This document answers questions such as "What is life like at Michigan for women and minority faculty?" and "What exactly is the climate?"

This webpage is a list of links for resources for untenured faculty. Examples include: Virginia Tech Work-Life Resources, Advice on how to ask for reduce hours, and Surviving and thriving in academia.

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

Effective faculty retention is as critical as recruitment. It is imperative for a department to retain their new hire — the costs of faculty turnover affect a department’s fiscal bottom-line as well as its morale. Thus, we have developed this checklist of activities which may help you retain your new-hire, while helping you maintain optimal working conditions for all faculty in your department.

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

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.

The sections of this poster are recruitment, recruitment activities, retention and climate activities, research, and climate survey.

There are some common problems when starting a new faculty career. This document attempts to provide some solutions to issues such as how to start a new lab and manage dual careers.

This document is a list of family friendly practices supported by UC Irvine and information about its dual hire program. It was written for the 2005 ADVANCE PI meeting in Panel 4.

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.

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.

Achieving diversity should never mean sacrificing merit as a basis for selecting and promoting faculty, but it does entail counteracting unconscious bias that prevents merit from being recognized. Research indicates that small amounts of unconscious bias accumulate over time, disadvantaging the careers of women in STEM fields.

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...

This document is a series of listed good practices in areas such as recruitment, retention, mentoring, and others.

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

The initiative does this through systemic efforts including policy work, faculty mentoring, leadership development, competitive grants and a speakers series featuring prestigious women leaders in Science, Technology, Engineering and Math fields.

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

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

UNC Charlotte ADVANCE has focused its programming on the five primary goals of Recruitment; Retention and Advancement; Climate; Institutional Transformation and Dissemination.

This toolkit was written to assist Department Chairs in retaining their faculty across all ranks. These best practices should be applied to all faculty, not just the stars of a department. Retention efforts, when applied equitably to all faculty, can improve the general climate for everyone and can lead to better productivity and greater satisfaction for all faculty.

Outlined here are programs that various institutions have developed to increase the recruitment, retention, and promotion of women in academia. Some programs target improvement of individual women's experience; others target policy changes.

To improve UA's effectiveness in recruiting and retaining faculty by redesigning business processes and incorporating new tools for administrators.

“The WeLEAD project goals for improving the progression and retention of women members in the STEM disciplines focus on the Associate Professors level. Our data indicate that retention of Associate Professor is a significant contributor to the lack of senior women at the university and in administrative positions.” This poster was presented by Idaho State University at the 2008 ADVANCE PI Meeting.

A report following a debate about why there aren’t more women in the physical sciences, engineering and technology

Since 2003, the UTEP ADVANCE team has conducted 32 on-campus presentations, including Town Hall Meetings, talks to campus groups and graduate classes, and meetings with the Institutional Action Board and upper administration.

UNC Charlotte ADVANCE has focused its programming around the five primary goals of Recruitment; Retention and Advancement; Climate; Institutional Transformation and Dissemination. It has also established desired outcomes around these goals.

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

This document is a list of links on the topics of NSF, Retention, ADVANCE Programs, Tenure Clock Extentions.

ADVANCE is developing faculty retention guidelines, which will be available soon. Other ADVANCE institutions have developed excellent guidelines, which we have used in developing ours. We especially would like to thank the University of Washington, whose work we have relied on most.

This webpage is a list of reports and toolkits on recruitment and retention.

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

Systematically monitor hiring and promotion decisions to eliminate unintentional bias and create opportunities for all faculty. Include salary and workload equity in your thinking about such decisions...

A summary of the LEAP (Leadership Education for Advancement and Promotion) project at the University of Colorado is presented in this document for the 2005 ADVANCE PI Meeting in Panel 5. They have set up workshops with stipends to “develop the skill sets of faculty members and promote best practices... This stipend is a clear incentive for junior faculty who also like the fact that we market the workshops as a ways to get off to a fast and successful start and have an application/selection procedure.”

1. Ask for suggestions from people with less power in the department or unit...

These two case studies can be helpful in discussing issues in related to recruitment, retention, and promotion.

While there are no mandated processes, the fact that approximately half of the college is women helps instill a culture that easily accepts inclusion and diversity in faculty searches. The Dean, Associate Dean and Chairs traditionally work closely together to ensure productive recruitment practices.

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.

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

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

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

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

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

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).

STRIDE is a committee of 11 professors and administrators who are trained in practices that increase the promotion and success of women faculty. Through presentations, members are a resource for chairs, administrators, promotion and tenure committees, and search committees. STRIDE is modeled after a successful program at the University of Michigan.

We highlight the quantitative growth of SEM women faculty at K-State, describe unique and successful K-State ADVANCE programs, list specific measures of success, and share lessons learned during the past five years. We provide data showing the increase in the percentage of full-time tenure line women faculty, full professors, and administrators at K-State since 1997, which we are using as a benchmark year, and since 2003. The poster will summarize participation and outcomes of department, college and projec

This brochure focuses on best practices to provide supportive social and scholarly environments for new faculty.

This handout provides a brief summary of a presentation that was created at a workshop to inform faculty, chairs, and deans about the recruitment and retention of faculty from underserved groups, describes information collected from chair chats, and summarizes resources that are essential reading.

Top 10 Tips for Academic Leaders to Accelerate the Advancement of Women in Science and Engineering

This document tries to answer questions such as: What is life like at Michigan for women and minorities? What exactly is 'the climate?' and Why do women and minorities leave instead of asking for better situations?

