This poster describes how AdvanceVT used findings of faculty work-life surveys to drive conversations with various constituencies on campus with the goal of improving climate for women and underrepresented faculty members.

[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.

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, ...

These findings come from the survey distributed in Fall 2008 by the ADVANCE Program. ADVANCE’s external evaluator, Group Dimensions International, developed the instrument and analyzed the results. The survey was administered to tenured and tenure-track faculty in the biological, life, and physical sciences and explored perceptions of women and men at the beginning of the Program’s escalating presence on campus (a “pre-test”).

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

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

This research investigates why the number of women in engineering is increasing too slowly and assesses the impact of interdisciplinary engineering degrees in Europe on participation rates amongst women in this sector.

This document is an instrument to evaluating experiences of of women in leadership positions.

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

The Chair of the Department of XX, [NAME], has agreed to participate in a series of workshops to improve climate at the UW-Madison. As part of his participation perceived by you and other members of your department.

“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....” This report examines the interviews.

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

This survey instrument requests information related to professional development, teaching, service, resources, career satisfaction, recognition, productivity, institutional unit/department climate, personal life, and demographics.

A study on how ADVANCE has increased the number of women in leadership positions at different institutions is reported in this presentation. Recommendations and future directions are included. This presentation was given at the 2006 PI Meeting.

This document is an instrument used to evaluate a workshop on principle investigators who are running a lab.

This document is a list of frequently asked questions and answers related to the university of Michigan Gender Salary Study. Examples include: why? how? and what are the results?

"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 understand more fully the ways in which these issues manifest themselves within departments, and to share both succ

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

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."

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.

As you have just read in Provost Tanner’s cover letter, the University of Illinois at Chicago is undertaking a very important survey project to learn about UIC faculty members’ perceptions of their workplace: What do you like? What do you dislike? What is important to your daily life and satisfaction?

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.

During February and March of 2004, AdvanceVT conducted a survey to assess the current child care needs of Virginia Tech faculty, staff, and graduate students. 1,390 completed surveys were received.

Survey was co-developed by the ADVANCE Operations Team during Spring 2009, advice sought from Associates and Chairs, and co-PI’s. 269 STEM faculty (full-time tenure track, tenured, full-time lecturer, and FERP) invited to participate via an email on May 21, 2009; two reminders followed this initial invitation. 107 (40%) completed the survey by June 26, 2009

Consistent with widespread national attention to the issue of gender equity in faculty salaries, Edward M. Gramlich, former Interim Provost and Executive Vice President for Academic Affairs, commissioned a group of faculty and academic administrators to conduct an econometric analysis of salaries of tenured and tenure-track faculty.

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

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

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.

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. Implicit associations, which are unconscious associations that occur automatically and quickly due to internalized stereotypes, may help explain women’s underrepresentation in certain disciplines and at higher ranks in the academic hierarchy.

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

During the fall of 2001, staff at the Institute for Research on Women and Gender (IRWG) administered the University of Michigan Survey of Academic Climate and Activities. In fall 2006, a second survey was conducted to assess change in the campus work environment for scientists and engineers at the completion of the five‐year NSF supported period of UM’s ADVANCE Program.

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...

Links to findings from the UAB Climate Survey and Work Life Satisfaction Survey are provided to on this webpage.

This poster describes the multiple approaches taken by the University of Michigan's ADVANCE team to represent data on the progress of women scientists and engineers. These approaches include cohort analysis, salary equity analysis, and space equity analysis.

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 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.

This webpage contains an overview of AdvanceVT's 2005 faculty work-life survey and links to the questionnaire, summary reports, and presentation slides.

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

In 2005, WISELI chose to perform an exit interview study to determine "Why Women Leave." We interviewed women faculty who left UW-Madison STEM departments from 2001 through 2004. Experience with that study led to a request from the Office of the Provost to implement an exit interview study for all UW-Madison faculty who leave, on an annual basis. Beginning in 2007 and working with the...

A two-year 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 document is an instrument used to evaluate a workshop on department climates.

Data from a local mid-sized New England University reveal that women account for only 20.4% of the STEM faculty. Men faculty are more densely clustered in higher ranks (e. g., 75.7% Full Professors) and far outnumber women in all ranks. Other data are presented and discussed to highlight changes across the years (e. g., gender balance in new hires and salaries), as well as needed changes to increase the representation of women faculty in STEM fields.

The poster reports on qualitative interviews with STEM faculty at a large research university. The authors identify gendered pathways of career development, which they argue can contribute to the disengagement of female faculty and a disadvantaged career pathway.

