Iowa State University ADVANCE Program, Annual Report, Year 1: June 2007

ISU ADVANCE Program, Annual Report, Year 1: June 2007

Updated at:24/02/2025

Document information

School

IOWA STATE UNIVERSITY

Document type Annual Report
Language English
Format | PDF
Size 671.99 KB

Summary

I.Program Overview

The Iowa State University ADVANCE Program aims to promote women's full participation in STEM fields by transforming departmental cultures, practices, and structures, as well as university policies, through the active engagement of individuals at all levels.

1. Program Components

The ISU ADVANCE program has three main components:

  1. Building institutional infrastructure, changing culture, and ensuring program coordination.
  2. Program Management and Evaluation.
  3. Research, which includes faculty interviews, focus groups, and analysis of data.

2. Component 1 Activities

Component 1 activities include:

  • Assessing and facilitating cultural change in departments through focus groups, assessment meetings, and collaborative transformation strategies.
  • Implementing department level collaborative transformation efforts.
  • Developing and implementing policies and interventions at the college and university levels.
  • Disseminating information about the program and its findings.

II.Key Components

The program focuses on three key components:

1. Building Institutional Infrastructure, Changing Culture, and Ensuring Program Coordination:

  • Assessing and facilitating cultural change in departments
  • Developing and implementing participatory action models for departmental transformation
  • Providing resources and support for diversity and inclusion initiatives

2. Program Management and Evaluation:

  • Establishing a comprehensive management structure and team
  • Developing and implementing a rigorous evaluation plan
  • Ensuring transparency and accountability

3. Dissemination and Sustainability:

  • Sharing research findings and best practices with the broader community
  • Developing and implementing strategies to sustain the program's impact beyond the grant period

1. Assessing facilitating cultural change in departments

The initial departmental transformation involves faculty focus groups to discuss departmental culture, practices, and structures. Needs assessment meetings and training sessions tailor to the unique needs of individual departments and collaborative problem-solving sessions involving department faculty and the ADVANCE program leaders.

2. ADVANCE Council and Team leadership

The ADVANCE Council and Team, responsible for program oversight and implementation, met regularly to discuss various activities. The Council met bi-weekly during Spring 2007 to integrate colleges and departments into the program and provide overall guidance.

3. Diversity Workshop and Retreats

Networking workshops and retreats are key activities in combating the isolation of women in STEM faculty. Three networking events and a retreat were held during Year 1, in addition to the Kick-off Event (February 5, 2007). The retreat's topic was First steps toward institutional transformation: a focus on action.

III.Year 1 Accomplishments

In its first year, the program has made significant progress in:

  • Building a strong foundation through the recruitment of ADVANCE Professors and Equity Advisors
  • Conducting focus groups and interviews to assess departmental culture and practices
  • Developing and implementing a diversity training workshop
  • Establishing a mentoring program for women faculty of color
  • Hosting networking events and retreats to reduce isolation and build community among women STEM faculty

1. Impacts on Faculty

During the first year of the program, several key positions were filled, including the hiring of three ADVANCE Professors and an Equity Advisor for the College of Agriculture, Dr. Jan Thompson. These individuals, along with the co-PIs, played a crucial role in launching the program and raising its visibility within the university.

2. Capacity Building

The ADVANCE team organized various initiatives to build capacity and support faculty, including networking events, workshops, and retreats. These efforts aimed to reduce isolation, promote collaboration, and provide opportunities for professional development, particularly for women faculty of color.

IV.Challenges and Solutions

The program has also faced challenges, including the departure of two co-PIs and the need to manage a growing and diverse team. To address these challenges, the program has:

  • Recruited new team members with expertise in key areas
  • Developed a revised management structure to improve efficiency and communication
  • Implemented team-building strategies to foster collaboration and respect for diverse perspectives

1. Challenges

The ISU ADVANCE Program faces challenges in meeting the expectations and responsibilities placed upon it by the university community. Despite being a relatively small program, it is often perceived as being responsible for a wide range of diversity and equity initiatives. To address this challenge, the program has sought to build relationships with other diversity programs on campus, with the goal of leveraging strengths and achieving sustainability for shared goals.

2. Solutions

To overcome the challenge of managing expectations and responsibilities, the ISU ADVANCE Program has implemented strategies such as developing relationships with existing diversity programs on campus. This approach allows the program to leverage its strengths and contribute to the overall goal of fostering diversity and equity at the university.

V.Next Steps

In its second year, the program plans to:

  • Continue to implement and evaluate the collaborative transformation model in focal departments
  • Expand the diversity training program and develop additional resources for faculty and staff
  • Conduct further research on the effectiveness of the program's interventions
  • Disseminate findings and best practices to the broader community
  • Develop and implement a sustainability plan to ensure the program's long-term impact

1. Next Steps

Overcoming Barriers

  1. Improve perceived levels of departmental transparency
  2. Reduce isolation from colleagues
  3. Improve quality and quantity of mentoring
  4. Institutionalize career flexibility

Working With Departments

  1. Improve department and university climate for women and historically underrepresented groups
  2. Implement best practices guidelines