ADVANCE Institutional Transformation Award

先进机构转型奖

• 批准号: 0123682
• 负责人: Susan Bryant
• 金额: --
• 依托单位: University of California-Irvine
• 依托单位国家: 美国
• 项目类别: Cooperative Agreement
• 财政年份: 2001
• 资助国家: 美国
• 起止时间: 2001-10-01 至 2009-06-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0123682&HistoricalAwards=false
• 关键词: ADVANCE; Institutional; Transformation; Award

The goal of this project is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women in all levels of faculty and academic administration, particularly at the senior academic ranks through the transformation of institutional practices, policies, climate and culture. The central administration of UCI is committed to diversity and equity and realizes that to maintain and increase its competitive edge the problems contributing to the low representation of women in academic science and engineering need to be addressed. This sense of urgency is compounded by the impending growth of the campus as a result of 'Tidal Wave II'. With the influx of new students comes a rare opportunity to hire up to 50 new faculty, which added to the turnover in hiring, results in a projection of more than 80 new hires a year for the next decade. UCI intends to seize this opportunity to transform UCI into a diverse campus with flexible approaches and innovative solutions to problems that affect both science and the training of the workforce of the future.UCI's goals are: to increase the recruitment of women into Science, Mathematics, Engineering and Technology (SMET) disciplines, provide a network of support and guidance through to tenure, monitor progress by collecting and analyzing data about the objective and subjective aspects of equity, promote networking and mentoring activities for tenured women to ensure that they develop to their fullest potential, including facilitating nominations for awards at the local, national and international levels. To accomplish these goals, UCI will appoint a senior faculty member as an Equity Advisor in each of the 8 SMET schools, to tailor an equity program for that school that meets its particular needs. Their involvement in recruiting will include assisting search committees to develop diverse candidate pools containing highly qualified women. They will also set up a mentoring program for junior faculty based on a successful UCI model. To increase awareness among administrators and search committees of the ways in which our judgment of individuals is altered by their gender, UCI will make use of workshops successfully implemented in the corporate world by one of the faculty. To encourage networking among women scientists, UCI will organize a series of scientific conferences, focused on different scientific disciplines, at which women scientists will be invited to speak about their research. Workshops will allow an exploration of the issues standing in the way of full participation of women in academia, and all faculty, students, and postdoctoral fellows will be invited to participate. Finally, to provide a tangible demonstration of the value of activities that promote gender equity, UCI will establish two ADVANCE Chairs, to be awarded to tenured faculty in the sciences with both excellent academic credentials as well as demonstrated commitment to gender equity. These Chairs will be continued after the period of the grant by funds raised from private donations. To evaluate the success of these strategies, UCI's annual self-assessment surveys will be complemented by two assessments by external evaluators to be conducted in years three and five.This project is supported by the NSF ADVANCE Program. The overall mission of the ADVANCE Program is to increase the participation of women in the scientific and engineering workforce through the increased representation and advancement of women in academic science and engineering careers.

该项目的目标是通过改变机构做法、政策、氛围和文化，促进国家科学和工程学术工作队伍的发展，其中包括妇女充分参与各级教师和学术管理，特别是高级学术职位。UCI的中央行政部门致力于多样性和公平，并认识到，为了保持和提高其竞争优势，需要解决导致妇女在学术科学和工程领域代表性低的问题。 这种紧迫感是加剧了校园即将增长的结果“潮汐II”。随着新生的涌入，一个难得的机会来雇用多达50名新教师，这增加了招聘的营业额，导致未来十年每年有超过80名新员工的预测。UCI打算抓住这个机会，将UCI转变为一个多元化的校园，采用灵活的方法和创新的解决方案来解决影响未来科学和劳动力培训的问题。UCI的目标是：增加科学、数学、工程和技术学科的妇女招聘，提供一个支持和指导网络，直至终身任职，通过收集和分析关于公平的客观和主观方面的数据来监测进展情况，促进为终身任职妇女建立网络和开展辅导活动，以确保她们充分发挥潜力，包括促进地方、国家和国际各级的奖项提名。为了实现这些目标，UCI将在8所SMET学校中的每一所学校任命一名高级教师担任公平顾问，为该学校量身定制满足其特定需求的公平计划。她们参与征聘工作的方式将包括协助遴选委员会建立包含高素质妇女的各种候选人库。他们还将根据成功的UCI模式为初级教师建立一个指导计划。为了提高管理人员和搜索委员会对我们对个人的判断因性别而改变的方式的认识，UCI将利用其中一名教师在企业界成功实施的研讨会。为了鼓励女科学家之间建立联系，国际癌症研究所将组织一系列侧重于不同科学学科的科学会议，邀请女科学家在会上介绍她们的研究。 讲习班将允许探讨阻碍妇女充分参与学术界的问题，所有教职员工、学生和博士后研究员都将被邀请参加。最后，为了切实证明促进两性平等活动的价值，国际合作大学将设立两个高级教席，授予具有优秀学术资格并表现出对两性平等的承诺的科学终身教职人员。这些教席将在赠款期结束后由私人捐款继续提供。为了评估这些战略的成功，UCI的年度自我评估调查将由外部评估人员在第三年和第五年进行两次评估作为补充。 高级方案的总体使命是通过增加妇女在学术科学和工程职业中的代表性和地位，增加妇女在科学和工程劳动力中的参与。