Resources for Moving Towards Action

The AWM Moving Towards Action Workshop took place on January 14, 2020, at the Joint Math Meetings in Denver. This page contains resources for those who want to implement their own action plans!

When members of the mathematics community are made to feel unwelcome in our profession, the success of mathematics as a whole is put into jeopardy.  This workshop is focused on understanding and creating welcoming environments (providing actionable information and process change plans to mathematics department interested in driving cultural change at their respective institutions) so as to invite more people to enter and persist in STEM disciplines.

  • An introduction to the findings and recommendations of the NASEM “Sexual Harassment of Women: Climate, Culture, and Consequences,” by report co-author Vicki Magley (UConn);
  • An interactive Bystander Intervention session presented by Power Play (University of New Hampshire) and moderated by Stephanie Goodwin (Wright State University);
  • Working sessions on developing action plans for your department;
  • A poster session for institutions and programs to showcase initiatives and discuss what has worked;
  • Resources for you, your department, and your institution to guide conversations;
  • A panel focusing on the nuts-and-bolts of implementing change at your institution: what to be ready for, and how to stay motivated.

Vrushali Bokil, Oregon State University
Elizabeth Donovan, Murray State University
Maeve McCarthy, Murray State University
Karoline Pershell, Association for Women in Mathematics
Ami Radunskaya, Pomona College

Promising Practices & Evidence-based Methodologies

Data base of good practices to reduce the gender gap in science: Committee for Women in Mathematics

The Gender Gap in Science Project collates a sample of these initiatives using an online database so that users are able to access information about a variety of initiatives that aim to address the gender gap in Science and Mathematics.

Please consult the data base here.

If you have an initiative to share please fill the form here.

2020 International Science Council Report: A Global Approach to the Gender Gap in Mathematical, Computing, and Natural Sciences: How to Measure It, How to Reduce It?

This book reports on a three-year project (2017–2019) funded by the International Science Council and involving eleven scientific partner organizations. The main goal of the project was to investigate the gender gap in STEM disciplines from different angles, globally and across disciplines. We have performed (i) a global survey of scientists with more than 32,000 responses; (ii) an investigation of the effect of gender in millions of scientific publications; and (iii) the compilation of best-practice initiatives that address the gender gap in Mathematical, Computing, and Natural Sciences at various levels.

We conclude that the gender gap is very real in science and mathematics. We present methodologies, insights, and tools that have been developed throughout the project, as well as a set of recommendations for different audiences: instructors and parents; educational institutions; scientific unions and other organizations responsible for science policy.

2020 NASEM Report: Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine

Careers in science, engineering, and medicine offer opportunities to advance knowledge, contribute to the well-being of communities, and support the security, prosperity, and health of the United States. But many women do not pursue or persist in these careers, or advance to leadership positions – not because they lack the talent or aspirations, but because they face barriers, including: implicit and explicit bias; sexual harassment; unequal access to funding and resources; pay inequity; higher teaching and advising loads; and fewer speaking invitations, among others.

National Center for Women in Technology:

In computing and technology careers, greater inclusion lifts individual futures and entire communities. Yet many groups are underrepresented. Too many voices—and their winning ideas—go unheard.

Unquestionably, the will for change exists, but turning awareness into outcomes requires strategies for action. That’s why NCWIT is here.

From the classroom to the boardroom, the superintendent’s office to the C-suite, NCWIT brings the proven tools, evidence-based methodologies, and collaborative peer communities that help build possibility, develop potential, and create lasting change. More voices can generate more powerful ideas. We’ll show you how to make every voice heard.

Data Sources

 Women, Minorities, and Persons with Disabilities in Science and Engineering Report

… provides statistical information about the participation of these three groups in science and engineering education and employment. Its primary purpose is to serve as a statistical abstract with no endorsement of or recommendations about policies or programs. National Science Foundation reporting on this topic is mandated by the Science and Engineering Equal Opportunities Act (Public Law 96-516).

UC Berkeley School of Information provides a timeline of women’s achievements in computing and computer science, addresses the gender gaps in education and the workforce, and includes additional resources for women and specifically for women of color.

Since 1957, the Annual Survey of the Mathematical Sciences collects information each year from departments in the mathematical sciences at four-year colleges and universities in the United States. The data collected provides invaluable information to the mathematical sciences community.

For more data sources, see the companion page On Women in Math.

Sexual Harassment in Academia

The National Academies of Sciences, Engineering, and Medicine (NASEM)  “Sexual Harassment of Women: Climate, Culture, and Consequences” is a study of the influence of sexual harassment in academia on the career advancement of women in the scientific, technical, and medical workforce.

