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Resources

Program FAQs

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ADVANCEGeo Partnership Resource

New online resource center to address sexual harassment in the geosciences

Click HERE to find out more

The National Science Foundation-funded ADVANCEGeo project has released a collection of online resources for the community on relevant research and tested strategies to respond to sexual harassment, bullying and discrimination in academia. These public resources can be used to: define and understand harassment, bullying, and discrimination; design codes of conduct, including for field research projects and courses; and identify best strategies for creating inclusive and equitable workplace climates. The online resource center is hosted by the Science Education and Research Center at Carleton College.

The National Academies of Sciences, Engineering, and Medicine

The National Academies of Sciences, Engineering, and Medicine are private, nonprofit institutions that provide expert advice on some of the most pressing challenges facing the nation and the world. Our work helps shape sound policies, inform public opinion, and advance the pursuit of science, engineering, and medicine. Over many decades we have earned a solid reputation as the nation’s premier source of independent, expert advice on scientific, engineering, and medical issues.

Digital (PDF) Content and eBooks

They offer more than 8,500 titles in PDF format. Almost all of these PDFs can be downloaded for free by the chapter or the entire book.* See About PDFs for more information on accessing our digital content.

Click HERE for the Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine resource

Resources for Education on Implicit Bias

Articles and Resources on Anti-Racism and Academia

Academics4blacklives
Strike4BlackLives
arXiv Letter of Support
ShutDownSTEM
Black in Computing open letter and call to action
Funding Disparities Between White and Black Investigators
Dutt, K. (2020). Race and racism in the geosciences. Nature Geoscience, 13:2-3.
McCoy, H. (2020). The life of a black academic: Tired and terrorized. Inside Higher Ed
University of Pittsburgh Anti-Black Racism Course

Articles and Resources on Gender Bias in Academia

Buckles, K. (2019). Fixing the leaky pipeline: Strategies for making economics work for women at every stage. Journal of Economic Perspectives, 33(1): 43-60.
Carnes, M., Devine, P.G., Isaac, C., Manwell, L.B., Ford, C.E., Winston, A.B., Fine, E., & Sheridan, J. (2012). Promoting institutional change through bias literacy. Journal of Diversity in Higher Education, 5(2): 63-77.
Isaac, C., Lee, B., & Carnes, M. (2009). Interventions that affect gender bias in hiring: A systematic review.Academic Medicine, 84(10):1440-1446.
Letters of Recommendation Resources from WISLEI
Madera, J.M., Hebl, M.R., Martin, R., & Valian, V. (2019). Raising Doubt in Letters of Recommendation for Academia: Gender Differences and Their Impact. Journal of Business and Psychology, 34: 286-303.
National Academy of Sciences, National Academy of Engineering, and Institute of Medicine, 2006. Beyond bias and barriers: Fulfilling the potential of women in academic science and engineering. Executive Summary.
NCWIT Checklist for reducing unconscious bias in job descriptions/advertisements. National Center for Women & Information Technology.
Perspectives from Women in Data Science
Project Implicit. Implicit social cognition: Investigating the gap between intentions and actions.
Roper, R.L. (2019). Does gender bias still affect women in science? Microbiology and Molecular Biology Reviews, 83(3) doi:10.1128/MMBR.00018-19
Rugheimer, S. Women in STEM Resources
Schmader, T., Whitehead, W., & Wysocki, V.H.(2007). A linguistic comparison of letters of recommendation for male and female chemistry and biochemistry job applicants. Sex Roles, 57:509–514.
Smith, J. L., Handley, I. M., Rushing, S., Belou, R., Shanahan, E. A., Skewes, M. C., Kambich, L., Honea, J., & Intemann, K. (2018). Added benefits: How supporting women faculty in STEM improves everyone’s job satisfaction. Journal of Diversity in Higher Education, 11(4):502–517.
Thomas, K. M. (2013). Women of color at mid-career: Going from pet to threat. In L. Comas-Dias and B. Greene (Eds.), Psychological Health of Women of Color: Intersections, Challenges and Opportunities. Westport, CT: Praeger.
Trix, F., & Psenka, C. (2003). Exploring the color of glass: letters of recommendation for female and male medical faculty.Discourse & Society, 14(2): 191-220.
Tuitt, F.A., Sagaria, M.A.D., & Turner, C.S.V. (2007). Signals and strategies in hiring faculty of color. Higher Education Handbook of Theory and ResearchXXII, 497-535.
Williams, J.C., Phillips, K.W., & Hall, E.V. (2015). Double Jeopardy? Gender bias against women in science. Tools for Change in STEM.

Articles on Parenting and Academia

Raygoza, M.C., Viola, M.J., Klein, E.B., & León, R.J. (2020). From private struggle to parentscholar solidarity: Collective organizing during a pandemic to humanize the academy. Transcontinental Human Trajectories, 8: 2557-2633.

