ADVANCE Institutional Transformation at Seattle University

ADVANCE方案的目的是通过重点查明和消除阻碍女性教员在学术机构充分参与和提升的组织障碍，促进性别平等。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。advanced institution Transformation （advanced - it）轨道支持高等教育机构内创新组织变革战略的发展，以增强科学、技术、工程和数学（STEM）学科中的性别平等。西雅图大学（SU）将实施一个ADVANCE-IT项目，该项目将把教学、服务和参与的机构核心价值与教师评估和进步的标准结合起来。苏大是一所以本科生为主的大学，其价值观强调服务和社区参与。他们计划了许多举措，以确保这些价值观与教师相关的项目、政策和实践保持一致。这些战略包括：评估和修订目前的晋升标准，包括多种成功途径的选择；与教师领导和大学管理人员合作，阐明项目的中心主题和战略沟通；实施对教师导师的正式培训计划；通过采用佐治亚理工学院的“评估晋升和终身教职决策意识”（ADEPT）战略，对晋升委员会进行培训。该项目基于一种变革理论，将性别视为组织结构的一部分，旨在改变大学的政策、实践和文化，以促进教师的平等。将重点放在机构使命、评价做法和性别平等之间的联系上是具有创新性的。这个项目可以为调整学术进步标准提供一个模式，以承认往往不成比例地落在妇女和代表性不足的教员身上的机构服务工作。该项目包括一个研究部分，将有助于编写关于性别平等与教员评价和晋升标准之间关系的文献。

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.Seattle University (SU) will implement an ADVANCE-IT project that will align institutional core values of teaching, service, and engagement with the standards for faculty evaluation and advancement. SU is a predominantly undergraduate institution and a university whose values emphasize service and community engagement. They plan a number of initiatives to ensure alignment of these values with faculty related programs, policies, and practices. These strategies include: assessing and revising the current standards for promotion including options for multiple tracks to success; working with faculty leaders and university administrators in the articulation of the central themes of the project and strategic communication; implementation of formal training programs for faculty mentors; and training for promotion committees by adapting the Georgia Tech strategy called Awareness of Decisions in Evaluating Promotion and Tenure (ADEPT). The project is grounded in a theory of change that views gender as a part of organizational structures, and that aims to change university policies, practices, and culture in ways that foster equity for faculty. The focus on the connection between institutional mission, evaluation practices, and gender equity is innovative. This project could provide a model for restructuring standards of academic advancement in ways that recognize the work of institutional service that often falls disproportionately on women and underrepresented faculty. The project includes a research component that will contribute to the literature on the relationship between gender equity and standards of faculty evaluation and promotion.