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

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

Results from a survey at the University of Texas-El Paso are reported in this document along with strategies for recruiting and retaining diverse faculty. The survey revealed that some climate issues were resolved after intervention from UTEP’s ADVANCE program. This document was presented at the 2008 PI Meeting Roundtable on Diversity in ADVANCE.

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

This presentation reports the findings from a study that “describe[s] the emerging organizational transformation experience of 19 US universities, funded in the first two rounds of NSF’s ADVANCE IT program, that have aimed to increase the participation of female faculty in all Science and Engineering ranks and in leadership.” It was presented at the 2008 PI Meeting.

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

What difficulties do women have in moving from associate to full professor in STEM departments? A study designed to answer this question and develop targeted strategies to increase promotion rates for women in STEM fields is described in this presentation. The presentation was given at the 2008 ADVANCE PI Meeting in a roundtable on applications for ADVANCE data.

We modified the Association for Women in Science Faculty Survey as a quantitative measure of on campus science faculty experiences. We also developed a qualitative interview for four different groups of faculty...

This webpage includes data on items that were mentioned in offer letters such as "start date of tenure clock" by gender.

This document is an instrument to evaluating experiences of of women in leadership positions.

Faculty career stages have not been extensively studied in the literature on academic career development, and not much is known definitively about how faculty careers systematically unfold for female and male faculty.

This document is a graph of response rates to the 2004 Work Environment Survey by academic college.

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.

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.

The 2007 survey is an important part of the NSF ADVANCE program to develop supportive work initiatives for all faculty on the URI campus. It is a follow-up to an initial survey distributed in 2004. Taking this follow-up survey allows us to gauge the strengths and weaknesses that exist in departmental work environments ...

“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.

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.

We investigate the effect of gender on the salary of science, technology, engineering and mathematics (STEM) faculty at Iowa State University after controlling for factors such as department, rank, years in rank, productivity and the interactions among those factors...

Reported in this presentation is a study on gender differences of award recipients in cognitive and developmental psychology. This presentation was made at the 2008 ADVANCE PI Meeting for the Concurrent Session 1: Research and Contributions to the Literature.

Our intent is to gather information about the academic climate for science faculty who have been employed at The University of Montana in the past 10 years.

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

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

This presentation reports findings from a study that examined the amount of work space allocated to male and female faculty. It was presented at the 2005 PI meeting by New Mexico State University’s ADVANCE program in Panel 2.

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

This document is an instrument to evaluating experiences of of women in leadership positions.

Participant observation in formal (e.g., faculty meetings, classrooms, theses defenses, etc.) and informal (e.g., labs and working spaces) settings will occur to examine the degree to which the organizational structures and divisions of labor within departments, in laboratories, in instructional settings, on grants, and in research collaborations and initiatives, contribute to the production and reproduction of career...

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

A study on different ways to achieve a Ph.D. for women in STEM is reported in this short summary document. It was presented at the 2008 PI meeting by the University of Texas-El Paso’s ADVANCE program.

I refine several theoretical approaches into five hypotheses to test whether segregation, human capital, discrimination, and demographic inertia explain gender inequality among faculty at 'Big U.'

“This questionnaire was developed to better understand issues related to quality of work life for faculty at the University of Wisconsin- Madison. This is part of a larger project, funded by the National Science Foundation, to develop new initiatives for faculty on campus. 55.7% of all University of Wisconsin-Madison faculty responded to this survey.” It was first administered in 2003. Results can be found linked to this webpage.

This document is an instrument to evaluating experiences of of women in leadership positions.

This document is an instrument used to evaluate a workshop on search committees.

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.

Women faculty are rallying around the issue of lack of campus childcare facilities and an inability to push the issue forward with the administration in spite of various committees finding that there is an intense need for such facilities.

This document presents the findings from a study on faculty attrition in STEM departments at Marshall University. “The Marshall University (MU)-ADVANCE Program found that even small data sets are useful for driving change at the institutional level. MU-ADVANCE collected institutional data for 15 departments within 4 colleges, which employ 41 female tenure-track faculty.” This document was created for the 2008 ADVANCE PI Meeting roundtable on Applications of ADVANCE Data.

We are interested in identifying what makes UW-Madison attractive to job applicants, and the aspects of the hiring process that may be experienced positively or negatively. Please think back to when you first were hired at UW-Madison to answer the following questions. If you were a student at UW-Madison, please think of the first job you had when you were no longer a student.

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

This webpage provides links to social network analysis studies at the University of Nebraska-Lincoln.

