BGSU ALLIES: Building Inclusive Leadership Practices and Policies to Transform the Institution

BGSU 盟友：建立包容性领导实践和政策以实现机构转型

• 批准号: 1760389
• 负责人: Margaret Yacobucci
• 金额: $ 98.45万
• 依托单位: Bowling Green State University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2018
• 资助国家: 美国
• 起止时间: 2018-09-01 至 2024-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1760389&HistoricalAwards=false
• 关键词: BGSU; ALLIES; Building; Inclusive; Leadership

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 Bowling Green State University (BGSU) Adaptation project will implement activities to improve the representation and advancement of women STEM faculty at BGSU. BGSU will develop the ALLIES project which adapts evidence-based strategies from two ADVANCE-IT projects to build faculty allies within departments and inclusive leaders across the university: North Dakota State University's "Advocates & Allies" program and Florida International University's "Deep Change" program. The ALLIES project will focus on how administrators and faculty allies can work collaboratively to reduce biases and transform institutional policies and practices. Department allies ensure equitable review of job candidates and evaluation of faculty, serve as mentors to support colleagues' careers, and intervene when bias emerges. Inclusive leaders advocate for faculty and ensure policies and practices produce an equitable workplace. The long-term goal of the project is to make allyship and inclusive leadership the expectation and norm at BGSU. Inclusion, intersectionality, and interconnections--the 3 I's--serve as the unifying theme of all BGSU ALLIES programming. The BGSU ALLIES model is innovative because it integrates the concepts of allyship--rooted in the activities of faculty colleagues within departmental cultures--and inclusive leadership--the domain of department chairs, deans and other senior administrators--into a single unified program of institutional transformation. This approach is directed both top-down and bottom-up, as neither is likely to be effective alone. The BGSU ALLIES project has four objectives: 1) revise institutional policies and processes to make allyship and inclusive leadership the expectation for faculty and administrators, 2) design training materials, workshops, and online modules to train and develop departmental allies and inclusive leaders, 3) deploy new data collection processes for better tracking of faculty careers, and 4) disseminate training materials and best practices to other institutions through a strategic communication plan and a regional conference at BGSU. Most research on ally building in higher education settings focus on students therefore this project will contribute important new information about faculty and administrator allies to that literature.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.

NSF ADVANCE 计划旨在通过重点识别和消除阻碍学术机构多元化教师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。 ADVANCE“适应”奖为学术和非学术非营利组织适应和采用循证策略提供支持。鲍灵格林州立大学 (BGSU) 适应项目将开展活动，以提高 BGSU 女性 STEM 教员的代表性和进步。 BGSU 将开发 ALLIES 项目，该项目采用两个 ADVANCE-IT 项目的循证策略，以在院系内建立教员联盟并在整个大学内建立包容性领导者：北达科他州立大学的“倡导者与盟友”计划和佛罗里达国际大学的“深度变革”计划。 ALLIES 项目将重点关注管理者和教职人员盟友如何协作，以减少偏见并改变机构政策和实践。院系盟友确保对求职者进行公平审查和对教师进行评估，充当支持同事职业生涯的导师，并在出现偏见时进行干预。包容性领导者倡导教师并确保政策和实践创造一个公平的工作场所。该项目的长期目标是使盟友关系和包容性领导成为 BGSU 的期望和规范。 包容性、交叉性和互连性（3 个 I）是所有 BGSU ALLIES 计划的统一主题。 BGSU ALLIES 模式具有创新性，因为它将盟友关系（植根于院系文化中教职同事的活动）和包容性领导（系主任、院长和其他高级管理人员的领域）的概念整合到一个统一的机构转型计划中。这种方法既是自上而下的，也是自下而上的，因为这两种方法单独使用都不可能有效。 BGSU 盟友项目有四个目标：1) 修改机构政策和流程，使盟友关系和包容性领导成为教职员工和管理人员的期望；2) 设计培训材料、研讨会和在线模块，以培训和培养部门盟友和包容性领导者；3) 部署新的数据收集流程，以更好地跟踪教职员工的职业生涯；4) 通过战略沟通计划向其他机构传播培训材料和最佳实践 以及在 BGSU 举行的区域会议。大多数关于高等教育环境中盟友建设的研究都以学生为重点，因此该项目将为该文献提供有关教师和管理人员盟友的重要新信息。该奖项反映了 NSF 的法定使命，并通过使用基金会的智力价值和更广泛的影响审查标准进行评估，被认为值得支持。

项目成果

EVERYBODY INTO THE POOL: SUPPORTING CAREER SUCCESS FOR WOMEN IN PALEONTOLOGY

人人都加入池中：支持古生物学领域女性的职业成功

• DOI: 10.1130/abs/2021am-364718
• 发表时间: 2021
• 期刊: Geological Society of America Abstracts with Programs
• 作者: Yacobucci, Margaret

FROM INDIVIDUAL ALLYSHIP TO COLLECTIVE ACTION FOR GENDER EQUITY: TRANSFORMING GEOSCIENCE CULTURE

从个人盟友到性别平等的集体行动：改变地球科学文化

• DOI: 10.1130/abs/2022nc-374481
• 发表时间: 2022
• 期刊: Geological Society of America Abstracts with Programs
• 作者: Yacobucci, Margaret

Faculty allyship: Differences by gender, race, and rank at a single U.S. University

教师联盟：美国一所大学的性别、种族和排名差异

• DOI: 10.1111/gwao.12988
• 发表时间: 2023
• 期刊: Work & Organization
• 作者: Ro, Hyun Kyoung;Campbell‐Jacobs, Blaze;Broido, Ellen M.;Hanasono, Lisa K.;O’Neil, Deborah A.;Yacobucci, Margaret M.;Root, Karen V.
• 通讯作者: Root, Karen V.

Communicating privilege and faculty allyship

沟通特权和教师联盟

• DOI: 10.1080/01463373.2022.2099294
• 发表时间: 2022
• 期刊: Communication Quarterly
• 影响因子: 1.7
• 作者: Hanasono, Lisa Kiyomi;Ro, Hyun Kyoung;O’Neil, Deborah A.;Broido, Ellen M.;Yacobucci, Margaret Mary;Peña, Susana;Root, Karen V.
• 通讯作者: Root, Karen V.