WISELI’s series of Climate Workshops for Department Chairs are the culmination of efforts by many faculty and staff at UW-Madison during the past three years. In the original proposal to the NSF, these workshops were proposed as the following: UW-Madison has a successful workshop series on leadership designed for department chairs. In the series, chairs meet weekly with presenters who each

[This report] describes gender differences (differences between men and women) and racial-ethnic differences (differences between white and faculty of color, including Asian/Asian American faculty) within two disciplinary areas: science and engineering and social science.

The purpose of this report is comparison of the gender and race differences examined among science and engineering faculty to those among social science faculty.

Annual Reports submitted to NSF

Year 5 of the University of Texas at El Paso (UTEP) NSF ADVANCE Institutional Transformation for Faculty Diversity initiative was a bittersweet one as we began the serious work of institutionalizing our project. This gave us the opportunity to consider what we have...

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

This document is a series of statistics and tables to support the third year annual report.

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

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.”

The recruitment and promotion of women in the science, technology, engineering and math (STEM) disciplines present several challenges. Some of these include salary and promotion lags, less access to resources and professional and social networks, more challenges balancing career and family, ...

The New Mexico State University Advancing Leaders Program (ALP) is a year-long leadership program that trains 12 tenured participants from the Las Cruces and Doña Ana campuses annually. The program’s objectives are to develop leadership and managerial skills, improve personal skills for leadership in teaching, research, service, extension, or administration, and provide opportunities for emerging leaders to gain an understanding of the “Big Picture” at NMSU.

4,500 tenure-track faculty members at 51 colleges and universities were asked about factors contributing to their job satisfaction.

President Carothers is publicly considering the creation of a “Director of Diversity” high level administrative position at URI, and is putting together a team to explore how this might be accomplished. Follow-up climate survey has been distributed to all faculty. An ADVANCE team met with the URI Development Office to pursue fundraising plans for the continuation of ADVANCE initiatives.

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

• ADVANCE participated in the 3-year NSF site visit on July 25-26, 2006. Including the Leadership Team, 78 people were interviewed, either individually or in groups.

In this paper we survey the literature to identify the issues and challenges of broadening participation in computer science, and provide some suggestions to address these challenges. Our attention focuses on redefining the way we approach computing education so that we can successfully entice students to computing that have not traditionally participated thereby promoting diversity and increasing the total numbers of computing professionals.

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

The focus of this study is on women in senior academic leadership positions, exploring the proposition that a higher proportion of women in such strategic positions can facilitate institutional change and improve recruitment, retention...

The last two years have seen renewed and vigorous debate regarding the opportunities for women’s advancement as faculty at American colleges and universities. Some of the recent increase in attention to this issue can be attributed to the reaction to remarks by Lawrence Summers, then president of Harvard University, in January 2005. (For example, see the statement of AAUP’s Committee on Women in the Academic Profession published in the July-August 2005 issue of Academe.) Although the concern with equity for

In an effort to make a lasting change at the University of Michigan, the ADVANCE program there gave department grants to encourage policy and practice change. The key findings about the changes that took place are listed (ex: awareness, climate, and transparency).

• Year 2 benchmarks complete • Climate survey missing analyses complete. Developing presentation and formal report • Paper authored by Pro-Change Behavior Systems and ADVANCE team members on measure development accepted for publication in Sex Roles

The Survey of Academic Climate and Activities was conducted in fall, 2001. The study compared women scientists and engineers with two other groups: men scientists and engineers and women social scientists. The survey findings have been presented to 24 on...

This document is a list of project, potential project (ex: Search Committee Training), and external proposals for funding.

In the fall of 2002, Provost and Vice President for Academic Affairs Benjamin J. Allen convened a taskforce to review the recruitment and retention of women and minority faculty. Three primary factors spoke to the need for such a taskforce. First, in the ...

This webpage is a list of reports.

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

This executive summary provides a broad portrait of the satisfaction and experiences of Virginia Tech's full-time, pre-tenure tenure-track faculty in 2006-07. It is an overview of several hundred pages of data and analysis.

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

The advisory committee of the ADVANCE Institutional Transformation Program of the University of Puerto Rico at Humacao observed may powerful achievements during our site visit on 5 April 2005. Many of the outcomes have been achieved in spite of the constraints and limitations of working in a small undergraduate...

This document is a series of tables showing statistics about the NSF Required Data Indicators.

The goal of this project is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks, through the transformation of institutional practices, policies, climate, and culture. Case Western Reserve University (CWRU) proposes a multifaceted project called Academic Career in Engineering and Science (ACES) to increase the number of women faculty

One of the key findings of the Subcommittee was the importance of a proactive and vigorous program for assistance in dual career situations as a critical component of any policy recommendation designed to improve diversity in the science and engineering faculty.

Taking an aggressive approach in hiring is the only way to avoid a mediocre pool of candidates...

... We also attempt to assess whether or not any changes we observe are attributable to the interventions, but this is very difficult to determine given the short timeframe and small numbers in our populations.

This year, MU-ADVANCE provided liaisons to a total of 15 search committees in 6 STEM departments, to assist in recruiting well-qualified candidates to open positions. MU-ADVANCE met with search committees to discuss the program, and created a new brochure that provides...

There are 15 female faculty (6 senior and 9 junior) involved in the Advance Triad Mentor Program. The Provost has called for formal mentoring programs to be established. The Triad Mentor Program will provide data and information that will be ...

The most important activity of UM ADVANCE during this past year was preparation for the end of grant funding. (Our formal end date is December 31, 2006, though we have requested a no-cost extension through December 31, 2007. This extension is primarily aimed at permitting the...

“The Georgia Tech (GT) NSF ADVANCE Institutional Transformation Program took an integrated approach to institutional factors to support the full participation and advancement of women and to establish a model of best practices in academic science and engineering, constituting the core intellectual merit and broader impacts of the initiative.”

This report details the outcomes for the Vilas Life Cycle Professorship program at the University of Wisconsin-Madison, funded by the Estate of William F. Vilas. We present this report in three sections...

We studied an academic science work environment that has been conducive to the advancement of women faculty and students to identify elements that have facilitated high quality science and gender inclusion.

The fourth annual conference held as part of the ADVANCE program was an effort to evaluate the current initiatives within the project and focus on the results of the Promotion Tenure Advance Committee (PTAC) that have been implemented in the promotion and tenure process at Georgia Tech.

At the end of June, 2004 the UM ADVANCE project was at the midpoint of the five-year NSF grant period.... This report is, then, a summary of our “stock-taking” and of our goal-setting for the next two and a half years.

To meet ISU ADVANCE's goal of dissemination, program members have identified a process and criteria by which decisions about authorship will be made.

This webpage is a list of reports. An example is "U.S. Doctorates in the 20th Century". The most recent report on this page is from 2006.

As part of this project, Georgia Tech commissioned an external evaluation to document and assess the accomplishment of its main goal, to be measured in terms of increases in the recruitment, promotion, tenure, and retention rates of women faculty in...

Iowa State University is not hiring, retaining, or promoting women faculty at the same rate as men faculty (Tables 1 and 2). This reflects a nation-wide trend identified by the National Science Foundation as a...

For at least a decade, U.S. funding agencies and university campuses have promoted the expansion of interdisciplinary research. At the same time, federal and local programs have sought to increase the participation of women and underrepresented minorities in science, mathematics, and engineering.

The initial motivation for this report was a desire specifically to assess the climate for women and underrepresented minorities in doctoral programs at the University of Michigan. The UM ADVANCE project had conducted a study of the academic work environment—often referred to as the climate—for women and underrepresented minority faculty in science and engineering.

The critical work-life dilemmas detailed in An Agenda for Excellence: Creating Flexibility in Tenure-Track Faculty Careers indicate an urgent need for higher education leaders to examine and proactively address the institutional climate that governs the entire career cycle of faculty—from entry into tenure-track positions to retirement.

