Brilliant men make for good copy, even when they fail at their jobs. Recently, reports of sexual harassment and assault within science departments at the University of California, Berkeley, Caltech and the University of Chicago have been in the news. Academia will have to respond. A great chorus of formal condemnation shall be lifted up, and my male colleagues will sputter with gall, appalled by the actions of bad apples so rare they have been encountered by every single woman I know.
The mission of the AIM Network is to optimize the efficiency and effectiveness of the national ADVANCE efforts by establishing a community of practice for ADVANCE Program Coordinators and Directors.
The LEADER Consortium, funded in part by the National Science Foundation ADVANCE Program, is a partnership of four diverse institutions of higher education in the Dayton (Ohio) region: the Air Force Institute of Technology, Central State University, University of Dayton, and Wright State University. Together, we aim to identify, research, and implement best practices to increase the recruitment, advancement, and retention of tenure-track women faculty in STEM.
In early 2015, Professors Mary Ann Mason (University of California, Berkeley) and Joan C. Williams (University of California, Hastings College of the Law), with support from the National Science Foundation, launched The Pregnant Scholar Program to boost the support and protections for pregnant and parenting students and postdocs. By providing resources to educate and empower university communities, this project seeks to ensure the effective implementation of Title IX’s protections for pregnant women and parents and help mend the critical leak in the STEM pipeline.
The Mission of the ADVANCE Center is to transform Texas A&M University (TAMU) by enhancing and sustaining gender equity and improving representation of women faculty in the fields of Science, Technology, Engineering, and Mathematics (STEM).
Gender bias in academia is alive and well. Identifying and understanding the distinct patterns of gender bias is the first step towards ensuring that bias does not derail your career. The Center for WorkLife Law, with support from a NSF ADVANCE leadership grant, has developed this on-line gender bias training that teaches you to identify the four basic patterns of gender bias:

Prove it Again!
The Double Bind
The Maternal Wall
Gender Wars
AWIS champions the interests of women in science, technology, engineering, and mathematics across all disciplines and employment sectors. Working for positive system transformation, AWIS strives to ensure that all women in these fields can achieve their full potential.
Two factors have stalled women’s advancement in science: implicit bias and lack of family friendly policies. Mary Ann Mason, UC Berkeley and Joan C. Williams, UC Hastings have engaged in more than 20 years of original research to determine when and why women drop out of the pipeline and to develop tools to help universities retain women scientists.
Syracuse University’s multi-disciplinary project, titled “The Inclusive Connective Corridor: Social Networks and the ADVANCEment of Women STEM Faculty,” aims to change the face of the next generation of faculty in science, technology, engineering and mathematics. The overarching strategy of this project is to create an equity-based, inclusive “connective corridor” to facilitate and anchor social relationships among faculty women and men in the 12 STEM departments at Syracuse University, and to link these faculty and units within a web of “resource hubs” on and off campus that arise from interdisciplinary and cross-sector (campus, industry, and community) collaborations.