Institutional Structure
To create change in any institution requires addressing the institutional structure. This involves efforts such as policy changes and modifying or updating standards. Examples of these are creating new mentor programs or creating new programs within a university to enable change. The efforts, evaluations, and studies of the ADVANCE programs are listed here.
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Fall 2006 Gender Equity Institutionalization and Impact Review, Hunter College Each semester a division of Hunter College’s ADVANCE program called the Gender Equity Project puts out a newsletter with their latest updates. In this edition the newsletter covers the highlights - such as new quarterly gender analysis of time-to-completion data, an evaluation of data on what people feel it takes to be ‘right for the job’, workshops, and women of attention. |
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Spring 2007 Gender Equity Institutionalization and Impact Review, Hunter College Each semester a division of Hunter College’s ADVANCE program called the Gender Equity Project puts out a newsletter with their latest updates. In this edition the newsletter covers the highlights - such as a new brochure on the importance of attending conferences, a news update on a new NSF grant, the results of a survey on sex comparisons, and women of attention. |
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Fall 2007 Gender Equity Institutionalization and Impact Review, Hunter College Each semester a division of Hunter College’s ADVANCE program called the Gender Equity Project puts out a newsletter with their latest updates. In this edition the newsletter covers the highlights - such as new workshops on diverse topics, an evaluation of data on leadership and gender, more data on the satisfaction gap, and women of attention. |
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Spring 2008 Gender Equity Institutionalization and Impact Review, Hunter College Each semester a division of Hunter College’s ADVANCE program called the Gender Equity Project puts out a newsletter with their latest updates. In this edition the newsletter covers the highlights - such as updates to the website, the role of signaling threat on the workplace, more data on sex comparisons, and women of attention. |
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Gender Equity Project Sponsorship Program, Hunter College The GEP at Hunter College has created a short video that highlights a description of GEP, who benefits from the GEP, and some of the research being conducted. |
| 6 | Advance 2005 PI Meeting Institutionalizes Life Cycle Research Grants, University of Wisconsin-Madison This document announces the success of a program at the University of Wisconsin-Madison called the Life Cycle Research Grant. The goal is to help women who have had some life crisis while running for tenure with a grant of around $30,000. Information about this program is summarized in this document for the 2005 PI meeting. |
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Building a Diverse Community , University of Colorado-Boulder The University of Colorado-Boulder has created a webpage that explains their commitment to diversity. Their vision and information about the Office of Diversity, Equity, and Community Engagement can be found here. |
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2005 Utah State University Executive Summary on Institutionalization and Sustainability, Utah State University In 2005 the University of Colorado-Boulder’s ADVANCE program created an executive summary of the changes they have supported in their institution. They report these as: “setting up a faculty mediation program to resolve conflicts, changing Faculty Code to clarify and make promotion policies more transparent, and setting up a position in the Provost’s Office to carry on ADVANCE activities.” |
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Virginia Tech Executive Summary on Institutionalization and Sustainability, 2005 Panel 1, Virginia Tech In 2005 Virginia Tech’s ADVANCE program created a summary of the changes they have supported in their institution for the 2005 PI meeting. Some of these are working with different schools within the university such as the graduate school and making changes in the universities strategic plan. |
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2005 University of California-Irvine Executive Summary on Institutionalization and Sustainability, University of California-Irvine In 2005 University of California-Irvine’s ADVANCE program created a summary of the changes they have supported in their institution. Their largest change is the use of Equity Advisors in their 10 schools which has increased recruitment. |
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Transformational Technology Workgroup, University of Arizona To help combat bias in the hiring process a workgroup was created at the University of Arizona; “to support and sustain institutional transformation against this bias, this workgroup will expand the methods for raising awareness of institutional bias and supporting unbiased actions.” Activities and people are listed on this webpage. |
| 12 | Creating Community, University of Wisconsin-Madison Creating Community is a cross department group set up to foster diversity at the University of Wisconsin-Madison. This link is to the front page of their site from which forums, policies, and programs can be reached.
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| 13 | Vice Provost for Diversity and Climate, University of Wisconsin-Madison “The Vice Provost for Diversity and Climate provides leadership to ensure that staff and student diversity and climate issues are addressed.” On this webpage you can find programing and initiatives, policies and reports, and other University of Wisconsin campus resources.
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| 14 | Women in Science & Engineering Leadership Institute, University of Wisconsin-Madison This is the front page of University of Wisconsin-Madison’s program to help increase women in academia called WISELI (Women In Science & Engineering Leadership Institute). Information about WISELI, including their reports and programs, and site resources can be found from this page.
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| 15 | Office for Equity & Diversity, University of Wisconsin-Madison The University of Wisconsin-Madison has an Office for Equity & Diversity. This webpage explains their mission, their responsibilities, and the types of discrimination they cover.
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| 16 | Committee on Women in the University, University of Wisconsin-Madison Part of the reason for the success of the University of Wisconsin-Madison’s success as an ADVANCE program comes from their previous experience doing similar work. In previous years there was a Committee on Women in the University that was laying the ground work for ADVANCE. A list of their previous year’s reports can be found on this webpage. |
| 17 | Women Faculty Mentoring Program, University of Wisconsin-Madison The University of Wisconsin-Madison has set up a mentoring program for pre-tenure women. This program also provides a mentoring luncheon, an annual reception, and a conversation series. Information and the application is provided on this website. |
| 18 | Office of Child Care and Family Resources, University of Wisconsin-Madison This webpage hosts information about the University of Wisconsin-Madison’s child care support. Information about topics such as early child care, back-up support, and financial aid is listed.
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