Welcome to the ADVANCE Community of Practice!

Welcome to the ADVANCE Implementation Mentors (AIM) Network home page. The AIM Network currently consists of over 100 ADVANCE change agents (e.g., PI’s/Program Directors/Coordinators) representing more than 70 National Science Foundation ADVANCE funded projects throughout the United States.

 AIM Network Goal –  to optimize the efficiency and effectiveness of the national ADVANCE efforts by establishing an ADVANCE Community of Practice (CoP).  To this extent, the AIM Network seeks to provide ADVANCE change agents with information,  mentoring, and professional development.

Women of Color (WOC) Allies and Partners Project Goal –   to provide the ADVANCE community, especially the AIM Network members, with training and tools to be active allies and partners to STEM faculty women of color, thus facilitating academic institutional support critical to the recruitment, retention, and advancement of all STEM faculty women.


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LATEST NEWS

Minority Professors?–Excellent Data Tool!

Needing data for your latest presentation on faculty women in STEM?  Check out this fabulous graphical tool by the Chronicle of Higher Education for looking at racial-ethnicity/gender demography among tenure-track faculty in US. http://chronicle.com/interactives/where-are-the-minority-professors

Chronicle of Higher Education Minority Professor Data Mining Tool

Chronicle of Higher Education Minority Professor Data Mining Tool

 

Living Thinkers: An Autobiography of Black Women in the Ivory Tower

Check out this amazing project and video: Living Thinkers: An Autobiography of Black Women in the Ivory Tower.

Living Thinkers: An Autobiography of Black Women in the Ivory Tower

Living Thinkers: An Autobiography of Black Women in the Ivory Tower

Living Thinkers: An Autobiography of Black Women in the Ivory Tower (Clip) from roxana walker-canton on Vimeo.

Revolutionizing Faculty Searches! U.Va. CHARGE’s Template for Department Data for Faculty Searches

charge logo jpegU.Va. CHARGE has developed a faculty search pipeline-data template that can revolutionize how departments prepare and conduct faculty searches.

The template integrates data from 5 national and local sources:

  • Ph.D. Pipelines data: NSF Survey of Earned Doctorates, (2012) https://ncsesdata.nsf.ov/webcaspar/
  • Postdoc pipeline data:  Survey of Graduate Students & Postdocs (2012) https://ncsesdata.nsf.gov/webcaspar/
  • Department Peer Data:  AAU Data Exchange obtained from the university’s Office of Institutional Assessment or similar office
  • School & Department Data:  Obtained from the university’s Office of Institutional Assessment or similar office
  • Applicant Data:  Obtained from the university’s Office of Human Resources

Data entered into the “raw data template,”  will generate a gender by race data table, along with graphs depicting the data by gender, and gender by race for the academic department of interest.

logo_microsoft_excelA link for the Excel template (including instructions, raw data template, graph data, gender graph, and gender by race graph) can be found:

UVa Department demographic and pipeline template2-1

 

 

Kelly Feltault, Ph.D.At our next AIM Network meeting (Oct. 13th, 2015; 11:30 am ET), Dr. Kelly Feltault, U.Va. CHARGE Program Manager, will demonstrate how to use the template.  AIM Network members and guests will have the opportunity to share faculty recruitment tools they are using, and discuss considerations for using the proposed template at their institutions.  JOIN US!

If you are interested in participating, please send a request to advanceAIMnetwork@gmail.com.

Korman & Goodwin Response to Williams & Ceci (2015): Don’t Throw Out those Equity Training Materials Just Yet.

InMindBlogKudos to Korman and AIM Network colleague, Goodwin, for their recent In Mind Blog post in response to Williams and Ceci’s (2015) Proceedings from the National Academy of Science publication entitled, “National Hiring Experiments Reveal 2:1 Faculty Preference for Women in STEM Tenure Track.

Korman and Goodwin (2015) note:

By presenting lifestyle information explicitly, Williams and Ceci (2015) have conducted an impressive and tightly controlled study in which they show that women can be favored in hiring, provided that all other things are equal. But once we introduce some of the “noise” of a real hiring situation, we can no longer be sure that the playing field is equal….

Stellar women do indeed rise to the top of candidate pools, but they must be outliers to do so. [Further] the gap between ratings of stellar and strong female candidates is often greater than the ratings gap between stellar and strong men. As a result, in a real hiring process, strong women can still end up ranked below their equally qualified “…strong” male peers. 

They conclude that although the Williams and Ceci’s results are hopeful, it is “not time to throw out those training materials yet!”