This presentation covers bias in the evaluation of job applicants.

Overview of AdvanceVT for the 2006 NSF site visit.

This links to the PDF of the presentation made by WISELI on Climate Workshops for Department Chairs. It discusses the importance of focusing on department chairs for creating department wide change and how to focus on them. This presentation was given at the 2006 PI Meeting.

Sample titles of slides in this presentation are overview, climate in engineering pre-2000, gender differences, the revolving door, pro-active steps taken since 2000, and the institutional transformation grant.

More Women In Science: The Institutional Challenge

Sample titles from slides in this presentation are conceptual clarity and consensus, hurdles before us, comparing proposed measures, and measuring IDR on a large scale.

This presentation covers the bias in service appointment and work.

This presentation covers how the NSF data indicators have evolved and some recommendations for best practices on collecting data.

This presentation from the 2009 PI Meeting covers: context - multi-level, multi-causal dynamics; challenge - linking research to action; key roles - catalysts and intermediaries; and, system approach - an architecture of inclusion.

This presentation shares results from a study in which interviews were conducted with representatives from ADVANCE grantees. The interviews addressed efforts made by the institution to create lasting change. This presentation was given at the 2006 PI Meeting.

This presentation from the 2009 PI Meeting covers: background on CPST, publications, their PAID projects and prior work, and data a study of from professional societies.

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

The ADVANCE Program at Brown supports new initiatives for formal faculty development programs to ensure that all faculty – men and women – have access to the types of resources that cultivate opportunities for success at the highest levels in academia and academic leadership.

Sample titles of slides on this presentation are basic guidelines, essential application materials, cover letter, and more.

This presentation covers some of the initiatives of the ADVANCE program at Georgia Tech. These include making evaluations clearer, changing the climate of a department, and work-life arrangements. Graphs and data are included. This presentation was given at the 2006 PI Meeting.

This presentation covers one way that the ADVANCE Program is to be evaluated. It was presented at the 2009 NSF JAM.

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

This presentation covers the goals and new initiatives of the University of Puerto Rico’s ADVANCE Program. Also covered are outcome measures, curricular dimensions, and their conceptual model. This presentation was given at the 2006 PI Meeting.

This presentation covers the ACES plan to enact change, some of their programs, and what was learned in the first two years.

This document covers the questions and their answers. An example is, "How do you get continued buy-in with previous, current and new administrations? And how do you keep it?"

This presentation explores the term 'fairness' in regards to male and female science faculty. The summary section includes areas of equal and unequal satisfaction, and recommendations are provided.

The sections of this presentation are defining a leader, manager v. leader, definition of leadership style, authoritarian, democratic, laissez fair, gender and leadership styles, and future readings.

Information about the climate survey given out by the University of Texas-El Paso's ADVANCE Program is provided in this presentation.

A review of the academic discussion on part-time tenure, some data, and results from some studies are given in this presentation. It was presented in Panel 1 called Part-time on the Tenure-track: The Nexus between Policy and Utilization.

Sample titles of slides in this presentation are workplace and workforce, individual level, institutional level, interactional level, and the three level model of a caring workplace.

Sample titles of the slides in this presentation are purpose, method - two year longitudinal study, results, and summary and next steps.

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.

This presentation covers the topics of NDSU FORWARD, NSF ADVANCE, challenges, data, findings, and efforts.

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 presentation from the 2004 ADVANCE PI meeting about UW ADVANCE contains tips on hiring and retaining diverse faculty.

Sample titles of slides in this presentation are general thoughts, overview, attrition, description and methods, recommendations, and discussion.

The following presents a summary of the findings documented in the final evaluation report of the Women in Science and Engineering Leadership Institute (WISELI). WISELI has been in existence at UW-Madison since the awarding of an ADVANCE Institutional Transformation grant from the National Science Foundation in 2002.1

This presentation at the 2009 Advancing Diversity at Virginia Tech workshop provides an overview of findings of AdvanceVT's 2008 faculty work-life survey, with comparison to the 2005 survey.

This presentation from the 2009 PI Meeting covers: the persistence of gender inequities in STEM, achieving institutional transformation, the "small wins" approach, the Auburn approach, study on perceived cost/benefits on initiatives.

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 presentation on institutional transformation by the University of California-Irvine’s ADVANCE institution explains how they were able to create changes to promote women in STEM. These are leadership, academic planning, resource allocation and faculty rewards, faculty recruitment and retention, and accountability. This presentation was given at the 2007 PI meeting.

This presentation from the 2009 PI Meeting covers: an overview of the WEPAN Knowledge Center, the goals, vision, mission, what's in the portal, searching in the portal, collaborating with others, and other features.

This presentation covers some of the best practices for applying for and receiving funding from the NSF.

Sample titles from slides in this presentation are ADEPT construction, PTAC report, ADEPT career case studies, GT faculty development online resources, and case study discussion and ADEPT session.

This short presentation introduces networking and why it is valuable.

Example slide titles are a universal challenge, a balancing act, the challenge of conflict, conflict in academia, expectations in interpersonal conflict, expectations in interpersonal conflict, internal dynamics, and more.

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

This presentation covers understanding unconscious associations, demonstrations of biases, how bias can effect behavior, and breaking free of biases.

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 webpage is a list of presentations and publications from the Harvey Mudd College

This presentation is a description and sample outcomes from work of a committee on promotion and tenure.

