This webpage is a list of resources divided into the categories of Lubbock, Amarillo, articles and publications, employment resources, resources for women faculty, and ADVANCE program at other universities.
Cornell University offers a variety of work/life support programs, services, and resources for Cornell faculty members. Please refer to the PDF "Family Care Support Services at Cornell University" for a brief summary of the assistance available.
Found on this webpage is a list of links to resources by Brown University’s ADVANCE Program divided into the categories of policies and procedures, campus resources, and national reports and data on women in Science and Engineering.
To help faculty settle into the community, UNC Charlotte ADVANCE has compiled a list of information sources to help ease the transition. Additionally, on behalf of its Future of the Faculty Committee, ADVANCE has surveyed all faculty hired within the last 5 years on what information they perceived would have been helpful during their relocation to UNC Charlotte. The response rate was 26%, so caution should be used in generalizing these findings.
This page is designed to provide Department Chairs, Deans, and all interested faculty with specific tools and ideas for effective mentoring and retention practices. You will find general resources for departments and for mentors and new faculty members, as well as guidelines and best practices collected from various colleges at Cornell University.
Listed on this webpage are groupings of links by Iowa State University’s ADVANCE Program on programs and groups in the areas of science, technology, engineering, mathematics, other, and Iowa state resources and partners.
Our recruitment resources offer Department Chairs, Search Chairs and any faculty members participating in faculty searches with specific tools and ideas for planning, conducting, and evaluating searches, and cover topics such as establishing search committees, planning, conducting and evaluating searches, and minimizing bias in the search process.
This webpage is a list of links for resources for post-doctoral associates. Examples include a link to the National Post-Doctoral Association, and a link to the Howard Hughes Medical Institute's Lab Management Guide.
This webpage is a list of resources for people who are considering applying for a job at Virginia Tech University. Example resources are "Finding Employment at Virginia Tech" and "Dual Career Assistance Resources".
UNC Charlotte faculty and staff often must find a delicate balance between work and family obligations. To help those who need childcare resources, ADVANCE is providing information about child-focused agencies and organizations that provide services in the Charlotte area.
Covered in this document are the benefits of having a diverse work force in academia. The sections of the document are Benefits for teaching and research; Benefits for students; Challenges of diversity; Examples of common social assumptions/expectations; Examples of assumptions or biases that can influence interactions; Examples of assumptions or biases in academic contexts; Biases and assumptions that can influence interaction between colleagues; and Resources.
The University of California has a revised academic personnel policies related to work and family. It “provides summaries of policies and programs related to work and family that are supportive of family care-giving responsibilities.”
“The Chancellor's Committee on Women (CCW) is an informed advocate for all women on the campus — classified and unclassified staff, tenure-track and non-tenure track faculty; undergraduate, graduate, and professional students, and administrators. As a representative committee of women across campus, our collective experience is diverse and proactive...” From this website you can navigate to information on members, meetings, reports, awards, and resources.
"ADVANCE is working to increase the number of female science, technology, engineering and mathematics (STEM) faculty at junior and senior levels, as well as improve search committee and recruiting practices, create a new Handbook for Search Committees, increase the number of partner agreements to build a pipeline of underrepresented STEM women, and pilot a Partner Placement Program." Links to resources can be found on this webpage.
This webpage hosts information about a series of workshops. This link takes you to a sub-part of the webpage on a workshop entitled “Marital Equality”. Links to its agenda and workshop activities and discussion questions are provided.
The URI Equity Coalition was formed in 2006 to collaborate on initiatives that promote diversity at URI for faculty, staff, and students, and to explore ways to coordinate and streamline these efforts.
UNC Charlotte conducted a childcare needs assessment study from November 2008 through January 2009. Organizational Science Consulting and Research (OSC&R) included a series of focus groups with faculty and staff, a web-based survey sent to all faculty and EPA staff and interviews with childcare experts in the Charlotte metropolitan area.
Information on workshops at UW-Madison and other universities, and resources for training hiring committees, are listed on this webpage. “Hiring and retaining an excellent and diverse faculty is a top priority for colleges and universities nationwide, yet faculty hiring committees typically receive little education about the search process. Consequently, WISELI has implemented a workshop, Searching for Excellence and Diversity®, that provides faculty with information, advice, and techniques that will help t
Case has institutionalized several new initiatives in the last 2 years. The Resource Equity Committee (REC) was created by the Provost in 2000 in response to the MIT Report (1999). The REC was charged to conduct a self-study of resource allocation among Case faculty and the impact of gender on CWRU faculty careers. The REC has completed thematic coding of focus group transcripts and the formal report was released in March, 2003.
This webpage is a list of resources and readings on the topic of teaching. Examples include: The National Center for Case Study Teaching in Science, and Transforming Undergraduate Education for Future Research Biologists.
