This presentation is a high level review of a program in education and human resources. The types of studies that were done and when they were done is pictorialized. This presentation was given at the 2008 ADVANCE PI Meeting in a session called Advance Topics in Project Evaluation, Session 10

To help departments make commitments to gender diversity at the University of Montana, Gender Diversity Plans were made. “Plans consist of three components: a history of efforts to recruit and retain diverse faculty, a series of actions that faculty will carry out to increase gender diversity, and a set of recommendations to administrators indicating how they can support this effort.” This document is a one page description. It was presented at the 2008 ADVANCE PI Meeting Roundtable on Climate Change at the

An actual mid-award site visit is explained in this presentation. Tips, schedules, tools, and lessons are explained. This presentation was given at the 2008 ADVANCE PI Meeting.

Many ADVANCE programs have implemented some type of lecture series. This presentation provides an overview of some of them and their local conditions. It was given at the 2008 ADVANCE PI Meeting Session 2 on the Devil is in the Details: What We Have Learned About Mini-Grants, Mentoring, and Distinguished Lectures...

This document is a how-to for site visits that includes what to do now, a few months before, and right before the visit. It was presented at the 2008 ADVANCE PI Meeting session on Preparing for a Mid Award NSF Site Visit.

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 short presentation covers how to be effective in academia and the role that professional societies can play in helping you be effective. Some examples include showing initiative, networking, being a self-manager, having perspective, and being a good follower. This presentation was given at the 2008 ADVANCE PI Meeting session on Perspectives from Members of Professional Societies.

This poster as presented at the 2008 ADVANCE PI Meeting by the University of Alabama-Birmingham. It provides an overview of some of their initiatives to help faculty progress along their careers. “A major emphasis of the UAB ADVANCE Program over the past year has been to provide professional development activities for faculty to excel further as teachers, researchers, and leaders... In addition to the monthly Lunch and Learn Seminars for female faculty in the ADVANCE Schools, the UAB ADVANCE program has spo

“Grand Valley State University’s NSF-PAID project is a partnership with the University of Michigan aimed at advancing the participation of women in the academic sciences and engineering at GVSU. Our grant adapted four strategies that were effective for UM-ADVANCE and introduced a new synergistic component to create a collaborative pipeline for future faculty to benefit both institutions.” Their adaptations, innovative components, problems, and future directions are explained in this text heavy poster for th

Provided in this poster is a program overview of the University of Illinois-Chicago’s ADVANCE program and its goal of increasing the number of post doctoral students going into academia. Recruitment, the application process, the role of the advisory team, the people involved, and applicant descriptions are included. This information was presented at the 2008 ADVANCE PI Meeting.

This presentation discusses how best to form a leadership team, based on Rhode Island’s ADVANCE program’s experience. Their composition, functions, challenges, lessons, and successes are shared. This presentation was given at the 2008 ADVANCE PI Meeting.

“The WeLEAD project goals for improving the progression and retention of women members in the STEM disciplines focus on the Associate Professors level. Our data indicate that retention of Associate Professor is a significant contributor to the lack of senior women at the university and in administrative positions.” This poster was presented by Idaho State University at the 2008 ADVANCE PI Meeting.

This presentation explains the NSF visit to ADVANCE programs half the way through their grant award. FAQ, tips, and recommendations are given. This presentation was given at the 2008 ADVANCE PI Meeting.

"Appreciative Inquiry is an approach to institutional change with the intent of building on what organizations are already doing well, rather than trying to pinpoint problem areas and fix what is not working." This presentation discusses this approach, strengths in recruiting and how they can improve, and strengths in career development and how they can improve. It was presented at the 2008 ADVANCE PI meeting.

The Cohort of Associate Professors Program is explained in this poster. It’s overall goal is “to plug CSE’s leaking pipeline at the transition from associate to full professor and to increase the number of women taking on leadership roles in CSE”. This poster explains their evaluation, some results, agenda, influences, and outcomes. It was presented at the 2008 ADVANCE PI Meeting.

This document summarizes the major changes done by and efforts of the University of Texas-El Paso’s ADVANCE program. It covers how the climate was, how it was measured, how it changed, what things were done to make change, and how to sustain their changes. This document was presented at the 2008 PI Meeting Roundtable on Applications of ADVANCE Data.

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.

This presentation attempts to answer three questions: why do we as a campus need to change? how much change is needed? and, what should leaders (including yourselves) be doing? The importance of leaders is also examined. This presentation was given at the 2008 ADVANCE PI Meeting.

Results from a survey at the University of Texas-El Paso are reported in this document along with strategies for recruiting and retaining diverse faculty. The survey revealed that some climate issues were resolved after intervention from UTEP’s ADVANCE program. This document was presented at the 2008 PI Meeting Roundtable on Diversity in ADVANCE.

