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

PLAN-D资助项目旨在通过对特定项目或计划的网络化调整，扩大在特定学科领域为STEM教师实施的已证明成功的性别平等倡议的应用。期望通过仔细的评价来扩大对学科背景下这些倡议的理解。ADVOCATE FORWARD项目旨在改善工程领域女性教师的招聘、保留、晋升和可持续性。北达科他州立大学（NDSU）通过其ADVANCE项目，开发并实施了一个名为倡导者和盟友（A& a）的标志性项目，旨在通过男性教师的直接和积极参与来改善性别平等。该项目由两部分组成：倡导者，高级男性教师，他们对性别平等问题进行自我教育；以及“盟友”，这些男性教师被“倡导者”培训为各自院系性别平等的倡导者。这些男性作为变革的推动者，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，特别是在增加女教员的数量，鼓励在行政职位上雇用和提升女教员，并确保妇女在其单位内得到公平和平等的待遇方面。由于其ADVANCE项目和A&amp； a项目已被美国工程教育协会（ASEE）认可为示范项目，NDSU在所有科学和工程教师和学术管理职位上的女性参与有所增加。该项目将测试、完善并将该计划发展成为一个全国性的模式。核心适应和实施网络伙伴包括：NDSU；俄亥俄州立大学；罗切斯特理工学院、北德克萨斯大学和怀俄明大学。该项目有可能在网络合作伙伴实施和调整该计划后，导致ASEE采用A&amp；A作为国家模式。这个项目将为男性倡导者和盟友如何独特地帮助工程项目吸引和留住更多的女性教师提供证据支持。通过这样做，它将有助于培养大批作为倡导者和盟友的教师领导干部，以提高STEM领域（各级）女性的数量。该项目将揭示在高等教育中发展和实施性别教师倡导者和盟友团体的作用、功能和效用，作为推动支持STEM领域（特别是工程领域）女性教师的一种手段。对男性教师支持者和盟友的研究几乎不存在。在高等教育同盟团体领域的大部分工作都集中在男性学生或男同性恋、女同性恋、双性恋和变性人支持团体。该项目的目标包括：(1)获取关于高等教育中教师倡导和盟友团体的发展和实施的新知识，以此作为改善所有教师和女性工程教师环境的手段；(2)证明倡导者和盟友在促进性别平等和公平方面的有效性；(3)成为一个完全建立的、自我维持的研究、培训和支持场所，积极参与全国工程学院的性别平等工作。合作院校提供了独特的特点组合：公立/私立，高级/非高级，博士/非博士授予，小/大，广泛的地区代表性，广泛的种族和性别多样性。这些不同的特征对于确定和发展广泛适用的执行模式和培训是必不可少的。该项目侧重于工程学科，在这些学科中，学习和获得高级学位的女性人数正在减少，而更多受过博士教育的女性选择不在学术界寻找工作。美国国家科学基金会ADVANCE学习与适应网络伙伴关系（PLAN）项目跟踪支持促进在新环境下适应和实施先前有效的ADVANCE计划的项目，以及测试创新策略以促进女性在STEM学术生涯中的参与、成功和进步的项目。PLAN项目还为STEM学术生涯中的性别平等知识库做出了贡献。

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.