1. ADVANCE Institutional Transformation at the University of Puerto Rico Humacao Hilda M. Colón-Plumey Chancellor April 21, 2004

2. Puerto Rico CARIBBEAN MAPS

3. Aguadilla Ponce Mayagüez Arecibo Utuado Bayamón Carolina Río Piedras Medical Sciences Cayey HUMACAO UPR SYSTEM

4.  A suburban 4-year, public institution of higher education  19 bachelor degree programs, 4,440 students  70% first year degree seeking student are women in Natural Science  333 faculty members, 26% women in science faculty, 12 credit/hours typical academic load  The typical student is Puerto Rican: commuter, female (71%), graduated from a public high school, from a rural, non-farming area, receives federal financial aid The University of Puerto Rico Humacao

5.  VISIBILITY and AWARENESS of under representation of women science faculty  Organize data to include gender issues  Challenge equal salary myth  Use indicators to measure the advancement women in higher academic positions:  Research funds  Research space  Salary bonus based on external funds for research  Research publications  Funds to buy release time  Funds to travel Major impacts of ADVANCE

6.  Science faculty women engaged in research:  57% currently engaged in research  40% percent have been awarded release time by ADVANCE  90% of women engaged in research are ADVANCE participants  Increase in research productivity: conferences, proceedings and journal publications, proposals submitted Major impacts of ADVANCE

7.  Collaboration with UPRH’s Statistics Division  Collect and analysis of base-line data  Dissemination of findings in Institution’s data book and others  Combined ADVANCE and Institutional Research Funds (FOPI) to support women science faculty engaged in research Strategies undertaken to assure continuity of these impacts

8.  ADVANCE Coordinating Committee creates an environment to promote the advancement of women through academic ranks  Members serve as advocators, provide for awareness  Support program implementation, including data collection  Improve coordination and information sharing with university and community  Promote education and discussions about women issues in science Strategies undertaken to assure continuity of these impacts

9.  Recruitment of new women faculty  Consciousness of under-representation  Target women in recruitment procedures  New UPRH policy on research  Will provide an opportunity to include a gender perspective Opportunities for assuring sustainability

10.  UPR System plans, policies and procedures  Different views on roles and mission of the 11 campuses  Teaching  Research  Graduate studies  Economic constraints  Faculty hiring freeze  Limited library resources and space for research for small campuses Challenges

11.  ADVANCE Coordinating Committee  Policies and procedures for faculty recruitment  Faculty in training  with a gender perspective  long-term follow-up and support Aspects of ADVANCE to Replicate

12.  Disaggregated institutional data collection with a gender perspective  Establish policies and procedures for faculty recruitment  Replicate strategies to all Departments and Programs  Permanent Coordinating Committee  Educational activities  Follow-up on policies and data collection  Strengthening the Office of External Resources Longer-term impact of ADVANCE at UPRH