ADVANCE Institutional Transformation at Seattle University

该高级方案旨在通过重点查明和消除阻碍女性教员充分参与和提高学术机构地位的组织障碍，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。高级机构变革(Advance-IT)路径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)学科的性别公平。西雅图大学(SU)将实施一个高级IT项目，该项目将使机构的教学、服务和参与的核心价值观与教师评估和晋升的标准保持一致。苏州大学是一所以本科生为主的机构，也是一所强调服务和社区参与的大学。他们计划了一系列举措，以确保这些价值观与教师相关的计划、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，包括多条成功途径的选择；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；实施针对教师导师的正式培训计划；以及通过采用佐治亚理工学院名为评估晋升和终身教职决策意识(ADEPT)的战略，对晋升委员会进行培训。该项目基于一种变革理论，该理论将性别视为组织结构的一部分，旨在以促进教师平等的方式改变大学政策、做法和文化。对机构使命、评价做法和性别平等之间的联系的关注是创新的。这个项目可以提供一个调整学术进步标准的模式，以承认机构服务的工作往往不成比例地落在女性和代表性不足的教职员工身上。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师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.