ADVANCE Stevens: Creating a Sustainable Culture that Facilitates Recruitment, Retention and Advancement of Women Faculty in STEM

史蒂文斯：创建一个可持续的文化，促进招聘，保留andAdvancement of Women Faculty in STEM史蒂文斯理工学院位于新泽西州霍博肯，成立于1870年，作为一个全男性，机械工程学位授予机构，坐落在一个多元化的城市地区，距离纽约市十分钟。史蒂文斯有三个学校，所有这些都将参与该项目：查尔斯V谢弗小。工程与科学学院; Wesley J. Howe技术管理学院;以及系统与企业学院。 史蒂文斯是一所主要的技术大学，拥有多元化的学生群体（2549名本科生，包括25%的女性和11%的代表性不足的少数民族-URM）。先进史蒂文斯利用社会生态的角度，它认为组织和个人因素之间的相互作用，集体影响招聘，保留和多数，少数民族和URM妇女干教师的进步。关于变革管理的文献为战略的实施过程提供了信息。具体的活动是基于概念框架和成功的ADVANCE最佳实践，适用于主要的技术大学。ADVANCE史蒂文斯的一个独特组成部分涉及适应ADVANCE辅导模式和网络增强模式，以建立终身/终身制轨道（T/TT）女性干教师和全职非终身制轨道（FTNTT）女性干教师之间的专业关系，以双方的利益。虽然我们正在应用最佳实践证明，以增加雇用，保留和多数，少数和URM T/TT女性干教师的进步，这个新颖和突破性的组成部分探讨如何建立T/TT和FTNTT女性干教师之间的关系可以有助于这些预期的结果。鉴于全国范围内终身教职职位比例下降和FTNTT教职员工招聘增加的情况，更多地了解T/TT和FTNTT之间建立关系的潜在好处越来越重要。先进史蒂文斯有可能影响全国，T/TT妇女干教师的持久性和进步，以及职业稳定性和来自所有背景的FTNTT妇女干教师的进步。通过促进T/TT和FTNTT女STEM教师之间的关系，并跟踪和评估随后的网络，将确定有利于两个群体的成功战略。 在当地，先进史蒂文斯将影响所有种族/民族背景的本科生和研究生妇女谁将有机会被教导，指导和与所有背景的女教师合作。

ADVANCE Stevens: Creating a Sustainable Culture that Facilitates Recruitment, Retention andAdvancement of Women Faculty in STEM Stevens Institute of Technology located in Hoboken, NJ, was founded in 1870 as an all male, mechanical engineering degree granting institution, situated in a diverse urban area ten minutes from New York City. Stevens has three Schools, all of which will participate in the project: Charles V. Schaefer Jr. School of Engineering and Science; Wesley J. Howe School of Technology Management; and School of Systemsand Enterprises. Stevens is a primarily technological university with a diverse student body (2549 undergraduates include 25% women and 11% underrepresented minorities-URM). ADVANCE Stevens utilizes a social ecological perspective, which views the interaction between organizational and individual factors as collectively influencing recruitment, retention and advancement of majority, minority and URM women STEM faculty. The literature on changemanagement informs the process by which the strategies are implemented. Specific activities are based on the conceptual framework and successful ADVANCE best practices adapted to apredominantly technological university. A unique component of ADVANCE Stevens involves adapting ADVANCE mentoring models and network enhancing models to build professional relationships between tenured/tenure-track (T/TT) women STEM faculty and full-time non-tenure track (FTNTT) women STEM faculty, to the benefit of both. While we are applying best practices demonstrated to increase hiring, retention and advancement of majority, minority and URM T/TT women STEM faculty, this novel and ground breaking component examines how building relationships between T/TT and FTNTT women STEM faculty can contribute to these desired outcomes. In light of the national pattern of a decreasing proportion of tenure-track faculty positions available and increased hiring of FTNTT faculty, understanding more about the potential benefit of building relationships between T/TT and FTNTT is of growing importance. ADVANCE Stevens has the potential to impact nationally, the persistence and advancement of T/TT women STEM faculty, and the career stability and advancement of FTNTT women STEM faculty from all backgrounds. By facilitating relationships between T/TT and FTNTT women STEM faculty, and tracking and assessing subsequent networks, successful strategies that benefit both groups will be identified. Locally, ADVANCE Stevens will impact undergraduate and graduate women of all racial/ethnic backgrounds who will have the opportunity to be taught by, mentored and collaborate with women faculty of all backgrounds.