The links on this webpage are about how to attain advancement and demonstrate career achievements.
Successful mentoring relationships are built around the needs and career goals of the mentee. Each mentoring relationship is unique and must be negotiated on an individual basis to match the needs of the mentee and the resources the mentor brings to the relationship. Mentors can help new faculty in the following areas...
The ISU ADVANCE program has notable successes in its first three years. Below we have summarized accomplishments relative to the program goals in our grant proposal.
This year-long series of sessions for new tenure-track faculty focuses on a variety of important issues faculty face to help them navigate issues and build a sense of community. Each year, new faculty gather for sessions that include a welcome orientation/open forum and workshops on plagiarism, grant opportunities and the reappointment, promotion and tenure process, among other topics. The series ends with a closing gathering to reflect on the first year.
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.
2010-2011, Mid-Career Faculty Career Plan Template
The goal of the ADVANCEing Faculty Executive Coaching Program is to assist faculty with professional and personal growth, academic and career guidance, and leadership development. Interested faculty can apply to participate in a 2 - 3 session coaching program with a professional coach for women faculty and administrators...
This short presentation covers selection and hiring, and promotion, tenure, and advancement. At the bottom of each slide is progress to date on the activities and practices that have influenced change at University of Maryland-Baltimore.
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.
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.
"ADVANCE is working to assist diverse STEM faculty to advance in their careers by enhancing the RTP process. Activities include developing training workshops for RTP committees, providing systematic pre-tenure performance feedback; establishing professional learning communities; and facilitating faculty development in teaching, research and service." Additional links on teaching and research are also provided.
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 primary goal of the faculty fellowship is to promote the career advancement of a female faculty member in a STEM discipline while serving the university-wide vision of Scholarship-in-Action. The program is also designed to respond to data from the National Science Foundation showing that, despite gains in access to education and training, fewer than 4% of STEM faculty in the nation’s four year institutions are women of color.
Our goal? Contribute substantially to our understanding of the relationship between network connections and career progress. There is a strong research component to this project. Researchers Pamela Brandes (Whitman School) and Ines Mergel (Maxwell School) will explore relational factors that contribute, or conversely present obstacles, to faculty success. This study will look at challenges unique to women faculty members, identify key relational drivers of their professional and career success, and the best
Through Lehigh ADVANCE, improved tenure and promotion success of women STEM faculty will result in a larger pool of senior women at Lehigh to serve as mentors and participate in leadership roles. We anticipate women STEM faculty will experience improved access for and willingness to assume leadership positions at Lehigh.
A variety of activities are planned for LU-WISE networking and career advancement opportunities.
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.
Understanding personalities in the lab: the dynamics of scientific relationships
This executive summary presents barriers identified for the recruitment, retention, and advancement of women STEM faculty at RIT, including issues related to career navigation, climate, and work/life balance issues.
Georgia Tech Current Initiatives
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 NETWORKing workshop, as proposed by Universidad Metropolitana (UMET) and its collaborative partner institution University of Maryland Baltimore County (UMBC), will address faculty advancement and retention of women in STEM disciplines, aligned with NSF’s Career-Life Balance Initiative. The proposed workshop wishes to be the first of a series of conferences targeted to develop a Hispanic NETWORKing Project that through new explorations will promote academic institutional transformations, and new opportu
The Society of STEM Women of Color hosts the annual STEM Women of Color Conclave. This year's Conclave, as in the past, will bring together the largest national assembly of women faculty of color, representing all academic STEM disciplines. This Conclave promises to be an extraordinary and groundbreaking event that will serve to launch the long- awaited Society for STEM Women of Color, and simultaneously catapult the constellation of our efforts to unprecedented levels of influence.
This presentation from the 2011 PI Meeting addresses how we think as faculty members; women faculty members barriers to access in the academy and faculty rewards, impact of discrimination in terms of policies, and what actions and strategies we can take.
This presentation from the 2010 PI Meeting covers: A meta-analysis of empirical research on women of color in STEM careers, 1970-2008.
Found on this website is a list of Wayne State's Career Development Grant awardees. The Career Development Grant awards small grants to Wayne State University female faculty, ranging from $500 to $2,000 for assistance with critical career steps.