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 questionnaire was administered from February through May 2003 to gain a better understanding of issues related to quality of work life for faculty at the University of Wisconsin-Madison. This is part of a larger project, funded by the National Science Foundation, to develop new initiatives for faculty on campus.” It was again administered in 2007. Results can be found linked to this webpage.

Harvard’s Project Implicit uses an online test that helps individuals gain a greater awareness of their own unconscious preferences and beliefs. We often do not express our preferences and beliefs, either because we consider them private or because we are unaware of our own attitudes.

This presentation reports the findings of a study that examined equity in faculty salaries. It shows that salaries for women and minorities are lower than those of their male counterparts. This presentation was given at the 2005 PI meeting in Panel 2 by the University of California Irvine’s ADVANCE program.

This study explores pathways to doctoral degrees among women faculty members at a Hispanic-serving institution.

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

“Using multi-staged methods developed in this research for coding/analysis of interview data, this article portrays women’s reported experiences of participation, performance, and advancement in academic science and engineering in a major technological institution. The methods and findings have implications for understanding the complexity underlying women’s participation and performance, and for practices and policies to support advancement of women faculty, particularly those in research universities.”

This webpage provides links to all the 2004 Academic Work Environment Survey. “The survey includes sections on professional employment, tenure clock decisions, available resources and initial start-up package negotiations, teaching and/or student contact, service and leadership, formal recognition, career satisfaction, productivity, mentoring, work environment, work relationships, perceptions about discrimination, partner information, and balancing of career and personal life. The final part of the 2004 sur

This poster is about women geoscientists. The left side of the poster discusses the number of women in faculty positions, how geoscientists perceive gender equity, and reasons why geoscientists contemplate leaving the field. The right side presents strategies to build a community of female geoscientists. This poster was presented at the 2008 ADVANCE PI Meeting in a roundtable on Diversity in ADVANCE.

This document provides concise summaries of research related to unconscious gender bias in evaluation.

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

Reported in this presentation is a study that answers questions about gender differences and work effort, satisfaction, productivity, compensation, and trends in different career stages. The main finding is that there are significant differences at each career stage for male and female faculty. This presentation was given at the 2008 ADVANCE PI Meeting.

In the spring of 2007 and again in fall of 2009, Virginia Tech participated in the COACHE survey of pre-tenure faculty. The COACHE survey asks faculty to assess their experiences regarding promotion and tenure, the nature of their work, policies and practices, and the general climate, culture and...

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

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

The original NSF ADVANCE: IT proposal included a plan to perform in-depth interviews with 32 women faculty, conducted at the beginning of the grant period, to provide a baseline from which program evaluation will emanate. Follow-up interviews with the same women occurred in the last year of the grant. This activity was implemented immediately upon creation of WISELI, with some changes to the original...

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...

Together with the Provost's Office, the GEP surveyed tenured and tenure-track faculty in the natural and social sciences during the Fall 2007 semester. The survey is not a GEP data collection project, but a Hunter College initiative to improve conditions for research, teaching, and services within all natural and social science departments at the college.

Virginia Tech is committed to maintaining a work environment in which all faculty members can succeed. The university used the results of AdvanceVT's faculty surveys to guide many changes over the last several years, including new and revised policies and programs related to dual career hiring, stopping the tenure clock, modified duties, a new part-time tenure-track option, expanded child care options, and leadership development program.

Using a survey for a study can be the right tool for the job. Presented in this document are tricks of the trade for doing it right (ex: carefully select venues for the largest impact). This document was written for the 2008 PI Meeting.

“The assessment of doctoral student climate was initially inspired by a study conducted by the ADVANCE Program which had evaluated the climate for women and underrepresented minority faculty in science and engineering.” Conducted in 2004 with 1200 participants. findings regarding confidence and discouragement are reported.

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.

This document is a presentation on how to use data to create change. Presented at the 2008 PI Meeting by the University of Wisconsin-Madison’s ADVANCE group on Meeting Grants Management, this presentation discusses how each data type can be effective with examples from studies.

In order to understand key features of the institutional climate as it relates to recruitment, retention, and promotion of female faculty, a Climate Survey was administered in December 2007. This electronic survey was patterned after the UAB ADVANCE Climate Survey that was conducted in 2004.

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

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

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...

The study described below draws upon research across disciplinary fields including higher education, psychology, sociology, business, and women’s studies. This interdisciplinary approach will lend itself to a more comprehensive and multi-faceted understanding of the contexts and cultures that facilitate or impede the recruitment, retention, and advancement of women faculty at UMaine.

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.

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

Presented herein are a preliminary overview and findings of a national study of occupational stress among underrepresented minority (URM) faculty in research intensive universities, funded by the Robert Wood Johnson Foundation (2010 - 2013).

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