UD ADVANCE Provost's Institute: W2L (Women faculty To Leadership)

UD ADVANCE 教务长学院：W2L（女性教师领导力）

• 批准号: 1409472
• 负责人: Heather Doty
• 金额: $ 330万
• 依托单位: University of Delaware
• 依托单位国家: 美国
• 项目类别: Cooperative Agreement
• 财政年份: 2014
• 资助国家: 美国
• 起止时间: 2014-08-15 至 2022-07-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1409472&HistoricalAwards=false
• 关键词: UD; ADVANCE; Provost; Institute; W2L

The NSF ADVANCE program aims to increase and promote the advancement of women in academic STEM. The University of Delaware (UD) contributes to broadening the participation of women in the academy through a series of initiatives that focus on leadership development, promotion of mid-career women in STEM, development of transparent policies for faculty recruitment, retention and promotion as well as enhanced data collection on faculty and a focus on improving the climate for women faculty from underrepresented groups. Women Faculty To Leadership, the W2L program reframes campus leadership training to the top - the Office of the Provost with faculty. Campus leaders will partner with women faculty to develop strategies to lower the barriers to advancement. The data collection, through system climate studies and faculty exit interviews, will enhance the institutional knowledge of the issues that faculty encounter, particularly STEM women of color, so that the institution may develop plans for improvement.The University of Delaware proposes a clear analytical framework that, in its simplicity, may have tremendous impact on future thinking and action. They propose a multi-level approach, the hourglass, that shows how to link the upper level administrative strategies with grassroots strategies proposed by faculty. The middle area is a space where department chairs may connect the upper and lower portions to create more balance in the system. This is the underlying rationale for the programming that composes the W2L activity and other aspects of the project. Prior research on sources of barriers for advancing women in STEM identifies department chairs and heads as key players in shaping the work climate, specifically the microclimate of the department, at colleges and universities that may slow women's progress. Another example is that UD will create a mentoring academy for department chairs to share current research on how to improve departmental climate. W2L's regional conference will help to disseminate to a national audience findings from this project related to broadening participation of women in academic STEM. The resulting a partnership of women faculty of color and university leadership will serve as a model for academia in general to become a more inclusive environment.

NSF ADVANCE计划旨在提高和促进女性在学术STEM领域的地位。 特拉华州大学（UD）通过一系列举措，致力于扩大妇女在学院的参与，这些举措侧重于领导力发展，促进STEM中的职业中期妇女，制定教师招聘，保留和晋升的透明政策，以及加强对教师的数据收集，并注重改善代表性不足群体的女教师的环境。女性教师领导，W2 L计划重新架构校园领导力培训的顶部-教务长与教师的办公室。 校园领导将与女教师合作，制定战略，以降低晋升的障碍。 通过系统气候研究和教师离职面谈收集的数据将增强教师遇到的问题的机构知识，特别是有色人种的STEM女性，以便该机构可以制定改进计划。特拉华州大学提出了一个明确的分析框架，该框架简单明了，可能对未来的思考和行动产生巨大影响。 他们提出了一个多层次的方法，沙漏，显示了如何连接上层管理策略与基层教师提出的战略。 中间区域是一个空间，其中部门椅子可以连接上部和下部，以在系统中创造更多的平衡。 这是组成W2 L活动和项目其他方面的编程的基本原理。 先前对提高妇女在STEM中的障碍来源的研究确定了部门主席和负责人在塑造工作环境方面的关键角色，特别是在学院和大学可能会减缓妇女进步的部门的小气候。 另一个例子是，UD将为系主任创建一个指导学院，以分享有关如何改善系气氛的最新研究。 W2 L的区域会议将有助于向全国受众传播该项目有关扩大妇女参与学术STEM的调查结果。由此产生的有色人种和大学领导的女教师的伙伴关系将作为学术界一般成为一个更具包容性的环境的模式。