ADVANCE Institutional Transformation Award: Comprehensive Institutional Intervention Strategy at Iowa State University

高级机构转型奖：爱荷华州立大学综合机构干预策略

• 批准号: 0600399
• 负责人: Elizabeth Hoffman
• 金额: $ 329.62万
• 依托单位: Iowa State University
• 依托单位国家: 美国
• 项目类别: Cooperative Agreement
• 财政年份: 2006
• 资助国家: 美国
• 起止时间: 2006-08-01 至 2012-07-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0600399&HistoricalAwards=false
• 关键词: ADVANCE; Institutional; Transformation; Award; Comprehensive

The goal of this project is to investigate the effectiveness of a multilevel participatoryaction model to produce institutional transformation resulting in the full participation ofwomen faculty in science, technology, engineering and math fields in the university. Thismodel focuses on transforming departmental cultures (views, attitudes, norms and sharedbeliefs), practices (what people say and do), and structures (physical and socialarrangements) as well as university policies through active participation of individuals atall levels of the university.Faculty in nine focal departments, chosen from the College of Engineering, the Collegeof Liberal Arts and Sciences and the College of Agriculture, will form the coredepartment-level working groups. A three-step process for departmental transformationwill include focus group and needs assessment meetings, training sessions tailored tomeet the unique needs of individual departments, and collaborative problem solvingsessions involving department faculty and ADVANCE program leaders. Developing andimplementing best practices for fostering cultures, practices and structures of inclusionwill be the goal at the department level. Department chairs and ADVANCE professorswill be key change agents. At the same time, the university-wide focus will be onidentification of subtle and overt impediments to equity and on policies that will helpdissolve these barriers. The Provost, Associate Provost, Deans, College Equity Advisors,College Diversity Committees, Department Chairs, and ADVANCE professors willdevelop and transform policies to increase the transparency of decision making,institutionalize flexible career options, strengthen and expand mentoring efforts, increaseawareness of administration, faculty and staff regarding issues for women in STEM fieldsand expand strategies specifically for advancement of women of color. Retreats andnetworking meetings will facilitate interactions within the university, building acommunity of women STEM faculty which will reduce isolation. A national conference,hosted at Iowa State University, will bring leading experts to campus to share strategiesfor change and provide a forum for dissemination of best practices, particularly in thearea of flexible faculty careers.The Iowa State University ADVANCE Leadership Team has worked together for threeyears on institutional issues related to the advancement of women faculty in STEM. Ledby the Associate Provost, the ADVANCE Leadership Team has hosted visits by nationalexperts on diversity, developed and revised key policies, and developed a network offaculty and administrators who have participated in ISU STEM retreats for women.Partnerships with existing ADVANCE Institutional Transformation grantees willcontinue to be a key component of this on-going effort. The multidisciplinaryADVANCE Leadership Team will be centrally involved in coordinating this project withindividual members serving in key roles as change agents throughout the university.Data from focal departments, colleges and the university will be gathered and used toevaluate the effectiveness of this approach in institutional transformation. Successfulstrategies and actions will be generalized to be implemented in other departments and atother universities. The results of this research, regarding the effectiveness of theparticipatory action model as a driver for institutional change, will be shared with otherADVANCE institutions and presented nationally in journals and at conferences.

该项目的目标是调查多级参与行动模式的有效性，以实现体制变革，从而使女教员充分参与大学科学、技术、工程和数学领域的工作。这一模式的重点是通过大学各级个人的积极参与，改变部门文化(观点、态度、规范和共同信念)、做法(人们说的和做的)、结构(物理和社会安排)以及大学政策。从工程学院、文理学院和农业学院挑选的九个重点部门的教员将组成核心部门级工作组。部门转型的三步流程将包括焦点小组和需求评估会议，针对个别部门的独特需求量身定做的培训课程，以及由部门教员和高级项目负责人参与的协作问题解决课程。制定和实施促进包容性文化、做法和结构的最佳做法将是部门一级的目标。系主任和高级教授将是关键的变革推动者。与此同时，整个大学的重点将是识别对公平的微妙和公开的障碍，以及有助于消除这些障碍的政策。教务长、副教务长、院长、大学公平顾问、大学多样性委员会、系主任和高级教授将制定和改变政策，以增加决策的透明度，使灵活的职业选择制度化，加强和扩大指导努力，提高行政、教职员工对STEM领域妇女问题的认识，并扩大专门提高有色人种妇女地位的战略。务虚会和网络会议将促进大学内部的互动，建立一个女性STEM教员社区，这将减少孤立。爱荷华州立大学主办的一次全国性会议将把顶尖的专家召集到校园，分享变革战略，并提供一个传播最佳实践的论坛，特别是在灵活的教师职业领域。爱荷华州立大学高级领导团队已经在与STEM女性教师晋升相关的机构问题上合作了三年。在协理教务长的领导下，先遣领导小组接待了国家多样性问题专家的访问，制定和修订了关键政策，并建立了参加执行支助股STEM妇女务虚会的官员和行政人员网络。与现有先期体制改革赠款人的伙伴关系将继续是这一持续努力的关键组成部分。多学科的高级领导团队将集中参与协调这一项目，个别成员在整个大学担任关键角色的变革推动者。来自重点部门、学院和大学的数据将被收集并用于评估这一方法在机构转型中的有效性。成功的战略和行动将被推广到其他部门和其他大学实施。这项关于参与性行动模式作为体制变革驱动力的有效性的研究结果将与其他促进发展的机构分享，并在全国的期刊和会议上公布。