ADVANCE Adaptation - ASCEND: Adaptations for a Sustainable Climate of Excellence and Diversity

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。田纳西诺克斯维尔大学(UT)的适应项目将借鉴其他机构的先进项目，以改变德克萨斯大学的校园氛围，减少STEM学科中女性教员的招聘、招聘、留任和晋升方面的差距。该项目名为适应卓越和多样性的可持续气候(ASCEND)。提升倡议针对UT确定的三个具体机构问题：(1)隐性偏见文化(UT-GRIBS)，(2)社会和职业孤立的经历(UT-CONNECTS)，以及(3)缺乏对工作与生活融合的支持(UTWINS)。该项目的目的不是为了促进妇女融入有问题的工作文化，而是为了确定和改变校园工作文化中有问题的方面。Ascend UT-Crabs活动将致力于提高人们对STEM中隐性偏见及其对机构政策和非正式做法的影响的认识，减少隐性偏见和机构歧视，并促进持续的对话和部门公平盟友。UT-CONNECTS活动将增加招聘和保留在UT的STEM女性教员的数量，改善STEM女教员的归属感，增加跨学科合作的数量，以及满意度和生产力。UT-WINS活动将提高对育儿假政策的满意度，更公平的服务负荷分配和对“无形”服务的认可，并改变对这些政策及其使用的态度。德克萨斯大学高级适应项目将利用该机构的交叉性学者社区，该社区是一个由对跨学科研究、理论和行动感兴趣和专业知识的教职员工组成的跨学科小组。Ascend将给德克萨斯大学校园带来一种隐含偏见的交叉性意识，这种偏见在所有层面上都有正式和非正式的影响，而且不仅仅发生在招聘阶段。它将通过IDIAS研究文摘和在线数据库广泛传播这种意识。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.University of Tennessee Knoxville (UT) Adaptation project will adapt proven initiatives from ADVANCE programs at other institutions to transform the campus climate at UT and reduce disparities in the recruitment, hiring, retention, and advancement of women faculty in STEM disciplines. The project is called the Adaptions for a Sustainable Climate of Excellence and Diversity (ASCEND). The ASCEND initiatives target three specific institutional issues identified by UT: (1) a culture of implicit bias (UT-CLIMBS), (2) experience of social and professional isolation (UT-CONNECTS), and (3) lack of support for work-life integration (UTWINS). The project is not designed to facilitate the assimilation of women into problematic work cultures, but rather to identify and change problematic aspects of campus work cultures. ASCEND UT-CLIMBS activities will work to increase awareness of implicit bias in STEM and its implications on institutional policies and informal practices, reduce implicit bias and institutional discrimination, and facilitate ongoing dialogue and departmental equity allies. UT-CONNECTS activities will increase the number of female STEM faculty recruited to and retained at UT, improve the sense of belonging among STEM women faculty, increase the number of interdisciplinary collaborations, and satisfaction and productivity. UT-WINS activities will increase satisfaction with parental leave policies, more equitable service load distributions and recognition of "invisible" service, and transform attitudes toward these policies and their use. The UT ADVANCE Adaptation project will leverage the institution's Intersectionality Community of Scholars which is an interdisciplinary group of faculty with interest and expertise in intersectional research, theory, and action. ASCEND will bring to the UT campus a consciousness of the intersectional nature of implicit bias that has formal and informal implications at all levels and occurs beyond just the hiring phase. It will disseminate this awareness broadly via the IDIAS Research Digest and online database.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.