Each year there is a meeting of all the principle members from ADVANCE award organizations and institutions. Materials from 2005 can be found below.
This document is a list of family friendly practices supported by UC Irvine and information about its dual hire program. It was written for the 2005 ADVANCE PI meeting in Panel 4.
To affect climate and culture change at the University of Wisconsin-Madison, the ADVANCE program has had to use multiple efforts. In this executive summary for the 2005 PI meeting in Panel 6 they list these efforts with a scenario.
For the 2005 PI meeting Georgia Tech’s ADVANCE program put together a summary of their ADEPT tool for promotion and tenure groups. ADEPT “consists of a downloadable application that contains case studies and related activities appropriate for group discussion or individual use by candidates, members of committees, and other faculty.”
This poster presents the highlights from the ADVANCE portal website in 2005 for the PI meeting. It covers the purpose and features with some screen shots.
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.
Presented in this paper is an executive summary of the work done by the University of Michigan's ADVANCE program to use feminist theory and social science to enact change. The program has have created skits and a group to present data about faculty hires. This document was written for the 2005 PI meeting.
This poster presents an overview of the initiatives and successes of the University of Rhode Island’s ADVANCE program. It was presented at the PI2005.
In 2005 in Panel 1 the University of California-Irvine’s ADVANCE program created a summary of the changes they have supported in their institution. Their largest change is the use of Equity Advisors in their 10 schools which has increased recruitment.
Listed in this document are the reasons why Georgia Tech’s ADVANCE institution has been a success. An example of one is the willingness of Georgia Tech to provide needed resources. This list was compiled for the PI2005.
This document outlines five areas of Georgia Tech ADVANCE program practices that have been made: grants awarded for advancement; tenure and promotional processes; work environments; work-family arrangements; and, participation in ‘decision making’. It was written for the PI2005.
This document announces the success of a program at the University of Wisconsin-Madison called the Life Cycle Research Grant. The goal is to help women who have had some life crisis while running for tenure with a grant of around $30,000. Information about this program is summarized in this document for the 2005 PI meeting in Panel 1.
These slides were presented at the 2005 PI ADVANCE meeting in Panel 2. The presentation covers the metrics that people first agreed upon in regards to increasing women in STEM, data that was collected using these metrics, and the toolkit that was developed.
This poster describes the multiple approaches taken by the University of Michigan's ADVANCE team to represent data on the progress of women scientists and engineers. These approaches include cohort analysis, salary equity analysis, and space equity analysis.
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 executive summary presents what Hunter College wants to do to enact permanent change for the advancement of women in STEM fields. They propose to work with everyone from high level officials to undergraduates and to use a mentor group. This summary was written for Panel 3 of the 2005 PI ADVANCE meeting.
This document is a proposed method for compiling information at each ADVANCE institution. It was compiled by New Mexico State University’s ADVANCE program for the 2005 PI meeting in Panel 2. “The standardization recommended in this toolkit offers potential benefits in terms of cross-institutional comparisons. A brief history of the evolution of the indicators is presented in Appendix 1.”
This webpage lists the location and date information of the 2005 in Panel 7 seventh panel and the people involved. The links under each person are broken.
NSF PI Meeting poster, Year 1. This poster provides information on the initiatives on data, on recruitment, and mentoring.
This poster provides an overview of the institutional transformations that have gone on at Georgia Tech through their ADVANCE program. Their ADEPT program, family-friendly practices, and the data they’ve gathered can be found here.
A summary of the LEAP (Leadership Education for Advancement and Promotion) project at the University of Colorado is presented in this document for the 2005 ADVANCE PI Meeting in Panel 5. They have set up workshops with stipends to “develop the skill sets of faculty members and promote best practices... This stipend is a clear incentive for junior faculty who also like the fact that we market the workshops as a ways to get off to a fast and successful start and have an application/selection procedure.”
Brief information about the previous ADVANCE portal website is given on this handout with an extensive FAQ.
This presentation reports findings from a study that examined the amount of work space allocated to male and female faculty. It was presented at the 2005 PI meeting by New Mexico State University’s ADVANCE program in Panel 2.
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 short presentation lists measures for examining start-up packages and gender equality. A worksheet is proposed. This presentation was given at the 2005 PI meeting by the University of Michigan's ADVANCE program.
This presentation reports the findings of a study that examined equity in faculty salaries. It shows that salaries for women and minorities are lower than those of their male counterparts. This presentation was given at the 2005 PI meeting in Panel 2 by the University of California Irvine’s ADVANCE program.
In this document the University of Texas-El Paso’s ADVANCE program describes their mentor program’s structure, benefits, and the challenges and responses they’ve had. This document was written for the 2005 PI meeting in Panel 1.
Due to a lack of female leadership the ADVANCE program at Virginia Tech has created a new leadership development program. Information about this program is presented in this summary for the 2005 PI meeting.
A list of the materials at the 2005 ADVANCE PI Meeting on the panel for working with department chairs is listed on this webpage.
In 2005 Virginia Tech’s ADVANCE program created a summary of the changes they have supported in their institution for the 2005 PI meeting. Some of these are working with different schools within the university such as the graduate school and making changes in the universities strategic plan.
URI’s summary for the 2005 ADVANCE PI meeting on climate change reviews their initiatives and goals. A brief discussion of their Institutional Transformation Award is covered.
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.
This presentation reports the findings of the University of Wisconsin-Madison’s ADVANCE program on promotion and gender in academia. Metrics and graphs are provided. This presentation was given at the 2005 PI meeting in Panel 2.
This document covers the family friendly practices that have been implemented at the University of Rhode Island and their hopes for future changes. Some of these include creating a family leave policy and a virtual work-life office. The document was written for the 2005 ADVANCE PI Meeting.