This presentation from the 2009 PI Meeting covers: addressing NSF goals, core programs, exploratory research, collaborative and interdisciplinary areas, and crosscutting and NSF-wide programs.

Calendar for CU-ADVANCE Program

This presentation covers one way that the ADVANCE Program is to be evaluated. It was presented at the 2009 NSF JAM.

An overview of research methods is provided in this presentation for the 2007 PI Meeting. Links and resources are listed.

This presentation covers the topics of: the GT ADVANCE Program, Interviews with GT women faculty, Interviews - findings and implications, Survey from peer institutions, and GT and peer institutions.

Example slide titles are diversity are difficult to achieve, groups versus individuals, studies, and many pictures of TIME Magazine.

This presentation from the 2009 PI Meeting covers: history of AWM, their early work and their outcomes, AWM's current approach through stages, direct advocacy, and arguments for diversity.

The sections of this paper include types of presentations, common features for presentation success, poster presentations, platform presentations, and seminars for job interviews.

Results from the COACHE Survey of tenure-track faculty job satisfaction are reported in this presentation for the 2007 PI Meeting. Dimensions of the work environment, differences between STEM male and female faculty, and recommendations to improve the experiences of STEM women are discussed.

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 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.

This presentation covers the glass ceiling and gender bias in trying to attain academic leadership positions.

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.

Dual Career Interview Protocol For Department Chairs

This presentation covers some of the activities and initiatives up until 2004. The last two slides cover some assessment and research that was being done.

Perspectives from an associate dean and associate professor on the academic job search.

This short presentation covers how to be a successful research program.

Sample slide include Purpose of Initial Session, Paired Interviews, Agenda

This presentation covers recruitment efforts, including statistics and brochures, at UCI.

This presentation from the 2009 PI Meeting covers: the STEM landscape for persons with disabilities, research and doctoral training, Wright State's vision, the STEM pipeline and disability, and next steps.

For the 2004 site visit by NSF the provost and vice president for academic affairs gave this presentation. It covers an overview of Georgia Tech and then statistics on the number of women in departments.

This presentation from the 2009 PI Meeting covers: a preview of the AAUW report on gender equity in science, technology, engineering and mathematics, seven headlines from the literature review, student mindsets, data from a case study, stereotype threat, and how interventions work.

This webpage is a list of papers that have been accepted/submitted and in development. The bottom half of the webpage is a list of presentations.

This presentation covers what is climate, how is climate measured, what are some key indicators of change, what was learned from ADVANCE, and what role a department head plays in change.

What are the characteristics of liberal arts colleges that influence faculty roles and responsibilities? What faculty recruitment and career development practices and policies currently exist at the department and institutional level? How can a horizontal mentoring strategy provide senior women STEM faculty at liberal arts colleges with the faculty development resources that they need? How has this NSF-ADVANCE-PAID project begun to impact departmental and institutional policy development?

Sample titles of slides in this presentation are ADVANCE PROJECT GOALS, Work-Life Survey at URI, 19 institutions With Common Goals

Provost and AdvanceVT PI Mark McNamee gave an update on the status of AdvanceVT initiatives for the 2007 Advancing Diversity at Virginia Tech workshop

Sample titles from slides in this presentation are theories for understanding the gender gap in science, network v. hierarchical organizations, interdisciplinary contexts benefit women, why greater equity in biotech firms?, some outcomes of interdisciplinary research in the biotech industry, and concluding thoughts.

Sample titles of slides in this presentation are Problem: Shrinking Pool in Computer Science (CS), Too few women & minorities in Computer Science, Research Highlights Multiple Relevant Factors

This presentation covers the STRIDE Committee, their goals, current status at the university, barriers to women, and proposed studies and solutions.

Tips for success in grad school and beyond from an engineering professor.

Sample titles of slides in this presentation are At the start of the program, ADVANCE Institutional Transformation Program at the University of Rhode Island

This presentation covers how to do some social science along with some recommendations and best practices. It was given at the 2009 NSF JAM.

This presentation covers the methods used to create, disseminate, and analyze a work environment survey.

This presentation is provided for faculty who want to encourage women in departments where they need support. Best practices and recommendations are provided.

This presentation is brief overview of the ADVANCE Program at Georgia Tech. Graphs are included

As we focus on preparing our students for the 21st Century Workplace, it is critical for faculty to focus on their own professional and personal development. The professional health and vitality of faculty has a direct impact on student learning and development. At some liberal arts colleges, small department sizes can have a negative impact on the ability of faculty to stay current and to meet the diverse expectations of their roles in the college.

This presentation is an overview of the ADVANCE Program at ISU. It provides information about their goals, how they plan to change, and at the end there is a series of statistics and tables.

Pfirman, S. and D. Rhoten, Interdisciplinarity, Diversity and the Academic and Research Enterprises. Report from the workshop: Women, Minorities and Interdisciplinarity: Transforming the Research Enterprise, November 12-13, 2007.

In the spring semester of 2007, Vice Provost Laurie Beth Clark approached the WISELI staff about conducting a research study of faculty attrition at UW-Madison. This request came on the heels of a report disseminated in 2006 about why female faculty in scientific and engineering fields leave campus.

This presentation covers some of the background of the ADVANCE program at URI, their five goals, and then information about the faculty fellows program.

