Mentoring Women Faculty in Computer Science and Engineering

CRA-W(计算研究协会妇女在计算研究中的地位委员会)的目标是在研究管道的每个阶段增加参与计算机科学研究并取得成功的妇女人数，包括少数族裔妇女。要实现这些目标，学术界需要越来越多的妇女开始并进入下一阶段。唉，在授予博士学位的计算机科学与工程(CSE)系中，女性担任学术职位的比例表明，女性的比例仍然严重偏低。未能利用女性研究人员的创造力，给美国经济和国家安全带来了巨大的机会成本，以增强我们国家在技术创新方面的领导地位。CRA-W将(1)制定计划，以增加CSE女性教员的数量并成功地将其晋升为终身教授和全职教授，以及(2)对我们计划的参与者和非参与者进行比较评估。我们的项目应用了社会认知职业理论的统一框架，该框架发现，通过改善以下一种或多种干预措施，人们对特定职业道路的兴趣和选择将会增加：(1)结果预期(理解和评估特定结果的回报)，(2)自我效能感(相信自己可以成功实现结果)，以及(3)帮助一个人坚持并克服障碍的社会支持。我们的长期团体和个人指导计划旨在让参与者意识到学术生涯的回报；通过增加知识、技能和信心来帮助参与者发展自我效能；并将参与者与计算研究和教育社区以及彼此联系起来，以促进他们的成功。参与者和研究导师参加最初的小组研讨会，每年以小组形式重新建立联系，并每三到四个月通过电子方式会面一次。这个预付费项目寻求通过一套协调一致的指导、角色建模、社区建设和专业发展研讨会来提高学科的公平性。该计划的改编是基于之前发表的研究以及我们对我们投资组合中的计划的经验和评估。例如，这些项目使用的结果表明，在其他领域的个别教师指导在顶级场地出版、拨款成功和晋升方面改善了教师的成功。此外，CRA研究管道评估中心(CERP)将提供有史以来第一次对导致计算机教师成功学术生涯的因素进行纵向和全国性的研究。特别是，CERP将评估我们的CRA-W干预计划是否有效地提高了女性教职员工在计算机领域的参与度和成功程度。CERP的评估工作将产生一个全国性的教师比较数据库，该数据库将成为CSE社区的强大国家资源，并向更广泛的研究社区提供影响学术生涯成功的信息。

The goal of CRA-W (Computing Research Association Committee on the Status of Women in Computing Research) is to increase the number of women, including minority women, who participate and succeed in computer science research at every stage of the research pipeline. Achieving these objectives requires that an increasing number of women in academia start and progress to the next stage. Alas, the percentages of women in academic positions in PhD-granting Computer Science and Engineering (CSE) departments indicate that women continue to be severely underrepresented. The failure to capitalize on the creativity of female researchers represents a huge opportunity cost to the U.S. economy and national security to grow our nations leadership in technical innovation. CRA-W will (1) develop programs to increase the number and successful promotion of women CSE faculty to tenured and full professor and (2) conduct comparative evaluation of participants in our programs versus non-participants. Our programs apply the unifying framework of Social Cognitive Career Theory, which finds that interest in and choice of a particular career path will be increased by interventions that improve one or more of the following: (1) outcome expectations (understanding and valuing the rewards of a particular outcome), (2) self-efficacy (a belief that one can successfully achieve an outcome), and (3) social supports that help one persist and overcome obstacles. Our long-term group and individual mentoring programs aim to make participants aware of the rewards of an academic career; to help participants develop self-efficacy through increased knowledge, skills, and confidence; and to connect participants to the computing research and education communities and to each other to further their success. Participants and research mentors attend an initial group workshop, re-connect in small mentoring groups yearly, and meet every three to four months electronically. This ADVANCE PAID project seeks to improve equity in the discipline, through a coordinated suite of mentoring, role modeling, community building, and professional development workshops. The program adaptations are based on prior published research and our experiences and evaluation of programs in our portfolio. For example, the programs use results that show that individual faculty mentoring in other fields improve faculty success with respect to top venue publication, grant funding success, and promotion. In addition, the CRA Center for Evaluating the Research Pipeline (CERP) will provide the first ever, longitudinal and national study of the factors that lead to successful academic careers for faculty in computing. In particular, CERP will evaluate whether our CRA-W intervention programs are effective at increasing the participation and success of faculty women in computing. The evaluation efforts of CERP will yield a national faculty comparison database that will become a powerful national resource for the CSE community and for informing the wider research community on influencing success within academic careers.