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

高级史蒂文斯：创建一种可持续的文化，促进女性教师的招聘、保留和提高。位于新泽西州霍博肯的STEM史蒂文斯理工学院成立于1870年，是一所全为男性的机械工程学位授予机构，坐落在距离纽约市十分钟车程的一个多元化的城区。史蒂文斯有三所学校，这三所学校都将参与该项目：小查尔斯·V·谢弗。工程与科学学院、韦斯利·J·豪技术管理学院和系统与企业学院。史蒂文斯是一所以技术为主的大学，学生群体多样化(2549名本科生包括25%的女性和11%的未被充分代表的少数族裔-URM)。Advance Stevens采用了社会生态学的观点，认为组织和个人因素之间的相互作用共同影响着多数、少数和URM女性STEM教师的招聘、保留和晋升。有关变革管理的文献为战略的实施过程提供了信息。具体活动的基础是适用于以理工为主的大学的概念框架和成功的先进最佳做法。高级史蒂文斯的一个独特组成部分是采用高级指导模式和网络增强模式，以在终身/终身教职(T/TT)女性STEM教员和全日制非终身教职(FTNTT)女性STEM教员之间建立专业关系，从而使双方受益。虽然我们正在应用最佳实践来增加大多数、少数族裔和URM T/TT女性STEM教员的招聘、留住和晋升，但这一新颖和开创性的组成部分研究了在T/TT和FTNTT女性STEM教员之间建立关系如何能够为这些预期结果做出贡献。鉴于提供终身教职的教师职位比例下降而雇用FTNTT教师的比例增加的国家模式，更多地了解在T/TT和FTNTT之间建立关系的潜在好处变得越来越重要。Advance Stevens有可能对全国、T/TT女性STEM教师的坚持和进步以及FTNTT女性STEM教师的职业稳定和进步产生影响。通过促进T/TT和FTNTT女性STEM教员之间的关系，以及跟踪和评估后续网络，将确定对这两个群体都有利的成功战略。在当地，Advance Stevens将影响所有种族/民族背景的本科生和研究生女性，她们将有机会接受各种背景的女教员的授课、指导和合作。

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.