ADVANCE Institutional Transformation Award: Advancing Diversity Through Alignment of Policies and Practices (ADAPP)

密歇根州立大学（MSU）的机构转型计划“通过政策和程序的一致性推进多样性”（ADAPP）的目标是增加自然科学学院、社会科学学院和工程学院招收的女性人数，提高她们的保留率和晋升率，并改善这三所学院的女性环境。这些目标解决了在全国和密歇根州立大学女性中被认为是女性在STEM学科中障碍的问题。我们将通过实施作为战略人力资源管理（SHRM）方法论组成部分的特定结构和实践来实现这些目标。这些举措将侧重于使单位和学院的战略目标与大学范围内的多样性价值保持一致，并在招聘、晋升和保留方面实施客观的评估标准，以减少与非正式和主观过程有关的偏见。实际上，这包括整合目标、政策和实践，以便促进多样性的关键行为、态度和结果得到持续的加强和奖励。研究支持人力资源管理方法的有效性，它被广泛视为促进期望的行为和态度，增加问责制和减少教师就业决策中的偏见的“最佳实践”。然而，以前没有一个NSF机构转型ADVANCE基金采用SHRM模型作为推进项目目标的操作框架。因此，密歇根州立大学将采用这种方法来实施旨在提高女性在STEM学科中的地位的举措。总体目标将通过整合以下政策和实践来实现：-在部门和学院层面制定和明确传达招聘和支持多元化教师的战略目标；-界定和清楚传达反映这些战略目标的招聘、年度审查、晋升和任期过程以及保留谈判中使用的客观标准；-举办工作坊，协助教职员和系主任制定和实施目标和客观标准；-监测和评价这些准则在教员征聘和晋升过程中的应用，部分方法是实施电子人力资源信息系统和任命训练有素的多样化干事监测进展情况；-协助各单位设计反映这些标准的辅导计划；-通过测量女性教师的招聘、保留和晋升水平，以及通过调查STEM学科的教师，确定这些流程对教师招聘和晋升以及教师氛围的感知影响，确定这些流程对既定目标的总体影响；最后-以有形的方式认可和表彰成功的单位，例如支持年度密歇根州立大学卓越多样性奖的提名。智力优势：我们的项目将实施和测试一个独特的概念模型，解决就业实践结构的增加及其与多样性价值的一致性如何影响女性招聘、保留和晋升方面的变化，并为女性创造可持续的积极影响。项目结果将表明，结构的具体增加是否会通过改善沟通、增加透明度、提供一致性和增加雇用过程的问责措施而改变工作环境和感知的气氛。这些方法是新颖的，而且这样的ADVANCE项目还没有在大型研究型大学中进行过。当这些改进的结构和政策应用于STEM学术职业阶梯的所有步骤、其他学术职位和其他学科领域时，就会产生更广泛的影响。提出这一模式是为了改善各级妇女的环境，如果成功，将传播给其他机构采用。

The goals of the institutional transformation initiative at Michigan State University (MSU), Advancing Diversity through Alignment of Policies and Procedures (ADAPP), are to increase the number of women recruited in the Colleges of Natural Science, Social Science and Engineering, improve their retention and advancement, and improve the climate for women in these three Colleges. These goals address issues that have been identified as barriers for women in STEM disciplines both nationally and by women at MSU. We will accomplish these goals by implementing specific structures and practices that are components of a strategic human resource management (SHRM) methodology. The initiatives will focus on aligning strategic goals of units and colleges with the university-wide value of diversity and on implementing objective evaluation criteria for recruitment, advancement and retention in order to reduce bias related to informal and subjective processes. Practically, this involves integrating goals, policies and practices so that critical behaviors, attitudes, and outcomes that promote diversity are consistently reinforced and rewarded. Research supports the effectiveness of the SHRM approach, and it is widely viewed as a "best practice" for promoting desired behavior and attitudes, increasing accountability, and reducing bias in faculty employment decisions. Yet, no previous NSF Institutional Transformation ADVANCE grant has adopted a SHRM model as the operational framework to advance project goals. Thus, MSU will adopt this approach for implementing initiatives designed to advance women in STEM disciplines. The overall goals will be achieved by integrating the following policies and practices: - developing and clearly communicating strategic goals at the department- and college-levels in recruiting and supporting a diverse faculty; - defining and clearly communicating objective criteria to be used during recruitment, annual reviews, promotion and tenure processes and retention negotiations that reflect these strategic goals; - providing workshops to assist faculty and department chairs in developing and implementing goals and objective criteria; - monitoring and evaluating the application of these criteria to the processes of faculty recruitment and advancement, in part by implementing an electronic human resource information system and by appointing trained diversity officers to monitor progress; - providing assistance to units in designing mentoring programs that reflect such criteria; - determining the overall impact of these processes on the stated goals by measuring the level of recruitment, retention and advancement of women faculty and by surveying faculty in STEM disciplines to determine the perceived impact of these processes on faculty recruitment and advancement and on faculty climate; and finally - recognizing and acknowledging successful units in tangible ways, such as supporting nominations for the annual MSU Excellence in Diversity award. Intellectual Merit: Our project will implement and test a unique conceptual model addressing how increased structure of employment practices and their alignment with the diversity value, will effect change in the recruitment, retention and advancement of women and create a sustainable positive for women. The project outcomes will indicate if specific increases in structure will bring about changes in the work environment and perceived climate by improving communication, increasing transparency, providing consistency and adding measures of accountability in the employment processes. The methods are novel, and such an ADVANCE project has not been carried out at a large research university. The Broader Impact can occur when these improved structures and policies are applied to all steps in the STEM academic career ladder, to other academic positions and to other disciplinary areas. This model is proposed to result in an improved climate for women at all levels and, if successful, will be disseminated for adoption by other institutions.