This webpage is a list of resources to help with the topics of diversity, demographics, and policy. Examples include links to a New York Times article on the pipeline and a writing on the glass ceiling.
This is the homepage for the AACU website. From this front page you can navigate to information on liberal education, general education, curriculum, faculty, institutional change, assessment, diversity, civic engagement, science and health, women, and global learning.
“Listed below are some useful online resources related to excellence, equity, and diversity in the science, technology, engineering and mathematics fields.” They were compiled by the University of Arizona’s ADVANCE Program and are organized into the areas of topic, climate, diversity, evaluation, hiring, mentoring, unconscious bias, women in STEMs and academia, women in community, and ADVANCE resources.
The conference was primarily targeted at faculty and administrative professionals in science and technology related fields who are currently involved in or considering careers as tenured faculty members within a university or other educational institution.
“This guide is designed to provide UC Berkeley faculty and staff with an overview of existing campus work/family policies, programs, and resources. We hope this guide will serve as a valuable resource to faculty and staff and help them to be more effective in their work and family lives.”
This is the homepage for the AAUP website. From this front page you can navigate to information on protecting your rights, issues in higher education, publications and research, red book policies and reports, censured administrations, government relations, getting involved, and AAUP restructuring.
Found on this webpage is a list of links to resources compiled by Marshall University’s ADVANCE Program. Linked from this page are additional groupings of resources in the areas of Women in STEM; Diversity, Demographics, and Policy; Faculty Research Development; Grant Proposal Writing; Career Development; Teaching Resources; and, Recruitment Assistance.
The University of Nebraska-Lincoln has a number of policies and resources that promote work-life balance. The University wishes to be supportive of faculty who need time off for personal reasons, approved professional development, or academic reasons.
This webpage is a list of resources with descriptions to help couples find two careers in one location. The links are organized by University of Rhode Island, Rhode Island, other colleges in the area, etc.
NSF Advance for Women in Science has funded programs for more than a decade, and each awardee has assessed their programs and methods and developed resources that are available online. ”. This page lists the SEEDS Director’s choice of helpful career resources.
The Dayton region is a wonderful place to live as it provides all the amenities of a big city, but without the high cost or traffic. In addition to a wide variety of housing, school, and shopping choices, there is much to see and do.
This is a wiki that is a collection of resources. The sections of this webpage are titled ADVANCE Department Chair Workshops and Resources, ADVANCE Visiting Scholars Program, Transforming Academic Departments, and Children.
UNC Charlotte Academic Affairs has gathered a wide array of resources to assist faculty in acclimating to the UNC Charlotte environment. The office also has developed a new faculty website that pulls together a variety of links and information pertinent to teaching, as well as to familiarize faculty with the policies and services available at UNC Charlotte. While the resources were gathered primarily for new faculty, all faculty and staff can find useful information on this site.
“UW Benefits and WorkLife recognizes the competing demands in your life, and offers programs and services that support the integration of work and personal lives, provide resources for faculty, staff, and students through the different stages of life, promote healthy lifestyles, and create a quality work environment.” Navigation on this website is divided into the topics of Adult/Elder Care, Parenting, Childcare, and Resources and Services.
A list of equity materials can be found on this webpage. “Virginia Valian has written several short pieces about gender equity. The pieces are frequently updated, so check back often. Please feel free to use these copyrighted materials with proper attribution.” Examples include ‘gender equity activities’ and ‘what to do right now’.
In this poster, we highlight the brochures and booklets we are developing with funds from the ADVANCE: PAID program. We make these materials available to other universities at cost, to be used in their own efforts at institutional transformation. Included are materials on departmental climate, hiring, and the advancement of women in academia.
This webpage is a list of links for resources for Department Heads. Examples include: Creating a positive department climate at Virginia Tech, and University of Washington Leadership Excellence for Academic Diversity resources.
Pasteur, Bohr, Einstein…we are all familiar with the great male scientists who have contributed greatly to the knowledge and progress of the human race. Less well known are those women scientists without whose work our understanding would be greatly impoverished. From Merit Ptah to Marie Curie to Evelyn Boyd Granville, the ranks of the greatest scientists have always included women.
Introduction to UMD ADVANCE Dashboard Initiative: The goal of the Dashboard is to make information regarding faculty diversity, time to advancement, and salary ranges more easily accessible to faculty. This document describes the initiative. The actual data are available only to UMD faculty.
Each year, over the next four years, the program will fund Interdisciplinary and Engaged Research Seed Grants of up to $20,000 each to be used toward collaborative projects that include the integration of two or more disciplines (interdisciplinary research), and/or projects that involve external partners and that benefit the public good (engaged research).
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.
