ADVANCE Adaptation: Advancing Equity through Systemic Strategies to Improve Leadership, Departmental Collegiality, and Data Transparency at Texas Tech University

推进适应：通过系统战略促进公平，以提高德克萨斯理工大学的领导力、部门合作性和数据透明度

• 批准号: 2017704
• 负责人: Stephanie Jones
• 金额: $ 97.62万
• 依托单位: Texas Tech University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-09-01 至 2024-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2017704&HistoricalAwards=false
• 关键词: ADVANCE; Adaptation; Advancing; Equity; through

Texas Tech University (TTU) is located in the agricultural and rural South Plains region of the state of Texas. TTU is a large, public, Hispanic-serving institution (HSI), with a Carnegie R1 highest research activity designation. TTU’s ADVANCE Adaptation project, “Advancing Equity through Systemic Strategies to Improve Leadership, Departmental Collegiality, and Data Transparency at Texas Tech University,” will address gender, race, and ethnicity systemic issues at the institution. Systemic inequities can hinder the success of faculty, and most specifically women and underrepresented minoritized faculty (URM). In addition, these inequities contribute to a toxic university climate that leads to faculty attrition and dissatisfaction. TTU will adapt evidence-based strategies from prior and existing ADVANCE recipients to address these challenges. In addition, TTU will leverage existing and develop new strategies including the establishment of a Faculty Success Center and a Faculty Resource Network to provide professional development and mentoring needs for faculty as well as to produce and disseminate research that supports best practices for ensuring equity. These identified strategies will enable TTU to reach its goals of systematically changing the institution to one that is equitable, evidenced through its policies and practices as well as increased faculty satisfaction and retention.TTU’s ADVANCE project activities are designed to eliminate organizational barriers that prevent equity in the work life of faculty, with specific focus on STEM faculty. Three institutional challenges, identified through self-study, are addressed: 1) dissatisfaction with department chair leadership; 2) dissatisfaction with department collegiality in STEM departments; and 3) lack of organizational infrastructure and professional development opportunities to support faculty success. The goals to address these challenges are: 1) leadership development of department chairs through intersectional approaches; 2) enhance data infrastructure and operating policies to support data-driven decision-making, accountability, and equity; and 3) establish organizational infrastructure and provide professional development for advancement and leadership. The strategies to address these organizational barriers, framed by organizational theory, are focused on institutional learning to ensure change occurs that eliminates the barriers that historically have affected faculty, with specific focus on the intersections of gender, race, ethnicity, sexual identity, employment status, and disability. Adapted evidence-based strategies from prior and existing ADVANCE institutions, existing TTU initiatives, and new strategies will be implemented across all STEM disciplines. If successful, the project outcome will be that TTU learns at the deepest level of organizational learning, with evidence of change occurring through its policies and practices. 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 "Adaptation" awards provide support for the adaptation and adoption of evidence-based strategies to academic, non-profit institution of higher education as well as non-academic, non-profit organizations.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.

德克萨斯理工大学（TTU）位于德克萨斯州的农业和农村南部平原地区。TTU是一个大型的，公共的，西班牙裔服务机构（HSI），与卡内基R1最高的研究活动指定。TTU的ADVANCE适应项目，“通过系统性战略推进公平，以提高领导力，部门的合议性，并在得克萨斯理工大学的数据透明度，”将解决性别，种族和民族在该机构的系统性问题。系统性的不平等会阻碍教师的成功，尤其是女性和代表性不足的少数民族教师（URM）。此外，这些不平等导致了有毒的大学氛围，导致教师流失和不满。TTU将从以前和现有的ADVANCE接受者中调整循证策略，以应对这些挑战。此外，TTU将利用现有的和开发新的战略，包括建立一个教师成功中心和教师资源网络，为教师提供专业发展和指导需求，以及生产和传播支持最佳实践的研究，以确保公平。这些确定的战略将使TTU实现其目标，系统地改变机构，以一个是公平的，通过其政策和实践证明，以及提高教师的满意度和保留。TTU的ADVANCE项目活动旨在消除组织障碍，防止在教师的工作生活中的公平，特别关注STEM教师。三个机构的挑战，通过自学确定，解决：1）部门主席领导不满; 2）与部门合议STEM部门不满;和3）缺乏组织基础设施和专业发展机会，以支持教师的成功。应对这些挑战的目标是：1）通过交叉方法发展部门主席的领导力; 2）加强数据基础设施和运营政策，以支持数据驱动的决策，问责制和公平性; 3）建立组织基础设施，并为进步和领导力提供专业发展。解决这些组织障碍的战略，由组织理论框架，侧重于机构学习，以确保发生变化，消除了历史上影响教师的障碍，特别关注性别，种族，民族，性别认同，就业状况和残疾的交叉点。来自先前和现有ADVANCE机构的适应性循证战略，现有TTU倡议和新战略将在所有STEM学科中实施。如果成功，项目的结果将是TTU在组织学习的最深层次学习，通过其政策和实践发生变化的证据。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“适应”奖为学术、非营利高等教育机构以及非学术、非营利组织提供基于证据的战略适应和采用支持。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。