This presentation is an overview of the ADVANCE program at UIC. It covers some of their initiatives and who has applied to their programs. Provided in this presentation is the University of Illinois-Chicago efforts to increase the number of female post doctoral students in STEM. Their ADVANCE program set up a program with funding and was able to offer a small handful of positions. The support those students were given, how they were chosen, and why this program is important is explained in this presentation

Dr. Marlene Zuk, gave a presentation and lead a discussion about bias in the evaluation of scholarship and its impact on the representation of women in science and engineering.

This presentation from the 2009 PI Meeting covers: promoting participation for women of color, the NRC Report, international collaborations, building an ADVANCE team, effective use of institutional data, effective mentoring, talking about unconscious bias, liaisons among professional societies, retaining postdocs, developing leaders, networking across disciplines and across institutions, policy development, informative climate survey, engaging administrators, the life cycle of an ADVANCE grant, and search c

Dual Career Interview Protocol For Faculty

This presentation covers some of the successes of the ADVANCE program at New Mexico State University - such as start up package enhancement, and some challenges.

This presentation covers findings from a study that used semi-structured interviews to look at participation, performance, and advancement.

This presentations on dual career issues covers concerns from chairs, and advice.

This presentation is on problems with the childcare system: special care, care after hours, care during unusual hours.

Sample titles of slides in this presentation are STEM Disciplines, NSF ADVANCE Program, Targets for Institutional Transformation, Individual Level Targets, Targets for Institutional Transformation, Institutional Level Targets, and more.

This presentation covers the ADVANCE program and their initiatives

This presentation covers an overview of funding opportunities at NSF, investment areas, and how to meet their criteria.

This presentation from the 2009 PI Meeting covers: UMBC's grant award, benefits of existing policies, and objectives of the UMBC program.

This presentation from the 2009 PI Meeting covers: publication bias, temporal and journal bias, bias in peer-review, potential for bias in reviews, and gender bias.

The University of PR’s ADVANCE program presented their strategic evaluation and conversation process at the 2006 PI Meeting in this presentation. The purpose, background research, indicators, and findings are included.

This presentation covers three years of initiatives and some of the data that supports change.

This webpage is a list of presentations. With each presentation is the date, title, presenter, and title of the presentation.

This presentation covers the preliminary results of the URI work environment survey. Some statistics along with information on career satisfaction, the work environment, and colleague interactions are provided.

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.

In this presentation is a discussion of how Georgia Tech is different than other national institutions and the presenters insights as a female dean. This presentation was given at Georgia Tech’s 2004 NSF Site Visit.

This presentation from the 2009 PI Meeting covers all the features of the ADVANCE Portal such as how the links are organized, the map and institutions webpage, information displayed for each link, the webmaster toolkit, and more.

This presentation covers the need for childcare and some issues surrounding how to build and serve children.

Presented at the 2007 ADVANCE PI meeting is a study on the different ways to the doctoral degree by the University of Texas-El Paso’s ADVANCE program. The procedure, findings with many quotations, and observations are included.

Perspectives from a recently hired faculty member on the academic search process.

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.

This presentation covers the reasoning and results from a study on satisfaction in the college of engineering.

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 presentation provides background on the ADVANCE Program at Brown, their staff, and some of their initiatives.

This presentations covers the history of discrimination of women in science and then extends into how to discrimination now exists. The end of the presentation looks at the future of women in science and how to success in the 'end game'.

This presentation from the 2009 PI Meeting covers: making transformations permanent, UM ADVANCE, their missions, institutionalization, their new initiatives, sustaining successful transformations, providing administrators with critical data, and continuing transformation in one college.

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

Titles of slides in this presentation are early preparation, application materials, interview invitation, setting the agenda, and what to wear.

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.

Sample titles from slides in this presentation are why begin with practices, key questions, stepping out- politics of boundary crossing, and diversity rushing in.

This presentation covers some statistics and graphs to present data about gender disparities in the Natural and Social Sciences.

Sample titles of slides in this presentation are rationale, Lee and Mnitchell's unfolding model of voluntary turnover, extending the unfolding model, why academia, research goals, hypotheses, method, results, and summary.

CWRU’s ADVANCE program presented their initiatives to increase women in STEM at the 2007 PI Meeting. These initiatives (ex: department initiatives grants) span all the way from the top of academia down to campus.

This presentation from the 2009 PI Meeting covers: information about Ohio State, their CEOS project, and their campus partners.

This presentation covers tips on how to make the interview process clear and productive. Tips include providing an itinerary, what to ask and what not to ask, and giving a realistic picture.

Sample titles of slides in this presentation are evaluating formative change, initiating change through dialogue, incentive funds, extending effects of incentive grants, monthly workshops, writing workshop, and more.

This presentation covers the topics: Understanding unconscious associations, Demonstration of or biases, How unconscious bias affects our behavior, and Breaking free of biases.

This presentation gives the background and strategies for the Texas Tech program

This presentation covers the mentoring initiative started by New Mexico State University’s ADVANCE program. The purpose, measures, and results are included. This presentation was given at the 2006 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 from the 2009 PI Meeting covers: efforts of the physics community, statistics on increases in PhDs, sharing best practices, APS meetings and conferences, and the IUPAP.

Sample Slides: The Problem, Past Solutions, New Approach

This presentation covers some best practices for encouraging people to come to the University of Montana.

Funding for comprehensive and sustainable institutional transformation to increase the representation and advancement of women in academic science technology engineering and academic science, technology, engineering and mathematics (STEM) careers, thereby contributing to the development of a more diverse science and engineering workforce.

