The primary activities of the CU‐ADVANCE team included 1) extensive dissemination efforts about the new CU‐ADVANCE Center; 2) establishing the management structure of the CU‐ADVANCE Center; 3) developing effective programming in the first year; 4) administering a number of grants to faculty and departments and 4) collecting the NSF indicator data required by the grant.

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 most serious problem facing women in science and engineering, at NJIT and across the country, is isolation. Integrating new virtual networks with traditional face-to-face networks, NJIT ADVANCE uses a variety of strategies to address this issue, linking women science and engineering researchers to each other, to male peers, and to female counterparts in industry and government.

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

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...

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 Partnership for Comprehensive Equity (PACE) project at the University of Montana is an interesting worthwhile effort by a team of dedicated staff members and others who embrace the concept and the goals of the project.

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...

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%....

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 mission of the Earth Institute (EI) ADVANCE program is to transform the way in which women scientists and engineers are recruited, retained, and advanced at Columbia University.

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...

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 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...

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...

Attached please find the NDSU FORWARD’s plans for dissemination of results, lessons learned and promising practices. The dissemination plan included here updates and expands that described in our initial proposal on pages 13-14...

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 goal of the CPP ADVANCE program is to create a university-wide system of recruitment, retention and development that will enable diverse faculty in STEM disciplines, including women, to advance to leadership positions.

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...

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-campus audiences: eight departments, ten administrative groups, and six other audiences, including large groups of women science and engineering faculty and the faculty of a social science research institute.

Gave a presentation on October 7, 2009, at a Brown Bag lunch: "It's All About the Numbers: Men and Women Faculty Status at NDSU" based on NSF 12 indicator data (Slanger, Erickson, Magel, and Bilen-Green); Awarded two Climate and Gender Equity Research grants; Provided Webinar training related to recruitment for faculty, staff and administrators; Sponsored Dr. Virginia Valian, Distinguished Professor of Psychology and Linguistics at Hunter College and the Graduate Center of the City University of New York an

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...

Reports

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

Year One Annual Reports

Attached is a timeline with benchmarks for major project activities including the name of the individual(s) or group responsible for each. For several of the major activities the FORWARD team has developed even more detailed task lists which are available as a supplement to this four-month report if requested...

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...

Boston University’s WIN initiative was designed to increase the work satisfaction, retention, and advancement of women faculty in the sciences and engineering at Boston University by enhancing women’s professional networks, and to analyze the ways in which network-building can contribute to women’s satisfaction and success in academic science and engineering.

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

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

Continued various grant programs, Leap grants, Prepared for the mentoring workshops to be conducted, Continued development of faculty search committee training, and Continued efforts of the Advocates/Allies.

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...

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.

Consistently during the course of the Year 1 evaluation of this project, project staff and university personnel have graciously given their time to what must seem like a barrage of questions and requests for information.

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...

Proposals and Reports on the WVU ADVANCE website

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

Annual Report One for WVU ADVANCE

Year 1 Evaluation Report for WVU ADVANCE

Lehigh University ADVANCE program reports

First Annual Report for NSF ADVANCE Program, October 1, 2010 to August 31, 2011

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