1. “Professional Organizations Taking ADVANCE to a National Scale”

2.  504+ institutions  1600+ deans  37% Research Universities  47% Master’s Comprehensive  13% Primarily Undergraduate  70% NSF ADVANCE grantees are CCAS members

3. 1) Infuse gender equity content into CCAS professional development programs in a sustainable way 2) Maximize opportunities for positive impact of CCAS ADVANCE on individuals underrepresented in STEM disciplines 3) Develop, utilize and make widely available a set of robust case studies that incorporate gender equity elements

4. New Deans Workshop – variable regional location Department Chairs Workshop – regional or done at home campus, in collaboration with deans Annual Conference Activities - variable regional location  Case studies discussion sessions  Gender issues panel sessions  Gender Issues Breakfast  Breakfast for Minority Deans  Critical Issues Forum sessions  “Dean’s Knowledge Base” database – www.ccas.netwww.ccas.net CCAS ADVANCE resources website - www.ccas.net/advancewww.ccas.net/advance

5.  Workshop participants indicate an increased consideration of gender and minority underrepresentation issues in their decision- making 12 months afterwards  MSI institution participants continue to participate in workshops and validate importance of gender equity content at home  Gender equity issues discussion has increased significantly in all CCAS activities & databases  New CCAS Gender Issues standing committee  National impact on large number of non-NSF ADVANCE grantee institutions’ campus climate

6.  Seamless integration of gender equity (GE) content with existing programs  Making the case that implicit bias exists  Relying on volunteer program facilitators to facilitate GE content  Providing useful content to audiences with a range of exposure and interest in gender equity

7.  Both focus on developing a diverse STEM faculty pipeline – but may differ on program focus – students/faculty vs. administrators  Both do professional development for junior and mid-career faculty to enhance career development of women and minorities in STEM – differs among STEM disciplines  Both focus on improving campus climate and having effective policies/guidelines for recruitment and mentoring STEM women into satisfying/ effective career pathways  Both have committees/offices in charge of monitoring gender equity issues

8. Audience discussion questions:  How can we maximize the impact of university vs. professional organization NSF ADVANCE grantee efforts to improve campus climate, policies and practices at all types of universities for enhanced career development of STEM women?  How can different STEM discipline organizations best partner with other professional organizations for maximizing national positive impact of NSF ADVANCE grant initiatives?