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

先进机构转型奖：通过政策和实践的协调促进多元化 (ADAPP)

• 批准号: 0811205
• 负责人: June Youatt
• 金额: $ 398.37万
• 依托单位: Michigan State University
• 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: 2008-09-15 至 2014-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0811205&HistoricalAwards=false
• 关键词: ADVANCE; Institutional; Transformation; Award; Advancing

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.

密歇根州立大学 (MSU) 的机构转型倡议“通过政策和程序协调促进多样性 (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，并改善这三个学院的女性氛围。这些目标解决了全国和密歇根州立大学女性在 STEM 学科中被视为障碍的问题。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全校范围内的多样性价值观相一致，并实施招聘、晋升和保留的客观评估标准，以减少与非正式和主观流程相关的偏见。实际上，这涉及整合目标、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强化和奖励。研究支持 SHRM 方法的有效性，并且它被广泛视为促进理想行为和态度、增强问责制以及减少教师就业决策中的偏见的“最佳实践”。然而，之前的 NSF 机构转型 ADVANCE 拨款都没有采用 SHRM 模型作为推进项目目标的运营框架。因此，密歇根州立大学将采用这种方法来实施旨在提高 STEM 学科女性发展的举措。总体目标将通过整合以下政策和实践来实现： - 在院系和学院层面制定并明确传达招聘和支持多元化教师的战略目标； - 定义并明确传达在招聘、年度审查、晋升和任期流程以及保留谈判过程中使用的反映这些战略目标的客观标准； - 举办研讨会，协助教师和系主任制定和实施目标和客观标准； - 监测和评估这些标准在教师招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经过培训的多元化官员来监测进展情况； - 协助各单位设计反映此类标准的指导计划； - 通过衡量女教师的招聘、保留和晋升水平，并通过调查 STEM 学科的教师来确定这些过程对既定目标的总体影响，以确定这些过程对教师招聘和晋升以及教师氛围的感知影响；最后 - 以切实的方式认可和认可成功的单位，例如支持年度密歇根州立大学多元化卓越奖的提名。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元化价值观的一致性，将如何影响女性的招聘、保留和晋升方面的变化，并为女性创造可持续的积极影响。项目成果将表明结构的具体增加是否会通过改善沟通、提高透明度、提供一致性和增加就业过程中的问责措施来带来工作环境和感知气氛的变化。方法新颖，大型研究型大学还没有开展过这样的ADVANCE项目。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。该模式旨在改善各级妇女的环境，如果成功，将被其他机构推广采用。