Grants Database

The Foundation awards approximately 200 grants per year (excluding the Sloan Research Fellowships), totaling roughly $80 million dollars in annual commitments in support of research and education in science, technology, engineering, mathematics, and economics. This database contains grants for currently operating programs going back to 2008. For grants from prior years and for now-completed programs, see the annual reports section of this website.

Grants Database

Grantee
Amount
City
Year
  • grantee: Harvard University
    amount: $396,988
    city: Cambridge, MA
    year: 2013

    To evaluate how institutions of higher education can effectively promote faculty diversity in higher education, including an evaluation of the Sloan Foundation's program on faculty career flexibility

    • Program Working Longer
    • Investigator Frank Dobbin

    Funds from this grant support an innovative study by Harvard University that explores how colleges and universities can promote faculty diversity. Led by Frank Dobbin and Alexandra Kalev and utilizing an original institutional-individual database on 13,000 faculty at 1,000 institutions from 1993 to 2013, the project team will examine the effects of academic hiring, promotion, diversity and work-life policies, and implementation supports on overall faculty diversity; career progress of STEM faculty from all race/ethnic-by-gender groups; and faculty family formation. Additionally, the team will specifically evaluate the impact of the Sloan Awards for Faculty Career Flexibility on these outcomes, and on the spread of flexibility policies beyond awardees and applicants.

    To evaluate how institutions of higher education can effectively promote faculty diversity in higher education, including an evaluation of the Sloan Foundation's program on faculty career flexibility

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  • grantee: Society for Human Resources Management Foundation
    amount: $909,650
    city: Alexandria, VA
    year: 2013

    To advance and accelerate research and applied human resource policies and practices for human resource professionals and students to identify, understand, and solve workforce aging issues

    • Program Working Longer
    • Investigator Mark Schmit

    With support from this grant, the Society for Human Resource Management (SHRM) Foundation will work to accelerate and advance research and applications to understand and solve workforce aging issues in the United States, with a particular emphasis on reaching human resource professionals. SHRM Foundation will pursue multiple strategies related to research, education, and production of materials. They will conduct a review of the relevant economic, legal, and social science literature on older workers and summarize those findings for a non-specialist audience; they will study human resource policy and practice trends related to older workers; and they will develop new tools and programs to incentivize the adoption of best human resource practices with regard to the aging workforce. Expected products include four studies, an Effective Practice Guidelines report, an Aging Workforce Strategies DVE, and executive roundtable event, a webinar series, and an online Resource Guide/Toolkit for HR practitioners.

    To advance and accelerate research and applied human resource policies and practices for human resource professionals and students to identify, understand, and solve workforce aging issues

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  • grantee: North Carolina State University
    amount: $547,161
    city: Raleigh, NC
    year: 2013

    To provide new insight into the work life transitions and key retirement-related decisions by older public sector employees

    • Program Working Longer
    • Investigator Robert Clark

    This grant supports research by Robert Clark and Melinda Morrill of North Carolina State University that will study the labor market behavior of more than 875,000 public employees in North Carolina. Collaborating with the office of the North Carolina Treasurer, Clark and Morrill will investigate a series of four interrelated questions retirement in the public sector. One, how do older public employees prepare for this transition through saving for retirement? Two, how do older public employees determine their optimal retirement age from their career employer? Three, do those workers retiring from public employment move into complete retirement or extend their working life by seeking post-retirement work elsewhere? Four, how do individuals choose among annuity options within their defined benefit and defined contribution plans? The research plan involves analysis of administrative data, three employee and retirement surveys, and a field experiment that tests how information affects employees’ retirement savings behavior.

    To provide new insight into the work life transitions and key retirement-related decisions by older public sector employees

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  • grantee: Fedcap Rehabilitation Services Inc
    amount: $105,000
    city: New York, NY
    year: 2013

    To build an interactive website in order to launch and administer a two-year fellowship work program re-employing older (50+) senior managers in multiple New York City metro area industries

    • Program Working Longer
    • Investigator Joan Biermann

    To build an interactive website in order to launch and administer a two-year fellowship work program re-employing older (50+) senior managers in multiple New York City metro area industries

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  • grantee: American Council on Education
    amount: $118,259
    city: Washington, DC
    year: 2013

    To plan and execute a culminating event for the National Challenge for Higher Education to ensure a diverse and excellent 21st century work force by providing workplace flexibility for faculty at all stages of their careers

    • Program Working Longer
    • Investigator Jean McLaughlin

    To plan and execute a culminating event for the National Challenge for Higher Education to ensure a diverse and excellent 21st century work force by providing workplace flexibility for faculty at all stages of their careers

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  • grantee: National Academy of Sciences
    amount: $125,000
    city: Washington, DC
    year: 2013

    To convene a workshop to explore the key stress points in the arc of an academic research career and the impact that policies and practices in each of these areas has on the others

    • Program Working Longer
    • Investigator Kevin Finneran

    To convene a workshop to explore the key stress points in the arc of an academic research career and the impact that policies and practices in each of these areas has on the others

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  • grantee: University of California, Irvine
    amount: $322,392
    city: Irvine, CA
    year: 2013

    To conduct newly-designed field experiments on age discrimination in U.S. labor markets, eliminating potential biases in existing studies, so as to provide policymakers with a firmer basis for understanding age discrimination in hiring

