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

俄亥俄州州立大学有非常先进的政策，允许离开任期时钟的时间，兼职任命的任期轨道，双职业安置和校园儿童保育。我们还拥有促进两性平等的支助办公室基础设施（特别是妇女和妇女地位问题总统理事会）和广泛的领导能力培训（通过人力资源和妇女地位）。然而，该机构是高度分散的，个别学院负责在当地实施政策。部门文化是影响俄亥俄州妇女招聘和保留的唯一最重要的因素，因此，我们的分散系统需要院长和部门主席的积极参与，以实现机构变革。综合公平在俄亥俄州（CEOS）项目涉及四个学院跨越科学，技术，工程和数学（STEM）的广度：生物科学，工程，数学物理科学和兽医。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。另一个方案将侧重于为四所学院的妇女领导人提供结构化的同侪指导。我们将为有意将其知识产权商业化的妇女举办为期两年的创业讲习班。形成性和总结性评价研究将贯穿整个项目，包括对定量指标和结构化访谈和投资组合开发的定性数据进行分析。随着项目的展开，一个内部咨询小组和一个外部咨询委员会将提供更多的指导。智力优势：地球观测卫星委员会的项目解决了妇女和少数民族平等方面根深蒂固的文化障碍。研究表明，组织文化，特别是根深蒂固的文化假设和理所当然的做法，支持工作场所的不平等。高等教育组织研究表明，系主任和学院院长可以发挥关键作用，促进文化变革。俄亥俄州的地球观测卫星委员会项目以变革型领导模式为基础，将使系主任、系主任和男女教员参加讲习班、妇女领导人圈子和行动学习项目小组。分析这些干预措施的数据将有助于了解变革型领导如何影响组织变革，以消除妇女和STEM中历史上代表性不足的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：在俄亥俄州的四所大学成功地改变了文化，将在其他STEM（和非STEM）学院进一步改变。我们将通过与总统妇女理事会，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，在同行评审的期刊上的出版物，和其他学术渠道分享我们的研究成果的干预措施和转型型领导模式的效用。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成果。

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.