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

本提案将支持研究和撰写一本关于NSF ADVANCE Institutional Transformation （IT）计划的专著。这本书将重点介绍ADVANCE IT机构如何系统地改变其结构、流程、政策和实践，以及它们在加强科学和工程领域的性别平等方面的有效性。我们建议深入研究第一和第二轮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（该提案的PI）及其同事（Bilimoria， Joy和Liang， 2008）分析了19个第一轮和第二轮ADVANCE机构，发现与股权相关的大学转型需要双重（个人和组织）关注：通过加强指导、指导、网络、培训和发展，以及系统地改进与评估、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补偿有关的结构、流程、政策和实践，赋予教师和管理人员权力。由于这项较早的研究是在2006年进行的，19所院校中大多数的资讯科技项目仍在进行中，它们的转变结果尚未被完整地记录下来。将这一早期研究扩展为专著，将使我们能够更深入地研究现在完成的项目的具体结果，并使其能够接触到更广泛的受众。这本书的具体目标是：(1)提供一个全面的、独立的数据来源，了解ADVANCE大学开展的具体组织变革举措；(2)调查ADVANCE大学产生的与公平相关的结果（针对女性教师和可能的少数族裔教师）。转型，考虑到偶然性，如大学的类型和规模，(3)在可行的情况下，对ADVANCE计划的结果进行特定学科的分析，(4)提出一个经验推导的组织变革模型，作为寻求与性别平等相关的转型的学术和其他组织的模板。为了完成这项研究项目，我们将主要依赖于已发布的或可用的数据，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，并检查转型结果的各种衡量标准（例如，5年期间在S&amp；E整体和所有学术级别中女性教师比例的变化，任期和晋升结果，女性领导和权力职位，资源分配等），以得出ADVANCE计划范围内的结论。考虑到这些机构报告的数据的相似性（例如，年度ADVANCE指标，气候研究），我们建议进行多次跨机构分析，并在可行的情况下进行学科内的比较。知识价值：这本书将展示研究成果，并为高等教育的制度转型提供一个框架。它将全面、独立地描述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。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：这本拟议中的书将传播有关系统性变革的知识，以实现妇女和代表性不足的少数民族在s&p；E学科中的平等。它将扩大由两组ADVANCE机构开展的工作的影响，允许传播来自不同NSF ADVANCE It奖获得者的想法和实践。它将对ADVANCE和非ADVANCE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机构转型的一般模式。

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.