WISELI | 2107 Mechanical Engineering Building, 1513 University Avenue, Madison, WI 53706-1539 Phone: (608) 263-1445 | Fax: (608) 265-5290 | http://wiseli.engr.wisc.edu | wiseli@engr.wisc.edu More Women in Science: Online resources and programs PIPELINE: Resources Become involved with programs in your institution or local community that aim to increase the enrollment of women in undergraduate science & engineering programs. University/Organization Program Math/Science Network Expanding Your Horizons Iowa State University Program for Women in Science & Engineering: K-12 Outreach Programs University of Illinois at Urbana-Champaign Girls' Adventures in Mathematics, Engineering, and Sciences (GAMES) Girl Scouts Girls Go Tech WEPAN Making the Connection Identify and mentor promising women and minority undergraduates. Encourage them to consider graduate work, help them make professional connections, acquaint them with relevant sources of funding, and provide them with strong recommendations. Avoid making assumptions about lifestyle preferences and encourage them to enter the professoriate. Provide training for graduate students in applying for and negotiating a faculty position. University/Organization Program University of Puerto Rico at Humacao Faculty in Training University of Wisconsin-Madison Women in Science & Engineering Residential MentorNet Academic Career e-Mentoring University of Michigan How to Mentor Graduate Students: A Guide for Faculty in Diverse University University of Washington Faculty and Graduate Student Mentorship Program University of Texas-Austin Friday Forum for Future Female Faculty (F^6) University of Texas-Austin Negotiating the Ideal Faculty Position Workshop Stanford University PAESMEM/Stanford School of Engineering Workshop on Mentoring in Engineering PIPELINE: Recommended Reading Burroughs Wellcome Fund and Howard Hughes Medical Institute. 2004. Making the Right Moves: A Practical Guide to Scientific Management for Postdocs and New Faculty. Chevy Chase, MN: HHMI. Fox, Mary Frank. 2003. "Gender, Faculty, and Doctoral Education in Science and Engineering." Equal Rites, Unequal Outcomes: Women in American Research Universities (ed. Lilli S. Hornig.) New York: Kluwer Academic. National Council for Research on Women (U.S.) and Mary Thom. 2001. Balancing the Equation: Where are Women and Girls in Science, Engineering and Technology? New York: National Council for Research on Women.     RECRUITING and HIRING: Resources Become acquainted with and foster professional relationships with promising young women and minority scholars at national and/or regional meetings. Encourage them to apply for available positions in your institution. Bring these scholars to the attention of your department University/Organization Program National Academies Guide to Recruiting and Advancing Women in Science American Astronomical Society Women in Astronomy Database American Chemical Society Women Chemists Committee American Physical Society Committee on the Status of Women in Physics Anita Borg Institute for Women and Technology 1) Be aware that traditional search practices of advertising available positions and screening the applicants who respond are no longer sufficient to attract the best pool of candidates for your position, especially if you aim to include qualified women and minority candidates in your pool. 2) Actively recruit women and minority applicants for open positions. Contact colleagues to seek out recommendations of talented women and minorities. Contact schools or programs known for producing qualified women and minority scholars. 3) Be aware of common myths that impede the recruitment and hiring of women and minorities. 4) Determine whether your institution offers training programs for search committees. Take advantage of these opportunities if they exist and encourage their establishment if they do not. University/Organization Program Penn State Guideline for Searches to Achieve Diversity University of Washington Faculty Recruitment Toolkit University of Wisconsin-Madison Searching for Excellence and Diversity: A Guide for Faculty Search Committee Chairs University of Wisconsin-Madison UW-Madison Search Handbook University of California-Irvine Best Practices for Achieving Diversity in Faculty Recruitment Learn about how unconscious biases and assumptions can influence a search and consider ways to minimize the impact of these prejudices on selection of candidates. University/Organization Program CUNY Hunter College Tutorials for Change: Gender Schemas and Science Careers University of Wisconsin-Madison Reviewing Applicants: Research on Bias and Assumptions University of Michigan Science and Technology Recruiting to Improve Diversity and Excellence (STRIDE) Project Implicit Implicit Association Test Determine whether your institution implements strong programs to accommodate dual-career couples. Encourage the establishment of such programs if they are not in place. University/Organization Program University of Wisconsin-Madison Dual Career Couple Program New Mexico State University Dual Career Couples Brochure University of California-Irvine UCI Career Partners Program University of Washington Recommendations to Chairs for Facilitating Dual Career Hires RECRUITING and HIRING: Recommended Reading Smith, Daryl G. et.al. 1996. Achieving Faculty Diversity: Debunking Myths. Washington, DC: AAC&U. Smith, Daryl G. et.al. 2004. "Interrupting the Usual: Successful Strategies for Hiring Diverse Faculty." The Journal of Higher Education. 