The Subcommittee was charged to “Examine and evaluate institutional policies and practices for that might differentially impact the progress of women faculty in science and engineering fields,” with a particular focus on “promotion and tenure, focusing on the schools/colleges with substantial numbers of faculty in science and engineering disciplines.”

Provost and AdvanceVT PI Mark McNamee gave an overview of progress to date at the 2008 Advancing Diversity at Virginia Tech workshop.

The University of Rhode Island acknowledges the importance of supporting dual career partners in attracting and retaining a quality workforce, and in its long-range economic benefit to the University, and is committed to offering placement advice and assistance whenever feasible and appropriate. It is therefore the policy of the University of Rhode...

In 2003, President Ruth J. Simmons created the Office of Institutional Diversity (OID) to provide leadership for the formulation and oversight of policies related to pluralism and equity, and initiate programs and practices that promote diversity, inclusion and fair treatment of all members of the community. The associate provost and director of institutional diversity leads the work in OID.

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.

Found on this webpage is a list of links to resources by Brown University’s ADVANCE Program divided into the categories of policies and procedures, campus resources, and national reports and data on women in Science and Engineering.

The University of Montana-Missoula has work-life policies that promote the diversity, productivity, and success of the faculty. Exercising these options will not negatively affect a faculty member’s ability to obtain tenure.

This presentation from the 2009 PI Meeting covers: spheres of influence, the US Supreme Court, policy design, legal principles, current efforts, and current statistics.

This webpage is a list of policies to help ensure equity.

Project PACE instituted a Campus-Wide Policy Committee (CWPC) of senior administrators and scientists to review departmental diversity reports as well as a campus-wide Task Force on Policy Development and Revision.

This presentation covers current recruitment and retention processes. Included are barriers to recruitment and retention as well as suggested strategies and policy changes.

This webpage is a list of resources related to policies and programs. An example is a link to Tenure System Policies.

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

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.

The University of Rhode Island acknowledges the importance of supporting dual career partners in attracting and retaining a quality workforce, and in its long-range economic benefit to the University, and is committed to offering placement advice and assistance whenever feasible and appropriate.

Work-life balance means something different for each faculty member, but the overarching goal is to create a welcoming and supportive environment for all faculty members so they can succeed and are not required to make unacceptable choices between family and career. Retention of a talented faculty workforce is not just a matter of good start-up packages and...

“This page provides general information about processing leave requests that may be covered by the FMLA or FCA. Detailed processing instructions for leave requests that may be covered by the FCA and/or FMLA fall into one of the following categories: 1. Leave because of a personal health condition. This includes any health care provider appointments because of pregnancy or inability to work for pregnancy related reasons. 2. Leave to care for a family member with a serious health condition. 3. Leave to care f

The University of California has a revised academic personnel policies related to work and family. It “provides summaries of policies and programs related to work and family that are supportive of family care-giving responsibilities.”

The UW-Madison has several policies designed to accommodate women in the academic system. These include: extensions on tenure clock for parental or other familial responsibilities; a program for hiring dual career couples; and support, expansion, and subsidies for campus childcare.

The Task Force on Policy Development and Revision was charged with establishing policies and procedures that support all faculty members and staff in their efforts to balance work and family responsibilities.

Since 2003, AdvanceVT's Policy Work Group has reviewed and updated Virginia Tech's policy on tenure clock extension and developed new policies on modified duties and part-time employment. These policies put Virginia Tech in the vanguard of institutions addressing issues of academic work life.

Iowa State University was one of two universities to be awarded a $25,000 award for innovative practices from the Alfred P. Sloan Foundation. Iowa State University was selected for a creative database...

This booklet on family leave covers resource information, types of leave, tenure extension, the philosophical framework, provisions and guidelines.

The Rensselaer Faculty Handbook presents Faculty rights, privileges, responsibilities and related procedures including the rules and regulations that affect Faculty appointment, promotion and tenure status at Rensselaer.

The policy statement above, approved by the Administration, is the beginning of a URI Dual Career Hiring Program, which was identified in the University's 2006-2009 Strategic Plan as a goal under Initiative III, Create a More Inclusive Environment. In collaboration with the President's Commission on...

The Irvine Division of the Academic Senate endorses in the strongest terms work-life balance in faculty careers. Such balance is integral to a healthy faculty culture and essential to advancing excellence in the mission of the University of California.

Handout from the presentation on analyzing flexible policy options for faculty at the 2008 ISU ADVANCE Conference in Panel 3 on analyzing flexible policy options for faculty.