During the first quarter of the project key personnel needed to initiate the project were hired. This includes: Melissa McDaniels, the Project Director; Mary Jane Robb, Administrative Assistant; Jan Urban-Lurain, Internal Evaluator, Kelly Ward, the External Evaluator, and Jennifer Sweet, the Data...

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

Presented in this paper is an executive summary of the work done by the University of Michigan's ADVANCE program to use feminist theory and social science to enact change. The program has have created skits and a group to present data about faculty hires. This document was written for the 2005 PI meeting.

This report gives the findings from a sub-committee at the University of Michigan on policies and practices that influence women’s progress in science and engineering. A list of recommendations with detailed descriptions are available.

The initial motivation for this report was a desire specifically to assess the climate for women and underrepresented minorities in doctoral programs at the University of Michigan.

This webpage is a wiki collection of reports and papers on the topic of gender equity, for example, "The Climate For Women in Academic Science: The Good, the Bad, and the Changeable" and "The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study.

This document is a draft of a report on the AdvanceVT site visit. Topics in this paper include: Intervention Context, Intervention Strategy, Changes/Revisions to Strategy, Logic behind project intervention, Summary, Evaluation, Potential for Sustainability, and Recommendations.

In this report we first provide a brief overview of the findings from the institutional data in terms of the three areas of focus: recruitment, retention, and promotion. These may provide a useful context for examining the results of the two climate surveys; findings from the climate survey follow this overview."

This report details the outcomes for the Vilas Life Cycle Professorship program at the University of Wisconsin-Madison, funded by the Estate of William F. Vilas. We present this report in three sections...

In fall of 2001 the University Committee on Women appointed a Task-Force on Data Analysis to examine issues of data collection and reporting on the status of women at Iowa State University." This report includes "extensive recommendations for recording and improving women's status on campus.

Year Three Annual Reports

Preparation for the visit included a review of program-related materials, materials available on the UCI website, and several lengthy phone conversations with the Director...

The NDSU Advance FORWARD proposal identified five challenges related to science, technology, engineering, and mathematics (STEM) faculty women in particular and faculty women in general at North Dakota State University (NDSU): • Chilly climate for women faculty including women of color and women with disabilities • Too few women in STEM applicant pools...

Efforts to recruit, retain, and promote women scientists and engineers at research universities have had slow and uneven results (Figure 1). The increase in the proportion of women on the tenure track in science and engineering fields, both at the University of Michigan and nationally, has not only lagged far behind gains made by women in non-science fields, but also failed to keep up with the ratio of women earning Ph.D.s in science and engineering fields (Figure 2). Furthermore, studies reveal that women

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

To evaluate how effective dual hires and tenure clock extensions are on increasing women and minorities in science and engineering a study is proposed on this webpage. Links and reports can also be found on this webpage.

The external evaluation site visit of the Marshall University ADVANCE project was on May 7, 2007. The External Evaluator met extensively with the PI and Program Director and in 45-minute blocks of time with representatives of the three Initiatives (Recruitment...

The GT NSF ADVANCE Institutional Transformation Program is taking an integrated approach to institutional factors that supports the full participation and advancement of women, and provides a model of best practices, in academic science and engineering--constituting the core intellectual merit and broader impacts of the initiative.

This webpage has a list of links organized into the categories of research, reports, resources, and NSF ADVANCE Institutions. It was compiled by CWRU’s ADVANCE Program.

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

The University of Michigan was awarded a five-year NSF ADVANCE Institutional Transformation grant in fall, 2001 to focus on recruitment, retention through climate improvement, and promotion of women science and engineering faculty. Over the past five years faculty and staff associated with the program have worked to engage discussion, stimulate new efforts, and develop optimal practices related to these efforts throughout the campus. More recently the focus of UM ADVANCE has broadened to include other under

We used two sources of data to inform the evaluation of the Women Faculty Mentoring Program (WFMP). First, we interviewed 26 women faculty in the biological and physical sciences to collect baseline data about their experiences at the UW-Madison. We then used the results from...

The chapter focuses on evaluations of programs designed and implemented to improve the participation of underrepresented racial/ethnic minorities (URMs) in science, technology, engineering and mathematics (STEM) disciplines in colleges and universities in the United States at the undergraduate, graduate, postdoctoral and junior faculty levels.

The AAUP's support for affirmative action stems from the well-documented educational benefits of racial diversity in higher education. The following are links and sites to some of the numerous studies and reports examining and supporting the benefits of racial diversity.

A conversation with Steve Kresovich, Vice Provost for Life Sciences and Department of Plant Breeding and Plant Biology

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.

The University of Michigan’s commitment to racial-ethnic diversity is clear, as evidenced most publicly by its legal defense of its continuing efforts to maintain a diverse student body. It has also made continued efforts to develop and sustain a diverse faculty. According to an account in the University Record from 1995 (Lomax, Moore and Smith, April 17, 1995)...

At the request of chairs and deans, ADVANCE staff can assist in equity assessments of individual faculty members’ salaries, following the recommendations in the American Association of University Professors publication, Paychecks: A Guide to Conducting Salary-Equity Studies for Higher Education Faculty. This procedure uses a regression model that includes factors known to predict salary to a substantial degree.

This webpage is a list of reports and publications. An example is "Filling The Void".

E and ER conducted evaluation-with-research studies for LEAP, Leadership Education for Advancement and Promotion, at the University of Colorado at Boulder. This ADVANCE project has sought to improve the representation and advancement of women on STEM faculties and academic leadership. Formative and summative evaluation of LEAP’s faculty development activities examined how...

This webpage is a list of links to the report on promotion and tenure in both html and pdf versions. "The Promotion and Tenure ADVANCE Committee (PTAC) was formed in July 2002 as a component of Georgia Tech’s NSF-funded ADVANCE Program for Institutional Transformation. PTAC was charged by the ADVANCE Program to serve as a grassroots faculty group aimed at identifying and addressing a wide range of academic issues related to faculty development and promotion and tenure evaluations.

The underrepresentation of women in almost all science and engineering fields is a well-documented statistic. The National Academies have issued four significant reports since 2001 examining the status and challenges of women in academic science and engineering and offering recommendations to broaden the participation and advancement of women in those fields.

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

The IMPACT seminar was evaluated on the basis of Annual Reports that the seminar participants were obliged to produce by the end of each year. Thus qualitative information collected through the Annual Reports provided the data used by the evaluator...

To examine Work-Life satisfaction at UAB in a broader framework, a web-based survey was developed during spring 2006 and spring 2007 and administered to all UAB faculty in ADVANCE-targeted schools on May 10, 2007.

Six female faculty members were hired in 2006-07. One of these women is a senior faculty member. One female faculty member did not receive tenure this year, but with the addition of new women, the percentage of female faculty has risen from 14% to 16%....

We observed that ACES has had broad institutional impact on CASE. During the 2003-2006 time period covered by this report, four of the 8 Schools at the University, and 22 departments were incorporated into activities and programs funded by this grant.

List of CU-ADVANCE reports and publications

Since the proposal start date on September 1, 2008, members of the project team have initiated and/or completed these items: 1) Two members of the FORWARD team (Canan Bilen-Green, Betsy Birmingham) gave a presentation that was advertised across the campus...

The ADVANCE Program at the Georgia Institute of Technology (Georgia Tech) was funded in 2001 by the National Science Foundation (NSF). The main goal of ADVANCE is to develop and implement in innovative model that uses an integrated...

In February 2005 a brief web survey was sent to all instructional track women scientists and engineers (N=202) on campus to assess their current experiences of the climate and to learn if they perceive any changes in the climate since the ADVANCE baseline survey was completed in the Fall 2001.

