ADVANCE Partnerships for Adaptation, Implementation, and Dissemination (PAID) Award: Developing Diverse Departments (3-D) at NC State

“在北卡罗来纳州立大学发展不同的系(3-D)”旨在通过/调整一套配套的先进举措，以解决大学内部隐含的偏见和很少明确表达的文化刻板印象。项目目标是：(1)增加教授中女性和有色人种教员的数量，(2)创造一个促进所有教员成功的氛围，(3)消除增加女性和少数民族离开NCSU教职的风险的因素。这个项目被组织成两个部分。第一个手臂将增加院长、中心主任和系主任的数量，他们正在单位内积极有效地创造有利于女性和有色人种发展的条件。第二个分支将增加女性和有色人种学院的数量，她们将成为学术领袖。每个分支机构将与一个名为高级学者的核心教员小组联系在一起，这些教员小组致力于成为学院和大学文化中知识渊博、有效的变革推动者。小型和大型研讨会将使项目参与者聚集在一起，通过非正式和正式的讨论和介绍分享见解。总体而言，该项目涉及不断扩大的影响力圈，战略性地旨在通过变革推动者将关于偏见和刻板印象的知识转移到现有和新兴的学术领袖社区。因此，北卡罗来纳州立大学的3D浓缩了以下方面的见解：同行教育中受人尊敬的同事在偏见和刻板印象方面的说服力(来自密歇根大学的STRIDE项目)，鼓励教职员工中变革推动者的必要性(来自华盛顿大学机构变革中心高级项目的组织原则)，院系氛围在教师满意度方面的重要性(来自威斯康星大学-麦迪逊WISELI的系主任气候研讨会倡议)，确定高度显眼的公平倡导者的价值(来自佐治亚理工学院的高级教授网络倡议)，以及关于多样性的领导力培训的关键重要性(从全国范围内的各种高级努力中挑选出来)。该项目是针对一个由教务长任命的工作队而制定的，该工作队开展了一项为期一年的全机构数据收集和分析举措。随着预计的招聘激增，北卡罗来纳州立大学处于独特的地位，可以成为建立一个多样化和充满活力的教授队伍的典范，他们了解并愿意面对招聘、晋升、终身教职和领导决策方面的偏见和刻板印象。该项目的智力价值取决于主要研究人员检验以下理论的能力和专业知识：(1)女性教职员工和有色人种教师的聘用率；(2)有色人种教师和女性在教授和学术领导层中的比例；(3)初级教员女性在做出终身教职决定之前离职的不成比例的风险；(4)有色人种教员的就业满意度水平；以及(5)受聘女性教师数量与新聘教师质量之间的关系。我们有每个指标的基线数据。该项目的更广泛影响在于我们从预先努力的财富中提炼出一个倡议的模范子集，用于在大学环境中应用，在大学环境中，机构对多样性倡议的支持超过了教师队伍中的态度。机构政策和程序的改变是必要的，但可能不足以在大学文化中引发完全实现的文化转变，在大学文化中，教职员工在实际招聘和晋升决策中发挥积极作用。北卡罗来纳州立大学的3D-D在时间、地点和专业知识上都是独一无二的，旨在研究大学的命脉--即教育--如何促使教育工作者自己向包容和多样化的学术社区转变态度。

"Developing Diverse Departments (3-D) at NC State" is designed to adopt/adapt a companion set of ADVANCE initiatives in order to address implicit biases and rarely articulated cultural stereotypes held within the university. Project goals are: (1) to increase the number of women and faculty of color in the professoriate, (2) to create a climate that promotes the success of all faculty, and (3) to eliminate factors that elevate women's and ethnic minorities' risk of leaving NCSU faculty positions. The project is organized into two arms. The first arm will increase the number of deans, center directors, and department heads who are actively and effectively creating conditions within their units that are favorable for advancing women and faculty of color. The second arm will increase the number of female and faculty of color who are emerging as academic leaders. Each arm will be linked to a core faculty group, called Advance Scholars, who have committed to becoming knowledgeable and effective change agents within college and university culture. Small and large workshops will bring together the project participants to share insights via informal and formal discussions and presentations. In overview, the project involves ever-widening circles of influence strategically designed to transfer knowledge about bias and stereotypes, through change agents, into communities of current and emerging academic leaders. 3-D at NC State thus condenses insights about the persuasiveness of respected colleagues in peer education regarding biases and stereotypes (from the University of Michigan's STRIDE program), the need to encourage change agents among faculty (from the organizing principles of the University of Washington's ADVANCE Program in the Center for Institutional Change), the importance of departmental climates in faculty satisfaction (from the University of Wisconsin-Madison WISELI's Climate Workshops for Department Chairs initiative), the value of identifying highly visible advocates for equity (from Georgia Tech's ADVANCE Professors Network initiative), and the critical importance of leadership training about diversity (from a wide selection of ADVANCE efforts across the nation). The project was developed in response to a Provost-appointed taskforce that undertook a year-long and institution-wide data collection and analysis initiative. With a projected hiring surge on the horizon, NC State is uniquely positioned to become a model for building a diverse and dynamic professoriate that is knowledgeable about, and willing to confront, biases and stereotypes in hiring, promotion, tenure, and leadership decision-making. The intellectual merit of the project rests on the ability and expertise of the principal investigators to test the theory that a "diffusion" of information about social biases and stereotypes into the professoriate will improve five key indicators: (1) the rate of hiring of women faculty and faculty of color, (2) the percentage of faculty of color and women among the professoriate and academic leadership, (3) the disproportionate risk of junior faculty women leaving before a tenure decision, (4) the level of employment satisfaction among faculty of color, and (5) the relationship between the number of women hired and perceived quality of newly hired faculty. We have baseline data on each of these indicators. The broader impacts of the project rest on our distillation of a model subset of initiatives from the riches of the ADVANCE effort, for application in university settings where institutional support for diversity initiatives outpaces attitudes in the faculty ranks. Changes in institutional policies and procedures are necessary but may not be sufficient to provoke a fully realized cultural shift in university culture, where faculty members play an active role in on-the-ground hiring and promotion decisions. 3-D at NC State is uniquely located, in time, place, and expertise, to examine how the lifeblood of the university, i.e. education, can spark a shift in attitudes among educators themselves, toward an inclusive and diverse academic community.