The University of Maryland ADVANCE Program began in 2010 as a five-year, NSF-funded campus-wide project promoting institutional transformation with respect to the retention and advancement of women faculty. We quickly expanded to consider ways to improve work environments for all faculty, including under-represented minority faculty and professional track faculty.

Results from 2010–2015

  • The representation of women faculty increased with the greatest growth in assistant professor women.
  • The proportion of assistant professor women who resign pre-tenure decreased.
  • UMCP initiated paid parental leave and modified duties in 2012 for both men and women tenure track and professional track faculty.
  • APT policies now reflect work-life issues & guidelines for interdisciplinary work.
  • 32 of the faculty who went through our leadership fellows program are now serving in leadership roles on campus (department chair, dean, director).
  • Participants in ADVANCE peer networks are more likely to be retained to UMD than nonparticipants; program evaluations pre to post show improved career agency, on-campus networks, and sense of community.
  • Before 2010 there was no continuous faculty work environment assessment. UMD ADVANCE implemented a faculty work environment survey in 2011, 2013 & 2015. Each college receives its own public report, analyzed by gender, race, and rank. Each college shares results with faculty, identifies one area of challenge, and develops work environment projects to address it.
  • For 5 years, UMD ADVANCE provided $20,000 seed grants in a competitive process to women PI’s who partnered with two or three other faculty on campus in other disciplines. The interdisciplinary and engaged seed grant program has returned $8,373,901 in external grants and awards to women PIs at the University of Maryland. Including only the first three cohorts, the ROI is over 8 to 1.
  • Analysis of FWES survey results from 2011 to 2015 show that UM improved slightly to moderately in faculty perceptions of collegiality, opportunities for collaboration, support for work-life integration, and overall faculty satisfaction at UM and in their unit.
  • UMD ADVANCE created salary, demographic, and campus service dashboards to provide faculty and administrators data in decision-making.
  • UMD ADVANCE’s social science team has published many peer reviewed articles and presentations on career agency, departure and outside offers, peer networks, campus service and gender equity, and faculty time use in research universities.


©2020 All rights reserved  /  Privacy Notice / Web Accessibility