Development and Implementation of ARROWS (Advancement, Recruitment, and Retention of Women in Science)

南卡罗来纳州医科大学医学院正在制定和实施ARROWS（促进、招聘和留住科学界的妇女）：一套专门有利于妇女基础科学家的做法和政策，并易于传播到其他医学院。目前工作的目标是：（1）通过改变申请人库和聘用做法，增加被聘用到COM的女基础科学家（包括种族/少数民族女科学家）的人数;（2）通过达到临界数量、改变晋升做法和提供关键支持，提高COM女科学家（包括种族/少数民族女科学家）的留用率。这个“先进”项目正在根据研究和最佳做法调整战略，并在国家一级传播一整套有效的调整措施。 它还在解决女性基础科学教师面临的具体障碍。项目工作旨在培养一种文化，以可持续的方式促进招聘、保留、参与和晋升，并作为同行机构的可行模式。与对象征主义理论的研究一致，该理论认为妇女受到更多的歧视（即，如果妇女只是象征性的，而不是足够数量的话，那么ARROWS一揽子计划的目标是增加被雇用（通过征聘和留用）并担任高级和领导职务的女基础科学家的总人数，作为达到足够数量的一种手段，并克服妇女认为自己在工作场所只是象征性的不利影响。在经验支持的社会生态模型的框架内，多层次的影响（即，必须同时针对影响女性和种族多样性科学家参与和晋升的科学家个人、部门、学院、国家COM网络），以实现这一目标。

The College of Medicine at the Medical University of South Carolina (MUSC) is developing and implementing ARROWS (Advancement, Recruitment, and Retention of Women in Science): a package of practices and policies that will specifically benefit women basic scientists and easily be disseminated to other colleges of medicine (COMs). The goals of the current work are to (1) Increase the number of women basic scientists (including racial/ethnic minority women scientists) recruited into COMs by changing the applicant pool and hiring practices; and (2) Improve the retention & advancement of women scientists (including racial/ethnic minority women scientists) in COMs by achieving the critical mass, changing the promotion practices, and providing key supports. This ADVANCE project is adapting strategies from research and best practices and disseminating the effective package of adaptations at a national level. It is also addressing the specific barriers faced by women basic scientist faculty. The project work is designed to foster a culture that promotes recruitment, retention, participation, and advancement in a way that is both sustainable and serves as a viable model for peer institutions. Consistent with research on the theory of tokenism, which argues that women experience more discrimination (i.e., inequities) if they are tokens rather than a critical mass, the goal of the ARROWS package is to increase the overall number of women basic scientists employed (through both recruitment and retention) and holding positions of high rank and leadership as a means of achieving critical mass and overcoming the adverse effects associated with women perceiving themselves as tokens in the workplace. Within the framework of the empirically supported Social Ecological Model, multiple layers of influence (i.e., individual scientist, department, college, national network of COMs) that affect engagement and promotion of female and ethnically diverse scientists must be simultaneously targeted to accomplish this goal.