Flexible work arrangements and career paths, along with re-entry training and support, can attract and retain mid-career female employees. 

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Change agents must understand and consider their organization’s complex and interlocking systems. Plans for change must ensure that subsystems work in harmony with each other to reinforce the envisioned change. This resource outlines the prerequisites to transforming for diversity in undergraduate computing and explains NCWIT’s Extension Services for Undergraduate Programs (ES-UP).

Stereotype threat harms both performance and motivation by reducing our feelings of competence, belonging, and trust in our colleagues. However, careful thought, education, and regular assessment of diversity practices can help minimize incidents of stereotype threat.

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The socio-educational system a student experiences shapes participation in the major. Altering one element of that system is often not enough to create enduring change. When faculty members are ready to implement organizational innovation, success is more likely if they receive support from institutional leaders, have access to adequate resources, and are able to participate in decision-making about the change.