AdvanceVT and the Office of the Provost host occasional workshops on Promotion to Professor. The Office of the Provost presents an overview of the process and requirements, recently promoted faculty members give their perspectives on preparation for promotion, and current or former members of college and university promotion and tenure committees respond to questions from the audience. Data on the number of years spent at the associate professor

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.

Summarized in this document are the results of three sub-committees that worked on defining policy changes and outcome measures in the areas of faculty recruitment, retention, and leadership; career tracks and work-family integration; and, evaluation and development.

UNC Charlotte ADVANCE is focused on helping the university create an institutional environment to support the recruitment, retention and academic success of women faculty, especially those in STEM disciplines, and to increase faculty success campus-wide. The initiative does this through systemic efforts including policy work, faculty mentoring, leadership development, competitive grants and a speakers’ series featuring prestigious women leaders in STEM fields.

This document covers the family friendly practices that have been implemented at the University of Rhode Island and their hopes for future changes. Some of these include creating a family leave policy and a virtual work-life office. The document was written for the 2005 ADVANCE PI Meeting.

On Wednesday, April 2, at 3:00 pm, the University of Michigan CRLT Players visited Blacksburg’s Lyric Theater to present a dramatization of faculty interactions designed to stimulate discussion about climate and collegiality. The performance and discussion lasted approximately 90 minutes, and was followed by a reception.

Article in a special issue of the Journal of Technology Management and Innovation by the ADVANCE Forward to Professorship team on the impact of career breaks on the careers of STEM women.

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

Increase numbers of women STEM faculty through improved recruitment and retention. Support advancement of women STEM faculty to tenure, promotion, and leadership positions. Contribute to Social Science scholarship by examining interdisciplinarity as a strategy. Institutionalize successful policies and programs developed by Lehigh ADVANCE. Engage national dialogue on gender and interdisciplinarity.

Through Lehigh ADVANCE, the University aims to increase the number of women STEM faculty. We anticipate improved recruitment and retention rates and improved job satisfaction. Lehigh also anticipates improved opportunities for networking among women scientists and research engineers at Lehigh and across the Lehigh Valley Region of Pennsylvania.

Lehigh ADVANCE aims to assess what the women STEM faculty are thinking and feeling about the climate for women at Lehigh. By conducting these interviews, the Leadership Team will learn about the strategies faculty have used to gain success in tenure track positions and also identify important themes ADVANCE should address. We will thereby ensure that events and toolkits are of continued value in achieving our goal of increasing recruitment and retention of women in STEM. If you are a woman faculty member in

Today, Lehigh ADVANCE launched the faculty surveys which will enable key research questions to be answered about the Gendering of Collaborative and Interdisciplinary Research and about the culture and climate of Lehigh.

Lehigh ADVANCE aims to assess what the women STEM faculty are thinking and feeling about the climate for women at Lehigh. By conducting these interviews, the Leadership Team will learn about the strategies faculty have used to gain success in tenure track positions and also identify important themes ADVANCE should address. We will thereby ensure that events and toolkits are of continued value in achieving our goal of increasing recruitment and retention of women in STEM. If you are a woman faculty member in

The three major objectives of this activity are to: foster faculty success by giving women faculty, advanced graduate students, and postdocs at Texas A&M the opportunity to network with prominent women scholars; improve the workplace climate by exposing the Texas A&M community to eminent women scholars who not only have credibility by virtue of their scientific work but also have placed great importance on diversity in STEM; and enhance the recruitment and retention of women faculty by providing an addition

The main goal of the Workshop is to assist Department Heads in ADVANCE Target Departments in the recruitment and retention of women STEM faculty. Department Heads will recommend candidates for the Workshops; they will also host their candidates for one afternoon and evening during the Workshop.

There are 12 ADVANCE activities that are designed to transform Texas A&M University by increasing gender equity for women STEM faculty. Each activity is aligned with one or more of the Psychologically Healthy Workplace (PHW) practices – the underlying, evidence-based framework for this initiative. The activities are organized into 3 broad categories: Climate Change, Success Enchancement and Recruitment and Retention.

In addition to the evaluation component of the ADVANCE program, 6 social science research studies are being conducted in concert with a subset of the 12 ADVANCE activities.

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

The goal of Bias Prevention Training is to transform the informal culture of the university by providing information to employees designed to help them understand and eliminate bias. Focus Groups and other methods of transforming the informal culture will be established. All methods will be infused with bias prevention educational strategies. These strategies will be designed to educate and mitigate biases by examining and rectifying issues that impact the retention and promotion of STEM-SBS female faculty

The Alliance for the Advancement of Florida’s Academic Women in Chemistry and Engineering (AAFAWCE) has been granted the NSF ADVANCE-PAID award to provide collaborating universities with the mechanisms necessary to support the advancement of women in the professoriate in chemistry and engineering.

1. Foster a supportive and inclusive climate for faculty success. 2. Establish recruitment and retention policies and procedures to enhance diversity of the faculty. 3. Provide professional development and advancement of opportunities to build positive psychological capital of women faculty.

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

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

This presentation from the 2010 PI meeting describes a workshop on mentoring for STEM women in industry, academe, government and non-profits that explored best practices in mentoring for career development.

This presentation at the 2010 PI meeting presents data on the experiences of women at primarily undergraduate institutions, historically black colleges and universities, and women's colleges.

This presentation from the 2010 PI meeting includes some of the findings from Mason and Goulden's studies of the impact of family formation on the careers of women STEM faculty and highlights ways that Title IX can provide a lever for change.