The Retention and Promotion of Women and Minority Faculty Members: Effects of Institutional Hiring, Promotion, Diversity and Work-Life Initiatives, 1993-2008

美国的学院和大学已经实施了一系列的计划来促进教授的多样性。 特别招聘计划，新父母的任期延长政策，带薪产假，针对女性和少数民族教师的辅导计划，双职业招聘计划，以及教师的种族亲和网络只是其中的一小部分。 这些方案中哪些起作用？ 是谁？评论家们认为，许多项目可能没有效果，甚至有负面影响。 这个项目的目标是了解大学招聘，晋升，多样性和工作家庭计划在吸引和留住女性和少数民族教授的作用。 该项目将解决以下问题：为新父母提供的终身教职延长计划是否有助于女性教职员工赢得终身教职，或者是否有助于男性教职员工，因为男性教职员工的配偶往往从事低需求的职业？ 网络计划是否有助于非洲裔美国人和拉丁裔教师取得成功，或者他们是否侮辱和孤立这些教师？ 正式的晋升要求是否有助于妇女和少数族裔获得晋升，还是只是一种装饰？ NCSES的博士学位获得者调查（SDR）数据从1993年至2008年，以及新的调查数据，将用于解决这些问题。 该项目将开发和试行一份调查问卷，旨在获取有关大学招聘、晋升、多样性和工作家庭计划的历史数据，开发一个高校样本和匹配的SDR受访者，并建立分析数据的方法。 我们的目标是显示存在的影响，并采用不同的程序对男性和女性，多数和少数民族博士的职业发展。 将制定新的方法来分析特别提款权小组的个人数据，在分层线性模型中使用多项logit方法，其中个人被嵌入机构。 我们将开发模型，解释数据中的左删失和右删失，但这些模型利用了SDR受访者多年的观察数据。 更广泛的影响：这个项目的结果将是显示哪些类型的程序帮助学校吸引，留住和促进妇女和少数民族教师，并将指导未来的管理人员在作出选择程序的利用和设计。 该项目还将培训3至5名博士生，以分析博士学位获得者调查的数据，并使用先进的统计技术来研究塑造美国科学家和工程师职业生涯的因素。

U.S. colleges and universities have implemented a wide range of programs to promote diversity in the professoriate. Special recruitment programs, tenure extension policies for new parents, paid maternity leaves, mentoring programs targeting female and minority faculty members, dual-career hiring initiatives, and ethnic affinity networks for faculty are but a few of the initiatives. Which of these programs work? It is anyone?s guess, and critics argue that many of the programs may have no effects, or even adverse effects. This goal of this project is to understand the role of university recruitment, promotion, diversity, and work-family programs in attracting and retaining female and minority professors. The project will address questions such as: Do tenure extension programs for new parents help female faculty members win tenure, or do they do more to help male faculty members, who more often have spouses with low-demand careers? Do networking programs help African-American and Latino faculty members to succeed, or do they stigmatize and isolate those faculty members? Do formal promotion requirements help women and minorities to win promotion, or do they serve as window-dressing? NCSES' Survey of Doctorate Recipients (SDR) data from 1993 to 2008, as well as new survey data, will be used to address these questions. The project will develop and pilot a questionnaire designed to obtain historical data on university recruitment, promotion, diversity, and work-family programs, develop a sample of colleges and universities and matched SDR respondents, and build methods for analyzing the data. The goal is to show the effects of the presence, and adoption, of different programs on the career progression of male and female, majority and minority Ph.D.s. New methods will be developed for analyzing individual-level data from the SDR panels, using multinomial logit methods in hierarchical linear models, in which individuals are embedded in institutions. We will develop models that account for both left and right censoring in the data, but which make use of the multiple years of observation available for SDR respondents. Broader impacts: The result of this project will be to show which types of programs help schools to attract, retain, and promote women and minority faculty members, and will guide future administrators in making choices about program utilization and design. This project will also train 3 to 5 doctoral students to analyze data from the Survey of Doctorate Recipients, and to use advanced statistical techniques to examine factors shaping the careers of U.S. scientists and engineers.