Publication is a critical component of modern science. By publishing their findings, scientists can ensure that their results are disseminated and substantiated. This brief report analyzes the publication and citation histories of American Geophysical Union (AGU) Fellows to elucidate different styles of productivity in the geosciences community. AGU Fellows are arguably the most eminent Earth scientists, recognized by their peers for their leadership within and outside the community.

The under-representation of women in the science, technology, engineering, and math disciplines is a broad national concern. This paper reports on the development of new Transtheoretical Model based measures to assess readiness to take action to advance women scientists.

Dr. Ford's research documents how women get their voices heard in meetings. Using videotapes and detailed transcriptions of naturally-occurring conversations in a variety of meetings, Dr. Ford found that the women in her data regularly use questions to open participation and to project trajectories of further talk in which the questioners emerge as major contributors. This finding contrasts with some...

Leadership Education for Advancement and Promotion (LEAP) has been funded by the National Science Foundation’s ADVANCE program. ADVANCE as a whole, and LEAP in particular, seek to facilitate women’s representation, advancement, and leadership in academia...

This past academic year has been a period of relative stability for Case Western Reserve University under the direction of an interim president, and the selection of a new president, the first female president of the university, Barbara Snyder who starts July 1. The interim deans appointed last year...

Social psychologists have addressed stereotyping, prejudice, and discrimination for nearly a century. Everyday prejudices first seemed to lodge in abnormal personalities, pathological bigots who were exceptional (“bad apples”), but Freudian explanations proved inadequate. Purely cognitive explanations took their place, arguing that bias inevitably results from normal processes of categorization and association, often automatic. But this so-called cognitive miser account denies the role of intent, which does

This webpage is a list of readings with links on this topic of women faculty reports.

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 poster presents findings from a study looking at the advisor-advisee relationship. Factors influencing the "match" between an advisor and an advisee and recommendations are listed.

The purpose of the Gender Awareness component of the ACES project is to introduce to students research that indicates gender discrepancies in the treatment of men and women in academia and the work world that lead to the devaluation of women’s accomplishments and fewer benefits and rewards extended to professional women, especially in academia

This article presents the problem of diversity in STEM. “When we were in college some 40 years ago, neither of us ever had an African-American or Latino professor. Unfortunately, even today many students at major American research universities have the same experience. Departments in science, technology, engineering, and mathematics — the STEM fields — are typically the least diverse. Not only is that situation dismaying for those of us who lived through the civil rights movement, but it is also a big polic

This document is a series of supporting data for the annual report such as data and statistics.

This study examines over 300 letters of recommendation for medical faculty at a large American medical school in the mid-1990s, using methods from corpus and discourse analysis, with the theoretical perspective of gender schema from cognitive psychology.

The broad purpose of our project is to shed new light on the question of why women with PhDs in science and engineering enter academia at lower rates than their male peers. Taking Rice as a case study, we broadly assess men and women’s graduate school experiences and future career plans.

The ADVANCE program at the University of Rhode Island centers on 5 major goals related to the advancement of women in science, technology, engineering, and mathematics (STEM): 1. Evaluation: To develop and share a comprehensive understanding of the status of women STEM faculty 2. Recruitment: To increase the number of ranked women STEM faculty...

This past academic year has been a period of major transitions and challenges for Case Western Reserve University. In February, faculty from the College of Arts and Sciences voted 131/44 in favor of no confidence in the leadership of University President Edward Hundert...

This webpage is a list of reports such as town hall reports, survey results, and initiative updates.

Virginia Tech hired external evaluators to review the AdvanceVT program in 2006.

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. This year's magazine reports the successes of the past five years and talks about what they hope to accomplish in their remaining time.

This page is dedicated to sharing and tracking pertinent climate-related data as they are gathered by ID-STEM, and to sharing access to important related policy. We will also intermittently post new data as they are collected through ID-STEM Assessment Activities.

The goal of the UCI Advance Program is to address gender inequities in the faculty by increasing the recruitment, retention and advancement of women across the entire university. The specific aims that we have proposed and are now operational are 1) appointment of School-based Faculty...

Mothers of infants and toddlers are presently the fastest-growing segment of the U.S. labor force. Approximately 70% of mothers return to work full time prior to their child’s third birthday and one-third of mothers return to work within 3 months of giving birth (The CDC Guide to Breastfeeding Intervention)...

A campus-wide survey in 1989 demonstrated that women faculty were leaving UW-Madison voluntarily before the time of promotion. Consequently, a Women Faculty Mentoring Program (WFMP) was begun with staff and faculty salary support by the Provost. Senior women faculty from an outside department, but within the same division, volunteer to serve as mentors for junior women. The WFMP...

Leadership Education for Advancement and Promotion (LEAP) is an initiative at the University of Colorado at Boulder that was funded by the National Science Foundation’s ADVANCE program from 2002 through 2008...

This webpage is a collection of resources such as links to reports, organizations, and societies available at the University of Miami.

The third annual conference held as part of the ADVANCE project was an effort to evaluate the current initiatives within the project in all the ADVANCE grantee institutions. The conference was a national conference and had attendees from other ADVANCE grantee schools and other schools that...

Even the bastions of academia are no longer immune to reality television. In late August, 48 doctoral students arrived in the resort village of Snowbird, Utah, for a collaborative weekend of solving environmental problems — and found themselves the subject of a social-science experiment uncannily like MTV’s Real World.

Data for this year’s report were acquired through the University of Rhode Island’s Human Resources Department, a stable and reliable data source and a change from last year’s data sources that comprised primarily of individual colleges and/or departments.

The second annual conference held as part of the ADVANCE program was an effort to evaluate the current initiatives within the project and focus on those in the area of the promotion and tenure process at Georgia Tech. In this light the event was a notable success as it was able to present current trends in promotion and tenure policies and create an awareness among attendees concerning the efforts currently underway to make the promotion and tenure process more transparent and fair.

Periodically, we will feature research, publications and other contributions by UNC Charlotte faculty to the areas on which the ADVANCE initiative is focused. We are particularly interested in information related to STEM fields and the issues of inclusion and diversity, especially as affecting women in STEM.

"Creating a Positive Departmental Climate at Virginia Tech: A Compendium of Successful Strategies” was created as part of the AdvanceVT Departmental Climate Initiative (DCI). The Department Climate Committee collected policies and practices from a variety of sources to provide department chairs and heads with opportunities to learn about departmental issues at Virginia Tech, to under

This report details the outcomes for the Vilas Life Cycle Professorship program at the University of Wisconsin-Madison, funded by the Estate of William F. Vilas. We present this report in three sections...

The ADVANCE Program at the University of California Irvine, supported by an NSF Institutional Transformation Award, has now completed its first four years and we are entering the final year of NSF funding. Our goals remain the recruitment, retention and advancement of...

Active recruitment of women is ongoing and sensitivity to family needs of new faculty has produced an appreciation of needed changes in procedure and policy. Policy changes as a result of PACE work will not only advance women in science, but will also strengthen the hiring of underrepresented faculty across the university and support new faculty overall. I am confident that the benefits made possible by The University of Montana-Missoula's NSF ADV ANCE grant will continue.

In this backstage tour of a feminist social action research project, we focus on consequential, if routine, methodological tensions that are usually unacknowledged. These are described under three categories: vital variables, feminist consciousness, and insider/outsider status. First, quantitative analyses of salary data show that theoretically vital variables are obscured by university record-keeping and routinely excluded from otherwise refined regression analyses, making interpretation of regression resu

Case Western Reserve University (Case) proposed to the National Science Foundation (NSF) an innovative, integrated approach to institutional transformation that would effect tangible positive change for women in science and engineering.

2008 ASEE paper on changing the faculty search process. "The under-representation of women and U.S. ethnic minorities in science, technology, mathematics, and engineering (STEM) is a well established fact. There are numerous studies that disclose reasons for this under-representation at all steps along the academic process.

Past research on the effects of sex of rate on performance ratings has produced inconsistent results. The present study was an attempt to extend this literature in two ways.

