To increase the representation and participation of women and other minorities in organizations, workplaces must become more inclusive. For such change to be successful and sustainable, organizations must systematically break down the barriers constraining women's participation and effectiveness; improve their prevailing structures, policies, and practices; and engender transformation in their climates. This article presents the experience of 19 U.S. universities, funded by the National Science Foundation's ADVANCE Institutional Transformation program, that have embraced comprehensive transformation for improved gender representation and inclusion in science and engineering disciplines. It describes the facilitating factors, program initiatives, institutionalization, and outcomes of their transformation, and suggests a transformation model that all organizations can use to create an inclusive and productive workplace for a diverse workforce. © 2008 Wiley Periodicals, Inc.

In this study we examine how a sample of 248 male and female professors at a Midwestern private research university construct their academic job satisfaction. Our findings indicate that both women and men perceive that their job satisfaction is influenced by the institutional leadership and mentoring they receive, but only as mediated by the two key academic processes of access to internal academic resources (including research-supportive workloads) and internal relational supports from a collegial and inclusive immediate work environment. Gender differences emerged in the strengths of the perceived paths leading to satisfaction: women’s job satisfaction derived more from their perceptions of the internal relational supports than the academic resources they received, whereas men’s job satisfaction resulted equally from their perceptions of internal academic resources and internal relational supports received. Implications for leadership and institutional practices are drawn from the findings. Copyright Springer Science + Business Media, Inc. 2006academic job satisfaction, women faculty, academic climate, J220, C420, D020, J000, I230,

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