    • Program Working Longer
    • Investigator David Neumark

    Audit/correspondence (AC) studies are the most frequently used research design for ascertaining the extent of age discrimination in hiring. This design involves submitting nearly identical resumes online to posted job openings. Resumes differ only by the age of the applicant. Discrimination is ascertained if younger applicants get more call-backs than do older ones. This methodology, however, appears likely to generate bias in favor of finding age discrimination. Because resumes give both younger and older applicants the same, low level of experience, the older applicant will appear to have “holes” in her work history that are likely to be viewed unfavorably. On the other hand, perceived (but unmeasured) differences in the human capital investment of older workers might lead employers to prefer older to younger applicants, biasing the result of audit studies in the opposite direction.This grant provides support for two field experiments by David Neumark of the University of California, Irvine aimed at increasing our understanding of the limitations of the audit/correspondence framework. The first will field an audit study where the resumes of older workers are not identical with their younger counterparts, but instead include work experience commensurate with their age. A finding that older workers are still less likely to be called for interviews may better match the legal standard for age discrimination. A second audit study will be fielded for both types of older applicants—those with equal low levels of experience like in past studies, and those with experience commensurate with age. Differential employer response to these resumes will capture differences in indicators of human capital among older workers.

    To conduct newly-designed field experiments on age discrimination in U.S. labor markets, eliminating potential biases in existing studies, so as to provide policymakers with a firmer basis for understanding age discrimination in hiring

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  • grantee: The Brookings Institution
    amount: $407,959
    city: Washington, DC
    year: 2013

    To investigate the divergence of retirement and mortality trends between high- and low-income workers and determine the impact of the interaction of these two trends on the income distribution of the aged and the optimal design of public pension formulas

    • Program Working Longer
    • Investigator Gary Burtless

    This grant to The Brookings Institution funds the work of economists Gary Burtless and Bary Bosworth, who are investigating whether longer lifespans coupled with longer work lives and delayed retirement leads to greater income disparities among Americans aged 60 to 74. Burtless and Bosworth will estimate the effects of delayed retirement on the distribution of annual incomes among workers and retirees between 60 and 74; assess the effects of delayed retirement on inequality trends among individuals past age 75; estimate the effects of delayed retirement and lengthening life spans on the distribution of lifetime incomes; and offer conclusions about the public policy implications of the changing relationship among income, expected longevity, and retirement behavior.The income distribution issues cited above are particularly important as Congress considers reforms to the Social Security and Medicare systems in order to maintain their financial solvency. The tradeoff between restoring financial balance and avoiding adverse distributional effects is a key consideration in designing sensible reforms. The results from this research are essential to understanding possible adverse distributional effects.

    To investigate the divergence of retirement and mortality trends between high- and low-income workers and determine the impact of the interaction of these two trends on the income distribution of the aged and the optimal design of public pension formulas

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  • grantee: Cornell University
    amount: $174,458
    city: Ithaca, NY
    year: 2013

    To expand the understanding of age discrimination in employment through comprehensive examination of Age Discrimination in Employment Act (ADEA) charges

    • Program Working Longer
    • Investigator Sarah von Schrader

    In 1967, the Age Discrimination in Employment Act (ADEA) was passed by Congress with the intent to “promote employment of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in employment.” While it has been viewed as successful in increasing employment rates for older workers, research suggests that older worker stereotypes and age discrimination still persist—or at least the perception of this discrimination still exists. Age-related charges of discrimination brought forward to the Equal Employment Opportunity Commission (EEOC) have been on the increase. Whilst that may be the case, there has not been systematic examination of these charges.This grant funds work by a team led by Sarah Von Schrader of Cornell University that combines descriptive analyses with model-based approaches to better understand the phenomenon of perceived age-discrimination in the workplace. The study will look at a number of factors, including the characteristics of ADEA charges, charging parties, and employers receiving charges over time; individual and contextual factors associated with the outcomes of ADEA charges; and the characteristics of employers, along with local labor market factors, associated with ADEA charges. Von Schrader and her team will use restricted access data sets from the EEOC in conducting this research. By developing a better understanding of perceived discrimination in the workplace, it will be possible to better identify policies and practices to mitigate such discrimination.

    To expand the understanding of age discrimination in employment through comprehensive examination of Age Discrimination in Employment Act (ADEA) charges

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  • grantee: National Bureau of Economic Research, Inc.
    amount: $282,710
    city: Cambridge, MA
    year: 2013

    To better understand the retirement and work prospects of currently active college women by connecting events in their early adult lives to their later employment histories

    • Program Working Longer
    • Investigator Claudia Goldin

    This grant funds work by economic historian Claudia Goldin and labor economist Lawrence Katz to understand how education, employment, marriage, fertility, and health events from college to mid-life shape employment and retirement later in life among college-educated women. Goldin and Katz will study cohorts born from the mid-1930s to the early 1960s and that entered college from around 1950 to 1980. These cohorts, born up to 30 years apart, will provide sharp contrasts and differences in early, late, or no marriage; types of subjects majored in college; work patterns and whether they were intermittent or continuous; and if and when they had children. All of these factors contribute to how long college-educated women remain in the labor force and under what conditions. While existing research examines distinct cohorts of women, this will be the first study to link systematically the older, younger, and transitional cohorts.In addition to peer-reviewed articles and research papers, the project team will organize a National Bureau of Economic Research (NBER) conference and produce an NBER volume on women working longer.

    To better understand the retirement and work prospects of currently active college women by connecting events in their early adult lives to their later employment histories

    More