Advancing and Supporting Female STEM faculty at a University in Transition

促进和支持转型大学中的女性 STEM 教师

• 批准号: 1824237
• 负责人: Amanda Grannas
• 金额: $ 299.99万
• 依托单位: Villanova University
• 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=1824237&HistoricalAwards=false
• 关键词: Advancing; Supporting; Female; STEM; faculty

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.Villanova University (VU) is in a time of transition in leadership, strategic priority, and most importantly to its new national status as a Doctoral Research University. The PIs propose to intentionally manage this transition to ensure that faculty, specifically STEM female and underrepresented minority (URM) faculty, flourish in the changing climate. Three main thrusts will be orchestrated to accomplish their goals. The first thrust, change management, will include retreats for administrators with a special focus on diversity and inclusion and faculty workshops focused on resilience during change. Hiring, promotion, and assessment, the second thrust, will include diversity statements for job candidates; diversity and inclusion goals; funds for bringing candidates to campus; broad stakeholder bias training; and policy review for bias. The final thrust, improving the culture for diversity, inclusion, and equity, will include administrator and faculty workshops on creating a diverse and equitable culture; workshops on allies, inclusive classrooms, and microaggressions; the expansion of intersectional conversations for faculty; leadership activities; Employee Resource Groups (ERGs); and the training and support of faculty allies. This ADVANCE IT project will result in new strategies to ensure equity for all STEM faculty during institutional transitions to increased research expectations of faculty. . As part of the Villanova ADVANCE IT project, research on the effects of chairperson mindfulness training on departmental climate will be conducted. Biases are especially prevalent when people engage in automatic rather than controlled thinking and automatic thinking is more likely when psychological resources are low such as when people are coping with stress. Mindfulness training has been shown to reduce stress and is at the cutting edge of psychological research and practice. Given these elements, the proposed research intends to measure the impact of mindfulness training of department chairpersons' stress and the potential change in departmental climate from the perspective of departmental stakeholders. The use of a randomized control group makes the experiment especially powerful as a way to isolate the effects of this training on departmental climate. Furthermore, given the centrality of the academic department to institutional change during the transition to increasing research expectations of faculty, this focus is especially promising.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.

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发展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。高级机构变革(Advance-IT)路径支持在高等教育机构内制定创新的组织变革战略，以增强科学、技术、工程和数学(STEM)学术力量的性别平等。维拉诺瓦大学(VU)正处于领导层、战略重点和最重要的国家博士生研究型大学地位的过渡时期。私人投资机构建议有意管理这一过渡，以确保教师，特别是STEM女性和代表不足的少数族裔(URM)教师，在不断变化的气候中蓬勃发展。为了实现他们的目标，将安排三个主要的推力。第一个重点是变革管理，将包括管理人员的务虚会，特别关注多样性和包容性，以及专注于变革中的应变能力的教职员工研讨会。招聘、晋升和评估是第二个重点，将包括针对求职者的多样性声明；多样性和包容性目标；将候选人引入校园的资金；广泛的利益相关者偏见培训；以及对偏见的政策审查。最后一个重点是改善多元化、包容性和公平的文化，将包括管理人员和教职员工关于创造多样化和公平的文化的研讨会；关于盟友、包容性课堂和微侵略性的研讨会；扩大教职员工的跨部门对话；领导力活动；员工资源小组(ERGs)；以及对教职员工盟友的培训和支持。这一先进的IT项目将产生新的战略，以确保所有STEM教员在机构过渡到提高教员的研究期望期间享有公平。。作为维拉诺瓦先进信息技术项目的一部分，将就主席注意力培训对部门氛围的影响进行研究。当人们进行自动思维而不是控制思维时，偏见尤其普遍，而当心理资源不足时，例如当人们在应对压力时，自动思维更有可能出现。正念训练已被证明可以减少压力，并处于心理学研究和实践的前沿。鉴于这些因素，拟议的研究旨在从部门利益攸关方的角度衡量专注力培训对部门负责人压力的影响以及部门氛围的潜在变化。随机控制组的使用使得实验特别有效，作为分离这种培训对部门氛围的影响的一种方式。此外，考虑到学术部门在向提高教师研究期望的过渡过程中对制度变革的中心地位，这一重点特别有希望。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。