75:133-142. Steinpreis, Rhea; Katie A. Ander; and Dawn Ritzke. 1999. "The impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study." Sex Roles. 41:509-528. Trix, Frances and Carolyn Psenka. 2003. "Exploring the Color of Glass: Letters of recommendation for female and male medical faculty." Discourse & Society. 14:191-220. Turner, Caroline Sotello Viernes. 2002. Diversifying the Faculty: A Guidebook for Search Committees. Washington, DC: AAC&U. Valian, Virginia. 1999. Why So Slow: The Advancement of Women. Boston: MIT Press. Wenneras, Christine and Agnes Wold. 1997. "Nepotism in Peer-Review." Nature. 387:341-343.     RETENTION and ADVANCEMENT: Resources Educate yourself about how unconscious biases and assumptions might be affecting the evaluation, mentoring, advising, coaching, and encouragement of your female students and colleagues. University/Organization Program University of Wisconsin-Madison Benefits and Challenges of Diversity Georgia Institute of Technology Awareness of Decisions in Evaluating Promotion and Tenure (ADEPT) University of Michigan The UM ADVANCE Performances University of Washington Faculty Retention Toolkit Seek out training on discrimination, sexual harassment, and other illegal behaviors. If you university or workplace does not offer this kind of training, lobby for it. University/Organization Program University of Wisconsin-Madison Sexual Harassment Information and Resources Ensure that tenure and promotion requirements are transparent. University/Organization Program University of California-Irvine Advancement and Promotion at Irvine Create and participate on equity and diversity committees or a similar group in your organization. University/Organization Program University of Wisconsin-Madison College of Agricultural & Life Sciences Equity & Diversity Committee University of California-Irvine Equity Advisors University of Michigan Science and Technology Recruiting to Improve Diversity and Excellence More access to resources that may differ by gender, e.g., space, teaching assignments, salary, startup packages, etc. University/Organization Program Massachusetts Institute of Technology A Study on the Status of Women Faculty at MIT Princeton University Report of the Task Force on the Status of Women Faculty in the Natural Sciences and Engineering at Princeton University of Michigan Gender in Science & Engineering Committee University of Wisconsin-Madison Gender Pay Equity Reviews Emory University An Analysis of Faculty Gender Equity Issues at Emory University SUNY-Stony Brook Women Faculty Issues Committee University of Pennsylvania The Gender Equity Report Stanford University Report of the Provost's Advisory Committee on the Status of Women Faculty New Mexico State University Space Allocation Study Report Monitor departmental climate, and ensure that you are personally contributing to a positive workplace climate for all. University/Organization Program American Women in Science Academic Climate Surveys University of Michigan Assessing the Academic Work Environment for Women Scientists and Engineers University of Wisconsin-Madison Study of Faculty Worklife at the University of Wisconsin-Madison Georgia Institute of Technology Georgia Tech ADVANCE Survey of Faculty Perceptions, Needs, and Experiences University of California-Irvine Report on UCI Faculty Survey Actively work to create a departmental climate that is welcoming and supportive of all faculty. University/Organization Program University of Michigan Departmental Transformation Grants University of Wisconsin-Madison Climate Workshops for Department Chairs University of Washington Cross Department Cultural Change Program University of Washington National UW ADVANCE Summer Leadership Workshop for Department Chairs Appreciate and reward the unique contributions of women. University/Organization Program University of Wisconsin-Madison Advancing Your Career through Awards and Recognitions: A Guide for Women Faculty CUNY-Hunter College Faculty Recognition & Leadership Program Ensure that formal mentoring programs are in place so that under-represented faculty are not left out of information networks. Seek out training to become a good