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

ADVANCE 适应、实施和传播合作伙伴关系 (PAID) 奖：北卡罗来纳州立大学发展多元化部门 (3-D)

• 批准号: 0820013
• 负责人: Marcia Gumpertz
• 金额: $ 49.6万
• 依托单位: North Carolina State University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2008
• 资助国家: 美国
• 起止时间: 2008-08-15 至 2012-12-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0820013&HistoricalAwards=false
• 关键词: ADVANCE; Partnerships; Adaptation; Implementation; Dissemination

"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.

“在北卡罗来纳州发展不同的部门（3-D）”旨在通过/调整一套配套的先进举措，以解决大学内的隐性偏见和很少表达的文化陈规定型观念。项目目标是：（1）增加教授中女性和有色人种教师的数量，（2）创造一种促进所有教师成功的氛围，（3）消除提高女性和少数民族离开NCSU教师职位的风险的因素。该项目分为两个部分。第一个部门将增加院长，中心主任和部门负责人的数量，他们积极有效地在他们的单位内创造有利于提高妇女和有色人种教师地位的条件。第二个分支将增加女性和有色人种教师的数量，他们将成为学术领袖。每个分支机构将与一个名为“高级学者”的核心教师小组联系在一起，他们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项目参与者聚集在一起，通过非正式和正式的讨论和演讲分享见解。总的来说，该项目涉及不断扩大的影响圈，其战略目的是通过变革推动者将关于偏见和陈规定型观念的知识转移到现有和新出现的学术领袖社区。因此，北卡罗来纳州的3-D浓缩了关于受人尊敬的同事在关于偏见和刻板印象的同伴教育中的说服力的见解（来自密歇根大学的STRIDE项目），需要鼓励教师中的变革推动者（摘自华盛顿大学制度变革中心ADVANCE项目的组织原则），部门气氛在教师满意度中的重要性（来自威斯康星大学麦迪逊分校WISELI的部门主席气候研讨会倡议），确定高度知名的公平倡导者的价值（来自格鲁吉亚理工学院的ADVANCE教授网络倡议），以及关于多样性的领导力培训的至关重要性（来自全国各地广泛选择的先进工作）。该项目是根据教务长任命的一个工作队制定的，该工作队开展了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的地平线上，北卡罗来纳州是独特的定位，成为一个模型，建立一个多元化和充满活力的教授是知识渊博，并愿意面对，偏见和刻板印象在招聘，晋升，任期和领导决策。该项目的智力价值在于主要调查人员的能力和专业知识，以检验有关社会偏见和陈规定型观念的信息在教授中的“传播”将改善五个关键指标的理论：（1）女性教师和有色人种教师的雇用率，（2）有色人种教师和女性在教授和学术领导中的比例，（3）初级教师女性在终身教职决定之前离开的不成比例的风险，（4）有色人种教师的就业满意度水平，以及（5）女性就业人数与新聘教师质量之间的关系。我们有这些指标的基线数据。该项目的更广泛的影响取决于我们从ADVANCE努力的财富中提炼出一个模型子集，用于大学环境中的应用，其中对多样性倡议的机构支持超过了教师队伍的态度。在机构的政策和程序的变化是必要的，但可能不足以挑起一个完全实现的文化转变，在大学文化，教师在实地招聘和晋升的决定发挥积极作用。3-D在NC State在时间，地点和专业知识方面具有独特的位置，以研究大学的命脉，即教育，如何引发教育工作者自身态度的转变，走向包容和多元化的学术社区。