In recent years, women's representation in the science, technology, engineering, and mathematics (STEM) fields has grown at the undergraduate level, with STEM degrees earned by US women reaching parity in some fields and making notable progress in others. Yet the faculty with whom these undergraduates interact in classes and labs are much less diverse: Across the STEM fields, women represent only a third of US faculty. A STEM workforce that does not match the nation's demographics means the nation is not discovering and developing all the available scientific talent that can help to solve important global problems. So how can universities create environments that support the success of women scholars in STEM disciplines? Increasing the representation and involvement of STEM academic women requires not only efforts to support the aspirations, advancement, and success of individual women but also system-wide efforts to identify and remove organizational constraints that lead to gender biases in institutional policies and processes. This need for a system-wide approach is the premise of the US National Science Foundation's ADVANCE Institutional Transformation (IT) program, as well as similar efforts in other countries. This study examines the work and experiences of ADVANCE IT grantees as examples of institutions that have tackled these problems in a systemic fashion and achieved some success. The authors examined the approaches to organizational change taken by these institutions, focusing on the following questions: (1) What strategies have been used to create institutional environments that encourage the success of women scholars? (2) Which strategies work and which don't? Why? and (3) What strategies should be included in a change plan? The goal of the study is to provide information that will help institutions select a portfolio of interventions that they can adapt to their own situations and contexts and that together will advance the careers of STEM women on their own campuses.