AWIS Community Expectations
March 25, 2025
No Comments
Please review the AWIS Code of Ethics and Code of Conduct to understand behavior expectations, consequences, and the complaint review process.
Please review the AWIS Code of Ethics and Code of Conduct to understand behavior expectations, consequences, and the complaint review process.
Dr. Joanne Kamens provides insights on how companies can support their employees post-pandemic.
Until we are willing to acknowledge people’s sexual orientation and gender identity, we will not be able to create truly inclusive STEM communities.
To help increase the diversity of patent holders, AWIS is hosting a panel of experts to share lessons learned.
Stay tuned! AWIS is offering new scholarships to support the professional development and advancement of AWIS members.
To implement real change in the scientific workplace, participation is needed on both an individual and corporate level.
AWIS announces that the ARC Network will be transitioning to a new organizational home at the Women’s Engineering ProActive Network (WEPAN).
While language is ever present, inclusive language may be more elusive. As it has seen a rapid rise in popularity, it also has lost much
[et_pb_section bb_built=”1″ admin_label=”section” fullwidth=”on” custom_padding_last_edited=”on|desktop” _builder_version=”3.19.5″ background_image=”https://awis.org//wp-content/uploads/slim-abstract-hero.jpg” custom_padding=”0px|0px|20px|0px” custom_padding_tablet=”50px|0|50px|0″ custom_css_main_element=”margin-top: -22px;” transparent_background=”off” padding_mobile=”off” next_background_color=”#ffffff”][et_pb_fullwidth_post_title author=”off” comments=”off” featured_image=”off” text_color=”light” _builder_version=”3.0.87″ parallax=”on” parallax_method=”off” use_border_color=”off” border_color=”#ffffff” border_width=”1px” border_style=”solid”
AWIS research deepens the understanding of the leadership barriers STEM women face and steps to create more inclusive leadership cultures.
AWIS Chief Research Officer Heather Metcalf testifies at the United States Commission on Civil Rights Public Briefing on Federal #MeToo.
This study found that while the department placed an emphasis on research, it did so in a way that, in conjunction with a lack of communication and transparency, devalued teaching and mentoring, and negatively impacted the professional development, education, and sense of belonging of the students.
Dr. Mary Ann Mason, UC Berkeley professor, provides evidence-based recommendations to create family-friendly policies in academia and other workplaces.
In this video, environmental engineer Stephanie Cook offers recommendations on managing stress as well as health and wellness challenges.
AWIS research and resources present the challenges and realities of women in STEM in the workplace.
Companies that want to recruit and retain talented people know that they need to establish family-friendly practices in the workplace.
The author writes about fieldwork and its unique challenges to scientists seeking to successfully integrate work and life.
AWIS study explores outmoded work environments & unfriendly family policies which shed light on the fallout of professional relocation.
AWIS endorsed the Combating Sexual Harassment in Sciences Act of 2018, which was introduced by Science, Space and Technology House Committee Ranking Member Eddie Bernice Johnson.
As AWIS focuses on diversifying the workplace, they recognize unearned privileges in their and acts on inequalities by taking responsibility to end patterns of injustice.
AWIS looks at the rates of sexual assaults, as research shows that scientists and academics wait a pro-longed period of time before coming out about their harassment.
The most straightforward way to maintain a competitive workforce of trained professionals in the STEM (science, technology, engineering, and mathematics) disciplines is to staunch the flow of women out of these professions.
Equitable Solutions for Retaining a Robust STEM Workforce offers strategies and proven recommendations to accommodate work/life satisfaction for those in the STEM fields.
Engaging with a mentor as a way to learn and achieve one’s full potential is an ancient and respected practice.
In the ADVANCE project, we learned that key providers of professional development for postdoc women were mentors, institutions, and professional societies.
Unconscious biases are social stereotypes held by both women and men. Research shows biases negatively impact STEM workplaces in a number of areas.