mentor, especially to under-represented faculty members. University/Organization Program New Mexico State University ADVANCE STEM Faculty Mentoring Program University of Wisconsin-Madison Women Faculty Mentoring Program University of Michigan Faculty Career Advising University of Washington Mentoring Encourage the professional development of women and minority faculty, who may not have access to the same networks and opportunities as majority faculty. University/Organization Program CUNY-Hunter College Sponsorship Program New Mexico State University ADVANCE Faculty Development Mini-Grant Program University of Michigan Elizabeth Caroline Crosby Research Fund Committee on the Advancement of Women Chemists (COACh) Professional Skills Development Workshops Bryn Mawr Summer Institute for Women in Higher Education Administration Women in Engineering Leadership Institute (WELI) Leadership Development Conference University of Washington Leadership Workshops Create networks of women science and engineering faculty to reduce isolation. University/Organization Program University of Michigan Women Talking Science & Engineering University of Wisconsin-Madison WISELI Seminar Series University of Texas-Austin UT Engineering Faculty Women's Organization RETENTION and ADVANCEMENT: Recommended Reading Etzkowitz, Henry; Carol Kemelgor; and Brian Uzzi. 2000. Athena Unbound: The Advancement of Women in Science and Technology. Cambridge, MA: Cambridge University Press. Heilman, Madeline E., et.al. 2004. "Penalties for Success: Reactions to Women Who Succeed at Male Gender-Typed Tasks." Journal of Applied Psychology. 89:416-427. Hornig, Lilli S. (editor). 2003. Equal Rites, Unequal Outcomes: Women in American Research Universities. Kluwer Academic Press. Rosser, Sue V. 2004. The Science Glass Ceiling: Academic Women Scientists and the Struggle to Succeed. New York: Routledge.     BALANCING FAMILY and WORK LIFE: Resources Develop and advocate for policies and programs that help foster balance of family and work life such as: Tenure Clock Extensions University/Organization Program University of Washington Tenure Extension University of Wisconsin-Madison Extension of the Probationary Period for Childbirth or Adoption and Mandatory Guidance and Oversight for Assistant Professors Temporary/Emergency Research Funding for a Life Crisis University/Organization Program University of Washington Transitional Support Program University of Wisconsin-Madison Vilas Life Cycle Professorships Program Family Leave Policies University/Organization Program University of Michigan Modified Duties Georgia Institute of Technology Active Service-Modified Duties University of Washington Family Leave Best Practices Campus Childcare University/Organization Program Georgia Institute of Technology Georgia Tech and Home Park Childcare Center University of Washington Child Care Services University of Wisconsin-Madison Office of Child Care & Family Resources Flexible Work Hours University/Organization Program Johns Hopkins University Guidelines for Flexible Work Arrangements University of Wisconsin-Madison Parental Leave Policy Cornell University Flexibility in the Workplace: Flextime Discourage meeting after typical working hours University/Organization Program Johns Hopkins University Work and Family Task Force Report - February 28, 1997 Part-Time Faculty Positions University/Organization Program University of Washington Part-time Faculty Shared Positions for Dual Career Couples University/Organization Program Cornell University Flexibility in the Workplace: Job Sharing Grinnell College Department Chair Info: Shared Position Policy BALANCING FAMILY and WORK LIFE: Recommended Reading Academe Online. 2004. "Balancing Faculty Careers and Family Work." 90(6). American Council on Education. 2005. An Agenda for Excellence: Creating Flexibility in Tenure-Track Faculty Careers. Washington, DC: ACE. Ferber, Marianne A. and Jane W. Loeb (eds.) 1997. Academic Couples: Problems and Promises. Urbana, IL: University of Chicago Press. Jacobs, Jerry A. and Kathleen Gerson. 2004. The Time Divide: Work, Family, and Gender Inequality. Cambridge, MA: Harvard University Press.   Mason, Mary Ann, Angelica Stacy, Marc Goulden, Carol Hoffman, and Karie Frasch. 2005. "University of California Faculty Family Friendly Edge: An Initiative for Tenure-Track Faculty at the University of California." Rosser, Sue V. and Eliesh O'Neil Lane. 2002. "Key Barriers for Academic Institutions Seeking to Retain Female Scientists and Engineers: Family-Unfriendly Policies, Low Numbers, Stereotypes, and Harassment." Journal of Women and Minorities in Science and Engineering. 8:161-189.     = Portable Document Format: requires the Adobe Reader, free online; for best results, right-click or Control-click and select "Download Link to Disc"

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