Reducing Barriers to Women in Academic STEM Fields: Strategies for Institutional Transformation

Abstract: Women in the U.S. are underrepresented in STEM (science, technology, engineering, mathematics) professions. In addition, they experience a chilly climate, lower salaries, and fewer opportunities for advancement compared to men. A variety of approaches have been taken to decrease barriers to women’s participation in STEM. In this paper, we highlight one such effort, the National Science Foundation (NSF) ADVANCE program, which from 2001-2024 funded efforts to increase diversity in STEM through transforming the institutions in which many scientists work. Through the program, universities received grants to implement research-based interventions. These efforts were tailored to the specific context of each university and included changes to policies, practices, and workplace cultures. This paper uses the NSF ADVANCE program as a lens for evaluating institutional efforts to broaden participation in STEM, drawing from our experiences as members of the University of Delaware’s NSF ADVANCE research and leadership team. We begin by discussing factors that contribute to gender disparities in STEM, connecting these to the history and evolution of ADVANCE, where new research on barriers to women’s participation and inclusion led to innovation in institutional change strategies. Initiatives range from early programs targeting faculty recruitment and retention, to a later focus on intersectionality, and finally to recent work on policies and practices that promote fair evaluation of faculty. The paper closes with a discussion of recent challenges to diversity work, and recommendations based on lessons learned from NSF ADVANCE institutions that are applicable both within academia and more broadly to STEM workplaces.