ADVANCE Institutional Transformation at the University of Massachusetts Lowell

马萨诸塞州洛厄尔大学推进机构转型

• 批准号: 1629761
• 负责人: Jacqueline Moloney
• 金额: $ 345.56万
• 依托单位: University of Massachusetts Lowell
• 依托单位国家: 美国
• 项目类别: Cooperative Agreement
• 财政年份: 2016
• 资助国家: 美国
• 起止时间: 2016-09-15 至 2024-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1629761&HistoricalAwards=false
• 关键词: ADVANCE; Institutional; Transformation; University; Massachusetts

The ADVANCE program is designed to foster gender equity through a focus on the identification and elimination of organizational barriers that impede the full participation and advancement of women faculty in academic institutions. Organizational barriers that inhibit equity may exist in areas such as policy, practice, culture, and organizational climate. The ADVANCE Institutional Transformation (ADVANCE-IT) track supports the development of innovative organizational change strategies within an institution of higher education to enhance gender equity in the science, technology, engineering, and math (STEM) disciplines.The University of Massachusetts Lowell (UML) will implement a set of strategies designed to create an academic environment that supports gender equity so all faculty can achieve their highest potential. The UML project will focus on disrupting interpersonal and institutional microaggressions (casual belittling of socially marginalized groups made by individuals that intend no offense and are likely unaware of causing harm) that undercut productivity and well-being. The project includes three related studies of microaggressions at UML that will add to the knowledge base on the phenomenon and effective interventions to mitigate the negative impacts of microaggressions. According to UNL, research suggests that microaggressions have a powerful, cumulative negative impact on individuals who experience them and impacts their access to support and advancement. The ADVANCE-IT program at UML will implement strategies to: (1) disrupt microaggressions, (2) promote alternative interactional patterns, and (3) address targeted aspects of the organizational context that can breed bias. These strategies address issues ranging from institutional procedures to interpersonal interactions. Activities include an information campaign and bystander training as well as comprehensive transparency and accountability initiatives to establish detailed procedures for committee decision making, workload distribution, and college and department-level self-assessment and action planning. The research studies will also further develop the research method of collecting journal data for studies of this nature.

该方案的目的是促进两性平等，重点是查明和消除阻碍女教师充分参与学术机构和提高其地位的组织障碍。 阻碍公平的组织障碍可能存在于政策、实践、文化和组织氛围等领域。 ADVANCE机构转型（ADVANCE-IT）轨道支持在高等教育机构内制定创新的组织变革战略，以加强科学，技术，工程，马萨诸塞州洛厄尔大学（UML）我将实施一系列战略，旨在创造一个支持性别平等的学术环境，使所有教师都能实现他们的最高成就。潜力 UML项目将专注于破坏人际和机构的微攻击（无意冒犯并且可能不知道造成伤害的个人对社会边缘化群体的随意贬低），这些微攻击会削弱生产力和福祉。该项目包括三个相关的研究microaggressions在UML，这将增加对现象的知识基础和有效的干预措施，以减轻microaggressions的负面影响。 根据UNL，研究表明，微攻击对经历过它们的个人有强大的累积负面影响，并影响他们获得支持和进步。UML的ADVANCE-IT计划将实施策略以：（1）破坏微攻击，（2）促进替代交互模式，以及（3）解决组织环境中可能滋生偏见的目标方面。 这些战略涉及从机构程序到人际互动等一系列问题。 活动包括宣传运动和旁观者培训以及全面的透明度和问责制倡议，以建立委员会决策，工作量分配，学院和部门一级的自我评估和行动规划的详细程序。 这些研究还将进一步发展为这类性质的研究收集期刊数据的研究方法。