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.

Sample titles of slides in this presentation are history of URI's dual-career policy, policy statement, guidelines, overview of challenges, and where do we go from here.

This presentation covers the progress made by the Case Western Reserve University's ADVANCE Program. Rationalization for gender equity, some statistics, and then specifics about the ACES program are explored.

This presentation from the 2009 PI Meeting covers: a study that "examines the differing pathways to the doctoral degree and initial academic appointments among women in the 18 academic departments under the auspices of an ADVANCE grant."

Sample titles of slides from this presentation are publishing in a context, keep your eyes on the prize, publishing and your career as a scientist, and writing research papers.

The sections of this presentation are undergraduate STEM degrees, graduate degrees, pipeline problems, climate of discrimination, pay gap by gender, stay at home spouse, mommy tracking, and more.

A major point of this presentation is that effort that comes only from outside an institution is not going to create lasting change. Through the University of North Carolina’s ADVANCE program, they looked at policies, practices, structure, and empowerment to create their institutional changes. These are described in this presentation which was given at the 2007 PI Meeting.

Advice for graduate students on preparing for an academic job interview (audio and slides).

This presentation on culture change, shows some statistics, program goals, and then some of the initiatives that have been started to help with existing problems.

This presentation is a set of discussion points for work-life balance.

This presentation from the 2009 PI Meeting covers: statics showing differences of women at varying career levels, how national societies can make effects compared to institutions, and then how for a society to be successful as an ADVANCE Grantee.

This presentation covers some of the efforts for institutional transformation through Georgia Tech's ADVANCE Program.

This presentation is a quick guide to the steps towards tenure.

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.

Perspectives from a faculty member at a small liberal arts college.

The AdvanceVT Department Climate Committee surveyed the heads and chairs from the Colleges of Engineering and Science about successful strategies used to promote department climate. Selected results from the survey, completed in December 2006, are summarized in this presentation.

Are we making progress?

This presentation from the 2009 PI Meeting covers: physicists don't know what current research is already being done, additional challenges, the mixed acceptance of diversity goals, the need for context, how to get data into the hands of natural scientists

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

April Brown gave this presentation on Duke's women's initiatives at the first Advancing Women at Virginia Tech workshop in 2004.

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”.

This presentation from the 2009 PI Meeting answers the questions: what are the characteristics of liberal arts colleges that influence faculty roles and responsibilities? What faculty recruitment and career development practices and policies currently exist at the department and institutional level? How can a horizontal mentoring strategy provide senior women STEM faculty at liberal arts colleges with the faculty development resources that they need? How has this NSF-ADVANCE-PAID project begun to impact dep

This presentation from the 2009 PI Meeting covers: the need to focus on department climate, ways to assess department climate, and how Utah State, WISELI, and Hastings College has worked with department change.

This presentation covers efforts at Case Western University to increase diversity and create climate change. These include defining the challenge, grassroots participation, policy and procedure, recruitment, retention, advancement, and faculty satisfaction.

This short presentation covers selection and hiring, and promotion, tenure, and advancement. At the bottom of each slide is progress to date on the activities and practices that have influenced change at University of Maryland-Baltimore.

Covered in this presentation is features of mentoring committees, and a case study's findings.

This presentation covers the features of the ADVANCE Portal and where it will be heading in the future. It was presented at the 2009 NSF JAM meeting.

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.

This presentation focuses on the efforts of the ACES Program. Their goals and objectives, levels of intervention, activities and progress, and challenges and difficulties are discussed.

Example slide titles are gender stereotypes: two aspects, descriptive gender stereotypes, why are they?, perceived attribute negative performance expectations, ambiguity boosters, characteristics of successful female managers, and more.

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 presentation covers how gender bias has become institutionalized and how it is subtle but effective. Some graphs and key examples of overheard comments are included.

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.

Sample titles of slides in this presentation are AdvanceVT overview, survey background, survey respondents, analyzing survey results, and more.

This presentation covers the NSF required data indicators, problems with using them, and how they were collected.

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.

The Georgia Tech (GT) ADVANCE Initiative takes an integrated institutional approach to organizational factors that support positive outcomes—and best practices—among faculty in academic science and engineering.

The sections of this presentation are what is networking, your networking universe, networking quiz, 10 commandments of networking, and closing tips.

Sample titles of slides in this presentation are Dual Career Research, Quantitative Preliminary Results, President’s Commission on the Status of Women

This presentation by the University of Michigan’s ADVANCE program focuses on how to measure change when trying to increase women in STEM. Their measures and findings are reported. This presentation was given at the 2007 PI meeting.

Provost and AdvanceVT Principal Investigator Mark McNamee gave this update to the university community at the 2009 Advancing Diversity at Virginia Tech workshop.

This short presentation introduces mentoring and why it is valuable. There are slides on the role of the mentor, mentee, and institution.

This presentation covers many statistics on pregnancy and parenthood in terms of time to graduate, attain tenure, and other careers. It was presented at the 2008 ADVANCE PI Meeting in a session called "Do Babies Matter? The New Norm on Flexibility in Science and Engineering.

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.

Tips on how to engage the current generation of students in the classroom (audio and slides).

This presentation from the 2009 PI Meeting covers: a description of the panel, the grant at Towson University, goals, institutional policies and data, and dissemination.