“It’s so different!” This comment, from a long-term member of the UW-Madison faculty, summarizes the transformation of our campus. Women increasingly feel empowered to speak up and take action. Gender issues are visible, taken seriously at all...

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

Throughout the world, women leave their academic careers to a far greater extent than their male colleagues...

In year 1, the main thrust of the MU-ADVANCE Program has been on recruitment. Dr. Judy Silver, Professor in the Mathematics Department, has chaired the Recruitment Committee. The actions of the recruitment strategy committee were organized, outlining tasks, creating action ...

Since the first quarterly report on December 1, 2008, members of the project team have initiated and/or completed these items: List of activities/accomplishments for 2nd quarterly report: • Kick-off event - December 7, 2008; presentation by the Provost. The event was publicized in It’s Happening, the campus newspaper...

The University of Texas at El Paso (UTEP) program, NSF ADVANCE: Institutional Transformation for Faculty Diversity, directly involves eighteen departments in four colleges and includes the following major components...

2008 WEPAN paper on the Negotiating the Ideal Faculty Position workshop. "The under-representation of women and U.S. ethnic minorities in science, technology, mathematics, and engineering (STEM) is a well established fact. There are numerous studies that disclose reasons for this under-representation at all steps along the academic process.

Four 2 - 2.5 hour brainstorming sessions were held: May 25, 2006; June 16, 2006; July 19, 2006; and, July 27, 2006. The first session was composed of women faculty, the second of male faculty, and the third and fourth sessions were composed of both female and male faculty representatives.

To increase the recruitment, retention, and promotion into leadership positions of women in the sciences and engineering To create and implement an integrated campus-wide set of initiatives to enhance campus climate through the CU-ADVANCE Center To be a central resource that shares “best practices” for recruitment, retention and promotion of women faculty, and connects faculty and decision makers across departments and colleges

The ADVANCE program at UPRH has initiated a synergistic process to create the needed environment to promote the advancement of women in the science faculty through the integration of university constituencies: ADVANCE Coordinating Committee: Administrators, Programs and offices that support and provide services to women in the science faculty (They serve as advocators, help with program implementation, improve coordination and information sharing with university and community, and promote education and disc

Policy and Recruitment research and education activities were focused in two areas: 1) establishing protocols for and awarding the first cohort of Graduate Research Assistantships (GRA), and 2) establishing a communications network among the...

This webpage is a list of links to such as meeting notes, proposals, and relevant articles.

This webpage is a list of reports on issues such as dual careers, climate studies, and more.

Developed and organized project work teams- Based on input from a January retreat and with guidance from the external evaluator’s site visit, we created a new work group structure that focuses on project implementation. The six project teams are: Faculty Search, Annual Review, Reappointment, Promotion and Tenure, Mentoring, Women’s Leadership...

The representation of female faculty members in science and engineering fields lags behind that of their counterparts in the social sciences and humanities and also fails to keep pace with the production of female science and engineering doctorates. Research has shown that equity cannot be achieved by waiting for women to fill the applicant pool...

Survey monitors changes in institutional climate since the beginning of the ADVANCE initiative

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...

Virginia Valian's book Why So Slow? The Advancement of Women is a scholarly and convincing explantion of women's low progress in the professional world. Whether in business, law, medicine, or academia, women are not advancing at the same rate as men.

This three day leadership workshop was designed to provide female faculty in engineering and science (and interested graduate students and post-docs) with career advice for all career levels: tenure, promotion and academic leadership roles...

In 2000, University of Rhode Island President Carothers acknowledged, following an extended and sometimes acrimonious AAUP faculty union grievance process, that there had been a climate hostile to women faculty in the College of Engineering. The purpose of this paper is to describe the positive steps that were taken at URI subsequent to that grievance to improve the climate for women faculty in STEM fields, and to place these steps within a framework for climate change.

CU-ADVANCE 2008 Summary

CU-ADVANCE Management Plan

The ADVANCE Program at the University of California, Irvine supported by an NSF Institutional Transformation Award has now completed its second year. Our goals are the recruitment, retention and advancement of tenured women faculty at UCI. In general, our...

This webpage is a list of reports with links to the documents. An example is "A report on the status of women in the college of business).

In response to the NSF site visit report, received in September 2006, the ADVANCE Leadership Team met with President Carothers and Provost Swan. Report recommendations and institutionalizing ADVANCE initiatives were discussed. The President and Provost endorsed statements to promote..

The initial motivation for this report was a desire specifically to assess the climate for women and underrepresented minorities in doctoral programs at the University of Michigan.

William Marsh Rice University in Houston, Texas was awarded a National Science Foundation (NSF) ADVANCE grant in July, 2006 in the amount of $3.3 million dollars for five years. The ADVANCE Program was established with three goals...

The 2003 Faculty Climate Survey benchmarks the following indicators of the work environment at the University of Colorado: interpersonal relations, collegiality, leadership, mentoring, diversity, and institutional support. These results will be compared to future results from the same survey in order to measure LEAP’s impact on institutional change.

The first annual mini-conference held for the women faculty at Georgia Institute of Technology.

For the past two weeks, my e-mail in-box has overflowed with messages from women -- and some men -- about the hypotheses recently offered by Harvard President Lawrence H. Summers to explain the dearth of women in the academic sciences.

This webpage is a list of reports and publications.

We appreciate the commentary and suggestions offered in the “Summary of the Report of the NSF Site Visit Team (SVT).” After carefully considering the report, we have prepared a response that outlines (1) what we consider to be the crucial components of...

Indeed, we are finding that after four years WISELI has become a recognized leader on campus in the areas of departmental climate and faculty hiring. We are the “go-to” resource for questions related to not only women in science and engineering, but for diversity in the...

Twenty-six science and engineering faculty drawn from four racial-ethnic groups... were interviewed... Most of the faculty interviewed regard the University of Michigan and their departments as offering many positive career opportunities. At the same time, a large proportion of them report serious interest in leaving the UM, in part because of their experiences both in the University and in the larger community.

The purpose of this report is comparison of the gender and race differences for science and engineering faculty in career experiences generally thought to be related to faculty career satisfaction and retention at the two data collection points.

Annual Reports from Dr. Margaret Beier and her ADVANCE funded Mini Research Project: ". Differences in the number of male and female faculty in science, technology, engineering, and mathematics (STEM) disciplines can be examined as a function of the number of women who pursue these academic fields of study. Previous research suggests that differences in confidence...

Numerous challenges loom for higher education these days, with many affecting colleges of engineering uniquely. Even as engineering colleges within our nation’s universities become major units for industrial and global engagement, ...

In this paper we take a longitudinal perspective to analyze gender differences in academic career attainment. We improve upon prior research both theoretically and methodologically. Theoretically, we introduce and conceptualize the influence of a heretofore-neglected factor in career attainment: the extent of research specialization. We conceive of the extent of research specialization as a form of professional capital that improves productivity and visibility, especially for men.

The authors examined whether the performance-cue bias can be reduced by relying on groups as raters. Study participants (N = 333) were provided with feedback regarding the performance of a workgroup and, after observing the group, assigned to an individual or group rater condition to complete a behavioral rating instrument. Results revealed that when provided with positive (vs. negative) feedback, individuals attributed more effective and fewer ineffective behaviors to the workgroup; however, group ratings

This document is a series of tables showing job satisfaction by race, gender, resources, and influence.

The University of Wisconsin’s ADVANCE project, entitled WISELI, seeks institutional change at a major research university with few women faculty in the science and engineering disciplines. The University of Wisconsin-Madison is a campus that has many...

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

This webpage is a list of reports. Sections include yearly reports, external evaluations, advisory board meetings, and advisory committee meetings minutes.

During year two of the initiative ADVANCE further refined the UTEP goals. By the end of the grant period, the ADVANCE team would like to ensure that the UTEP science (including the social and behavioral sciences) and engineering departments 1) value a...

