![]() ![]() Successful proposals have reported on current issues at the institution concerning recruitment, promotion and retention of women scientists, then outlined programs to address these issues.ĭuring the fall of 2002, ISU's Women's Studies Program hosted a 3 day NSF-sponsored meeting focused on the status and retention of women STEM fields. The Institutional Transformation grants are targeted at individual institutions and support programs tailored to address specific issues at the institution itself. The Institutional Transformation grants are designed to encourage research and program development at the institutional level that will change "policies and practices" in ways that support the recruitment, promotion, and retention of women scientists. academic institutions and to facilitate women's advancement to the highest ranks of academic leadership. With each of the three types of ADVANCE awards, NSF seeks to support new approaches to improving the climate for women in U.S. To meet this goal, the ADVANCE program provides award opportunities for both individuals and organizations: Fellows Awards, Institutional Transformation Awards, and Leadership Awards. ![]() The goal of the ADVANCE program is to increase the participation of women in the scientific and engineering workforce. The National Science Foundation has initiated a multi-million dollar program to support institutional change to promote gender equity in SMET fields. Moreover, despite the steadily growing pool of exceptionally qualified female faculty candidates over the course of the last 10 years, ISU hired male faculty 63% of the time. In a comparison between men and women hired since 1994, by the end of their third year 16 percent of women had resigned compared to 4 percent of men. A report (PDF, 75KB) on taskforce on the recruitment and retention of women and minority faculty is available.Ī report by the ISU's University Committee on Women (2002), available on their website, concluded that newly hired tenure-track women faculty have higher attrition rates than newly hired tenure-track men faculty, particularly in the first three years of their employment. "Ensuring that the climate, the polices and the practices at these institutions encourage and support the full participation of women in all aspects of academic life, including leadership and governance, is critical to attracting students to science and engineering careers." Iowa's Board of Regents has also identified "diversity" as a "Key Result Area" in its Strategic Plan, a component adopted by ISU and targeted in President Geoffroy's "investing in people" and "diversity" initiatives. This reflects a nation-wide trend identified by the National Science Foundation as a critical concern of universities struggling to attract and retain female students and faculty in STEM fields. But Iowa State University is not hiring, retaining, or promoting women faculty at the same rate as men faculty. Iowa State has been fortunate in its ability to attract top-rank scientists. The Problem: Recruitment and Retention of Women Faculty
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