ADVANCE Institutional Transformation Award: Comprehensive Equity at Ohio State (CEOS)

高级机构转型奖：俄亥俄州立大学综合股权 (CEOS)

• 批准号: 0811123
• 负责人: Joan Herbers
• 金额: $ 362.29万
• 依托单位: Ohio State University Research Foundation -DO NOT USE
• 依托单位国家: 美国
• 项目类别: Cooperative Agreement
• 财政年份: 2008
• 资助国家: 美国
• 起止时间: 2008-09-01 至 2015-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0811123&HistoricalAwards=false
• 关键词: ADVANCE; Institutional; Transformation; Award; Comprehensive

The Ohio State University has highly progressive policies that allow for time off the tenure clock, part-time appointments on the tenure track, dual career placement and on-campus child care. We also have an infrastructure of support offices that promote gender equity (notably the President's Council on Women and the Women's Place) and extensive training in leadership (through Human Resources and the Women's Place). Yet the institution is highly decentralized, with individual colleges being responsible for implementing policies locally. Departmental culture is the single most important factor affecting recruitment and retention for women at Ohio State, and our decentralized system therefore requires active participation of deans and department chairs to effect institutional change. The Comprehensive Equity at Ohio State (CEOS) project involves four colleges that span the breadth of science, technology, engineering, and mathematics (STEM): Biological Sciences, Engineering, Mathematical & Physical Sciences, and Veterinary Medicine. Based upon a framework of transformational leadership, our interventions include structured workshops for administrative leaders in those four colleges that will culminate in formation of action project learning teams. Another program will focus on structured peer mentoring for women leaders in the four colleges. We will provide a two-year workshop on entrepreneurship for women interested in commercializing their intellectual property. Both formative and summative evaluation research will occur throughout the project, including analysis of quantitative metrics and qualitative data from structured interviews and portfolio development. An Internal Advisory Team and an External Advisory Committee will provide additional guidance as the project unfolds. Intellectual Merit: The CEOS project addresses entrenched, cultural barriers to equity for women and minorities. Research indicates that organizational culture, and especially deeply embedded cultural assumptions and taken-for-granted practices, support inequalities in the workplace. Higher education organizational research has shown that department chairs and college deans can play a crucial role facilitating culture change. The CEOS project at Ohio State, based on a transformational leadership model, will involve deans, chairs and women and men faculty in workshops, women leaders' circles, and action learning project teams. Analysis of data from these interventions will contribute to an understanding of how transformational leadership affects organizational change to remove cultural barriers for women and members of historically underrepresented groups in STEM. Research from this project will be presented at numerous conferences and will be submitted to scholarly journals. Broader Impacts: Successfully transforming the culture in four colleges at Ohio State will nucleate further change in other STEM (and non-STEM) colleges. We will share our successes and challenges with the broader university community through regular communication with the President's Council on Women, the Provost's office, and in campus forums. We will share our research results on interventions and the utility of the transformational leadership model via an active website, presentations at conferences, publications in peer-refereed journals, and other academic outlets. We also will offer a 3-day workshop on entrepreneurship to a national audience as an outgrowth of our internal workshop.

俄亥俄州立大学（Ohio State University）有非常先进的政策，允许终身教职时间之外的时间、终身教职轨道上的兼职任命、双重职业安排和校园儿童保育。我们还拥有促进性别平等的支助办公室基础设施（特别是总统妇女问题委员会和妇女之家）和广泛的领导培训（通过人力资源和妇女之家）。然而，该机构是高度分散的，各个学院负责在当地实施政策。在俄亥俄州立大学，部门文化是影响女性招聘和保留的最重要因素，因此，我们的分散系统需要院长和系主任的积极参与，以实现制度变革。俄亥俄州立大学的综合公平（ceo）项目涉及四所学院，涵盖科学、技术、工程和数学（STEM）的广度：生物科学、工程、数学和物理科学以及兽医学。基于变革型领导的框架，我们的干预措施包括为这四所学院的行政领导举办结构化研讨会，最终形成行动项目学习团队。另一个项目将侧重于为四所大学的女性领导者提供结构化的同伴指导。我们将为有意将其知识产权商业化的妇女提供为期两年的企业家精神讲习班。形成性和总结性评估研究将在整个项目中进行，包括从结构化访谈和组合开发中对定量度量和定性数据的分析。随着项目的展开，内部咨询小组和外部咨询委员会将提供额外的指导。智力优势：ceo项目解决了妇女和少数民族在平等方面根深蒂固的文化障碍。研究表明，组织文化，尤其是根深蒂固的文化假设和想当然的做法，助长了工作场所的不平等。高等教育组织研究表明，系主任和学院院长可以在促进文化变革方面发挥关键作用。俄亥俄州立大学的ceo项目以变革型领导模式为基础，将涉及院长、主席、研讨会的男女教员、女性领导圈子和行动学习项目团队。分析这些干预措施的数据将有助于理解变革型领导如何影响组织变革，以消除STEM中女性和历史上代表性不足群体成员的文化障碍。该项目的研究将在许多会议上发表，并将提交给学术期刊。更广泛的影响：成功改变俄亥俄州立大学四所学院的文化，将进一步改变其他STEM（和非STEM）学院。我们将通过与校长妇女委员会、教务长办公室和校园论坛的定期沟通，与更广泛的大学社区分享我们的成功和挑战。我们将通过一个活跃的网站、在会议上的演讲、在同行评议的期刊上的出版物和其他学术渠道分享我们关于干预措施和变革型领导模型的效用的研究成果。我们还将为全国观众提供为期3天的创业研讨会，作为我们内部研讨会的一个成果。