This presentation reports the findings from a study that “describe[s] the emerging organizational transformation experience of 19 US universities, funded in the first two rounds of NSF’s ADVANCE IT program, that have aimed to increase the participation of female faculty in all Science and Engineering ranks and in leadership.” It was presented at the 2008 PI Meeting.

What difficulties do women have in moving from associate to full professor in STEM departments? A study designed to answer this question and develop targeted strategies to increase promotion rates for women in STEM fields is described in this presentation. The presentation was given at the 2008 ADVANCE PI Meeting in a roundtable on applications for ADVANCE data.

This document lists what is a facilitator's charge, a facilitator’s model, a facilitator’s role, and facilitator’s successes. It was presented at the 2008 ADVANCE PI Meeting Roundtable on Climate Change at the Department Level.

Presented in this poster are ACES’s purpose and goals, scope, trends, gender breakdowns, reports and publications, and main accomplishments. It was presented at the 2008 ADVANCE PI Meeting.

This presentation explains CASE’s program to increase collegiality in order to “build awareness of relevant organizational dynamics, leadership opportunities, communications skills, [and] unconscious bias.” In this presentation there is a discussion of how this process unfolded and their outcomes. It was presented at the 2008 ADVANCE PI Meeting.

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.

There are gender inequalities in Economics. This presentation takes us through a battle to get funding to help increase the number of women in economics and how the effort was successful. It was presented at the 2008 ADVANCE PI Meeting.

This flier explains a grant that is set up through Grand Valley State University and the University of Michigan to help women in STEM fields who would like to go into a teaching position in academia. The flier was discussed at the 2008 ADVANCE PI Meeting.

A description of the Eminent Scholar Program, Faculty Horizons Workshop, Faculty Liaisons, Faculty Sponsorship Committee, WISE Group, Faculty ADVANCEment Workshop Series, Faculty Development Mentoring Initiatives, Distinguished Speaker Series, Presidential Leadership Fellowship turned Leadership Cohort, and the National Leadership Conference by the University of Maryland-Baltimore County’s ADVANCE program are described in this document. It was presented at the 2008 PI Meeting in a roundtable on Mentoring an

The University of Arizona’s ADVANCE Program provides a set of reflections on what worked for their team to be productive in this presentation for the 2008 PI Meeting in a session on Grant Management. An example reflection is “Your budget is not a source of funding for everyone else in the university”.

Reported in this presentation is a study on gender differences of award recipients in cognitive and developmental psychology. This presentation was made at the 2008 ADVANCE PI Meeting for the Concurrent Session 1: Research and Contributions to the Literature.

How do you get the changes from your ADVANCE institution to be long lasting? This question is addressed in this presentation along with why it is important to have a program that is specific to your institution. This presentation was given at the 2008 ADVANCE PI Meeting.

This flier explains a grant that is set up through Grand Valley State University and the University of Michigan to help women in STEM fields who would like to go into a teaching position in academia. The flier was discussed at the 2008 ADVANCE PI Meeting.

Many ADVANCE programs have implemented some type of mentoring program. This presentation provides an overview of some of them and their conditions. It was given at the 2008 ADVANCE PI Meeting Concurrent Session 2 on the Deveil is in the Details: What We Have Learned About Mini-Grants, Mentoring, and Distinguished Lectures.

An overview of the COACh program, which works “on a national level to increase the numbers and success of women scientists and engineers in academia”, is provided in this presentation. How they were successful and the path they took to get there is explained. This presentation was given at the 2008 ADVANCE PI meeting in a concurrent session on ADVANCE Looking Forward.

This presentation looks at the percentage of women in AGU and ways to increase those percentages. The presentation suggests to educate, engage, do outreach, facilitate, and partner and collaborate. This presentation was given at the 2008 ADVANCE PI Meeting in the Concurrent Session 8 called Perspectives From Members of Professional Societies.

An overview of New Mexico State University’s ADVANCE program can be found in this presentation. Their goals, organization, positions, and programs are explained. This presentation was given at the 2008 PI Meeting Roundtable on Collaboration Across Projects.

A study on different ways to achieve a Ph.D. for women in STEM is reported in this short summary document. It was presented at the 2008 PI meeting by the University of Texas-El Paso’s ADVANCE program.

This presentation involved the efforts of a skit to talk about the differences between junior and senior faculty. It was presented by the University of Michigan at the 2008 PI Meeting in a Concurrent Session.

In order to make sustainable change in an institution through an ADVANCE grant this presentation suggest 7 questions to ask. Examples from different institutions along with a list of best practices are included. This presentation was given at the 2008 ADVANCE PI Meeting.

