The key criterion was the likely impact the proposal would have on the improvement of the workplace climate for women faculty in the proposing department(s). Proposals were reviewed on the criteria stated in the above outline. The following were annual dates for 2011-2013: April 30Īward Notices Sent to Selected Departments
Signed statement of support by all involved Department Heads.what metrics would be used to measure the degree to which the strategy is successful?) Expected outcomes and impact on climate change (e.g.Budget and the identification of any matching funds (although matching was not required).A description of the strategy to be used to address the issue(s).Departmental issue(s) to be addressed along with any relevant background.Proposals were no longer than two pages and used the following outline: Note: Awarded funds were not distributed directly to selected departments all expenses related to Departmental Mini-Grant efforts were processed for reimbursment through the ADVANCE Center. (Graduate students could attend proposed events, but ADVANCE funds could not be spent on their participation.) ADVANCE funds from Departmental Mini-Grant awards could not be used to support graduate students. A signed statement of support was required from all involved Department Heads.Īpproximately 3 to 6 departments split a total of $30,000 annually for each year of the grant 2011-2013. However, departments could submit a proposal which addressed follow-up issues from a previously funded proposal.
Funding was generally awarded for only one year. Departments could submit proposals in multiple years. Cross-departmental efforts were also allowable. Multiple proposals could be submitted by a single department in a single year. The aim of this activity was to provide an avenue for ADVANCE Target Departments to improve the work climate for women faculty and support departments in their diversity efforts.ĪDVANCE Target Departments were eligible to apply for Mini-Grants. To take existing initiatives to the next level, the OVPAPD launched in fall 2015 a seed grant program – Diversity Matters – to support research efforts which align with the goals of the University Diversity Plan and, by extension, ADVANCE goals as reflected in this activity. Because sustainability and institutionalization are two of the main goals of ADVANCE, successful Mini-Grant activities will be reviewed for possible implementation to a wider audience. This activity supports department-initiated efforts to address specific challenges and provide a test bed for novel ideas. Seventeen awards were made from 2011-2013 in the amount of $77,400 to ADVANCE Target Departments based on submitted proposals that address the issue of improving the workplace climate for women faculty – and indeed all faculty. There are twelve activities designed to transform Texas A&M University by increasing gender equity for women faculty, one of which is the Departmental Mini-Grants program. The Texas A&M University ADVANCE program is an NSF-funded effort which seeks to increase the number and diversity of women faculty at all levels.