From this webpage information about a University of Washington’s benefits and work/life can be found.

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

The following excerpts are taken from The Cal Poly Statement on Diversity, which has been endorsed by the Cal Poly Academic Senate Resolution AS-506-98/DTF

At some time or other, most University employees will be faced with the difficulty of balancing the needs of family with the needs of work. Childbirth, adoption, child care and caring for ill children, spouses, partners and parents are some of the family issues you may encounter. It is the...

This presentation gives an overview of family friend practices at Georgia Tech such as childbearing leave and daycare facilities.

This presentation covers challenges to achieving gender equity, why it matters, and what can be done about it. Specific policy recommendations are provided at the end.

This webpage has a list of policies and resources. Examples include the automatically approved pre-tenure extension and the faculty diversity website.

These activities may help advance not only your new-hire, but also help maintain optimal conditions for success for all faculty in your department.

Well-structured and successful programs and departments depend on a shared sense of purpose, which requires a commitment to the creation and documentation of a set of carefully considered, intelligent, and well-written departmental regulations and procedures, openly available to scrutiny by all and whenever possible the product jointly of all staff and faculty.

Faculty Handbook provides information to help you as a faculty/academic staff member of Michigan State University. You will find most of the policies, regulations and procedures of the University either contained here in their entirety or referenced. Those which are not totally included because of their length or because they are peripheral to the faculty/academic staff mission can be found in other University publications.

This webpage is a list of resources to help with the topics of diversity, demographics, and policy. Examples include links to a New York Times article on the pipeline and a writing on the glass ceiling.

This webpage is a list of links to notes from meetings on policy

“Thanks to the concerted efforts of the President's Commission on the Status of Women and ADVANCE, URI now has a provision for paid Parental Leave for faculty. Similar policies for many staff unions have followed. Reflecting our philosophical framework, this policy includes a paid leave component for both women and men who need time surrounding the arrival of a child.” The official policy, general guidelines and definitions, and clarifications and extensions of existing policies are explained. With the help

The Committee was responsible for the investigation of all aspects of policy concerning issues important for reaching gender equity in science at UM.

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

This webpage is a list of policies by colleges (ex: College of Arts and Sciences) on mentoring.

This brochure is a list of work-life policies such as dual career couples, family medical leave, or tenure and promotion.

This report gives the findings from a sub-committee at the University of Michigan on family friendly policies and faculty tracks (tenure, research, and clinical). They have 6 suggested changes..

“This guide is designed to provide UC Berkeley faculty and staff with an overview of existing campus work/family policies, programs, and resources. We hope this guide will serve as a valuable resource to faculty and staff and help them to be more effective in their work and family lives.”

This website’s goal is to promote diversity and climate at the University of Wisconsin-Madison. From this homepage the user can navigate to webpages on the chancellor’s message, vice provost for diversity and climate, diversity, plans, reports, and policies, diversity forums, and programs.

Policy and Recruitment focuses on two areas: recruitment and retention of women faculty.

This is a simple webpage with links to the parental leave policy at the University of Wisconsin-Madison.

The University of Wisconsin-Madison prohibits illegal discrimination (including harassment) in employment, education, and all university programs. The University of Wisconsin-Madison (university) is committed to provide equal opportunity and equal access and to comply with all applicable federal and state laws...

Many current University policies are dated and, in the present environment, are beginning to undermine our competitiveness in a variety of ways.... Within the University, LSA and Engineering have adopted policies that are more generous than University policy. We recommend that University policies be brought into alignment with these more generous policies.

Information about the search process, MIT policies and procedures on searches, guidelines for pre-employment inquiries, resources for diversity, applicant pool data, past hiring data, and MIT information packets for interviews can be found in this document.

This document “presents a summary of the [University of Puerto Rico’s] regulations and the rights of the professors in the arena of work and family. The regulations are the result of Puerto Rican governmental laws or of collective negotiations of the non-teaching personnel workers’ unions.”

The University of Nebraska-Lincoln has a number of policies and resources that promote work-life balance. The University wishes to be supportive of faculty who need time off for personal reasons, approved professional development, or academic reasons.

This presentation explores initial findings on the use of flexible policies and provides related data on faculty attitudes about these policies. This document is from Panel #3 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

The Marshall University ADVANCE program hopes to make changes to the betterment of STEM education across all West Virginia universities. To accomplish this goal they have created a new initiative. Details can be found on this webpage.

