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

ADVANCE Stevens：创造可持续文化，促进 STEM 领域女教师的招聘、保留和晋升

• 批准号: 1311792
• 负责人: Susan Metz
• 金额: $ 55万
• 依托单位: Stevens Institute of Technology
• 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 2021-10-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1311792&HistoricalAwards=false
• 关键词: ADVANCE; Stevens; Creating; Sustainable; Culture

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.

史蒂文斯理工学院位于新泽西州霍博肯，成立于1870年，是一所全男性的机械工程学位授予机构，位于距离纽约市10分钟路程的多元化城区。史蒂文斯有三所学院，它们都将参与该项目：小查尔斯·谢弗工程与科学学院；韦斯利J.豪技术管理学院；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，其中25%为女性，11%为少数族裔）。ADVANCE Stevens利用社会生态视角，将组织和个人因素之间的相互作用视为集体影响大多数，少数民族和URM女性STEM教师的招聘，保留和晋升。关于变更管理的文献介绍了实施战略的过程。具体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 Stevens的一个独特组成部分包括调整ADVANCE指导模型和网络增强模型，以在终身/终身教职（T/TT）女性STEM教师和全职非终身教职（FTNTT）女性STEM教师之间建立专业关系，从而使双方受益。虽然我们正在应用最佳实践来增加多数、少数族裔和URM T/TT女性STEM教师的招聘、保留和晋升，但这一新颖而开创性的组成部分考察了T/TT和FTNTT女性STEM教师之间的关系如何有助于实现这些预期结果。鉴于全国范围内可获得的终身教职教师职位比例不断减少，而雇用FTNTT教师的人数不断增加，更多地了解在技术/技术培训和FTNTT之间建立关系的潜在好处变得越来越重要。ADVANCE Stevens有潜力在全国范围内影响T/TT女性STEM教师的坚持和进步，以及来自各种背景的FTNTT女性STEM教师的职业稳定和进步。通过促进T/TT和FTNTT女性STEM教师之间的关系，并跟踪和评估后续网络，将确定有利于两个群体的成功策略。在当地，ADVANCE史蒂文斯将影响所有种族/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性教师的教学、指导和合作。