Hunter College’s ADVANCE Program provided small grants to help support and set up mentor pairs. Provided in this presentation is background information, measures of change, testimonials, observations, and challenges.

This presentation is about the kinds of information that can be collected to compare ADVANCE programs and their growth. Examples include space allocation, attrition analysis, and salary equity analysis.

Information about why and how to collect data so that ADVANCE programs can compare data is provided in this presentation.

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.

This presentation covers some recommendations on how to increase professional presence when teaching and in a career. Specifically, the importance of clear communication and professional manners were highlighted.

Sample titles from slides in this presentation are: networking is a natural process, we can stimulate the process by, a successful faculty career, and early career network cornerstones.

The STRIDE program at the University of Michigan is introduced with this presentation. Started by its ADVANCE program, STRIDE works to decrease gender bias in the hiring process. What this program has found to be successful (e.g., skits), and how it became successful is explained. This presentation was given at the 2006 PI Meeting.

This presentation is an overview of the ADVANCE Program at Kansas State. It covers topics such as their initiatives, goals, and institutionalization.

This presentation covers the topics: Building the case for mentoring, What is mentoring and what are mentoring models, Personal Experience, and Making peer-mentoring work for you.

PPT from the 2004 ADVANCE PI meeting about UW ADVANCE, promotion and tenure at UW, and resources for faculty.

This presentation covers why institutionalization and benchmark data indicators are important for creating sustainable change.

These presentation slides from the 2009 Advancing Diversity at Virginia Tech workshop provide a primer on bias and ways to address it.

Georgia Tech’s ADVANCE Program has an initiative to help people who need to change their duties with funding. Information on this program can be found in this presentation which covers how to apply, what to put in your request, request letter formats, guidelines, leave issues, criteria, and data.

Dr. Alma Clayton-Pedersen of AAC&U gave a keynote presentation on building capacity for inclusive excellence at the 2009 Advancing Diversity at Virginia Tech workshop.

A presentation by working group members, steering committee members, and University partners detailing the progress of project components and the progress towards institutionalization.

Sample titles of slides in this presentation are Why aren’t there more women in science, Women are, Research shows...

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.

This presentation on work-life balance covers the topics of the impact of gender, bias avoidance, seeking balance, references.

Sample Slides: Institutional Transformation, Stages of change for smoking cessation, 5 assumptions about adult learning

This presentation covers topics like explaining race and gender differences, minding the gap, stereotype threat, contextual cues, working memory capacity, and a stress-induced cognitive deficit model of stereotype threat.

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 presentation from the 2009 PI Meeting covers: advocates for diversity, current state of affairs, and the AWIS diversity task force

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.

This presentation covers why diversity is important for the workforce. It also covers how to recruit for diversity.

In the spring semester of 2007, Vice Provost Laurie Beth Clark approached the WISELI staff about conducting a research study of faculty attrition at UW-Madison. This request came on the heels of a report disseminated in 2006 about why female faculty in scientific and engineering fields leave campus.

Sample slide titles are background, basic points, data we have gathered and used, percentage representation of female faculty by division - assistant professors, hiring from 1992-2002, and more.

This long presentation is a comprehensive background on the ISUADVANCE Program. It covers many of their initiatives and policies.

This presentation from the 2004 ADVANCE PI meeting about UW ADVANCE includes tips on hiring and retaining a diverse faculty.

This short presentation covers activities being offered by Case Western Reserve University's ADVANCE Program. These activities are a distinguished lectureships, opportunity grants, departmental initiative grants, and search committee training.

This presentation is a list of tips such as how to make personal contacts, write your CV, cover letter, and how to handle an interview and offer letter.

Dr. Cathy Trower led a workshop for pre-tenure faculty at Virginia Tech in 2008 to discuss findings of the COACHE survey.

This presentation covers institutional context, ACES overview, university transformation, faculty development, resources and support, research and evaluation, student centered activities, and next steps and goals.

This presentations covers the topics of FORWARD's vision, the NSF ADVANCE IT Program, the status of women faculty at NDSU, their challenges, the framework for institutional transformation, and major components.

This presentation from the 2009 PI Meeting covers: visions, missions, and values of catalyst grants, research studies, and a study to determine potential vulnerabilities to gender stereotyping in talent management systems.

This presentation covers the problems within trying to measure change in institutional culture.

Update on the status of implementation of the recommendations of the Task Force on Race and the Institution

Dr. Cathy Trower from Harvard's Collaborative on Academic Careers in Higher Education (COACHE) presented findings from Virginia Tech's participation in the national survey of pre-tenure faculty at the 2008 Advancing Diversity at Virginia Tech workshop.

This presentation from the 2009 PI Meeting covers: levels of diversity thinking, forecasting and prediction, and problem solving.

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.

The Mid-Career Mentoring Program at the University of North Carolina at Charlotte

Because of our talented faculty and Hispanic-majority student population, UTEP is the ideal setting to create, implement, and document a model for diversifying the academic workforce and contributing to the national goal of creating positive and sustainable change in academic climates through...

The University of Washington’s ADVANCE program for faculty in personal and professional transitions throughout their careers is covered in this presentation. Some data and graphs on distribution and outcomes are included. This presentation was given at the 2006 PI Meeting.

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.

This presentation from the NSF 2009 JAM gives some highlights about how to manage media while doing gender research.

This presentation gives an overview of initiatives from the ADVANCE Program at Georgia Tech such as ADEPT and mentoring programs.

