ADVANCE IT Start Award: Investigation of the Reasons for Participation & Advancement of Women in Academic Science & Engineering Careers at California Polytechnic State Uni

ADVANCE IT Start 奖：参与原因调查

• 批准号: 0810976
• 负责人: Nilgun Sungar
• 金额: --
• 依托单位: California Polytechnic State University Foundation
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2008
• 资助国家: 美国
• 起止时间: 2008-08-01 至 2010-10-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0810976&HistoricalAwards=false
• 关键词: ADVANCE; Start; Award; Investigation; Reasons

The overall objective of this IT Start proposal is to gather information that will enable us to devise a comprehensive plan to support and empower the growing number of female STEM faculty at California Polytechnic State University, San Luis Obispo. Our goal is to develop an effective plan for institutional transformation that is data-driven, institution specific, and broadly sustainable. Cal Poly is a predominantly undergraduate, comprehensive institution with an enrollment of approximately 18,700 students, the vast majority of whom are in technical fields. Nationally, Cal Poly plays a major role in STEM education, graduating the largest cohort of engineering degrees of any non-PhD granting institution in the country last year (974 BS degrees); many Cal Poly STEM department and programs are nationally ranked. Yet despite a reputation for excellence, the university does not successfully retain a diverse student body, especially in engineering: while the national average for undergraduate women in engineering is 17.2%, Cal Poly only enrolls 14% women. As part of its mission to prepare the scientific and technical leaders of the twenty-first century, Cal Poly is committed to increasing the diversity of STEM faculty. A diverse faculty will create a more welcoming climate and transform the experiences of Cal Poly students who study in STEM areas. And, given the prominence of Cal Poly in many technical fields, effectively supporting our female STEM faculty will have broad impact on diversity within the STEM disciplines nationwide, as well. The absence of significant diversity among STEM faculty has been an ongoing challenge for Cal Poly. However, the institution has lacked the resources needed to systemically address those concerns. Several factors make this the ideal time to assess our institution and design a plan for sustainable change. The leadership is dedicated to comprehensive transformation and has committed resources to support this assessment project. Additionally, current university-wide preparations for reaccreditation are strongly focused on campus diversity and will provide opportunities for institutional self-study. Moreover, waves of faculty retirements are in progress and will continue: 46% of the tenured faculty are over 55 years of age. It is urgent that we understand how to support the retention and leadership development of the many new female STEM faculty that recently have been (and will be) hired. This is the right moment to design and implement institutional changes that will transform Cal Poly into a polytechnic university that attracts and retains diverse faculty and students. [Broader Impact]Our current plan has merit because it identifies and utilizes the expertise of key faculty, engages the institution at every level, and is supported by executive administrators, college leaders, and the leaders of faculty-lead initiatives, both in principle and by allocation of resources. We have three central goals: 1) Develop and refine an institutional infrastructure that will administer our assessment efforts and coordinate existing climate-related initiatives. 2) Assess the current status of women STEM faculty at Cal Poly. 3) Establish "institutional mentoring" relationships with existing ADVANCE institutions. [Intellectual Merit]

这项IT Start提案的总体目标是收集信息，使我们能够制定一项全面的计划，以支持和支持加州理工州立大学圣路易斯·奥比斯波日益增长的STEM女性教员。我们的目标是制定一项有效的制度转型计划，该计划以数据为导向，特定于制度，并具有广泛的可持续性。加州大学保利分校是一所以本科生为主的综合性大学，在校生约18,700人，其中绝大多数是技术领域的学生。在全国范围内，加州大学保利分校在STEM教育中发挥着重要作用，去年毕业的工程学学位数量是全国所有非博士授予机构中最多的(974个学士学位)；许多加州大学保利分校的STEM系和项目都是全国排名的。然而，尽管这所大学享有卓越的声誉，但它并没有成功地留住多元化的学生群体，尤其是在工程学领域：工程类本科生的全国平均比例为17.2%，而加州理工大学只招收了14%的女性。作为培养21世纪科学和技术领袖的使命的一部分，加州理工大学致力于增加STEM教师的多样性。多元化的教师队伍将创造一个更友好的氛围，并改变加州大学保利分校在STEM地区学习的学生的经历。而且，鉴于加州大学保利分校在许多技术领域的突出地位，有效地支持我们的女性STEM教员也将对全国STEM学科的多样性产生广泛影响。STEM教职员工缺乏显著的多样性一直是加州大学保利分校面临的一个持续挑战。然而，该机构缺乏系统地解决这些担忧所需的资源。有几个因素使现在是评估我们的机构和设计可持续变化计划的理想时机。领导层致力于全面转型，并承诺投入资源支持这一评估项目。此外，目前全大学范围内的重新认证准备工作主要集中在校园多样性上，并将为机构自学提供机会。此外，教师退休的浪潮正在进行中，并将继续：46%的终身教职员工年龄在55岁以上。我们迫切需要了解如何支持许多最近被聘用(并将被聘用)的新STEM女性教员的留任和领导力发展。现在正是设计和实施制度变革的合适时机，这些变革将把加州理工大学转变为一所吸引和留住不同教职员工的理工科大学。[更广泛的影响]我们目前的计划是有价值的，因为它识别和利用了关键教师的专业知识，在每个级别都与机构接触，并得到了行政管理人员、学院领导人和教师主导倡议的领导人的支持，无论是在原则上还是通过资源分配。我们有三个核心目标：1)发展和完善机构基础设施，以管理我们的评估工作并协调现有的与气候有关的倡议。2)评估加州大学保利分校女性STEM教师的现状。3)与现有的先进机构建立“机构指导”关系。[智力功绩]