Collaborative Research: The Women in Engineering Leadership Network

合作研究：女性工程领导力网络

• 批准号: 0244745
• 负责人: Shobha Bhatia
• 金额: $ 8.42万
• 依托单位: Syracuse University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2003
• 资助国家: 美国
• 起止时间: 2003-08-01 至 2006-07-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0244745&HistoricalAwards=false
• 关键词: Collaborative; Research; Women; Engineering; Leadership

While the number of women engineering faculty in entry-level positions continues to grow, the demographics of the engineering academy clearly show a scarcity of women in mid-career and senior-level faculty positions. Although individual institutions can progress in their efforts to increase the participation of women engineering faculty in leadership positions, the scarcity and isolation of women engineering faculty make change slow and difficult without the support of faculty from other institutions. Therefore, it is imperative that steps be taken to connect women engineering faculty members from around the country to discuss and explore the challenges and opportunities of academic leadership.We propose to catalyze widespread institutional change through the development of the "Women Engineering Faculty Leadership Network," a central training and mentoring program/community for 1) transformative leadership skills development; 2) mentoring support for women engineering faculty, and 3) making critical connections between existing organizations that provide services supporting women engineers both in education and industry. Transformative leadership is founded on the concept of collaborative leadership, i.e., leadership that is shared among members of an organization. This form of leadership emphasizes the importance of trust, open communication, shared vision, and shared power. The core of collaborative leadership is a commitment to enhancing the human capital of another for the advancement of a common cause; it is a model of stewardship that can affect change at all levels, from eliminating the micro-climate inequities found in departments to reshaping the broader aspects of institutional culture. We propose to bring these future women faculty leaders together in a supportive environment to learn transformative leadership techniques, which are not commonly practiced by the male-dominated faculty in their own institution, and to partner them with successful women academic leaders who can help prepare them for the challenges of academic leadership.This proposal seeks to bring women engineering faculty together to effect institutional change through a grassroots effort to increase the number and rank of women engineers in academic leadership positions nationwide. To accomplish this goal we propose sponsoring Leadership Development Conferences, Advanced Leadership Conferences, SWE conference workshop, an Institutional Transformation/Advance Leadership Workshop and a Leadership Summit, as well as creating a unique women faculty mentoring e-community. We believe these activities will have a major impact on transforming the academic environment across the nation by including gender-equity issues in leadership training material and transforming the paradigm of academic roles and rewards.This proposal is being submitted as a collaborative proposal between Iowa State University, Louisiana State University, University of Central Florida, University of Connecticut, Syracuse University, and the University of Utah with collaborators from the University of Texas, El Paso, University of Maryland, University of Pennsylvania, University of Connecticut, University of California, Davis, University of Guelph, Canada, and Kettering University. Other faculty from Howard University, Texas Christian University, and Northeastern University have agreed to serve on the Executive Board of the project.Broader ImpactsBroaden Participation of Underrepresented Groups: The networking, training, and web-centered mentoring will support the professional development of women engineering faculty and, specifically, leadership development. The importance of diversity is central to this proposal.Enhance Infrastructure for Research and Education: This program will enhance the organizational and human infrastructure of academic institutions. The partnering in the proposed activities crosses geographical, disciplinary, and institutional boundaries. The broader impact of this program will include a cadre of leaders who will help to motivate and sustain a new paradigm of academic roles and rewards.Broad Dissemination: The program will result in a new network of mentors. The program will build new connections among organizations, which will serve to both broaden and strengthen diversity efforts.Benefits to Society: Leadership is essential to institutional change, and the leadership model in this program is founded on values that will improve the institution and its ability to serve society.

虽然担任初级职位的女工程师人数继续增加，但工程学院的人口统计数据清楚地表明，担任职业中期和高级教师职位的妇女很少。虽然个别机构可以在努力增加女工程师担任领导职务方面取得进展，但由于女工程师的稀缺和孤立，如果没有其他机构教师的支持，变革就会缓慢而困难。 因此，必须采取措施将来自全国各地的女性工程学院成员联系起来，讨论和探索学术领导的挑战和机遇。我们建议通过发展“女性工程学院领导网络”来促进广泛的制度变革，这是一个中心培训和指导计划/社区，用于1）变革性领导技能的发展; 2）为女工程师提供指导支持，3）在教育和工业领域为女工程师提供支持服务的现有组织之间建立重要联系。变革型领导是建立在协作型领导的概念之上的，即，在一个组织的成员之间共享的领导权。这种领导方式强调信任、开放沟通、共同愿景和共享权力的重要性。 协作领导的核心是致力于增强另一方的人力资本，以推进共同事业;这是一种管理模式，可以影响各级的变革，从消除各部门的小气候不平等到重塑机构文化的更广泛方面。我们建议将这些未来的女性教师领导者聚集在一个支持性的环境中，学习变革性的领导技巧，这是男性主导的教师在他们自己的机构中不常见的，并与成功的女性学术领导者合作，帮助她们为学术领导的挑战做好准备。该提案旨在将女性工程师聚集在一起，通过基层实现机构变革。在全国范围内，努力增加担任学术领导职务的女工程师的人数和级别。为了实现这一目标，我们建议赞助领导力发展会议，高级领导力会议，SWE会议研讨会，机构转型/高级领导力研讨会和领导力峰会，以及创建一个独特的女性教师指导电子社区。我们相信，这些活动将对改变全国的学术环境产生重大影响，包括在领导力培训材料中的性别平等问题，并改变学术角色和奖励的范式。这一建议是作为爱荷华州州立大学，路易斯安那州州立大学，中央佛罗里达大学，康涅狄格大学，锡拉丘兹大学，和犹他州大学与来自德克萨斯大学埃尔帕索分校、马里兰州大学、宾夕法尼亚大学、康涅狄格大学、加州大学戴维斯分校、加拿大圭尔夫大学和凯特林大学的合作者。来自霍华德大学、德克萨斯基督教大学和东北大学的其他教师已同意担任该项目的执行委员会成员。更广泛的影响代表性不足群体的广泛参与：网络、培训和以网络为中心的指导将支持女性工程教师的专业发展，特别是领导力发展。加强研究和教育基础设施：该计划将加强学术机构的组织和人力基础设施。拟议活动中的伙伴关系跨越地理、学科和机构界限。该计划的更广泛的影响将包括一个领导干部谁将有助于激励和维持一个新的范式的学术作用和奖励。广泛传播：该计划将导致一个新的导师网络。该计划将在组织之间建立新的联系，这将有助于扩大和加强多样性的努力。对社会的好处：领导是必不可少的制度变革，在这个程序中的领导模式是建立在价值观，将改善机构和它的能力，为社会服务。