Presentations and Publications

Presentation slides for faculty on good practices in faculty recruiting and gender biases in the search process. This is a supplement to the primary presentation.

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.

Example slide titles are structuring inclusive environments, positivity towards dorm-mates over the first 21 days, anxiety about asking for help with academic problems, change in GPA, why intergroup friends, and more.

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.

Sample titles of slides in this presentation are differences between eastern and western culture, ways of life, and boss.

Presentation on Dual Career Research

This presentation covers the different ways to do evaluation, an actual evaluation, and some results for measuring change at ADVANCE institutions. This presentation was given at the 2007 PI meeting.

This presentation from the 2009 PI Meeting covers: AOU proportion of student members and total members who are women, how women have dropped out of the pipeline, how the society has aged, and women in societies.

This presentation looks at leadership by women, participation by women, and recognition of women's contributions.

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.

Sample titles from slides in this presentation are categories of interdisciplinarity, three modes of scientific research, problem orientation and interdisciplinarity, and references.

This presentation from the 2009 PI Meeting covers: goals, proposals, intellectual merit, broader impacts, special review criteria, project evaluation, and example awards.

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

Sample title slides in this presentation are overall international population, international student enrollment trends at Rice, Rice international student areas of world and field of study, and more.

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

This presentation for the NSF Site visit gives an overview of the ADVANCE program at URI.

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.

Sample titles from slides in this presentation are logistics, opportunities, and time frame.

Information about the Stop The Clock program, the benefits of its use, and why it is not used is discussed in this presentation.

This presentation from the 2009 PI Meeting covers: that awards are inherently social processes, the percentage of men and women in physics, and a paper called 'Evaluating Science or Evaluating Gender?'

A presentation on how the National Director of the Higher Education Recruitment Consortium helps dual career academic couples. This document is from Panel #1 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.

This presentation covers their model of stages of change when applied to institutional transformation.

This presentation covers networking and how their mini-grants have helped create working network through sponsors.

This presentation gives a brief overview of the program, where PR is located, what UPR is like, and the impacts of 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.

The sections of this presentation are the top ten things that new faculty need to know, mentoring works, benefits for mentors, benefits for institution, guidelines for mentors, guidelines for administrators, qualities of a great mentoring program, and responsibilities of OWISE office.

This links to the PDF of the presentation made by the University of Washington on how effective the workshops for department heads were. The presentation includes information about why these workshops are important, what was effective, and best and worst practices. This presentation was given at the 2006 PI Meeting.

Sample titles from slides in this presentation are focus – and rationale, study of undergraduate programs for women in science and engineering – in collaboration with G. Sonnert, study of faculty in computing, and implications.

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.

Guidelines, Philosophical Framework, AAUP Contract Provisions

This presentation covers research done to look at faculty perceptions and experiences.

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.

This presentation covers the results of efforts made by CWRU's ADVANCE program to implement executive coaching. Coaches were assigned to selected department chairs, administrators, and female faculty, and surveys were used to evaluate the experiences of participants. The results show that everyone felt better prepared for their career after coaching, but that men had a higher baseline than women. This presentation was given at the 2006 PI Meeting.

Sample titles of slides in this presentation are “Increase the number of ranked women STEM faculty”, “Increase the number of ranked women STEM faculty”

PPT from the 2004 ADVANCE PI meeting about UW ADVANCE and the cross department cultural change program.

This presentation covers some practices from industry that could be ported over to academia to help change the climate. Examples include increasing flexibility, actions a chair can do, and on ramps. It was presented in 2008 in the second panel on the Boardroom to the Academy: How Promising Corporate Workplace Practices Can Transform the Academic Culture.

This presentation is an overview of the work lead by the ADVANCE Program at Georgia Tech. Lists of their initiatives along with statistics on success are included

Titles of slides in this presentation are focusing on pre-tenured faculty, COACHE survey overview, selected peer institutions, and more.

Example slide titles are learning success, individual's belief about intelligence, guiding hypotheses and questions, experiments, memory performance, individual differences in response to negative feedback, and more.

This presentation from the 2009 PI Meeting covers: UTEPs mission, goals, where they started from, organizational structure, value added by ADVANCE, recruiting Latina faculty.

PPT from the 2004 ADVANCE PI meeting on UW ADVANCE CIC and mentoring for women.

This presentation covers the WEPAN Knowledge Center, which is a new portal to all information related to women in engineering. It was presented at the 2009 NSF JAM.

Sample titles of slides in this presentation are evaluation of goal 1, high visibility, qualitative assessment, climate survey findings, predicting career satisfaction, evaluation of goal 2, and increasing women hires.

This presentation from the 2009 PI Meeting covers: dissemination outlets, how to get started, preparing your manuscript, the JWMSE Review Timeline, and tips.

This presentation covers topics such as the composition of search committees, how to create and place ads, and how to recruit for diversity.

Sample Slides: What are characteristics of change? One model of change, Situation in the STEM fields

This presentation from the NSF 2009 JAM covers different NSF initiatives and programs to help increase participation in science.

Presentation of Communication and Conflict Resolution

Sample titles from slides in this presentation are project overview, emerging observations on IID, and gender implications.

This presentation from the 2009 PI Meeting covers: the first use of a survey in 2003, their dual agenda approach, changing philosophy, and different departments and the strategies that work.