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

In Year 1, the Rice University Advance program set out to accomplish the activities articulated in the original proposal. Although these efforts were task-oriented, institutional change was the guiding principle. The key activities (described in fuller detail in the text below) were...

Questions of gender and science have come into the foreground in sociological theory, feminist research and human resource policy. This chapter focuses on the experiences of women in Ph.D. programs and as faculty members. Rather than examining threshold effects that might keep women out of graduate programs, or glass ceiling effects that might keep women with high quality training from progressing to...

At the end of August 2006, The University of Texas at El Paso (UTEP) ADVANCE initiative concluded its third year of the five year grant period. The UTEP team looks forward to the October NSF Site Visit as an opportunity to reflect on what we have accomplished to date and to revisit plans for the remaining two years.

“’They are holding the conversation’ on a campus where there has been silence on gender issues.” This assessment, from the report of our site visit review in November 2004, indicates the important qualitative success that the Women in Science and Engineering...

This document outlines the effects and needs to work flexibility. A list of recommendations is provided.

This is the second of two “toolkits” developed to provide ADVANCE: Institutional Transformation (ADVANCE: IT) awardees with guidance on program evaluation. The first toolkit focused on the numerical indicator data that are required by the National Science Foundation on an annual basis...

The Faculty Mentoring Program for Women (FMPW) was created after critical assessment of the experiences of other institutions of higher education within a framework of professional development to provide field-specific and institution-specific career guidance to junior female faculty.

The UPR-H ADVANCE-IT Principal Investigator, Dr. Idalia Ramos and Co-Principal Investigator, Prof. Sarah Benítez; contracted an external evaluator to develop and implement the ADVANCE-IT UPRH 2005 External Evaluation, based on the existing Evaluation Plan. The initial meetings were held between ...

Data for this year’s report, similar to last year, were acquired through the University of Rhode Island’s (URI) Human Resources Department. Furthermore, data for Social and Behavioral Sciences (SBS) have been disaggregated from the Science, Technology, Engineering, and Math (STEM) disciplines.

Reports

This report is a summary of the findings of a statistical analysis of faculty salaries for tenured and tenure track faculty at the Ann Arbor camps of the University of Michigan.

As discussed in the study report, Assessing the Academic Work Environment for Women Scientists and Engineers (September 26, 2002), we had only five possible indicators with which to evaluate the representativeness of the sample: track (tenure, research, clinical), college, rank, race-ethnicity and gender. The three faculty tracks were equivalently represented in the respondent sample and the pool of faculty included in the survey.

Evaluation interviews with University of Colorado at Boulder faculty conducted for the LEAP project (Leadership Education for Advancement and Promotion) yield a wealth of data about faculty concerns that inhibit their effectiveness and reduce job satisfaction...

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

We have modified the headings and the wording of the fifth goal of the ADVANCE program. They now are: 1. Evaluation: To develop and share a comprehensive understanding of the status of women STEM faculty. 2. Recruitment: To increase the number of ranked women STEM faculty...

The ADVANCE program at UPRH initiated a synergistic process to create the needed environment to promote the advancement of women in the science faculty through the integration of university constituencies. The research efforts, data collected and training are contributing to assess the status of women faculty in science and creating awareness of the need of revising and formalizing our faculty recruitment process...

“This report examines the specific situation of instructional track faculty of color in the sciences and engineering on the UM campus.” An analysis of comparisons of instructional track faculty by race-ethnicity and gender can be found here.

The External Evaluator visited the MU campus on Thursday, February 28, 2008 from 8:30 AM to 12:00 Noon. Interviews of ADVANCE Co-PIs and key personnel were in 15-20 minute blocks of time. The MU-ADVANCE Program Coordinator arranged the interviews...

The most important activity of UM ADVANCE during this past year was preparation for the end of grant funding. Discussions about how best to continue to sustain effort on the project after the funding ends took place within the Steering Committee, the Gender in Science and Engineering...

2003 Faculty Climate Report. "The purpose of this project was to assess tenure-track faculty members’ experiences at Rice University. To this end, a survey was developed drawing on a study conducted at the University of Michigan, “Assessing the Academic Work Environment for Women Scientists and Engineers.”

In June, the ADVANCE Leadership Team held a Strategic Planning meeting to plan the future of the program post-award. The next year will be focused on development, grant acquisition, and securing staff positions. The ADVANCE Center will be composed of a Work-Life Office, a Faculty Development...

This document is a series of facts about changes the ADVANCE program at UTEP has helped to foster. An examples is, "As of 2007, each college has appointed an Associate Dean for Faculty".

WISELI developed an extensive climate survey instrument based on the interview data from women faculty and staff in the STEM disciplines. The surveys have been funded by the National Science Foundation ADVANCE program, the Office of the Provost, the College of Letters and Science, and the College of Engineering. The sample includes academic staff in research, teaching, and clinical positions. We surveyed a 50% random sample of academic staff in these selected positions.

The title of the ADVANCE IT Award at Cal Poly Pomona “The Path to Leadership: Collaborative Institutional Change” captures the central theme of our program: involving faculty in making institutional change will facilitate their own leadership development. Over the course of the first three years of the award, the implementation of this theme has shifted from a centralized model to a distributed model, i.e. engaging more faculty members at the department level rather than just a few.

This summative assessment report describes AdvanceVT's research seed grant program for pre-tenure faculty and its outcomes.

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

As part of its larger project on improving gender equity at UCI, the ADVANCE Program commissioned a survey in the summer of 2007 of individuals who interviewed for UCI tenure- track positions during the 2005/2006 and 2006/2007 recruitment cycles.

ADVANCE activities are administrated through a Committee on the Status of Women in STEM at NMSU. The PI/Program Co-PI‘s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and ...

In April, 2002, the Women in Science and Engineering Leadership Institute (WISELI) at UW-Madison held two Town Hall Meetings. The purpose of these meetings was twofold: to introduce WISELI to the women in science and engineering on the UW-

We present 6 studies that demonstrate how casuistry licenses people to judge on the basis of social category information but appear unbiased—to both others and themselves—while doing so. In 2 domains (employment and college admissions decisions), with 2 social categories (gender and race), and with 2 motivations (favoring an in-group or out-group), the present studies explored how participants justify decisions biased by social category information by arbitrarily inflating the relative value of their prefer

During Year 3 of the University of Texas at El Paso (UTEP) NSF ADVANCE Institutional Transformation for Faculty Diversity initiative, we have made significant strides in the recruitment, retention, and advancement of women and minorities in academic science and...

The purpose of this report is comparison of the gender and race differences for science and engineering faculty in career experiences generally thought to be related to faculty career satisfaction and retention at the two data collection points.

The goal of the ISU ADVANCE program is to investigate the effectiveness of a multilevel collaborative effort to produce institutional transformation that results in the full participation of women faculty in science, technology, engineering and math fields in the university. Our...

Interviews with 34 former faculty members from New Mexico State University (NMSU) indicated that those who join the faculty and stay do so for a variety of reasons. These reasons speak to a quality of life that they value in this region and at the university. The interviewees, who left the university to assume other positions between 2005 and 2008, reported that their daily interactions with NMSU colleagues and students were fulfilling and rewarding.

This webpage is a table of contents with links to each component of the University of Michigan Medical School Gender Study.

With the assistance of Ann Boughner, the Faculty Search Guidelines that were approved by the Provost in Spring of 2004 were presented to the department assistants and business managers in the CWRU School of Engineering in a training session conducted by Amanda Shaffer and Beth...

In 2001 University of Puerto Rico at Humacao (UPRH), received a National Science Foundation (NSF) ADVANCE Institutional Transformation award. The goal of the UPRH ADVANCE-IT Program was to increase the representation and advancement of women in academic science and engineering careers: Women...

These meeting minutes cover the progress made by the ADVANCE Program at Marshall University within the first two years.

