Engaging Male Colleagues as Advocates and Allies for the Advancement of Women Faculty

让男同事成为女性教师进步的倡导者和盟友

• 批准号: 1500604
• 负责人: Canan Bilen-Green
• 金额: $ 69.06万
• 依托单位: North Dakota State University Fargo
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2015
• 资助国家: 美国
• 起止时间: 2015-09-15 至 2022-06-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1500604&HistoricalAwards=false
• 关键词: Engaging; Male; Colleagues; Advocates; Allies

The PLAN-D funding track is designed to expand the application of proven-successful gender-equity initiatives for STEM faculty in a specific disciplinary area through networked adaptation of a specific program or initiative. Careful evaluation is expected to expand understanding of such initiatives in a disciplinary context. The ADVOCATE FORWARD project is designed to improve the recruitment, retention, promotion, and sustainability of women faculty in engineering. North Dakota State University (NDSU), through its ADVANCE program, developed and implemented a signature program called Advocates & Allies (A&A) designed to improve gender equity through the direct and proactive engagement of male faculty. The program is comprised of two-parts: Advocates, senior male faculty who educate themselves about issues of gender [in]equality; and Allies, male faculty whom the Advocates train as proponents for gender equity in their departments. These men serve as change agents, committing to be active and vocal proponents of gender diversity and equality specifically in terms of increasing the number of female faculty, encouraging the hiring and promotion of female faculty in administrative positions, and ensuring the fair and equitable treatment of women within their units. NDSU has seen increased participation of women in all science and engineering faculty and academic administrative positions as a result of its ADVANCE project and the A&A program has been endorsed as a model program by the American Society for Engineering Education (ASEE). This project will test, refine, and grow the program into a national model. The core adaptation and implementation network partners include: NDSU; the Ohio State University; the Rochester Institute of Technology, the University of North Texas, and the University of Wyoming. This project has the potential to lead to the adoption of the A&A as a national model by ASEE following implementation and adaptation of the program by the network partners. This project will provide evidentiary support of how male advocates and allies can uniquely assist engineering programs in attracting and retaining more women faculty. In so doing, it will help grow a large cadre of faculty leaders trained as advocates and allies to advance the number of women (at all levels) in STEM.This project will shed new light on the role, function, and utility of developing and implementing gendered-faculty advocate and ally groups in higher education as a means to advance efforts to support women faculty in STEM, particularly in engineering. Research on male faculty advocates and allies is virtually nonexistent. Most of the work in the area of ally groups in higher education has focused on male students or gay, lesbian, bisexual and transgendered support groups. The project goals include: (1) acquire new knowledge on the development and implementation of faculty advocate and ally groups in higher education as a means to improve climate for all faculty and women faculty in engineering in particular; (2) demonstrate the efficacy of advocates and allies in promoting gender equality and equity; and (3) become a fully established, self-sustaining locus of research, training, and support in proactively engaging men in gender equity efforts in schools of engineering across the country. The partner institutions offer a unique mix of characteristics: public/private, ADVANCE/non-ADVANCE, PhD/non-PhD granting, small/large, wide regional representation, and broad ethnic and gender diversity. These varied characteristics are essential to identifying and developing broadly applicable implementation models and training. This project focuses on engineering disciplines where there are a declining number of women studying and earning advanced degrees and more Ph.D. trained women are opting not to seek jobs in academia. The NSF ADVANCE Partnerships for Learning and Adaptation Networks (PLAN) program track supports projects that promote the adaptation and implementation of previously effective ADVANCE programs in new contexts and the testing of innovative strategies to promote the participation, success, and advancement of women in STEM academic careers. PLAN projects also contribute to the knowledge base on gender equity in STEM academic careers.

PLAN-D资助轨道旨在通过对特定计划或倡议的网络化调整，扩大STEM教师在特定学科领域的经证明成功的性别平等倡议的应用。仔细的评价预计将扩大在学科背景下对这些举措的理解。该倡导前进项目旨在改善招聘，保留，晋升和工程女教师的可持续性。 北达科他州州立大学（NDSU）通过其ADVANCE方案，制定并实施了一项名为“倡导者联盟”（Advocates Allies，AA）的签名方案，旨在通过男性教师的直接和积极参与来改善性别平等。 该方案由两部分组成：倡导者，就两性平等问题进行自我教育的高级男教员;同盟者，倡导者培训的男教员，作为其部门两性平等的支持者。 这些男子作为变革的推动者，致力于成为性别多样性和平等的积极和直言不讳的支持者，特别是在增加女教师人数方面，鼓励雇用和晋升女教师担任行政职务，并确保妇女在其单位内得到公正和公平的待遇。 由于其“先进”项目，国防科技大学在所有理工科教师和学术行政职位中的妇女人数有所增加，美国工程教育学会（ASEE）已将“美国工程教育”方案作为示范方案予以认可。 该项目将测试，完善和发展该计划成为一个国家模式。 核心适应和实施网络合作伙伴包括：国防科技大学、俄亥俄州州立大学、罗切斯特理工学院、北德克萨斯大学和怀俄明州大学。 该项目有可能导致ASEE在网络合作伙伴实施和调整该方案后将《行动计划》作为国家模式。 该项目将提供证据支持男性倡导者和盟友如何能够独特地协助工程项目吸引和留住更多的女教师。 在这样做的过程中，它将有助于培养一大批受过培训的教师领导干部，作为倡导者和盟友，以提高STEM中女性（各级）的数量。该项目将揭示在高等教育中发展和实施性别教师倡导和盟友团体的作用，功能和效用，作为推进支持STEM中女性教师的努力的一种手段，特别是在工程领域。 对男性教师的拥护者和盟友的研究几乎是不存在的。 在高等教育同盟团体领域的大部分工作都侧重于男学生或男同性恋、女同性恋、双性恋和变性者支助团体。 项目目标包括：（1）获得关于发展和实施高等教育中教师倡导者和盟友团体的新知识，作为改善所有教师，特别是工程学女教师的氛围的一种手段;（2）展示倡导者和盟友在促进性别平等和公平方面的效力;以及（3）成为一个完全建立的、自我维持的研究、培训和支持中心，积极主动地让全国各地的工程学院的男子参与性别平等工作。 合作机构提供了一个独特的组合特征：公共/私人，先进/非先进，博士/非博士授予，小/大，广泛的区域代表性，以及广泛的种族和性别多样性。 这些不同的特点对于确定和发展广泛适用的执行模式和培训至关重要。 该项目的重点是工程学科，在这些学科中，学习和获得高级学位的妇女人数不断减少，而获得博士学位的妇女人数则更多。受过培训的妇女选择不去学术界找工作。NSF ADVANCE学习和适应网络伙伴关系（ADVANCE）计划轨道支持促进在新环境下适应和实施以前有效的ADVANCE计划的项目，以及测试创新战略，以促进女性在STEM学术生涯中的参与，成功和进步。 性别平等研究项目还有助于STEM学术生涯中性别平等的知识基础。