, social norms and dysfunctional behavior, and their resultant impact.

This presentation from the 2011PI Meeting covers: ADVANCE programs at Jackson State University ADVANCE-IT and Prairie View A&M University ADVANCE - PAID, and discussion of strategies to increase collaboration amongst MSIs to Advance Women STEM Faculty.

This presentation from the 2011 PI Meeting describes the UTEP NSF ADVANCE initiative, including policies, recruitment, faculty development, and collaborative leadership; and a study on Latinas pathway to the professoriate.

This presentation from the 2011 PI Meeting covers: an overview of the ADVANCE- IT grant at Columbia University, its institutionalization, the goals, programs, diversity programs and initiatives to increase the representation of women and minorities.

This presentation from the 2011 PI Meeting includes national data on PhDs awarded and faculty careers of women and underrepresented minorities.

Presented herein are a preliminary overview and findings of a national study of occupational stress among underrepresented minority (URM) faculty in research intensive universities, funded by the Robert Wood Johnson Foundation (2010 - 2013).

This presentation from the 2011 PI Meeting covers ADVANCE Peer Mentoring Summits for Underrepresented Minority Women Engineering Faculty. Presentations, Success Stories, Minorities, Mentoring, PI2011, women of color Christine Grant North Carolina State University

This presentation from the 2011PI Meeting covers discussion points relating to STEM faculty of color such as the small number of Ph.D.s in STEM, skewed institutional employment distribution, social norms and dysfunctional behavior, and their resultant impact.

This presentation from the 2011PI Meeting covers: ADVANCE programs at Jackson State University ADVANCE-IT and Prairie View A&M University ADVANCE - PAID, and discussion of strategies to increase collaboration amongst MSIs to Advance Women STEM Faculty.

This presentation from the 2011 PI Meeting describes the UTEP NSF ADVANCE initiative, including policies, recruitment, faculty development, and collaborative leadership; and a study on Latinas pathway to the professoriate.

This presentation from the 2011 PI Meeting covers: an overview of the ADVANCE- IT grant at Columbia University, its institutionalization, the goals, programs, diversity programs and initiatives to increase the representation of women and minorities.

This presentation from the 2011 PI Meeting includes national data on PhDs awarded and faculty careers of women and underrepresented minorities.