Each year talented undergraduate students interested in pursuing an academic career in areas related to: Physics, Electric Engineering, Materials Science, Mathematics and/or Computer Science, are selected. These students will participate in a series of activities designed to prepare them to succeed in graduate school and to join UPR-H faculty after completing a Ph.D. in science.

The relatively low proportion of women in academic science and engineering[2] (SandE) has been the topic of numerous recent books, reports, and workshops. (See for example, Powell 2007, DOE/NSF/NIH 2006, National Academies 2007.) Data for 2006 show that women continue to constitute a much lower percentage of SandE full professors than their share of SandE doctorates awarded in that year. Even in psychology, a field heavily dominated by women, women were less than half of all full professors, even though the

“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

Women undergraduate students in science and engineering at a primarily undergraduate institution do not have many opportunities to interact with PhD students and therefore have a hard time visualizing themselves pursuing that path. A program created at this Hispanic Serving Institution will bring to campus talented women who are pursuing a doctoral degree or currently hold a post-doctoral fellowship to give departmental seminars to faculty and students.

ADVANCE provided funding to support newly hired Faculty Fellows for up to 3 years in departments that had been approved by the Provost for an appointment. Our goal was to develop high-potential candidates who would then transition into tenure-track faculty positions. Selected Fellows were hired...

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.

The Vice President of Human Resources for Sauer-Danfoss, Inc. shares his organization's experiences and suggests ideas about how business and academe can work more closely together. This document is from Panel #1 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

The mid-career mentoring initiative at UNC Charlotte is designed to support associate professors and assist them in advancing to the rank of full professor. The initiative has two components – one that serves only female associate professors in the STEM disciplines and one that is open to all associate professors regardless of gender or discipline.

We see the "Pipeline" as a two-way conduit that provides UM graduate students as they finish their Ph.D.s and recent Ph.D.s classroom experience at a university with a strong commitment to a liberal arts education and that exposes GVSU undergraduates to women scientists and engineers.

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.

Two-hundred ninety one (291) questionnaires have been received for a 35% response rate (questionnaire was sent to 821 students that completed a bachelor degree in science with a GPA of 2.80 or more since 1994...

This paper delves into STEM (science, technology, engineering, and mathematics) Ph.D. students’ relationships with their advisors. Through in-depth, semi-structured interviews, late-stage graduate students in STEM fields describe characteristics of their primary advisors as well as the dynamics of their relationships with them. From these narratives we construct an “ideal type” advisor. Weber's notion of an ideal type is a conce

Sample titles from slides in this presentation are graduate and beyond: leaks and gushes?, purposes of current work, implications for interventions, results of focus group with PhD students, voices: chilly climate for women, and CareerBound resilience training.

“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

Over the last decade, there has been progress toward gender equity within the Arts and Sciences at Columbia University. In 1990, women represented 30.8% of the tenure-eligible faculty; by 2000, this had risen to 33.3%. Over the same time period, representation of women among the tenured faculty rose from 13.2% to 19.9%.

This handout covers the undergraduate program offered through the ACES Program. The application, feedback, and information about the previous year's participants in included.

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.

AdvanceVT has awarded PhD and Post-doctoral Fellowships in 2004, 2005, 2006, and 2007 to outstanding graduate students and recent PhD recipients preparing for faculty careers.

“The participation, status, and advancement of women in academic science and engineering have been pressing social concerns in the United States, particularly over the past 25 years. The concern is rooted in two basic sets of issues: the provision of human resources for the science and engineering workforce, and social equity in access to and rewards for professional participation in these fields. As human resources, women are important to the size, creativity, and diversity of the scientific and engineerin

This presentation some examples of work-life policies, the leaky pipeline, and the effect of family on tenure.

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.

In June 2006, AdvanceVT hosted a conference on preparing for an academic career.

Melanie was on the fast track—a Ph.D. in biochemistry and molecular biology, and a postdoc at the National Institute of Health. Then she had children...

There is a discrepancy between the percentage of women earning doctoral degrees and the percentage of women currently employed as professors, and this discrepancy is often cited as an indicator of inequality (Hargens and Long, 2002; Valian, 1999). We seek to explain why this particular discrepancy exists and why the pace of change appears to be slow.

The Association for Women in Computing is composed of a group of students who encourage women to enter and progress in the Computer Science field.

The Women in Engineering (WIE) program is dedicated to the recruitment and retention of women engineering students at the pre-college, undergraduate, and graduate levels.

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh.

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh. The purpose is to network and make connections with potential candidates for upcoming faculty positions. Up to ten Lehigh STEM department/interdisciplinary program recruitment seminars can be supported annually. Funding includes a $250 honorarium for t

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh. The purpose is to network and make connections with potential candidates for upcoming faculty positions. We expect to provide funding for ten Lehigh STEM department/interdisciplinary program recruitment seminars annually. Funding includes a $250 honorar

Lehigh will kick off a year-long celebration commemorating the 40th anniversary of undergraduate women at Lehigh with events this weekend and the launch of a new website.

As part of its annual effort to spark young girls’ interest in engineering, Lehigh’s chapter of the Society of Women Engineers (SWE) is hosting its annual CHOICES event (Charting Horizons and Opportunities in Careers in Engineering and Science) for more than 60 middle school girls across the Lehigh Valley area.

Lehigh Engineering's Undergraduate Research Symposium, held each spring, showcases the intense academic capabilities of today’s rising Lehigh Engineers, and highlights the resources and opportunities Lehigh provides to undergraduates. STEPS Concourse.

The purpose of this clearinghouse is to provide institutions with a summary of promising institutional practices that could aid in the retention of postdoc women in the academic career pipeline. The clearinghouse includes references to exemplary models from the community that could be adapted. Interventions in the clearinghouse are organized around a series of issues identified that could cause postdoc women to leave this pipeline.