Resources

ARC Network

The ARC Network strives to advance equity nationally by facilitating the adoption and implementation of evidence-based systemic initiatives by institutions of higher education and other STEM organizations that affect those in STEM workplaces. The ARC Network will facilitate authentic, intentional dialogue between researchers and practitioners, connect inclusiveness to organizational principles and practices, and account for and incorporate intersectional perspectives throughout our work.

Join the ARC Network Community.


ACE Women's Leadership Resources

The American Council on Education has long worked to support the success and persistence of women in senior leadership positions. This collection of research on women's leadership contains useful resources and publications.


2020 NAP Consensus Study Report on Women in STEM

The National Academy Press has released the 2020 Consensus Study Report: Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering and Medicine - Opening Doors. The pdf is downloadable for free.

"Careers in science, engineering, and medicine offer opportunities to advance knowledge, contribute to the well-being of communities, and support the security, prosperity, and health of the United States. But many women do not pursue or persist in these careers, or advance to leadership positions - not because they lack the talent or aspirations, but because they face barriers, including: implicit and explicit bias; sexual harassment; unequal access to funding and resources; pay inequity; higher teaching and advising loads; and fewer speaking invitations, among others."


The researcher journey through a gender lens

Elsevier’s latest gender report, The Researcher Journey Through a Gender Lens, examines research participation, career progression and perceptions across the European Union and 15 countries in 26 subject areas. The report draws on Elsevier’s data sources and analytics expertise. It was further informed by experts from around the world. Our goal is to better understand the role gender plays in the global research enterprise and inspire evidence-based policy driven by powerful data.

Some of the important findings in the report include:

  • Men are more highly represented among authors with a long publication history while women are highly represented among authors with a short publication history.
  • Among first authors, the average citation impact of men is higher than that of women, suggesting gender bias in citation practice.
  • Researcher attitudes towards gender diversity and equity vary widely among men and women. Most of the differences in viewpoints are related to the importance an individual places on gender balance and to the perception of fairness in the academic system.

This is the third report on gender in research. It can be downloaded from the website.


Supporting faculty during and after COVID-19: don't let go of equity

COVID-19 has upended health, education, and work systems. People are balancing new work, familial and personal care routines, coping with feelings of uncertainty and grief, and wondering how they are going to make it all work. College and university faculty are no different. Faculty, like educators everywhere, are expressing concerns about their ability to provide instructional, academic, and emotional support to students, adapt to online teaching environments, maintain research, grant and publication activity while managing personal, child, and sometimes extended familial care. Recent budget and hiring freezes and furlough announcements have only heightened faculty concerns about the stability of their appointments and their current and future workloads.

Thankfully, institutions are responding to faculty concerns. And although there are several overarching concerns, COVID-19 presents distinct challenges to differently situated faculty members, calling attention to and potentially widening individual and institutional equity gaps. Thus, as campuses set about problem-solving they must keep equity1 front and center. Below, we draw on various news sources2 to describe how institutions are responding to COVID-19 in relation to faculty support and evaluation. We also take the liberty to suggest responses that have not been widely discussed, but that we view as worthwhile considerations. By Leslie D. Gonzales and Kimberly Ann Griffin. PDF.


Continuing the conversation on gender equity during the COVID-19 pandemic

This website is a living document that is intended to continue the conversation on gender equity in academia that was started in the article Gender Equity in Academia Post-COVID19: Challenges and Opportunities.

As more information is shared, this website will evolve.


Develop Students' Science Identity by Showcasing Diverse Faculty

The SAGE 2YC Faculty group created a website with a collection of resources. Research shows that faculty can "help students develop a Science Identity by showcasing examples of scientists who do not fit common stereotypes, helping students see scientists as whole people they can relate to, giving students opportunities to practice doing and talking about science, and highlighting content topics that are relevant to students' lives."

Among the resources are the Diverse Geologists page; the Secret Lives of Scientists and Engineers, a PBS's NOVA award-nominated web series and short videos about cutting-edge science and engineering, the amazing people who do that work, and the things they do when their lab coats come off; Black History Month: Making History in the Geosciences, a blog post about four extraordinary Black geoscientists; and much more.

The Time Scavenger's Meet the Scientist page showcases diverse scientists and their science.

Dr. Sarah Sheffield from the University of South Florida in Tampa includes a Scientist of the Week in her blog and updates it weekly with the life and research of diverse scientists in a broad range of disciplines. 


Inclusive Teaching - How to Modules

These six modules introduce evidence-based teaching and mentoring practices that support an inclusive climate. They were developed by a faculty learning community within the College of Engineering at the University of Delaware. The modules were originally disseminated to all UD College of Engineering departments via a series of six 10-minute presentations at faculty meetings in spring and fall 2019. Each module consists of evidence or a theoretical basis for the topic, including relevant literature, as well as practical teaching and mentoring tips that could be applied when interacting with undergraduate and graduate students. In addition, each module has a summary handout. Pre- and post-surveys were administered to participants at the start and conclusion of the series to measure perceived effectiveness of the modules, faculty self-efficacy in teaching engineering, and faculty self-efficacy in culturally responsive classroom management.


Earth Science Women's Network - Resource Center

This community resource center has been developed to provide a clearinghouse of professional and personal resources for our members and to the broader Earth science community, but many resources are broadly applicable to women faculty in all disciplines. 


Best Practices for Inclusive Departments

Most faculty members want to feel respected and included in their departments, engaged in positive professional interactions with colleagues, and consulted and heard by their department Chairs/Heads. Yet, many faculty members do not feel included in their departments. Research at UMass shows that among STEM faculty, White women, Asian women, and women from underrepresented minority groups feel much less connected to their departments and less valued by their colleagues and Chairs/Heads than men, particularly in the area of research. In addition, women STEM faculty rate their departments as less collegial, respectful, cooperative, supportive, equitable, fair, and inclusive than men STEM faculty. This document shares steps that departments can take to create a more inclusive department.


Does Gender Bias Still Affect Women in Science?

In this article published in Microbiology and Molecular Biology Reviews in July 2019, Rachel L. Roper reviews studies that identifies the sources of bias against women scientists.

Summary: The percentage of women employed in professional scientific positions has been low but is increasing over time. The U.S. National Institutes of Health and the National Science Foundation have both implemented programs to improve women’s participation in science, and many universities and companies have diversity and equity programs. While most faculty and scientists believe that they are fair and unbiased, numerous well-designed studies published in leading peer-reviewed journals show that gender bias in sciences and medicine is widespread and persistent today in both faculty and students. Recent studies show that gender bias affects student grading, professional hiring, mentoring, tenure, promotion, respect, grant proposal success, and pay. In addition, sexual harassment remains a significant barrier. Fortunately, several studies provide evidence that programs that raise conscious awareness of gender bias can improve equity in science, and there are a number of recommendations and strategies for improving the participation of women.


Gendered COVID-19 Faculty Experiences

This website collects articles on issues faculty are facing during the COVID-19 pandemic, and how the resulting changed circumstances for academic work and lives differentially impacts individuals based on gender. Tenure clock delays, caregiving responsibilities, online teaching, and challenges for wellness all have been known to impact gender disparities, particularly adversely for women. This resource is made available by the Stanford Faculty Women’s Forum Steering Committee.