ADVANCE Adaptation: ASEE Engineering Deans Gender Equity (EDGE) Initiative

NSF高级方案旨在通过重点确定和消除阻碍学术机构中不同教员充分参与和进步的组织障碍来促进性别平等。阻碍公平的组织障碍可能存在于政策、流程、实践以及组织文化和氛围中。先期“适应”奖为学术和非学术非营利组织提供适应和采用循证战略的支持。美国工程教育学会(ASEE)的先期适应项目将在全国范围内吸引工程院长参与工程院长性别平等(EDGE)倡议。EDGE倡议利用了200多名工程院长做出的承诺，以增强2015年开始的工程领域的公平性和多样性。EDGE项目将：1)减少制度和系统层面的障碍，使工程学院院长有能力促进教师的招聘、留住和专业发展；以及2)进行研究，以确定减少障碍是否会促进院长为教师带来积极变化的能力。EDGE项目将导致建立国家性别平等指标数据库；集中和传播以证据为基础的教师性别平等领导资源和战略。ASEE EDGE计划将提高工程学院长的知识和理解，以便进行有目的的、基于研究的改变，通过解决文化变革的障碍来促进教师的公平。这项工作基于三个前提：1)我们非常了解工程学教师的文化；2)工程学教师文化的改变是必要的，也是可以实现的；3)院长可以为改变工程学教师文化提供领导。EDGE计划将通过研究EDGE项目对工程主任行动的影响来促进知识的发展。这一奖项反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

The NSF 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 diverse faculty in academic institutions. Organizational barriers that inhibit equity may exist in policies, processes, practices, and the organizational culture and climate. ADVANCE "Adaptation" awards provide support for the adaptation and adoption of evidence-based strategies to academic and non-academic non-profit organizations.The American Society for Engineering Education's (ASEE's) ADVANCE Adaptation project will engage engineering deans across the country in the Engineering Deans Gender Equity (EDGE) Initiative. The EDGE Initiative leverages a pledge made by over 200 engineering deans to enhance equity and diversity in engineering started in 2015. The EDGE project will: 1) reduce institutional and system-level barriers to engineering deans' ability to advance the recruitment, retention, and professional advancement of faculty; and 2) conduct research to determine if reducing impediments promotes deans' capacity to effect positive change for faculty. The EDGE project will result in the creation of a National Gender Equity Indicators Database; and centralization and dissemination of evidence-based, faculty gender equity leadership resources and strategies. The ASEE EDGE Initiative will advance engineering deans' knowledge and understanding for making intentional, research-based changes to promote equity for faculty by addressing barriers to culture change. This work is grounded in three premises: 1) we know a great deal about engineering faculty cultures; 2) engineering faculty culture change is needed and can be accomplished; and 3) deans can provide leadership for changing engineering faculty culture. The EDGE Initiative will advance knowledge through the study of the impact of the EDGE project on engineering deans' actions.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.