Breaking Barriers and Creating Inclusiveness: Lessons of Organizational Transformation to Advance Women Faculty in Academic Science and Engineering

anagement researchers and practitioners have long studied women’s representation and inclusion in organizations (Ely & Meyerson, 2000), and organizations have tried various approaches to ensure gender equity in the workplace. Supplyside or pipeline initiatives contend that if sufficient women are encouraged to enter the workforce, gender gaps in occupational participation, advancement, compensation, and retention may disappear (Etzkowitz, Kemelgor, & Uzzi, 2000). Affirmative action programs and antidiscrimination policies focus on increasing women’s representation in organizational ranks. Mentoring, training programs, and special job assignments for women may facilitate career advancement. Demand-side initiatives to improve worklife balance, such as flex-time and child-care BREAKING BARRIERS AND