ADVANCE FADO Annual Reports

StairsFrom  2006 - 2012, which was the period the ADVANCE Office was funded through an NSF ADVANCE IT Award,  the office was required to submit annual reports to the National Science Foundation to track progress toward goals and to receive feedback. These reports also serve as a way to share best practices with others.

Original Proposal to NSF ADVANCE IT Program:

The original proposal summarizes the vision for the ADVANCE Office, the goals that were established and the anticipated impact. It also details the research on which the grant application was founded.

The annual reports provide narratives that show progress toward the goals and how the initiative has evolved over the years of the grant.

Annual Reports, as PDFs, are included here:

Click here to access Annual and Final reports from a number of other institutions who also received funding through the NSF ADVANCE IT Award program

Summary of Early Annual Reports

Overall, the UNC Charlotte ADVANCE Data included in the 2011 Annual Report submitted to the NSF in 2012 suggests forward movement in advancing females in STEM and SBS disciplines at UNC Charlotte.

  • The distribution of women faculty in STEM and Social and Behavioral Science (SBS) disciplines has continued to improve since the baseline academic year of 2004-2005. This is significant because of the constraints in hiring imposed by the financial recession and significant loss of University funds for new hires. However, the increase in the number of female STEM faculty has been relatively small, and it should be noted that the economic downturn has had a disproportionate impact on the recruitment of women faculty in STEM disciplines when compared to their male counterparts.
  • Women continue to be disproportionately represented in the non-tenure earning ranks, suggesting that women still face challenges in advancing to tenure track positions at the institution.
  • As in past years, all promotion and tenure package submissions by STEM and SBS women in the 2011-2012 academic year were granted. However, fewer women than men came up for tenure in the STEM fields. In contrast, in SBS disciplines, more women than men applied for, and were approved for tenure.  From 2005 – 2012, women have been denied tenure less frequently than men - the denial rate for women was one in 27, and for men, one in 10.
  • Overall for both STEM and SBS departments, women lag behind men in promotion to full professor. Even in the SBS fields where women are more highly represented this academic year, males outpaced women 2 to 1 in their promotion to full professor.
  • Voluntary attrition among female tenured faculty in STEM is low, with only two women faculty members voluntarily leaving STEM departments during this academic year. One of those, a full professor in engineering, left the institution to take a position as dean for another college of engineering in the state, thereby adding to the number of women leaders in the engineering field.
  • Women continue in the STEM disciplines continue to be underrepresented in leadership roles at the University. Only one out of 12 departmental chairs is female. However, a second female STEM chair has been hired as of August 2012, adding to both the number of female STEM full professors and women leaders at the University. In contrast, five of six SBS department chairs is female.

The 2010 annual report, submitted to the NSF in 2011, made these points, among others:

The most notable trends in gender equity outcomes are:

  • The number and percentage of female faculty in STEM disciplines remain low; however, steady increases are evident in the number and percentage of women in STEM tenure track faculty positions.
  • All promotion and tenure package submissions by STEM women since 2006 have been granted. It is important to note that while this is a positive trend, actual numbers reflect that the numbers of women submitting promotion and tenure packages are low compared to male colleagues. 100 percent of women seeking tenure in 2009-2010 were awarded, with 50 percent of faculty seeking tenure being women. In the prior three years, 25 percent or fewer of those seeking tenure were women. This results in part from the disparity of women in STEM disciplines and the low numbers of women being hired in STEM. This perhaps also is tied to other psychosocial forces such as departmental climate.
  • Movement among ranks has been steady and positive for women in STEM, but women’s movement from associate professor to full professor remains a challenge.
  • Voluntary attrition among tenured faculty women in STEM has remained consistently low. However, due to the low percentage of women in STEM overall, any attrition has a major impact on women in STEM. This factor will continue to prove challenging.
  • Hiring of women in STEM has fluctuated since 2004. The bad economy has reduced overall hiring, which has had a disparate impact on the hiring of women in STEM in 2009-2010. Of the 10 faculty hired in STEM in that year, two were women, representing 20 percent of the hires.
  • The number of women in STEM leadership roles has increased steadily, an encouraging factor expected to have widespread and long-term impact on campus gender equity.
  • The percentage of tenure track STEM women who are women of color has declined over the years, from 12 percent in 2004 to 9 percent in 2009-2010.

The 2009 annual report, submitted to the NSF in 2010, made these points, among others:

  • The number of women STEM faculty achieving promotion and tenure has increased 14% since the 2006 baseline year.
  • The number of women in STEM leadership positions has increased 23% in the same time period.
  • Six women faculty in STEM disciplines were promoted in 2008-2009.
  • Policy reforms that were encouraged by the ADVANCE Future of the Faculty Committee have been implemented, include broadening the pathways leading to promotion, approval of a faculty ombudsperson position and adding rationales for stopping the tenure clock.
  • ADVANCE research and advocacy also contributed to the identification of the need for on-campus childcare, which has been included in the University Master Plan.
  • ADVANCE has leveraged resources by fostering partnerships with Academic Affairs, Human Resources, the Council on University Community, the Chancellor’s Diversity Initiative, various colleges and the Center for Professional and Applied Ethics.
  • These partnerships have resulted in the development and implementation of six key program initiatives of faculty development with significant impact: a women’s speakers’ series; a competitive awards program including the prestigious Bonnie Cone Fellowships for early- and mid-career female STEM faculty; Leadership UNC Charlotte for female and male faculty leaders; faculty mentoring for female and male new and mid-career tenure-track faculty; new departmental chairs orientations; and diversity recruitment training for faculty search committees.
  • Future transformative research was underway with the spring 2010 implementation of a tailored faculty climate survey, uniquely established as a reliable and validated instrument that can be used at other institutions. ADVANCE plans included distribution of aggregated outcomes to each dean as a climate scorecard, to align findings with each college’s diversity goals.