These are some of the UAB policies regarding absences and leaves. For a complete listing of all employment policies, please visit the UAB Human Resource Management Web site.

The contact person in the Provost's office for this hiring category is Vice Provost Steve Stern (2-5246). Department chairs should contact Steve if you have questions or wish to initiate a dual career/spousal hire. Department chairs should contact your dean or designated associate dean to obtain approval to make a request for Strategic Hiring funds. (See Faculty Strategic Hiring Initiative memo, for details.)

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

PPT from the 2004 ADVANCE PI meeting, describes study findings of UW's family-friendly policies.

One of the aims of the ADVANCE program is to strengthen and expand the scope and impact of family-friendly policies here at Georgia Tech.

There are a number of MU and UM-system policies and procedures related to the advancement of women STEM faculty. You can find key policies and procedures on the following websites...

This webpage outlines the AAUP’s stand on affirmative action. Links to their committee on historically black institution and scholars of color, their committee on women in the academic profession, and relevant AAUP Policies can be found here.

The mission of the University of Puerto Rico at Humacao as set forth by the Academic Senate in its Certification 2000-01-30 establishes one of the Institution’s objectives as “to affirm the criteria of ecological balance, inclusion and diversity as principles of all change in a democratic community that aspires to ...

This booklet on Dual Career Assistance covers policies, accommodation strategies, and guidelines.

This webpage is a list of policies on work-life balance. Examples include child care and and maternity leave.

This document contains the result of a committee meeting that focused on the issues of recruitment, retention, and leadership at the University of Michigan. One of the main findings was the need for dual career hires.

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.

Each academic year, faculty are given 15 sick days, up to a maximum of 120 days. A Sick Leave Bank is available to faculty members who need time beyond this allotment. All AAUP faculty members are automatically enrolled to donate one sick day per year to the Bank, effective October 1 of each year.

This presentation covers a project that looked at data about being a parent while in academia.

Policies can be critical to faculty attainment of professional goals, and to supporting a healthy work-life balance. Please click here (http://umaine.edu/advancerisingtide/files/2011/04/Policy-Development.pdf) to review Rising Tide policy activities and areas of focus, or for contact information for our ADVANCE Rising Tide Policy Advocate.

Rising Tide policy activities focus on developing new policies and making sure these and existing policies are publicized, implemented, and monitored. By paying close attention to how policies are working, we will improve their effectiveness and seek any additional policies and procedures needed.

Family Care Resource and Referral Service at University of Maryland

Lehigh ADVANCE will contribute to effective policies and programs for institutional transformation.

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.

An ADVANCE Policy and Procedures Committee will be established to review policies and procedures at JSU and ADVANCE institutions and this committee will develop and integrate best practices for recruitment, retention, and tenure and promotion evaluation procedures.

The policy benchmarking activity was one of the earliest activities in the grant, providing a starting point for identifying areas that should be investigated further in the survey activity.

Advance RIT focused on six research questions described here.

The WLE Task Force will be established to review work-life policies, benefits, and programs. They will focus on Flexible Work Options (tenure clock extension policy; modified duties policy; family/parental leave policy), and Education and Awareness (support programs for faculty during family transitions; formal policy review and development).

The University of Cincinnati is committed to providing an environment that promotes the advancement and well-being of faculty across all departments. The mission of LEAF is to ensure that these opportunities extend to women faculty in the STEM disciplines (Science, Technology, Engineering and Math) by transforming the culture of the University into one that embraces and champions equity for women STEM scientists.

UC Davis ADVANCE is a newly funded Institutional Transformation grant that began in September of 2012. Our program is supported by the National Science Foundation’s ADVANCE Program which aims to increase the participation and advancement of women in academic science and engineering careers. We are excited to launch this website to share information about the program, related research, and our efforts to promote and increase the diversity of science, technology, engineering, and math (STEM) faculty on our ca

This presentation from the 2011 PI Meeting covers MSU ADVANCE grant programs to achieve diversity, their implementation, survey results and faculty perceptions of program success and current status.

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.

UNH ADVANCE Institutional Transformation (IT) builds on information gained in a 2009 ADVANCE PAID grant, Enhancing and Advancing the Scholarship of STEM Women Faculty at UNH. The ADVANCE IT grant, UNH Unbiased, will offer programs and activities in support of long-term institutional initiatives.

This presentation from the 2011 PI Meeting covers MSU ADVANCE grant programs to achieve diversity, their implementation, survey results and faculty perceptions of program success and current status.