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.

This presentation reviews the logistics of grants through the National Science Foundation. It was presented at the 2008 ADVANCE PI meeting on a session of the PI Grants Management.

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 document presents the findings from a study on faculty attrition in STEM departments at Marshall University. “The Marshall University (MU)-ADVANCE Program found that even small data sets are useful for driving change at the institutional level. MU-ADVANCE collected institutional data for 15 departments within 4 colleges, which employ 41 female tenure-track faculty.” This document was created for the 2008 ADVANCE PI Meeting roundtable on Applications of ADVANCE Data.

This poster provides an overview of Texas Tech University’s ADVANCE program. It covers their goals of retention through mentorship, demographic information collection, increasing the number of women recruited, and climate change. It was presented at the 2008 PI Meeting.

To help the leaky pipeline of women moving into professorship, a study examined a group of people who attended a workshop. This study revealed findings about work-life balance, negotiation, and the success for the workshops. This data is presented on this poster at the 2008 ADVANCE PI Meeting.

This poster provides information on implementing search committee training workshops, a workshop on faculty recruitment, retention, and leadership, and climate surveys. It was presented at the 2008 ADVANCE PI Meeting.

A mentoring program for women who have tenure is examined in this presentation to the 2008 ADVANCE PI meeting roundtable on Mentoring and Networking. The program, organization, matching, training, difficulties, sustainability, and evaluation are discussed.

This presentation discusses how Utah State University’s ADVANCE program has been successful in terms of team leadership, responsibility, and morale. They follow principles by Kotter: (1) have leaders with positions of power, who are credible, and able to drive change; (2) avoid personalities who are egos, snakes and reluctant team players; and (3) teams should have trust and common goals. This presentation was written for the 2008 PI Meeting.

This presentation covers some background and statistics on why women are leaving the pipeline. Recommendations and topics such as stereotype threat are addressed. It was presented at the 2008 Meeting at Panel #2 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

This poster is about women geoscientists. The left side of the poster discusses the number of women in faculty positions, how geoscientists perceive gender equity, and reasons why geoscientists contemplate leaving the field. The right side presents strategies to build a community of female geoscientists. This poster was presented at the 2008 ADVANCE PI Meeting in a roundtable on Diversity in ADVANCE.

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.

Reported in this presentation is a study that answers questions about gender differences and work effort, satisfaction, productivity, compensation, and trends in different career stages. The main finding is that there are significant differences at each career stage for male and female faculty. This presentation was given at the 2008 ADVANCE PI Meeting.

In this presentation is a discussion of the Faculty Fellows Program set up through the University of Rhode Island’s ADVANCE program. This program works to increase the number of women recruited into STEM departments with incentives for the application and leverage on the department. What worked, advice, and impact are also discussed at the end. This presentation was given at the 2008 PI Meeting.

The topics covered in Kansas State’s ADVANCE poster at the 2008 PI Meeting are project goals and initiatives, measuring success, climate survey, dissemination and institutionalization, and recent assessment and evaluation.

Addressed in this document is the Collaborative Transformation Project run by Iowa State University’s ADVANCE program from the 2008 Roundtable on Climate Change at the Department Level. “The CT Project is designed to “mirror back” to faculty in each participating department positive and negative aspects of their own workplace climate...”. This document covers the data collection and dissemination process, benefits, outcome highlights, what is working well, challenges, and references for this program. It was

Using a survey for a study can be the right tool for the job. Presented in this document are tricks of the trade for doing it right (ex: carefully select venues for the largest impact). This document was written for the 2008 PI Meeting.

Lessons learned from trying to run a mentoring program are listed in this document. Specific tips on developing the program, coaches, and other issues are provided. This document was presented at the 2008 ADVANCE PI meeting by the University of Colorado-Boulder and the University of Michigan in a roundtable session on Mentoring and Networking.

Covered in this presentation is the topic of evaluation for the different ADVANCE institutions. The topics range from how to prepare for evaluations, how to mix evaluation methods, and how to use evaluation. This presentation was given at the 2008 PI Meeting in the Concurrent Session 10 on Advanced Topics in Project Evaluation.

“The AdvanceVT Leadership Development Program is designed to increase participants’ leadership aspirations and to prepare them for a variety of leadership roles in higher education, focusing on the transition from senior faculty to academic leadership. The program selects a cohort of women from across the university who demonstrate an interest in and potential to assume leadership roles for individualized coaching and skill development.” This program is described in this poster including the needs, assessme

This document is a presentation on how to use data to create change. Presented at the 2008 PI Meeting by the University of Wisconsin-Madison’s ADVANCE group on Meeting Grants Management, this presentation discusses how each data type can be effective with examples from studies.