The following Frequently Asked Questions are intended to address topics of general interest to faculty at the University of Maryland at College Park. For further information about the University of Maryland ADVANCE Program for Inclusive Excellence and our activities, please see our website at: www.advance.umd.edu
CLOC provides customized consulting and leadership coaching, enabling departments and groups to effectively achieve their organizational goals. We partner with clients to develop an approach tailored to the departmental context and to the specific needs of participants.
The University of Maryland is nationally and internationally known for its outstanding equity and diversity efforts. A major key to the institution's success in these arenas is its decentralized equity and diversity structure. This structure encourages the campus' conceptualizations of equity and diversity as "community responsibilities" rather than the purview of a single person's role and function or office's mission.
The Office of Diversity Education and Compliance (ODEC), an arm of the Office of the President, investigates and resolves complaints of discrimination in accordance with the process set forth in the University Code of Equity, Diversity, and Inclusion, and develops and implements a broad range of proactive multicultural educational programs for faculty, staff, and students. In accordance with the University mission and strategic plan, the Office advises and assists the President in the promotion of excellenc
We are providing this document to all faculty and academic administrators, since at any time each person might act as a mentor (formally or informally) or a mentee, or be responsible for fostering a climate conducive to mentoring. As a consequence, it is useful for all of us to think through these roles, and how they might interact.
Build community in a friendly atmosphere and learn about women scientists and engineers while participating in informal dialogue and exploration of new ideas while reducing isolation. Lehigh ADVANCE will host LU-WISE Luncheons monthly, throughout the academic year. Women STEM faculty, adjuncts, professors of practice, and post-doctoral researchers are invited to attend.
Starting Fall 2011, all pre-tenure faculty new in AY 2010-11 and AY 2011-12 are invited to participate in the new initiative Interdisciplinary Networking Committees. Participants include faculty from all colleges, those working interdisciplinarily, and those focused in one discipline. This voluntary program is co-organized by Lehigh ADVANCE and the Deputy Provost for Faculty Affairs.
In February 2007, Global Educational Outreach for Science Engineering and Technology (GEOSET) was established by the Department of Chemistry and Biochemistry at Florida State University to develop new and effective ways to broadcast a range of educational material (not only science) to schools via the Internet. This page provides links to online videos created through the GEOSET program.
Using data from the Human Resources Information System, counts of STEM tenured and tenure track faculty were developed for the periods of October 2004 through October 2010 to examine trends. Where more in-depth data was readily available, it was used to study areas including leadership, applicants, hires, attrition, promotion and tenure.
Over the course of the 2008 academic year, the Survey Group developed a comprehensive career-life survey focusing on gender issues in STEM. The team reviewed climate surveys previously developed and administered at other NSF ADVANCE institutions, primarily the survey developed at the University of Michigan and the University of Wisconsin-Madison.
The purpose of this research is to develop an evidence-based approach to address factors resulting in the under-representation of women in science, technology, engineering, and mathematics related (STEM) faculty positions at RIT.
The ADVANCE program was institutionalized in 2007 at Georgia Tech. The program focuses on equity in tenure and promotion; faculty development to promote faculty research and advancement; tracking progress on hiring and advancement, particularly of female and underrepresented minority faculty; faculty work-life needs and initiatives, and other aspects of Georgia Tech’s integrated approach to institutionalized factors supporting the full participation and advancement of women.
In 2001, the WST Center became a Georgia Tech center, receiving funding from and reporting to the provost. The WST Center currently reports to Georgia Tech’s Vice President for Institute Diversity, the chief academic diversity officer of the Institute.
The purpose of this clearinghouse is to provide institutions with a summary of promising institutional practices that could aid in the retention of postdoc women in the academic career pipeline. The clearinghouse includes references to exemplary models from the community that could be adapted. Interventions in the clearinghouse are organized around a series of issues identified that could cause postdoc women to leave this pipeline.
From Ph.D. to Professoriate: The Role of the Institution in Fostering the Advancement of Postdoc Women is a new resource book developed by the National Postdoctoral Association as part of NPA ADVANCE. The book provides an overview of our current understanding of the various factors impeding postdoc women's continuation in academia and recommended practices that have shown promise for aiding these women in overcoming these obstacles. The goal is to help focus institutions' efforts to support postdoc women to
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 mailing list is for the use of the ADVANCE PIs, Directors, and Program Developers. It will enable us to share best practices, helpful web sites and programs, discuss common goals, etc. You can subscribe here.
ADVANCE Indicators Toolkit
The methods and procedures outlined in this toolkit will help you to meet the NSF reporting requirements. The appendix tables and charts can be used as templates for preparing your own tables. more
Program Evaluation Toolkit
This toolkit will help provide guidance for program evaluation and help with making effective presentations based on quantiative data collection. more
This material is based upon work supported by the National Science Foundation under Grant No. SBE-0244916, with additional support from the Clare Boothe Luce program of the Henry Luce Foundation. Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation or the Henry Luce Foundation.