For Academics & Mathematicians

  • The AWM Mentor Network links women across career stages who have common interests in academics or industry, math education, balance of career and family, or general mathematical interests
  • Workshops at JMM and SIAM as part of the ADVANCE Research Communities provide a way to connect with women in your specialty.
  • Travel Grants support both travel to domestic or foreign research conferences and, more recently, longer-term visits with a mentor.

Many of the programs listed on this page are dependent on NSF funding, so check the individual websites for the current status of each.

  • The Mathematical Sciences Research Institute (MSRI) in Berkeley, CA offers Connections for Women workshops. These two-day workshops provide an enhanced opportunity for female researchers to interact with other women with similar research interests.
  • Mathematics and statistics institutes around the United States and Canada run workshops and other events that focus on diversity.
  • Women in Mathematics Project maintains listings on publications, scholarships, events, and organizations relevant to women in mathematics.
  • The Fields Institute’s Research Immersion Fellowship supports individuals with high potential to re-enter an active research career after a career interruption.
  • The National Research Council Research Associateship Programs offer postdoctoral, and senior level research opportunities at sponsoring federal laboratories and affiliated institutions.
  • The American Association of University Women has several types of fellowship and grants. American Fellowships support women scholars who are completing dissertations, planning research leave from accredited institutions, or preparing research for publication. International Fellowships are awarded for full-time study or research in the United States to women who are not U.S. citizens or permanent residents. Career Development Grants provide funding to women who hold a bachelor’s degree and are preparing to advance or change careers or re-enter the workforce. Selected Professions Fellowships are awarded to women who intend to pursue a full-time course of study at accredited U.S. institutions during the fellowship year in one of the designated degree programs where women’s participation traditionally has been low (including mathematics).
  • Resources for women in mathematics from the Canadian Mathematical Society include Canadian grants and fellowships.

  • The MAA’s Women and Mathematics (WAM) Network   is a consortium of Program Directors of outreach programs in mathematics for women and girls.
  • The National Science Foundation provides funding for colleges and universities to run Research Experiences for Undergraduates.
  •  Tensor Women and Mathematics Grants support projects designed to encourage college and university women and pre-college girls to study and persist in mathematics, including but not limited to:
    • organize a club for women interested in mathematics or mathematics and science;
    • conduct a summer mathematics program for high school women;
    • bring high school women onto a college campus for a Math Day with substantive follow-up; (SK Days)
    • form partnerships with industry to acquaint women students with real-life applications of mathematics;
    • provide funds toward release time to allow a faculty member to prepare a course on women and mathematics.
  • PIC Math – Preparation for Industrial Careers in Mathematical Sciences prepares mathematical sciences students for industrial careers by engaging them in research problems that come directly from industry. The PIC Math program aims to:
    • Increase awareness among mathematical sciences faculty and undergraduates about non-academic career options.
    • Provide research experience working on real problems from business, industry and government.
    • Prepare students for industrial careers.

    PIC Math includes a three-day summer workshop in May of the project year for new faculty at U.S. institutions that will provide participants with the preparation needed to run this program.

  • StatPREP offers workshops directly with college-level instructors, both online and in community-based workshops, to develop the understanding and skills needed to work and teach with modern data.

  • 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.”
  • Dual-Career Academic Couples: What Universities Need to Know from the Clayman Institute at Stanford.
  • Creating a Family Friendly Department: Chairs and Deans Toolkit from the University of California Faculty Family Friendly Edge.
  • 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.
  • 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.”
  • Reducing Stereotype Threat offers summaries of research on stereotype threat and discusses unresolved issues and controversies in the research literature. Included are some research-based suggestions for reducing the negative consequences of stereotyping, particularly in academic settings.
  • 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.”
  • 2018 NASEM Report Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine offers evidence-based recommendations as a road map for academic institutions to help mitigate and prevent unwelcoming environments.
  • See the MAA programs webpage for more resources, including programs, communities, and links to curriculum and department guidelines and recommendations.