The mission of the ADVANCE program at Rice University is to transform the Schools of Science and Engineering by increasing the number of women and strengthening the gender-neutrality of the climate in a way that identifies and values the unique skills of each individual and rewards contributions.

A conversation with Steve Kresovich, Vice Provost for Life Sciences and Department of Plant Breeding and Plant Biology

Since 2000, the Center for Research on Learning and Teaching (CRLT) at the University of Michigan (UM) has presented an educational theatre program for the professional development of faculty and graduate students...

Year One Annual Reports

Four institutional factors are identified that can impede faculty career development, especially for women. While most faculty cope with one or more of these systemic factors as part of their work lives, when these factors are present together...

This document is a list of related materials to the year 3 report. Examples include their climate survey, sample URI faculty advertisements, and representative press releases.

ADVANCE activities are administrated through a Committee on the Status of Women in STEM at NMSU. The PI/Program Director (with Dr. Sterling assuming this role starting 5/15/05), Co-PI’s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home...

This report summarizes the results of a study designed to understand how new faculty become integrated into the university and their departments and to identify what Cornell could do to facilitate better integration...

This is a report that looks at the top 50 research universities in science and engineering to examine the gender gap. “Disparities in hiring and retention between male and female science and engineering faculty place women at a distinct disadvantage at all levels, from undergraduate to full professor. Women faculty are poorly represented in science and engineering departments of research universities. This has grave repercussions for undergraduate and graduate students who are bereft of female role models a

This summative assessment report provides an overview of AdvanceVT's leadership development programs and findings of follow-up interviews with the participants.

This report summarizes research from the Iowa State University ADVANCE Collaborative Transformation (CT) Project. The results discussed here are based on intensive research conducted within three STEM (Science, Technology, Engineering and Mathematics)...

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

Year Four Annual Reports

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..

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%.

In this study, we use data from Cornell's 2005 Faculty Work-Life Survey to examine the effects of a number of aspects of departments' demographic composition on faculty members' perceptions of departmental climate and personal integration. Our findings indicate significant differences between men and women on these outcome variables, and suggest that men's perceptions are much more influenced by department demography than those of women. We discuss the implications of these findings for further research on

We conducted the interviews from which these quotations are drawn in our role as evaluators for a National Science Foundation (NSF) ADVANCE Institutional Transformation project on our campus, the University of Colorado at Boulder. Through the ADVANCE initiative, NSF has supported...

This webpage is a list of grant reports from when the grant started until recently.

ADVANCE activities are administrated through a Committee on the Status of Women in STEM at NMSU. The PI/Program Co-PI’s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and...

This webpage is a list of evaluation reports such as the 2004 Annual Report.

Over the last decade, campus child care has expanded and been strengthened by a supportive university administration. Previous studies conducted by the Committee on Women in the University and the University Child Care Committee have been encouraged and many recommendations submitted by these groups have been implemented.

Year Two Annual Reports

Thirty-two former UCI faculty members were contacted via e-mail requesting an exit interview. A total of twenty-two faculty (11 female, 11 male) completed a telephone interview.

At the request of its Steering Committee, the ADVANCE program embarked on an exit interview study, contacting those tenure track faculty from all UM schools and colleges who recently left UM voluntarily (people who retired, or who were not renewed or denied tenure were not included in the study) to learn about reasons for leaving and the factors they considered in those decisions.

The goal of the climate study was to observe how women and men scientists and engineers experience their working environments at UM. The study compared women scientists and engineers with two other groups: men scientists and engineers and women social scientists." This paper presents results from the ADVANCE baseline survey.

Scholars from a range of academic fields have documented and described numerous challenges faced by sexual minorities3 in higher education. Among these projects are narratives and analyses of faculty and students’ experiences with discrimination and demoralization; critiques of the ways in which university communities unwittingly reproduce expectations of heterosexuality as the norm; and suggestions for making universities more welcoming and supportive of sexual minorities.

The goal of this research was to identify the individual difference traits and STEM-related experiences that predict pursuit of academic training in STEM. The study, funded through an ADVANCE mini-grant, titled Predictors of Majoring in Science and Engineering (Beier, M. E., PI), is a longitudinal two-year study spanning from Fall, 2007 through Spring 2009.

Advancing Women: Annotated Bibliography

During Year 4, the Evaluation Committee worked on developing a plan for external evaluation, producing an Executive Summary of the first climate survey, developing the second climate survey, and continued gathering of benchmark data.

The fifth annual conference held as part of the ADVANCE program was an effort to update stakeholders on the current project initiatives at Georgia Tech.

Year 4 of the University of Texas at El Paso (UTEP) NSF ADVANCE Institutional Transformation for Faculty Diversity initiative was an extremely demanding, but gratifying one as we hosted three site visits. Preparing for our external visitors gave us the opportunity to reflect on what we have accomplished to date and revisit plans for the future.

'The library is no longer a museum for books,' said Carol in her presentation to instructional faculty. Gone are signs demanding “QUIET PLEASE” or “NO TALKING.” Even the catacomb-like reading rooms with long tables and lamps are being converted into hubs of noisy activity for information/technology centers or a Learning Commons.

Objective 1: To promote awareness of gender discrimination that prevents women faculty in advancing in the academe and establish an institutional transformation their needs...

ADVANCE activities are administered through a Committee on the Status of Women in SME NMSU. The PI, Co-PIs, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and...

ADVANCE staff completed the report “Assessing the Academic Work Environment for Faculty of Color in Science and Engineering” from the data collected from the original climate survey. The report was widely disseminated throughout the University and...

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.

This webpage is a collection of readings organized by books, and articles and short reports.

In 2005 and 2006, we reported on gender equity in faculty start-up packages for new hires. These reports collected all offer letters for tenured and tenure-tracked jobs beginning in each of the previous academic years (fall 2004 and 2005). We coded these for the various perks...

The purpose of this report is comparison of the gender and race differences in experiences of faculty mentoring - both mentoring from faculty colleagues received by more junior faculty members (assistant and associate professors) and mentoring provided by senior faculty (full professors)."

This report lays out the design of the external evaluation, presents data collected in the second year of the ADVANCE project as well as baseline data against which this second year data will be compared, and reports on differences highlighted by these comparisons.

The Advance Program is hosting two discussions with the chairs of Natural Sciences and Engineering each semester. One of these discussions is an informal discussion with peers about issues they face in their leadership roles, and one is a facilitated workshop on a...

As part of your agreement in accepting Undergraduate Research funding through LIFE, you must submit a brief final report (a minimum of five double-spaced pages) as well as a separate abstract at the conclusion of the semester in which you receive funding. Specific dates will be provided by LIFE. Your report must be submitted electronically to life_eng@cornell.edu and may be reviewed by the agency that funded your research.

The ADVANCE project at the University of Michigan has made efforts to engage discussion, stimulate new efforts and create real change throughout the campus. The importance to our campus of the NSF ADVANCE Institutional Transformation grant lies in several areas...

The statistics on sex disparities(Valian, 2003, Sex disparities in advancement and income) and the referencesin the annotated bibliogaphy (Valian, 2004, Advancing women: Annotated bibliography) lead to the following conclusions.

The WFF has conducted initial research regarding junior faculty mentoring programs and policies at Yale and several of its peer institutions...

If we look back over the past century, two of the most powerful social trends to emerge were the women’s movement and the technological revolution.

When Lawrence H. Summers, the president of Harvard, suggested this month that one factor in women's lagging progress in science and mathematics might be innate differences between the sexes, he slapped a bit of brimstone into a debate that has simmered for decades.

ADVANCE activities are administrated through a Committee on the Status of Women in STEM NMSU. The PI, Co-PI’s, faculty from each of the three colleges involved in ADVANCE (Agriculture and Home Economics, Arts and Sciences, and Engineering) and...

