ADVANCE Catalyst: Gender and Racial Equity in the STEM Faculty at UMass Boston

波士顿马萨诸塞州大学（UMB）将实施一个ADVANCE Catalyst项目，进行机构自我评估，以了解主校区STEM学科女教师的地位。 该项目的三个目标是：1）通过在招聘，任期，晋升，差别服务负担和教师归属感领域的交叉透镜，检查STEM教师中性别和种族平等的系统性障碍和促进因素，2）试行一项战略，以解决教师性别和种族不平等的系统性原因，以及3）授权教师和管理人员促进性别和种族平等。 该项目将重点关注教师性别、种族/民族、性取向、不同能力、家庭状况以及教师任命类型和级别的交叉点。这个为期两年的项目将为大学未来收集和分析教师公平性的数据做好准备，这些数据可以被机构领导用于决策。 催化剂的工作还将准备机构实施循证战略，以提高所有教师的大学氛围，这将在五年教师公平战略计划中概述，该计划将作为该项目的一部分产生。 NSF ADVANCE计划旨在通过重点确定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、流程、做法以及组织文化和氛围中。 ADVANCE“催化剂”奖项为学术性、非营利高等教育机构的机构公平评估和五年期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。

University of Massachusetts, Boston (UMB) 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. The three goals for the project are: 1) examining the systemic barriers and facilitators of gender and racial equity among STEM faculty through an intersectional lens in the realms of hiring, tenure, promotion, differential service burdens, and faculty sense of belonging, 2) piloting a strategy to address the systemic causes of gender and racial inequities for faculty, and 3) empowering faculty and administrators to promote gender and racial equity. The project will focus on the intersections of faculty gender, race/ethnicity, sexual orientation, different abilities, family status, and faculty appointment type and rank.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.