PDF-[EBOOK] - Building Gender Equity in the Academy: Institutional Strategies for Change

Despite decades of effort by federal science funders to increase the numbers of women holding advanced degrees and faculty jobs in science and engineering they are persistently underrepresented in academic STEM disciplines especially in positions of seniority leadership and prestige Women filled 47 of all US jobs in 2015 but held only 24 of STEM jobs Barriers to women are built into academic workplaces biased selection and promotion systems inadequate structures to support those with family and personal responsibilities oldboy networks that can exclude even very successful women from advancing into top leadership roles But this situation canand mustchangeIn Building Gender Equity in the Academy Sandra Laursen and Ann E Austin offer a concrete datadriven approach to creating institutions that foster gender equity Focusing on STEM fields where gender equity is most lacking Laursen and Austin begin by outlining the need for a systemic approach to gender equity Looking at the successful work being done by specific colleges and universities around the country they analyze twelve strategies these institutions have used to create more inclusive working environments including implementing inclusive recruitment and hiring practices addressing biased evaluation methods establishing equitable tenure and promotion processes strengthening accountability structures particularly among senior leadership improving unwelcoming department climates and cultures supporting dualcareer couples offering flexible work arrangements that accommodate personal lives promoting faculty professional development and advancementLaursen and Austin also discuss how to bring these strategies together to create systemic change initiatives appropriate for specific institutional contexts Drawing on three illustrative case studiesone focusing on Case Western Reserve University a second on the University of Texas at El Paso and a third on the University of WisconsinMadisonthey explain how real institutions can strategically combine several equitydriven approaches thereby leveraging their individual strengths to make change efforts comprehensive Grounded in scholarship but written for busy institutional leaders Building Gender Equity in the Academy is a handbook of actionable strategies for faculty and administrators working to improve the inclusion and visibility of women and others who are marginalized in the sciences and in academe more broadly. Tyler Wells. Academy Sports Building. The building we chose is Academy Sports. . It is located in Opelika Alabama. . Academy is a sporting goods store. . Academy is a single floor building. . The exterior wall are constructed out of CMU blocks. . Olivier . Butzbach. London Center for Corporate Governance & Ethics. Birbeck. , University of London. December , 7 2012. 1. The starting point. Banking reforms in the post-crisis environment. Calls for a “new model” of banking in the UK and the US. Elementary Classrooms. Presented to Bruce Elementary Faculty. August . 2014. Title IX. Title IX of the Education Amendments of 1972 was the first law to prohibit sexual discrimination against students in educational institutions.. The Contested Terrain . of . Entrepreneurial . Microfinance . for the Poor. Susanna Khavul, University of Texas Arlington, USA . Helmuth. Chavez, Universidad Francisco . Marroquin. , Guatemala. Garry . Track . 9: Institutional Change. August . 12, . 2015. Learning Outcomes. By attending this session, attendees will:. Gain insights . as to why great ideas run aground, from an institutional . perspective.. In this session we will explore equity praxis and pedagogy, equity literacy abilities, and what creates barriers to successful implementation…And how to overcome those barriers! . Facilitated By. Veronica Neal, . Toolkit Training. Training Objectives. Create context for understanding why we need . . to work to achieve racial equity.. Introduce the Racial Equity Assessment . . Toolkit.. Provide an opportunity to practice using the . .. Director . (Preferred Pronouns: . She/Her/Hers) . Office of Equity, Social . Justice, . and Multicultural Education. De Anza College. 21250 . Stevens Creek . Boulevard. . Cupertino. , CA 95014. Office: 408-864-5338. ADA and ADAAA . NMSU RESPECTS. Office of Institutional Equity/EEO . ADA and ADAAA . The Americans with Disabilities Act . What you should know. Office of Institutional Equity/EEO. ADA and ADAAA. . The student experience.. 17. 26. sga@ouhsc.edu. Campus Life. HSC Daily News . | Daily Digest. Athletic Tickets . | Football and Basketball . HSC1. | First Year Programs. Read and Lead . | Book Club. Tamera Schneider . National Science Foundation. Social Psychology Program Director. tschneid@nsf.gov. The ADVANCE Model: Toward a Robust and Inclusive STEM Workforce. Systemic & Organizational Change. ADVANCEIncreasing gender diversity equity and inclusion in the science technology engineering mathematics STEM academic professions by promoting evidence-based systemic changes in universities and co Webinar June 8, 2021. Systemic change (organizational change). Equity focus. Intersectional approach. Outputs:. Intervention Strategies:. Grant program. NSF-wide partners. ADVANCE brand. Resources:. NSF ADVANCE Theory of Change. Mark Chesler*. . Emeritus Professor of Sociology, University of Michigan . & Executive Director, Community Resources Ltd.. *With the collaboration of Abigail Stewart, Diana Kardia and University of Michigan STRIDE.