ADVANCE Partnerships for Adaptation, Implementation and Dissemination (PAID): Advancing Gender Equity - Lessons from a National Program of Change in Higher Education

这项建议将支持研究和撰写一本关于NSF高级机构转型(IT)计划的专著。本书将关注先进的IT机构如何系统地推动其结构、流程、政策和实践的变革，以及它们在加强科学和工程领域性别平等方面的有效性(S和E)。我们建议深入审查第一轮和第二轮先进IT奖获得者，分析不同学术机构和特定学科的公平结果。Diana Bilimoria博士及其同事(Bilimoria、喜悦和梁，2008年)分析了19所第一轮和第二轮高等学府，发现与公平有关的大学转型需要双重(个人和组织)关注：通过加强指导、指导、网络、培训和发展以及系统改进与评估、工作量分配、资源和机会分配以及学术过程中每个职业阶段的薪酬相关的结构、程序、政策和做法，增强教职员工和行政人员的能力。由于这项早些时候的研究是在2006年进行的，19个机构中的大多数机构的信息技术项目仍在进行中，其转型成果尚未完全记录下来。将这一早期研究扩展为专著将使我们能够更深入地挖掘现已完成的项目的具体成果，并使我们能够接触到更广泛的受众。这本书的具体目的是：(1)提供关于先进大学采取的具体组织变革举措的全面、独立的数据来源；(2)调查先进大学产生的与公平相关的结果(对于女性教员和代表不足的少数族裔教员，如果可能)？(3)在可行的情况下，对先行举措的结果进行具体学科分析；(4)提出一个以经验为基础的组织变革模式，作为寻求与性别平等有关的变革的学术组织和其他组织的模板。为了完成这一研究项目，我们将主要依靠已公布或可用的数据，包括许多网站、年度报告、季度报告、研究报告和前19名先进IT奖获得者的出版物。对于每一位高级IT奖获得者，我们将审查所采取的举措，并审查各种转型成果的衡量标准(例如，S学院女性教员在5年内的总体和所有学术级别、任期和晋升成果、女性领导和权力职位、资源分配等方面的变化)。以得出超前的项目范围的结论。鉴于这些机构报告的数据非常相似(例如年度预告指标、气候研究)，我们建议在可行的情况下进行多个跨机构的分析以及学科内的比较。智力价值：建议的书将提出研究结果，并为高等教育的制度转型提供一个框架。它将作为增加妇女在学术科学和工程领域的参与和提高地位的成功方法的全面、独立的描述。它将记录NSF先期IT资金的有效性。它将为致力于推动变革的大学管理人员和教职员工提供具体的见解。更广泛的影响：拟议中的这本书将传播有关系统性变革的知识，以实现S与教育学科中女性和代表性不足的少数群体的平等。它将扩大由两组先进机构开展的工作的影响，使各种NSF先进IT奖获得者的想法和做法得以传播。它将对先进和非先进大学产生影响，并为高等教育以外的组织提供信息，因为它将提供与性别平等有关的体制变革的一般模式。

This proposal will support the research and writing of a monograph about the NSF ADVANCE Institutional Transformation (IT) program. The book will focus on how ADVANCE IT institutions have systematically engendered transformation of their structures, processes, policies, and practices and their effectiveness in enhancing gender equity in science and engineering (S&E). We propose to intensively examine the first and second round ADVANCE IT award recipients, analyzing equity outcomes across diverse academic institutions and in specific disciplines. Dr. Diana Bilimoria (PI for this proposal) and colleagues (Bilimoria, Joy and Liang, 2008) analyzed the 19 first and second round ADVANCE institutions and found that equity-related university transformation entails a dual (individual and organizational) focus: empowerment of faculty and administrators through enhanced mentoring, coaching, networking, training and development as well as systematic improvement of structures, processes, policies and practices related to evaluation, workload distribution, resource and opportunity allocation, and compensation at each career stage in the academic pipeline. Since this earlier research was conducted in 2006, the IT projects at most of the 19 institutions were still in process and their transformation outcomes had not yet been fully documented. Expanding this earlier research into a monograph will enable us to delve more deeply into the specific outcomes of the now completed projects, as well as enable access to a more general audience. The specific aims of the proposed book are to: (1) provide a comprehensive, stand-alone source of data on the specific organizational change initiatives undertaken at ADVANCE universities, (2) investigate the equity related outcomes (for women faculty and for underrepresented minority faculty where possible) generated by the ADVANCE universities? transformations, taking into account contingencies such as the type and size of the university, (3) where feasible, undertake discipline-specific analyses regarding the outcomes of ADVANCE initiatives, and (4) propose an empirically-derived model of organizational change to serve as a template to academic and other organizations seeking transformation related to gender equity. To accomplish this research project we will rely primarily on published or available data including the many websites, annual reports, quarterly reports, and research reports and publications of the first 19 ADVANCE IT awardees. For each ADVANCE IT award recipient, we will review the initiatives undertaken and examine various measures of transformation outcomes (e.g., changes over a 5-year period in the representation of women faculty in S&E overall and in all academic ranks, tenure and promotion outcomes, women in leadership and power positions, resource distribution, etc.) to derive ADVANCE program-wide conclusions. Given the similarity of data reported across these institutions (e.g., annual ADVANCE indicators, climate studies) we propose to conduct multiple cross-institution analyses as well as comparisons within disciplines as feasible. Intellectual Merit: The proposed book will present findings and offer a framework for institutional transformation in higher education. It will serve as a comprehensive, stand-alone description of successful approaches to increase the participation and advancement of women in academic science and engineering. It will document the effectiveness of the NSF ADVANCE IT funding. It will provide specific insights for university administrators and faculty members engaged in promoting change. Broader Impact: The proposed book will disseminate knowledge about systemic change to achieve equity for women and underrepresented minorities in S&E disciplines. It will broaden the impact of the work carried out by two cohorts of ADVANCE institutions, allowing dissemination of ideas and practices from various NSF ADVANCE IT awardees. It will have impact on both ADVANCE and non-ADVANCE universities, as well as inform organizations outside of higher education, as it will provide a general model of gender equity related institutional transformation.