ADVANCE Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers Program initiated in 2001; 2 competitions in each of the 3 categories held to date. Guidelines under revision, exptected to be released in the last quarter of 2004.

ADVANCE Goal: Increase the representation and advancement of women in academic science and engineering (S&E) careers, thereby contributing to the development of a more diverse S&E workforce. ADVANCE is part of an integrated NSF strategy to broaden participation in the science and engineering workforce.

ADVANCE 3 types of award: Institutional Transformation Leadership Fellows

Institutional Transformation 5 to 10 awards 5-year Cooperative Agreement Up to $750,000 per year Requires collection of defined set of indicators/cooperative agreement Indicators: Defined by PIs of first round of ADVANCE Institutional Transformation awards as data they needed for their work. a. Number and percent of women faculty in science/engineering by department b.Number and percent of women in tenure-line positions by rank and department c.Tenure promotion outcome by gender d. Years in rank by gender e. a. Time at institution and b. Attrition by gender f. Number of women in S&E who are in non-tenure-track positions (teaching and research) g. Number and percent of women scientists and engineers in administrative positions h. Number and percent of women S&E faculty in endowed/named chairs i. Number and percent of women S&E faculty on promotion and tenure committees j. Salary of S&E faculty by gender (controlling for department, rank, and years in rank) k. Space allocation of S&E faculty by gender (with additional controls such as dept., etc.): baseline and year 5 l. Start-up packages of newly hired S&E faculty by gender (with additional controls such as field/department, rank, etc.)

2001 Awards for Institutional Transformation University of Colorado at Boulder University of California, Irvine Hunter College New Mexico State University University of Washington University of Wisconsin Georgia Tech University of Puerto Rico, Humacao University of Michigan

2003 Awards for Institutional Transformation Kansas State Utah State Case Western University of Alabama, Birmingham University of Texas, El Paso University of Rhode Island University of Montana Virginia Tech University of Maryland, Baltimore County Columbia University, Earth Institute

Leadership Awards Recognize contributions with widespread impact by individuals and institutions, and Enable further progress Colleges & Universities Professional Societies Other Not-for-Profits Leadership awards, examples: Initiative for Minority Female Environmental Faculty (Dorceta Taylor, University of Michigan) This proposal seeks to develop an ADVANCE Leadership Initiative for Minority Female Environmental Faculty (LIMFEF) that is aimed at enhancing the presence and stature of minority female faculty in American academic institutions. The initiative will focus on Black, Hispanic and Native American faculty in environmental departments and schools, and will pursue the following goals in addressing barriers faced by minority women in developing professional careers in academia. o Conduct a national study to determine the status of female minority environmental faculty, o Develop a national database with contact information of minority female environmental faculty, o Develop a clickable e-book of minority female environmental faculty featuring profiles of "pioneers" in the field and "rising stars," o Convene a national conference of minority female environmental faculty to discuss the results of the study, network, develop mentoring relationships, and craft leadership strategies Note: list of institutional types describes eligibility to apply. Leaderships awards have gone to AWIS, CRA-W (Computing Research Association Committee on Women), as examples of professional societies, not for profits.

Leadership Awards 8 to 12 awards 3-year Standard Grant Up to $300,000 total Changes likely in scope and budget (+) in next competition We anticipate a greater range of budget options under this category, and will likely raise the maximum award size from $300k to a higher number, to allow for wider impact as programs develop proof of concept and get experience in delivering tailored programs. 8

Fellows Awards: 2001 and 2003 Enable promising individuals to establish or re-establish full-time independent academic careers after a postdoc, OR after a 2- to 8-year interruption for family responsibilities, OR after a spouse relocates

Fellows Awards 2001 and 2003 20 to 40 awards 3-year Standard Grants Up to $60,000 per year salary, + fringe $25,000 per year: career development Indirect costs for host institution This component may be quite different in the next solicitation; details not yet fully developed

ADVANCE What Next? Revised guidelines expected November 2004 Fellows component may be integrated into other program opportunities Leadership component likely to offer wider range of options and budget Institutional transformation focus likely to continue, with greater emphasis on integrating research findings

ADVANCE Learning from Experience Next round Institutional Transformation proposals will likely require scholarly expertise on gender and/or organizational change on the leadership team right from the start Time is too scarce to reinvent wheels; use the resources, the research findings, and the methodologies already developed in the social sciences and other relevant disciplines Ditto for evaluation and assessment: don’t reinvent, get expert help and advice Management matters; have a plan and the right people involved

Challenges Understanding and integrating the linkages between cognition, attitudes, and behavior; drawing on research on organizational culture, change, leadership, and gender in the academy Sustainability: What happens at the end of the award? What changes are in place, how will they be sustained? Evaluation: How do you know when you are successful?