Catalyst: STEM Academic Intersectional Gender Equity (SAIGE) at Rowan University

罗文大学将实施一个名为STEM学术交叉性别平等（SAIGE）的ADVANCE Catalyst项目，进行机构自我评估，以了解STEM教师的性别平等状况。 SAIGE将使用基于社会科学研究的基于证据的方法，对刻板印象，隐性偏见，二元专业指导和互动式辅导进行研究，以制定和实施符合机构战略计划的STEM教师公平计划。 该提案的长期目标是帮助罗文大学所有教师创造包容，公平和多样性的氛围，以促进他们的保留和发展。 一个明确的交叉的方法将被用来承认教师经验的多维现实。拟议项目的目标是：1）使用气候调查定量评估性别，种族和民族代表性不足的STEM教师的当前环境和气候; 2）通过深入研究教师相关政策和实践，确定其保留和成功的障碍;和3）制定和实施五年数据驱动计划，以改善气候和减轻障碍。 为配合这项工作，还将实施以多样性、公平和包容为重点的导师方案和专业发展培训及讲习班。 这个为期两年的项目将为实施五年STEM教师公平计划做好准备。 “促进发展”小组将通过大学的网站，努力教育和宣传旨在解决平等问题的体制改革，该网站将包括一个专门介绍“促进发展”项目的特别门户网站。视频和工作坊课程将与社区共享，以便其他主要本科院校采用拟议的活动和行动计划。 SAIGE ADVANCE将有助于增加女性和性别少数教师在STEM学科的代表性，包括通过教师队伍和领导层的保留和晋升。该项目旨在影响文化，行为，以及围绕教师决策的规范，并确保程序得到公平应用。NSF 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、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。

Rowan University will implement an ADVANCE Catalyst project, called STEM Academic Intersectional Gender Equity (SAIGE), to conduct an institutional self-assessment to understand the status of gender equity for STEM faculty. SAIGE will use an evidence-based approach grounded in social science research on stereotyping, implicit bias, dyadic professional mentoring, and interactive coaching, to develop and implement an STEM faculty equity plan that aligns with the institutional strategic plan. The long-term goal of this proposal is to help create a climate of inclusion, equity, and diversity for all faculty at Rowan University that will facilitate their retention and advancement. An explicitly intersectional approach will be used to acknowledge the multidimensional reality of faculty experiences. The goals of the proposed project are to: 1) quantitatively assess the current environment and climate for STEM faculty of underrepresented gender, race, and ethnicity using climate surveys; 2) identify barriers to their retention and success by conducting an in-depth examination of faculty related policies and practices; and 3) develop and implement a five-year data-driven plan to improve the climate and mitigate the barriers. Complimenting this work, mentorship programs and professional development training and workshops focused on diversity, equity and inclusion will also be implemented. This two-year project will prepare the university for implementation of the five-year STEM faculty equity plan. The ADVANCE team will seek to educate and disseminate institutional changes intended to address equity through the University's web site, which will contain a special web portal devoted to this ADVANCE project. Videos and workshop curriculum will be shared with the community to allow adoption of the proposed activities and action plans by other predominantly undergraduate institutions. SAIGE ADVANCE will contribute to increasing the representation of women and gender minority faculty in STEM disciplines, including retention and advancement through the faculty ranks and into leadership. The project is intended to influence the culture, behaviors, and norms around faculty decisions and ensuring procedures are applied equitably.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.