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

该提案将支持研究和撰写有关NSF ADVANCE机构转型（IT）计划的专著。这本书将侧重于如何先进的IT机构有系统地产生了他们的结构，流程，政策和实践的转变及其在提高科学和工程（SE）性别平等的有效性。 我们建议深入研究第一轮和第二轮ADVANCE 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（本提案的PI）和同事（Bilimoria，Joy和Liang，2008年）分析了19所第一轮和第二轮ADVANCE机构，发现与股权相关的大学转型需要双重（个人和组织）重点：通过加强指导，辅导，网络，培训和发展以及结构，流程，与评估、工作量分配、资源和机会分配以及学术管道中每个职业阶段的薪酬有关的政策和做法。自2006年进行这项早期研究以来，19个机构中的大多数机构的信息技术项目仍在进行中，其转型成果尚未得到充分记录。 将这一早期研究扩展为专著将使我们能够更深入地研究现已完成的项目的具体成果，并使更多的观众能够接触到。建议书的具体目标是：（1）提供一个全面的，独立的数据来源，在ADVANCE大学进行的具体组织变革举措，（2）调查公平相关的成果（女教师和代表性不足的少数民族教师在可能的情况下）由ADVANCE大学产生？（3）在可行的情况下，对“促进性别平等”倡议的成果进行具体学科的分析;（4）提出一个从实践中得出的组织变革模式，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。为了完成这项研究项目，我们将主要依靠已发布或可用的数据，包括许多网站，年度报告，季度报告，以及研究报告和前19个ADVANCE IT获奖者的出版物。 对于每个ADVANCE IT奖获得者，我们将审查所采取的举措，并检查转型成果的各种衡量标准（例如，五年期间，女教师在整个科学和教育部门和所有学术级别中的代表性、任期和晋升结果、妇女担任领导和权力职位、资源分配等方面的变化）得出全项目范围的结论。 鉴于这些机构报告的数据相似（例如，年度ADVANCE指标，气候研究），我们建议进行多个跨机构分析以及可行的学科内比较。知识价值：拟议的书将提出调查结果，并提供高等教育体制转型的框架。它将作为一个全面的，独立的描述成功的方法，以提高妇女在学术科学和工程的参与和进步。 它将记录NSF ADVANCE IT资金的有效性。它将为从事促进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：拟议的书将传播有关系统性变革的知识，以实现妇女和在S E学科中代表性不足的少数民族的平等。 它将扩大两批ADVANCE机构开展的工作的影响，允许传播来自各种NSF ADVANCE IT获奖者的想法和实践。 它将对“促进两性平等”和非“促进两性平等”的大学产生影响，并向高等教育以外的组织提供信息，因为它将提供一个与两性平等有关的体制改革的一般模式。

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.