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ADVANCE IT - Collaboration and Equity: The Resources, Relationships, and Recognition (R3) Model for Advancing Women and Underrepresented Faculty in Science and Engineering

ADVANCE IT - 协作与公平：促进科学与工程领域女性和代表性不足教师的资源、关系和认可 (R3) 模型

基本信息

批准号：
1824090
负责人：
Laurel Smith-Doerr
金额：
$ 300万
依托单位：
University of Massachusetts Amherst
依托单位国家：
美国
项目类别：
Cooperative Agreement
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=1824090&HistoricalAwards=false
关键词：
ADVANCE Collaboration Equity Resources Relationships

项目摘要

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 diverse 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) academic workforce.University of Massachusetts Amherst (UMass Amherst) will implement an ADVANCE-IT project that will further our understanding of institutional practices and equity issues related to collaborative work by STEM faculty. Although collaborative work is crucial to solving current scientific and engineering challenges, which often require inter- and cross- disciplinary approaches, this type of work is not recognized professionally in the same way as individual work. In fact, universities historically reward individual success more than collaborative success. This project will attempt to mitigate this issue by developing and implementing strategies to recognize, reward, and encourage collaborative work by STEM faculty at UMass Amherst. Collaboration is considered an important issue for equity and inclusion of diverse STEM faculty as many women and underrepresented minority faculty are involved in collaborative work.The project model for change focuses on ensuring equitable access via three important components: resources, relationships, and recognition. Equity is stronger where resources, relationships, and recognition intersect (R3), having multiplicative rather than additive effects. The project tests hypotheses on how to foster collaboration in research, inclusive community, and shared decision-making. Interventions will create more equitable research collaboration, by using resources, relationships and recognition to develop collaborative research opportunities for all faculty. Interventions will aim for a more inclusive faculty community with both formal and informal mentoring and open communication for all faculty. Departments will have access to resources, recognition, and relationships for supporting shared decision-making structures. The project includes closely related social science research studies: analyses of experiences with collaborations for white, Asian, and underrepresented minority men and women; controlled experiments to determine whether implicit biases about gender and race and their intersection affect how university committees credit collaborations; and a comparative ethnography of departments with more and less collaborative decision-making structures.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.

ADVANCE计划旨在通过重点识别和消除阻碍学术机构中不同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、实践、文化和组织氛围等领域。 ADVANCE机构转型（ADVANCE-IT）轨道支持在高等教育机构内制定创新的组织变革战略，以加强科学，技术，工程，马萨诸塞州阿默斯特大学”（《明史》卷102）“先以先，后以后。IT项目，这将进一步我们的机构实践和公平问题的理解与STEM教师的协作工作。虽然协作工作对于解决当前的科学和工程挑战至关重要，这往往需要跨学科和跨学科的方法，但这种类型的工作并没有像个人工作那样得到专业的认可。事实上，大学历来奖励个人的成功多于合作的成功。该项目将试图通过制定和实施战略来认识，奖励和鼓励麻省大学阿默斯特分校STEM教师的协作工作来缓解这个问题。合作被认为是一个重要的问题，为公平和包容的不同干教师，因为许多妇女和代表性不足的少数民族教师参与协作work.The项目模式的变化侧重于通过三个重要组成部分确保公平获取：资源，关系，和承认。在资源、关系和认可交叉的地方（R3），公平性更强，具有乘法效应而不是加法效应。该项目测试关于如何促进研究合作，包容性社区和共同决策的假设。干预措施将创造更公平的研究合作，通过使用资源，关系和认可，为所有教师开发合作研究的机会。干预措施的目标是建立一个更具包容性的教师社区，为所有教师提供正式和非正式的指导和开放的沟通。各部门将有机会获得资源、认可和关系，以支持共享决策结构。该项目包括密切相关的社会科学研究：分析经验与合作的白色，亚洲和代表性不足的少数民族男子和妇女;对照实验，以确定是否隐含偏见的性别和种族及其交叉影响大学委员会信贷合作;以及协作决策越来越少的部门的比较民族志-该奖项反映了NSF的法定使命，并通过使用基金会的知识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

期刊论文数量（10）

专著数量（0）

科研奖励数量（0）

会议论文数量（0）

专利数量（0）

Reflections on Institutional Equity for Faculty in Response to COVID-19

针对应对 COVID-19 的教师机构公平性思考

DOI：
发表时间：
2020
期刊：
Susan Bulkeley Butler Center for Leadership Excellence and ADVANCE Working Paper Series
影响因子：
0
作者：
Clark, Dessie
通讯作者：
Clark, Dessie

Gender and innovation through an intersectional lens: Re‐imagining academic entrepreneurship in the United States

交叉视角下的性别与创新：重新想象美国的学术创业

DOI：
10.1111/soc4.12964
发表时间：
2022
期刊：
Sociology Compass
影响因子：
2.7
作者：
Mickey, Ethel L.;Smith‐Doerr, Laurel
通讯作者：
Smith‐Doerr, Laurel

Collaboration and Gender Equity among Academic Scientists

学术科学家之间的合作和性别平等

DOI：
发表时间：
2017
期刊：
Social sciences
影响因子：
0
作者：
Misra, Joya;Smith-Doerr, Laurel;Dasgupta, Nilanjana;Weaver, Gabriela;Normanly, Jennifer
通讯作者：
Normanly, Jennifer

The persistence of neoliberal logics in faculty evaluations amidst Covid‐19: Recalibrating toward equity

新自由主义逻辑在 Covid-19 期间教师评估中的持续存在：重新调整以实现公平