ADVANCE-IT Catalyst: Supporting the Success of a Diverse STEM Faculty at Brooklyn College

纽约城市大学布鲁克林学院将实施一个高级催化剂项目，以进行机构自我评估，以了解主校区STEM学科中女性教员的地位。该项目将包括收集和分析STEM教员数据，以揭示该机构存在的系统性性别不平等现象。该项目将侧重于代表性不足群体的个人，包括妇女、在STEM地区代表性不足的种族/族裔群体的个人以及具有非二元性别认同的个人。该项目将把所有教员10年的历史数据添加到现有的学术数据仓库中，包括工资、招聘级别、终身教职决定、级别晋升历史以及工作因素，如启动资金、实验室资源(空间、翻新)以及满足家庭需求的工作量灵活性等信息。仓库中的数据将用于确定目标群体在STEM的历史表现，并将成为评估股权需求的关键资源，并将提供一个长期数据收集系统，用于监测先期项目以及其他以教师为重点的工作的影响。这个为期两年的项目将为大学未来收集和分析教师公平的数据做好准备，机构领导层可以利用这些数据为决策提供信息。促进会的工作还将使该机构做好准备，实施循证战略，以改善所有教员的大学氛围，这将在作为该项目一部分编制的五年教员公平战略计划中概述。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“催化剂”奖为学术、非营利性高等教育机构的机构公平评估和五年教师公平战略计划的制定提供支持。该奖项反映了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。

Brooklyn College of the City University of New York will implement an ADVANCE Catalyst project to conduct an institutional self-assessment to understand the status of women faculty in STEM disciplines on the main campus. This project will include the collection and analysis of STEM faculty data to uncover the systemic gender-based inequities that exist at the institution. The project will focus on individuals from underrepresented groups, including women, those from racial/ethnic groups under-represented in STEM areas, and individuals with non-binary gender identities. The project will add 10 years of historical data on all faculty to an existing academic data warehouse including information on salaries, rank at hiring, tenure decisions, history of progression in rank, and work factors such as start-up funding, laboratory resources (space, renovation), and workload flexibility for family needs. The data in the warehouse will be used to determine how the target groups have fared historically in STEM and will be the key resource for assessing equity needs and will provide a long-term data collection system for monitoring the impact of the ADVANCE project as well as other faculty focused efforts. This two-year project will prepare the university for future data collection and data analyses of faculty equity which can be used by institutional leadership to inform decision-making. The Catalyst work will also prepare the institution to implement evidence-based strategies to enhance the university climate for all faculty which will be outlined in a five-year faculty equity strategic plan that will be produced as part of this project. 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 "Catalyst" awards provide support for institutional equity assessments and the development of five-year faculty equity strategic plans at an academic, non-profit institution of higher education.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.