This presentation covers why climate is important, job satisfaction, climate dimensions, and some statistics.

This presentation from the 2009 PI Meeting covers: goals, program history, awardees, current award mechanisms, ADVANCE awards, information about PAID awards, and contact information.

Sample Slides: The Problem,Past Solutions, New Approach

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.

This presentation from the 2009 PI Meeting covers: Senator Kaufman, evaluating awareness of the role of engineers in the economy, the 2008 Farm Bill, and the STEM Education Coordination Act.

To help with increasing the number of women in STEM fields at the time of hire the ADVANCE program at the University of California-Irvine put together new forms and processes. This presentation was given at the 2006 PI Meeting, and includes graphs and results.

Presentation slides for faculty on good practices in faculty recruiting and understanding gender biases in the search process.

This presentation covers advice for how to deal with students who might be in emotional distress.

The sections of this presentation are the goals, the project, the mentoring program, the grant writing program, the monthly faculty lunch at the Ropp Program, distinguished lectureship program, and others.

Sample titles from slides in this presentation are theoretical focus, interdisciplinary research as collaborative, gender and collaboration, institutional structure, and university based research centers, and empirical issues.

This presentation covers a background on the ADVANCE Program at Brown University, Resources for writing grants, and some data on the current research funding climate.

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.

Sample Slides: Institutional Transformation, Stages of change for smoking cessation, 5 assumptions about adult learning

Sample titles of slides in this presentation are why are we still here, overview, state of the science nation, status of females and minorities, current strategies for addressing inequities in science, possible sources of inequity, "gender" - reductionism... why?, and more.

This presentation covers the need for childcare and some issues surrounding how to build and serve children.

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.

This presentation from the second annual Advancing Women at Virginia Tech workshop gives an overview of Virginia Tech's AdvanceVT program.

This 2006 presentation describes the findings of a study of the first two rounds of Institutional Transformation grant recipients and identifies successful strategies and indicators of lasting change.

This presentation covers aspects of mentoring such as: How to fine good mentors, What does a good mentor do, and Moving on: junior faculty.

This presentation gives an overview of the ADVANCE Program at the University of Montana. Their policies, mentoring program, assessment, and outreach is covered.

This presentation is on minority women in SandE. There is a graph at the end showing percentages and information on mentoring.

On January 10, 2005, Dr. Denice Denton, dean of engineering and ADVANCE PI at the University of Washington, gave this presentation at the second annual Advancing Women at Virginia Tech workshop.

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation Report I

The Work Environment for Tenure Track/Tenured Faculty at the University of Maryland Advance Research and Evaluation Report I: Overall Findings

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland ADVANCE Research and Evaluation Report for ARHU

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: ARHU Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: ARHU Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: BSOS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: CMNS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: CMNS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: EDUC Report

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland: ADVANCE Research and Evaluation Report for EDUC.

Extramural Research opportunities at the NIH

The TAMU ADVANCE-IT initiative incorporates the facets of APA’s model of a Psychologically Healthy Workplace (PHW) to guide the activities towards creating a work culture that is supportive and free from bias for all individuals.

This page contains links to online videos of AAFAWCE Presentations.

This PowerPoint presentation presents findings of RIT's self-study across colleges with STEM departments to collect and analyze data on the factors that women seek in an academic position and determine how well RIT provides (or fails to provide) for these through climate study activities, policy benchmarking, and objective data review.

Links to conference presentations and posters about the National Postdoctoral Association ADVANCE program.

This presentation from the 2011 PI Meeting covers evaluation of 19 institutional ADVANCE awards. It included strategies and processes used to influence gender representation in academic STEM departments; transform institutions so that, in time, ADVANCE will no longer be needed; and processes of institutional change.

This presentation from the 2011 PI Meeting covers an evaluation of the first two rounds of ADVANCE IT project awards and the impact they have had in three key areas: policies, practices, and structural changes.

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 women of color in the STEM discipline using professional society data.

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 2011 PI Meeting covers: faculty development for STEM deans and department chairs in collaboration with university of Washington(UW)and a higher education association, the Council of Colleges of Arts and Sciences (CCAS) as potential change agents.

This presentation from the 2011 PI Meeting addresses how we think as faculty members; women faculty members barriers to access in the academy and faculty rewards, impact of discrimination in terms of policies, and what actions and strategies we can take.

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: the effect on culture on gender differences in STEM disciplines.

This presentation from the 2011 PI Meeting covers:Exploration of the Effects of Race, Ethnicity and Socioeconomic Class on Gender Stereotyping of STEM Disciplines

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 discussion of various complex variables including power and privilege that predict achievement in STEM discipline and life apart from ability.

This presentation from the 2011 PI Meeting presents an overview of ADVANCE programs at Kansas State, including various programs initiatives and institutionalization.

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 provides an overview of the evolution of ADVANCE at the University of Maryland Baltimore County (UMBC).

This presentation from the 2011 PI Meeting covers: an overview of programs and strategies put in place at North Dakota State university for women advancements and retention and ways to engage men to be part of the process.

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

This presentation from the 2011 PI Meeting covers: the strategies for effective program evaluation and importance of having an external evaluator for ADVANCE grant.

Wanda Ward's presentation from the European Gender Summit was shared at the 2011 PI Meeting. It provides an overview of NSF programs dealing with advancing women scientists in academe, the under-representation challenge, representative external and internal drivers, and ways to address these problems through life balance initiatives.