Over the last several years, revelations of sexual harassment experienced by women in workplace and in academic settings have raised urgent questions about the specific impact of this discriminatory behavior on women and the extent to which it is limiting their careers. Sexual Harassment of Women explores the influence of sexual harassment in academia on the career advancement of women in the scientific, technical, and medical workforce. This report reviews the research on the extent to which women in the fields of science, engineering, and medicine experience sexual harassment and examines the existing information on the extent to which sexual harassment in academia negatively impacts the recruitment, retention, and advancement of women pursuing scientific, engineering, technical, and medical careers. It also identifies and analyzes the policies, strategies and practices that have been the most successful in preventing and addressing sexual harassment in academia.

Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine:

Do Sexual Harassment Prevention Trainings Really Work?  by Vicki J. Magley, Joanna L. Grossman on November 2017.

For Conferences and Workshops

Open Secrets and Missing Stairs: Sexual and Gender- Based Harassment at Scientific Meetings by S*MARTS Consulting.

Participation in meetings is crucial for career advancement in science. Attendance is a privilege, and individuals who harass and bully fellow attendees abuse that privilege. The experience of harassment at meetings limits targets’ participation through effects on attendees’ behavior and ability to learn.

The Callisto Survivor’s Guide:  Information and resources for survivors of sexual assault, rape, and professional sexual coercion. To learn more about the non-profit Callisto, please go to

Before you begin, please know that you are not alone. We have created this guide to share information and resources for survivors of sexual assault, rape, and sexual coercion. We hope that you find it helpful.

We know that this time in your life can be very stressful and that much of the language here may be triggering or upsetting. However, we also hope that you find this guide to be empowering and uplifting. It is written by fellow survivors to remind you that you are surrounded by a community of caring individuals, and that there are many resources available to help you on your journey.

Best Practice Guide: Developing Inclusive Conferences by Alice Chautard and Dr Claire Hann, University of Oxford

“This guide has been designed to be practical not preachy, and to encourage rather than prescribe.”

 Action Plans for Departments

A Diversity, Inclusion and Community-Building Checklist by Rosalie Bélanger-Rioux includes a list of possible activities for you to implement at your institution, with columns for inventory, costs, and action items.

Rosalie Bélanger-Rioux’ website has “a collection of advice and ideas for anyone trying to tackle issues of diversity, inclusion and justice at their institution, especially in the mathematical sciences,” including topics of admissions and hiring practices, difficult discussions, implicit or unconscious bias, resources for students, sharing experiences, showcasing underrepresented mathematicians, and trainings.

Include Is a Verb: Moving From Talk to Action on Diversity and Inclusion from S*Marts Consulting LLC, and Spark Consulting LLC

Our goal for this whitepaper is to help associations chart a course for moving beyond talking the talk of diversity by walking the walk of genuine inclusion.

Strategies to Improve Equity in Faculty Hiring by Needhi Bhalla (UC-Santa Cruz)

Through targeted recruitment and interventions to support their success during training, the fraction of trainees (graduate students and postdoctoral fellows) in academic science from historically underrepresented groups has steadily increased. However, this trend has not translated to a concomitant increase in the number of faculty from these underrepresented groups. Here, I focus on proven strategies that departments and research institutions can develop to increase equity in faculty hiring and promotion to address the lack of racial and gender diversity among their faculty.

Principles of Community at Virginia Tech

More Resources

Infographic: The Great Gendered Divide in Faculty Service  by the Commission on the Status of Women

The Gender Politics of Doctoral Reform by Leonard Cassuto, Fordham University

Service has traditionally been the least-prestigious, least-respected member of the research-teaching-service triad. Not coincidentally, service also has a long and continuing history of being feminized. Service is seen as soft, lacking in intellectual heft and rigor, and unworthy of the rewards reaped by research

Science Magazine:

Bystander Trainings

Stephanie Goodwin, Wright State University for PowerPlay

Ever wondered “Why didn’t I say something?” after witnessing social bias—a stereotype, a prejudice or discrimination—that happened in your everyday life? You’re not alone. Research suggests that people typically want to say or do something when bias occurs, but in the end most opt not to respond. Deciding whether and how to respond to bias is complicated. Understanding what motivates us to speak up, the challenges we face when doing so, and strategies for effective responding can help bystanders to bias better evaluate their options and select effective strategies. This interactive presentation will invite attendees to learn about bystander reactions to social biases and how these reactions can help or hinder decisions to speak up. Attendees will apply these concepts to everyday incidents of bias in academic settings with an emphasis on understanding the challenges women in STEM experience in these contexts.

PowerPlay Interactive Development is a professional applied theatre company housed within the University of New Hampshire’s Department of Theatre & Dance. PowerPlay develops and runs interactive training “laboratories” that allow participants to experiment with challenges around difficult human interactions and behavior. PPID was founded in 2013 by its current Artistic Director, Professor David Kaye. They have worked with clients and presenting organizations throughout the country including the NCAA, the International Association of Chiefs of Police, the National Science Foundation, and numerous higher education institutions. Contact PowerPlay for details of fee structures and bookings by contacting