Year Five Annual Reports

“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

Effective mentoring can be learned, but not taught. Good mentors discover their own objectives, methods, and style by mentoring. And mentoring. And mentoring some more. Most faculty learn to mentor by experimenting and analyzing success and failure, and many say that the process of developing an effective method of mentoring takes years. No two students are the same or develop along the same trajectory, so mentoring must be continually customized, adjusted, and redirected to meet each student’s needs.

The intent of California State Polytechnic University, Pomona’s (CPP) National Science Foundation (NSF) ADVANCE program is to create a university-wide system of recruitment and career development that will enable women faculty in Science, Technology, Engineering, and Math (STEM) disciplines to be successful and advance into leadership positions.

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. In their second magazine, they discuss the two major initiatives undertaken that year: a survey of male and female faculty on perceived barriers and facilitators, and an assessment of tenure procedures and their inherent biases.

The decreasing representation of women at increasing levels of rank in academia is well documented; women are particularly underrepresented in the STEM disciplines at all ranks.

The goal of this project is to create faculty change agents through intensive faculty study of key processes in recruitment, retention, and advancement of women (recruitment, mentoring, and evaluation) as well as key faculty interactions (with colleagues in committees and in one-on-one meetings).

Report of the Subcommittee on Science and Technology

The ADVANCE Program at the University of California Irvine, supported by an NSF Institutional Transformation Award, has now completed three years. Our goals remain the recruitment, retention and advancement of tenure-track women..

ADVANCE has successfully partnered with Human Resources to produce the first University brochure on the Work-Life Program, a new initiative at Rice. This informational brochure was designed to help recruit new faculty. Copies were...

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

The Administration fully supported the Incentive Fund with an allocation from the URI Provost and the URI Council for Research. An institution-wide mentoring program is underway. ADVANCE is supporting individual college policies by offering training workshops and training materials. In addition, college deans...

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...

A one page description of the highlights of the first year of the University of Rhode Island's ADVANCE Program.

A scientific culture that welcomes a diversity of participants and addresses a broad range of questions is critical to the success of the scientific enterprise and essential for engaging the public in science. By favoring behaviors and practices that result in a narrow set of outcomes, our current scientific culture may lower the diversity of the scientific workforce, limit the range and relevance of scientific pursuits, and restrict the scope of interdisciplinary collaboration and public engagement. The sc

To address the issue of gender equity in start-up packages for new hires, we have collected all offer letters for tenured and tenure-tracked jobs beginning fall 2005. We code these for the various perks that are offered upon hiring.

The path to workplace equality has become a difficult one to navigate. No one can safely rely upon the strategies developed in the 1960s and 1970s to integrate workplaces. Employers face legal and political challenges for failing to diversify their workplaces and for diversity efforts to overcome failure.

Annual Reports from Dr. Ann Saterbak and her ADVANCE funded Mini Research Project. "The purpose of this project is to investigate the reasons for the underrepresentation of women faculty, particularly the women faculty in science and engineering, in the most prestigious teaching awards at Rice University.

“The Georgia Institute of Technology (Georgia Tech) proposes an integrated approach to institutional factors that will support the full participation and advancement of women, and provide a model of best practices, in academic science and engineering. Georgia Tech will build upon previous activities and momentum for the advancement of women. The Georgia Tech ADVANCE team encompasses breadth and depth of leadership, critical for institutional transformation, and includes: the Provost and the Deans, faculty,

• ADVANCE highlight of NEASC visit • Work-Life Breakfast Summit • 2 Mentor Training Workshops • ADVANCE Proposal to the President • Dual Career Policy and Guidelines approved • Lactation Room renovation underway • Equity Coalition formed

Does a year usually go by so quickly? The first year of our ADVANCE project was an exciting and active one, during which we defined who we are and launched numerous initiatives and research projects. The UW-Madison campus is building momentum on diversity issues, and we are fortunate to be a part of it. During the first year...

The committee began in the fall of 2003 by running 4 IRB-approved focus groups to assess what the issues are for women at URI, and to identify the key behaviors that women feel department colleagues and chairs could engage in that would most...

The purpose of the external evaluation is to collect and analyze summative data to measure the project’s success in meeting the objectives outlined below. These objectives address the broad areas of promotion and retention of female faculty; recruitment practices; and resource allocation.

Dual Career Couples Qualitative Analyses. An interview protocol for dual career couples was developed for faculty and for chairs, in an effort to assess how these couples have negotiated the URI hiring system and to provide input toward policy development. The protocols can be found on our...

This report summarizes research from the Iowa State University ADVANCE Collaborative Transformation (CT) Project. The results discussed here are based on intensive research conducted within three STEM (Science, Technology, Engineering and...

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. This is their first magazine and it outlines what they were able to accomplish in the first year: networking opportunities, new work-family processes, an assessment of promotion, and other quantitative and qualitative data collection.

These grants involved substantial awards (up to $250,000) to departments that made rigorous, specific and ambitious proposals for improving their own internal policies, practices and climates, based on analyses of the current situation and recent past...

AdvanceVT research seed grants provided funding to support junior faculty developing a successful proposal for external research funding. This follow-up report provides an overview of the program and its impact on pre-tenure faculty members at Virginia Tech.

Since 2002, WISELI has sponsored the Celebrating Women in Science and Engineering Grant Program. This program provides funding to departments, centers, or student groups wishing to enhance their own seminar schedules or especially to create new workshops, symposia, lecture series, or similar events in line with the goals of WISELI: to promote participation and advancement of women in science and engineering.

The leadership of WISELI sent this message to all affiliates in December, 2006. Our two main challenges of 2006 (the last year of the ADVANCE funding) were to complete the evaluation of our institutional change efforts, and to find the funding and support necessary to...

Having children as a faculty member requires a balance between responsibilities at home and the demands of one’s professional life (i.e., the work-life balance). Faculty members make complex personal and professional decisions to raise children.

WISELI developed an extensive climate survey instrument based on the interview data from women faculty and staff in the STEM disciplines. The surveys have been funded by the National Science Foundation ADVANCE program, the Office of the Provost, the College of Letters and Science, and the College of Engineering. The sample includes UW-Madison faculty in all divisions, and clinical/CHS faculty in the...

Research, reports and papers exist on a wide array of topics related to faculty advancement, including topics of particular relevance to women in Science, Technology, Engineering and Math fields.

'The Science and Politics of Comparing Women and Men' raised an important question: What constitutes a practically significant sex effect? The practice of relying on proportion of variance measures to address this question has been judged inappropriate, for such measures are not intuitively accessible and can mislead researchers into ignoring the practical significance of small effects.

Final reports for the LEAP Individual Growth and Department Enhancement Grants for 2007 were evaluated to identify the individual and institutional outcomes of this pilot faculty development program. Qualitative analysis of these reports shows that the proposed activities for both Individual Growth and Department...

The ADVANCE project at the University of Michigan has continued to make efforts to engage discussion, stimulate new efforts and create real change throughout the campus. This year a particularly important activity was preparation for the site visit by a team of visitors, as well as the process of stock-taking and resetting of goals that visit stimulated. The visit provided us...

This short report lists significant accomplishments, areas of difficulty, and best ideas yet.

The overall goal of AdvanceVT is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks...

The external evaluation focuses specifically on collecting summative evaluation data to measure the project’s success in meeting the objectives set forth in Figure 1 below. These objectives focus on: Promotion and retention of female faculty; Representation of women in the higher echelons of the administrative hierarchy; Recruitment practices; and Resource allocation.

Twenty-six science and engineering faculty drawn from four racial-ethnic groups (African American, Latino, Native American and Asian/Asian American) were interviewed by a member of the ADVANCE Project staff during the summer of 2006. Most of the faculty interviewed regard the University of Michigan and their departments as offering many positive career opportunities.

This is a link to the PDF version of the AdvanceVT Department Climate Compendium. The parts of this paper are introduction, about the AdvanceVT departmental climate initiative, and departmental climate components and strategies.