Web links for Faculty Development

Papers and Books describing different aspects of faculty development programs

Papers on the Importance of Networks

Women in Power: Networking On & Off Campus

Papers/Books on Work-Life Balance and Dual Careers

Blog on How Gender Dynamics Shape the Experiences of Dual-Career Academics

Articles on Gender Dynamics from WSU

The Leaky Pipeline

NCFDD Faculty Success Program: Benefits of Supporting Faculty

Academe Is a New Green Pasture for Consultants

UMass Lowell Promoting Active Bystanders to Address Workplace Microaggressions Webinar Recording

Additional Resources

Association of Faculty Women: The purpose of AFW is to provide a means for faculty women to share mutual interests, activities, and concerns, particularly as they relate to the academic responsibilities of teaching, research, and service at WSU. To provide a structure through which issues that impact faculty women, as an academic group, are considered and addressed, particularly by providing input and recommendations to bodies including the University Administration, the Commission on the Status of Women, the WSU Faculty Senate, and university committees. To further the professional growth of faculty women through professional programs, state and national speakers, and consultants.
- Women in Film, Literature, and the Arts Discussion Series: Is hosted by the Professional Development Initiative (PDI) in partnership with the Association for Faculty Women (AFW) as a means for students, faculty and staff to read a book, watch a film, or attend an exhibit or performance for pleasure, rather than what is assigned for classes. This series contributes to the promotion of a diverse and vibrant intellectual community on campus for those interested in women’s issues. It is designed to create a space for women and men to gather and talk about issues important to women through literature, film, and (visual and performing) art.
College Success for Women in STEM: A database of scholarships, programs and organizations working together to help women bridge the STEM gender gap.
Commission on the Status of Women: To advise the president and executive vice president, to gather data, and to make policy recommendations on all issues relevant to women. To establish close working relationships with other groups on campus and in the community working in areas related to the status of women. To prepare and disseminate an annual report every summer, to be disseminated no later than June 30, advising the president and executive vice president of the current year’s accomplishments, recommendations, and data collected. To recommend to the president and executive vice president courses of appropriate action to enhance the status of women and to address inequities in outcomes and/or opportunities for women.
WSU Peer Mentoring Program: We are excited to announce a new peer mentoring program for faculty women and gender minorities in STEM. The program is designed to connect faculty from different colleges and departments through co-working and social events. This program will foster a community of STEM faculty women and improve career satisfaction and retention. The central piece of the program is monthly “Study Hall” events; participants meet at local restaurants for one hour of co-working followed by an hour of networking and socializing. There is also a Slack channel for WSU faculty women and gender minorities in STEM. If you are interested in joining for future events, please contact Vivienne Baldassare (vivienne.baldassare@wsu.edu) or Anya Guy (anya.guy@wsu.edu) to be added to the mailing list
A Guide For Women in STEM:Research shows that women are underrepresented across most technical and scientific fields, including data science. According to BetterBuys.com, women only make up 26% of data professionals. Diversity is important across all academic and professional fields, and it is particularly important in areas that drive innovation and are developing solutions to some of the world’s most pressing problems. Research also shows that in order to increase the diversity science, technology, engineering, and mathematics (STEM) fields, the pipeline of guidance and inclusion needs to extend from early education all the way through professional development and career support .This guide is intended to provide a general background and specific resources for women considering STEM fields.In this guide we provide information regarding:
- Issues and challenges women face in STEM Fields
- How companies are recruiting more women to fill positions in these fields
- Resources for those women interested in pursuing a career in STEM
- Data Science specific resources for women considering a career as a data scientist
- How campuses and programs are making an effort to foster a welcoming environment for females to succeed in the STEM fields.
Million Women Mentors: A story highlighting diversity and mentorship in higher education.
Wash. State Department of Early Learning: Early learning partnerships are important to ensure all children in Washington have what they need to succeed in school and life. DEL is committed to thoughtful partnerships with parents, private entities, the public sector and others to help set up a lasting, comprehensive and interconnected early learning system.
WSU GIESO Guides: Helping LGBTQ+ inclusive faculty and staff succeed.

STELAR Webinar: NSF Opportunities for Broadening Participation in STEM

On Thursday, June 14, STELAR was pleased to bring our community the 3^rdAnnual NSF Opportunities for Broadening Participation in STEMwebinar hosted by the National Science Foundation Directorate for Education and Human Resources (EHR). During this webinar, NSF program officers and staff provided relevant and timely information about NSF programs and funding opportunities within EHR aimed at broadening participation in science, technology, engineering, and mathematics (STEM). STEM administrators, researchers, professionals, and students at Minority Serving Institutions are in particular are encouraged to view the materials and recording.

Please click HERE to access the web recording and presentation materials

ADVANCE at WSU Lighty Building, Room 190F P.O. Box 641061 Pullman, WA 99164-1061

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