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

ARROWS（科学界女性的晋升、招聘和保留）的制定和实施

• 批准号: 1310268
• 负责人: Carol Feghali-Bostwick
• 金额: $ 65万
• 依托单位: Medical University of South Carolina
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2013
• 资助国家: 美国
• 起止时间: 2013-09-15 至 2019-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1310268&HistoricalAwards=false
• 关键词: Development; Implementation; ARROWS; Advancement; Recruitment

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.

南卡罗来纳医科大学(MUSC)医学院正在开发和实施ARRAS(促进、招聘和保留女性在科学领域)：一系列实践和政策，将特别有利于女性基础科学家，并很容易传播到其他医学院(COMS)。目前工作的目标是：(1)通过改变申请者群体和招聘做法，增加COMS招募的女性基础科学家(包括种族/少数民族女科学家)的数量；(2)通过达到临界数量、改变晋升做法和提供关键支持，改善COMS中女性科学家(包括种族/少数民族女科学家)的留用和提升。这一先期项目正在根据研究和最佳做法调整战略，并在国家一级传播有效的一揽子适应措施。它还解决了女性基础科学家教职员工面临的具体障碍。项目工作旨在培养一种文化，以一种既可持续又可作为同行机构可行模式的方式促进招聘、保留、参与和晋升。象征性理论的研究认为，如果妇女是象征性的而不是临界量，那么她们会经历更多的歧视(即不平等)，与此相一致的是，ARROWS一揽子计划的目标是增加雇用(通过招聘和保留)和担任高级别和领导职位的女性基础科学家的总数，以此作为实现临界量和克服因妇女在工作场所将自己视为象征性人物而产生的不利影响的一种手段。在经验性支持的社会生态模型框架内，必须同时针对影响女性科学家和不同种族科学家的参与和晋升的多个层面的影响(即科学家个人、系、学院、国家委员会网络)来实现这一目标。