By using the findings of the survey, this report examines the progress made by UTEP ADVANCE in improving institutional climate for female faculty in science and engineering.

In September 2001, the University of Michigan released a Gender Salary Study, based on an econometric analysis of salaries for tenured and tenure-track faculty at the Ann Arbor campus... This addendum reports the results of a parallel analysis on a subset of the original data set, including only the science and engineering faculty.

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.

This webpage is a list of ADVANCE Annual Reports, STEM Faculty Work-life Balance Survey Findings, and Publications.

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.

The Promotion and Tenure ADVANCE Committee (PTAC) was formed in July 2002 as a component of Georgia Tech’s NSF-funded ADVANCE Program for Institutional Transformation. PTAC was charged by the ADVANCE Program to serve as a grassroots faculty group aimed at identifying and addressing a wide range of academic issues related to faculty development and promotion and tenure evaluations.

The Evaluation Committee during Year 3 focused on the climate survey, benchmark data, and working with Pro-Choice, Inc. Missing climate survey analyses have been completed and a draft executive summary is being finalized. The analyses and summary are included as Appendix A...

Understanding Faculty Satisfaction

In this document, we provide URI faculty with research-based information regarding best search practices geared particularly towards recruitment of women and underrepresented faculty. Its purpose is to make the recruitment process fair, objective, and transparent and, in turn, create a more diverse workplace, ultimately adding to the wealth of the intellectual ranks at URI.

Under the leadership of Professor Penny Kukuk and the Steering Committee, the PACE Project at The University of Montana has benefited immensely from the continued support and assistance of the faculty and administration in increasing the number of women in the sciences. PACE Project activities in the past four years encouraged Departments...

Each year Georgia Tech posts their Annual Reports in a magazine called Energeia. Within this issue topics such as the ADEPT tool development, the hosted conference, and how the program has developed.

This webpage is a collection of published papers, working papers, dissertations, evaluation reports, presentations, research reports, annual reports, and reports to funding agencies.

The leadership of WISELI sent this message to all affiliates in December, 2006. Our two main challenges of 2006 (the last year of the ADVANCE funding) were to complete the evaluation of our institutional change efforts, and to find the funding and support necessary to...

This report is a companion to the report recently released by the UM ADVANCE Program, Assessing the Academic Work Environment for Science and Engineering Faculty at the University of Michigan: 2001 and 2006. That report assessed data from UM science and engineering faculty in 2001 and 2006 about their experiences of their work environment. This report draws on the same 2006 data for science and engineering faculty and comparable data coll

The present study examined the impact of managers' gender and race on a job performance attributions made by their supervisors. Among the most highly successful managers, the performance of women was less likely to be attributed to ability than the performance of men.

The results identify the importance of a mentor for assistant and associate professors, especially for white women and men of color.

The goal of the ISU ADVANCE program is to investigate the effectiveness of a multilevel collaborative effort to produce institutional transformation that results in the full participation of women faculty in science, technology, engineering and math fields in the university. Our approach...

Annual Reports from Dr. Dan Beal on his ADVANCE funded Mini Research Project: "The current project's goal is to understand how gender differences in emotion perception may play a role in the high-stakes testing process. High-stakes testing, particularly in mathematics, plays a pivotal role in determining who enters graduate STEM programs...

This guide provides information about practices in hiring and promotion that, while unintentional, can put women and minorities at a significant disadvantage for success in academe. Specifically geared to department chairs in STEM disciplines, this guide offers suggestions on how to avoid unconscious bias in evaluating faculty during recruitment and promotion, as well as how to structure departmental procedures to yield the highest quality research and teaching.

Analysis of UM science and engineering faculty data revealed real progress in the representation of women over the course of the NSF ADVANCE award period...

How do you engage female faculty that are overworked, underpaid, and feeling isolated within their department? Such are the challenges faced by the ADVANCE grant at this four-year institution. With a five-year Institutional Transformation award from the National Science Foundation (NSF), the ADVANCE project is attempting to change the culture of the campus in order to increase the number of women faculty in STEM and to help further the careers of those already on campus.

Interdisciplinarity has become synonymous with all things progressive about research and education, not because of some simple philosophic belief in heterogeneity but because of the scientific complexity of problems currently under study.

Year-End Report for the Syracuse University ADVANCE Institutional Transformation Grant

Quarterly Report Year One and Quarterly Report Year Two for WVU ADVANCE

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.

A Report on the Status of Women Faculty in the Schools of Science and Engineering at MIT, 2011

The number of women in science and engineering is growing, yet men continue to outnumber women, especially at the upper levels of these professions. In elementary, middle, and high school, girls and boys take math and science courses in roughly equal numbers, and about as many girls as boys leave high school prepared to pursue science and engineering majors in college. Yet fewer women than men pursue these majors. In 2010, AAUW published this comprehensive review of the literature on gender and STEM.

Link to executive summary of the 2010 National Academies report: Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty

A new analysis from the National Institutes of Health puts in stark relief the widening imbalance between men and women researchers as their careers progress. NIH grants’ staff members examined women's share of training grants and research awards arranged by career stage.

Lehigh University's Natalie Foster contributed to a recent Journal of Chemical Education article exploring the situation for current and future female faculty in chemistry and chemical engineering departments.

A Report on the Status of Women Faculty in the Schools of Science and Engineering at MIT, 2011: The New York Times featured an article summarizing the outcomes and new challenges brought about by 10 years of improved policies and climate for women at MIT. The full report is also available for free.

Reports and Resources from the Lehigh University ADVANCE site

Research and Best Practices about Interdisciplinary Research, Teaching, and Evaluation in Higher Education

Texas A&M Reports and Publications

The National Science Foundation awarded Texas A&M University (TAMU) $3.5 million for a five-year program entitled: Promoting the Success of Women Faculty through a Psychologically Healthy Workplace on October 1, 2010. The award is part of NSF's ADVANCE Institutional Transformation Program which aims to develop systemic approaches to increase the representation and advancement of women in academic STEM (science, technology, engineering and mathematics) careers

On March 1, 2011, the ADVANCE Program Office conducted the First Year Site Visit at Texas A&M University. The program officer in attendance was: Amy Rogers.

External Evaluation Report for Texas A&M ADVANCE -Year 1, May 2011 by Sandra Laursen

Quantity, Quality, and Satisfaction with Mentoring: What Matters Most?

This study identified some personal and situational characteristics of faculty members associated with the perceived need for mentoring and determined that less experienced employees, women and ethnic minorities reported significantly stronger needs for all mentoring functions. Employees who experienced incivility or discrimination reported a significantly higher need for psychosocial mentoring

In this study, we identified some personal and situational characteristics of faculty members associated with the perceived need for mentoring and determined that less experienced employees, women and ethnic minorities reported significantly stronger needs for all mentoring functions. In addition, employees who experienced incivility or discrimination reported a significantly stronger need for psychosocial mentoring.

Jackson State University, a Historically Black College and University (HBCU), has accepted the challenge to transform the overall work climate for women faculty in the Science, Technology, Engineering, and Mathematics (STEM) and the Social and Behavioral Science (SBS) disciplines. Although women have a definite presence on the campuses of HBCUs, women faculty with backgrounds in the STEM disciplines are disproportionately over-represented in lower faculty ranks and instructor positions, and are notably les

Publications related to JSUAdvance

AAFACWE's Library includes articles, reports, and books relevant to the advancement and promotion of women in science and engineering.

The following downloadable documents and publications are a result of the NSF funded RIT EFFORT grant.

This final report of the Rochester Institute of Technology IT-Catalyst program presents findings and recommendations for follow up actions to the university community.

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.

This poster describes a self-study across RIT's colleges with Science, Technology, Engineering and Mathematics (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 and objective data review.

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 presents an overview of ADVANCE programs at Kansas State, including various programs initiatives and institutionalization.