This presentation from the 2011 PI Meeting is designed to help grantees prepare for site visits. It covers the evaluation process at NSF, role of evaluation, internal and external evaluation, and evaluation challenges.

This presentation from the 2011 PI Meeting covers: an overview of work life satisfaction, survey results, work life balance, and best practices for work life satisfaction,

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.

This presentation from the 2011 PI Meeting covers a description of strategies for organizational change using Bolman & Deal’s multi-frame model of organizational analysis, research and theoretical work, and strategic change interventions in ADVANCE programs. (Progress report on longer term study of first two rounds of IT grantees.)

This presentation from the 2011 PI Meeting covers: from United States Patent and Trademark Office is an overview of the intellectual property process; patents, commercializing ideas or inventions,and the trademark process.

This presentation from the 2011 PI Meeting covers: an overview of Project REACH at Ohio State, entrepreneurship, commercialization, intellectual property (IP) rights and its impact, and empowering women in IP rights.

This presentation from the 2011 PI Meeting covers: context - Entrepreneurship among women, connecting research to the market; role of University in faculty inventions, corporate research offices,and Startups.

This presentation from the 2010 PI Meeting covers: background on AWIS, a national advocacy organization championing the interests of women in science, technology, engineering, and mathematics (STEM) across all disciplines and employment sectors; their projects and partners.

Robert Drago's keynote address at the 2010 PI Meeting covers bias against caregiving in the academy, studies done, challenges women face, and ways to solve the problems.

This presentation from the 2010 PI Meeting covers: How RU efforts in cultivating community to support diverse faculty and women in sciences through culture change.

This presentation from the 2010 PI Meeting covers: background on American Society of Plant Biologists (ASPB) and report on changes made to ASPB awards process to increase diversity, and impact of the changes.

This presentation from the 2010 PI Meeting covers: A meta-analysis of empirical research on women of color in STEM careers, 1970-2008.

This presentation from the 2011 PI Meeting covers evaluation of 19 institutional ADVANCE awards. It included strategies and processes used to influence gender representation in academic STEM departments; transform institutions so that, in time, ADVANCE will no longer be needed; and processes of institutional change.

This presentation from the 2011 PI Meeting covers an evaluation of the first two rounds of ADVANCE IT project awards and the impact they have had in three key areas: policies, practices, and structural changes.

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 women of color in the STEM discipline using professional society data.

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 2011 PI Meeting covers: faculty development for STEM deans and department chairs in collaboration with university of Washington (UW) and a higher education association, the Council of Colleges of Arts and Sciences (CCAS) as potential change agents.

This presentation from the 2011 PI Meeting addresses how we think as faculty members; women faculty members barriers to access in the academy and faculty rewards, impact of discrimination in terms of policies, and what actions and strategies we can take.

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 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 describes a study of the effect of culture on gender differences in spacial abilities.

This presentation from the 2011 PI Meeting covers:Exploration of the Effects of Race, Ethnicity and Socioeconomic Class on Gender Stereotyping of STEM Disciplines

This presentation from the 2011 PI Meeting covers discussion of various complex variables including power and privilege that predict achievement in STEM discipline and life apart from ability.

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 provides an overview of the evolution of ADVANCE at the University of Maryland Baltimore County (UMBC).

This presentation from the 2011 PI Meeting covers: an overview of programs and strategies put in place at North Dakota State university for women advancements and retention and ways to engage men to be part of the process.

This presentation from the 2011 PI Meeting covers: the strategies for effective program evaluation and importance of having an external evaluator for ADVANCE grant.

Wanda Ward's presentation from the European Gender Summit was shared at the 2011 PI Meeting. It provides an overview of NSF programs dealing with advancing women scientists in academe, the under-representation challenge, representative external and internal drivers, and ways to address these problems through life balance initiatives.

This presentation from the 2011 PI Meeting is designed to help grantees prepare for site visits. It covers the evaluation process at NSF, role of evaluation, internal and external evaluation, and evaluation challenges.

This presentation from the 2011 PI Meeting covers: an overview of work life satisfaction, survey results, work life balance, and best practices for work life satisfaction,

This presentation from the 2011 PI Meeting covers: How Lehigh University has managed to deliver on worklife policies already in place.

This presentation from the 2011 PI Meeting covers: How Lehigh University has managed to deliver on worklife policies already in place.

This presentation from the 2011 PI Meeting covers a description of strategies for organizational change using Bolman & Deal’s multi-frame model of organizational analysis, research and theoretical work, and strategic change interventions in ADVANCE programs. (Progress report on longer term study of first two rounds of IT grantees.) PI2011, Presentations, Resources, Transformation, Change Sandra Laursen, Ann Austin University of Colorado, Boulder, Michigan State University

This presentation from the 2011 PI Meeting from United States Patent and Trademark Office is an overview of the intellectual property process; patents, commercializing ideas or inventions,and the trademark process.

This presentation from the 2011 PI Meeting covers: an overview of Project REACH at Ohio State, entrepreneurship, commercialization, intellectual property (IP) rights and its impact, and empowering women in IP rights.

This presentation from the 2011 PI Meeting covers: context - Entrepreneurship among women, connecting research to the market; role of University in faculty inventions, corporate research offices,and Startups.

This presentation from the 2011 PI Meeting presents an overview of ADVANCE programs at Kansas State, including various programs initiatives and institutionalization.