ADVANCE Institutional Transformation Award

该项目的目标是通过增加女教师的人数来改造莱斯大学的科学和工程学院;以识别和重视每个人的独特技能并奖励贡献的方式加强性别中立的气候;并增加妇女担任领导职位并取得成功的机会。 大约三分之一的教师在科学，数学，工程和技术领域在赖斯将达到正常退休年龄在未来8年内。 这应该提供一个特殊的机会，以寻求显着增加女教师的数量，包括有色人种的妇女。 ADVANCE计划将利用莱斯大学对性别平等的坚定承诺以及与该机构领导层的紧密联系，以解决影响学术界女性的招聘，保留和气候等关键问题。 为了实现这一转变，正在追求三个具体目标：1。 增加Rice的女性人数 吸引力： 招聘活动：职业成功讲习班，合格申请人数据库，介绍最佳招聘做法，为妇女进入学院提供非传统的入学途径;保留活动：教师成功讲习班，服务和教学数据库，为主席和工作人员介绍最佳做法。2. 为Rice Aspiration的女性创造积极和热情的工作环境：女性和男性在气候调查中报告了相似的满意度。 个人活动：指导，辅导和反向指导。 机构活动：系主任参与机构转型，更新机构政策，以增加女教师的成功机会，数据收集和分析，以及关于领导力的讨论。3.评价哪些措施有助于提高妇女地位，并分享这一信息。 评价：社会科学家进行的批判性评估，以产生可靠的数据以及有效行动的一般准则。 传播：利用网站和连接作为机制，提供方便的材料，以适应其他机构和举行一个国家讲习班的最佳做法，这一计划的成功提供了一个机会，以区分水稻其优良的气候和它的努力，突出和鼓励妇女教师的成就与模式活动，可以调整和适用于其他机构。 这一系列举措侧重于传播已编制的材料，使项目知识能够广泛地提供给开展改革举措的其他机构。

The goal of this project is to transform the Schools of Science and Engineering at Rice University by increasing the number of women faculty; strengthening the gender-neutrality of the climate in a way that identifies and values the unique skills of each individual and rewards contributions; and enhancing opportunities for women to assume and succeed in leadership positions. Approximately one-third of the faculty in science, mathematics, engineering, and technology areas at Rice will reach normal retirement age within the next 8 years. This should provide an exceptional opportunity to seek to significantly increase the numbers of women faculty, including women of color. The ADVANCE program will capitalize on the strong commitment to gender equity at Rice University and robust linkages to the leadership of the institution to address the key issues of recruitment, retention, and climate that affect women in academia. To achieve this transformation, three specific goals are being pursued: 1. Increase the number of women at Rice Aspiration: Hiring and retention of women faculty at levels that better reflect available pools of Ph.D.s within disciplines.Recruitment Activities: Workshop for Career Success, database of qualified applicants, introducing best recruitment practices, engaging non-traditional entry tracks for women to enter the academy.Retention Activities: Workshop for Faculty Success, database of service and teaching, introducing best practices for chairs and staff. 2. Create a positive and welcoming work environment for women at Rice Aspiration: Women and men report similar levels of satisfaction in climate surveys. Individual Activities: Mentoring, coaching, and reverse mentoring. Institutional Activities: Engagement of department chairs in institutional transformation, updating institutional policies to increase opportunities for success of women faculty, data collection and analysis, and discourse on leadership. 3. Evaluate what works to advance women and share this information Aspiration: Publications in professional journals and materials made readily available. Evaluation: Critical assessment by social scientists to produce publishable data as well as general guidelines for effective action. Dissemination: Use of website and Connexions as mechanisms to provide easy access to materials for adaptation by other institutions and holding a national Workshop on Best Practices.The success of this program provides the opportunity to distinguish Rice for its excellent climate and for its efforts in highlighting and encouraging achievement of women faculty with model activities that can be adapted and applied to other institutions. The series of initiatives focused on dissemination of developed materials enables project knowledge to be broadly available to other institutions undertaking transformational initiatives.