ADVANCE IT Start Award: ADVANCEment Towards Institutional Transformation at Towson University

陶森大学（TU） IT-Start项目将收集制定战略所需的历史和基线信息，以进行与科学、技术、工程和数学（STEM）学科的女性教师相关的制度转型。总体目标将是确定女性教职员工的障碍，以及与她们的招聘、保留和晋升有关的主要问题。预计问题将表现为与体制、事业和家庭问题有关的一些小障碍的组合，这些问题可能因重要的个人和家庭特征而有所不同。智力优势：在启动针对STEM学科女性教师的制度转型计划之前，必须收集和分析数据，确定校园氛围，并对当前的制度政策和实践进行审查。收集的数据将为影响本校女性和少数族裔教师的招聘、选拔、保留、奖学金、终身教职、晋升和晋升到大学领导职位的政策和做法提供信息。数据收集将包括工资、教师招聘和保留、教师申请人数、终身教职和晋升结果等指标；确定招聘政策和资源，审查有关晋升、任期、工作和生活问题的机构政策，并进行气候调查以确定机构？当前环境。长期目标是制定一种数据驱动的方法，以解决导致妇女和少数民族在所有教员和行政级别代表性不足的因素。PI和co -PI结合了费舍尔科学与数学学院（FCSM）和文理学院（CLA）教师的专业知识和经验。CLA教师的加入使我们能够利用社会科学方法来开发调查和访谈策略，以建立数据基线，为机构转型制定战略计划。更广泛的影响：该项目的更广泛影响将为TU在FCSM中招聘，保留和提升女性和少数民族教师方面的政策和实践提供信息。此外，CLA女性硕士项目的研究生？研究和心理学将接受定性访谈技巧方面的培训，并将参与数据收集。经分析的数据，将与对本地“先进资讯科技补助金”受助人进行实地考察所得的意见相结合，为东大制定适当的院校转型计划。传播工作将包括向东大行政人员和教员介绍工作坊、在“先进资讯科技补助金”年度会议上建立网络、将数据整合为一份？女性、性别与科学？课程（由PI和Co-PI Galupo团队授课）。最终，机构转型计划的制定将增加成功获得正教授地位的女性和少数族裔教员的数量，并增加可能被考虑担任行政领导职务的潜在申请者的数量。

The Towson University (TU) IT-Start program will collect historical and baseline information needed to develop a strategy to proceed with institutional transformation related to women faculty in the Science, Technology, Engineering and Mathematics (STEM) disciplines. The overall goal will be to identify roadblocks for female faculty members and major issues involved in their recruitment, retention, and advancement. It is anticipated that the problem will show itself to be some combination of small obstacles related to institutional, career, and family issues and that these issues may differ across important individual and family characteristics. Intellectual Merit: Before an institutional transformation program targeting women faculty in STEM disciplines can be initiated, data must be collected and analyzed, the campus climate determined, and a review of current institutional policies and practices must be performed. The data collected will serve to inform policies and practices affecting the recruitment, selection, retention, scholarship, tenure, promotion and advancement to university leadership positions of female and minority faculty at TU. Data collection will include indicators such as salaries, faculty recruitment and retention, faculty applicant pools, tenure and promotion outcomes; identification of policies and resources for recruitment, review of institutional policies regarding promotion, tenure, and work and life issues, and a climate survey to determine the institution?s current environment. The long term goal is to develop a data driven approach to addressing factors that result in the under-representation of women and minorities at all faculty and administrative levels. The PI and Co-PIs combine expertise and experience of faculty from both the Fisher College of Science and Mathematics (FCSM) and the College of Liberal Arts (CLA). The addition of CLA faculty allows us to utilize a social science approach in the development of surveys and interview strategies to establish a baseline of data to create a strategic plan for institutional transformation. Broader Impacts: The broader impacts of the project will inform TU policies and practices involved in the recruitment, retention and advancement of women and minority faculty in FCSM. In addition, graduate students from the CLA M.S. program in Women?s Studies and Psychology will be trained in qualitative interview techniques and will participate in data collection. The analyzed data will be combined with input from site visits to local recipients of ADVANCE IT grants to develop an appropriate institutional transformation plan for TU. Dissemination will include workshop presentations to TU administrators and faculty, networking at annual ADVANCE grants meetings, integration of data into a ?Women, Gender and Science? course (team-taught by PI and Co-PI Galupo). Ultimately, the development of an institutional transformation plan will increase the number of women and minority faculty that are successful in attaining full professor status and increase the pool of potential applicants who may be considered for administrative leadership roles.