Equity is a complex issue and defining it and what it means to an institution and to an individual are quite diverse. The materials on this webpage cover some files on pay equity, but also why gender equity is important.
Annotated bibliography on mentoring.
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 purpose of this award is to sponsor research in any discipline by women faculty and research or service focused on gender equity by all faculty within the three ADVANCE departments.
This handout is a list of recommendations and best practices on how to deal with visible equity problems.
This webpage is a wiki collection of reports and papers on the topic of gender equity, for example, "The Climate For Women in Academic Science: The Good, the Bad, and the Changeable" and "The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study.
This handout covers what can be done right this minute to help evaluate and then do something about equity issues.
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.
These slides were presented at the 2005 PI ADVANCE meeting in Panel 2. The presentation covers the metrics that people first agreed upon in regards to increasing women in STEM, data that was collected using these metrics, and the toolkit that was developed.
This handout covers how to uncover and then attempt to address hidden problems.
Sample titles of slides in this presentation are Problem: Shrinking Pool in Computer Science (CS), Too few women & minorities in Computer Science, Research Highlights Multiple Relevant Factors
This presentation covers challenges to achieving gender equity, why it matters, and what can be done about it. Specific policy recommendations are provided at the end.
These activities may help advance not only your new-hire, but also help maintain optimal conditions for success for all faculty in your department.
This webpage is a list of reading with links on the topic of gender bias and equity.
UW-Madison has a long standing policy that faculty salaries must be based on merit. Nevertheless, the University recognizes that inadvertent salaries inequities may occur for a wide variety of reasons.
This handout has sections for how to help gender equity dependent on your role: leader, colleague, a woman, etc.
The statistics on sex disparities(Valian, 2003, Sex disparities in advancement and income) and the referencesin the annotated bibliogaphy (Valian, 2004, Advancing women: Annotated bibliography) lead to the following conclusions.
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.
The path to workplace equality has become a difficult one to navigate. No one can safely rely upon the strategies developed in the 1960s and 1970s to integrate workplaces. Employers face legal and political challenges for failing to diversify their workplaces and for diversity efforts to overcome failure.
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’.
This document is a list of reasons why gender equity is important. Examples include: "Equity increases the range and size of the candidate pool, thus maximizing the chances of hiring the best new faculty or staff.
Equity: What to do right now (One page of bullet points by Virginia Valian)
List of Faculty Equity Initiatives at WVU ADVANCE
Faculty Equity Initiatives: Existing Child/Family Resources
The WVU ADVANCE Sponsorship Program is an external mentoring program supported by the NSF ADVANCE program for women in NSF funded disciplines in CEMR and ECAS. The WVU ADVANCE project aims to catalyze institutional climate change, promote diversity and inclusivity, support women in science and engineering, and promote the success of all faculty.
Faculty Equity Initiatives: Parental Assignment
The following Lactation Rooms are available for WVU faculty, staff, and students. WVU is in the process of creating permanent Lactation Rooms that will be available across campus for nursing mom’s to express milk. Many of these dedicated Lactation Rooms are in buildings under renovation.
On October 5th, 2011, Dr. C. Megan Urry of the Yale Center for Astronomy and Astrophysics spoke at the University of Maryland College of Computer, Mathematical and Natural Sciences on “Women in Science: Why so Few?” In this videotaping of her talk, Dr. Urry discusses the statistics of gender differences in STEM fields, as well as some of the social science experiments relating to unconscious bias and how they pertain to minority groups in science. Dr. Urry concludes with a set of steps for improving gender
The number of women in science and engineering is growing, yet men continue to outnumber women, especially at the upper levels of these professions. In elementary, middle, and high school, girls and boys take math and science courses in roughly equal numbers, and about as many girls as boys leave high school prepared to pursue science and engineering majors in college. Yet fewer women than men pursue these majors. In 2010, AAUW published this comprehensive review of the literature on gender and STEM.
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
Recent research published in Science by Deborah Kaminski and Cheryl Geisler
about retention of STEM women faculty seems to suggest that women and men are retained and promoted at similar rates in most STEM disciplines, except for mathematics and math intensive fields. They found since 1990, from time of hire in science and engineering fields, median time to exit is about 11 years for women and men. In mathematics, 50% of faculty (male or female) depart their positions earlier than other disciplines, but wom
The goal of the NSF ADVANCE Program is to increase the participation of women in the academic science, technology, engineering and math (STEM) and social, behavioral and economic (SBE) science careers.
UC Davis ADVANCE is a newly funded Institutional Transformation grant that began in September of 2012. Our program is supported by the National Science Foundation’s ADVANCE Program which aims to increase the participation and advancement of women in academic science and engineering careers. We are excited to launch this website to share information about the program, related research, and our efforts to promote and increase the diversity of science, technology, engineering, and math (STEM) faculty on our ca
This presentation from the 2011 PI Meeting covers evaluation of 19 institutional ADVANCE awards. It included strategies and processes used to influence gender representation in academic STEM departments;
transform institutions so that, in time, ADVANCE
will no longer be needed; and processes of institutional change.
Findings from a climate survey at a primarily undergraduate institution (PUI). Are women faculty
This presentation from the 2010 PI meeting covers ISU ADVANCE 3-5 year comprehensive program to transform the institution’s cultures,practices, and structures in ways that make them more conducive to the recruitment,retention and promotion of women faculty and other underrepresented groups.
Equity advisors are senior STEM faculty members who have been trained to serve as a resource for STEM faculty, working closely with her or his dean to achieve an equitable environment for all STEM faculty at their respective colleges and/or institutions.
ADVANCE promotes respectful communication, sensitivity to the dynamics of relationships within a culture, and respect for the values and beliefs of cultures. It comes from the active and vigilant practice of maintaining cultural humility, and represents active attention and ongoing mindfulness. To realize this, we implement diversity depth hires, build an equity search toolkit and equity advocate program, and continue to engage the MSU community in unconscious bias education. This site contains information
Information to help create a fair and equitable process for faculty recruiting throughout every stage of the search process.