ADVANCE Adaptation: Advancing Equity in STEM Academic Careers through Organizational Change at an Urban Public Research University

密苏里大学圣路易斯分校（UMSL）将实施一项NSF ADVANCE适应项目，以制定和加强制度结构、政策和流程，从而在STEM教师中实现性别平等，并培养一种组织氛围，使女性以及非洲裔美国人、西班牙裔美国人以及其他在STEM领域历史上代表性不足的群体茁壮成长。麻省理工大学ADVANCE项目有三个主要目标：1。招收、保留和提升更多STEM和SBS女性教师，特别是非洲裔美国人和西班牙裔女性，担任终身职位和终身职位，以更好地反映密苏里大学洛杉矶分校学生群体的预期人口结构和劳动力需求；2. 根据其他ADVANCE机构的循证方法，教育和授权UMSL的教职员工和管理人员，以解决与性别和种族/族裔相关的偏见和挑战，这些偏见和挑战会影响女性教职员工的招聘、保留和晋升，尤其是非洲裔美国人和西班牙裔女性，以及其他在STEM和SBS学术生涯中历史上代表性不足的群体；和3。修改和重组机构政策和流程，以支持STEM和SBS教师之间的性别平等，并培养包容性的工作环境，使女性教师，特别是非洲裔美国人和西班牙裔女性，以及其他在STEM和SBS学术专业中历史上代表性不足的群体能够茁壮成长。该项目将产生关于先前ADVANCE计划的可扩展性和可复制性的知识，同时考虑交叉问题，以了解哪些计划对STEM的不同教师或多或少有影响。该项目将采用密歇根大学、德克萨斯大学里约热内卢格兰德谷分校和凯斯西储有关搜索实践、搜索数据收集和问责程序的实践。此外，该项目还将调整加州大学戴维斯分校和佛罗里达国际大学的启动委员会，以提高员工留存率和晋升率。密苏里州立大学在圣路易斯地区的教育方面发挥着重要作用，预计密苏里州立大学教师公平的改善将对拥有大量STEM工作者的当地地区产生积极影响。NSF ADVANCE项目旨在通过识别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、过程、实践以及组织文化和气候中。ADVANCE“适应”奖为学术、非营利高等教育机构以及非学术、非营利组织适应和采用循证战略提供支持。该奖项反映了美国国家科学基金会的法定使命，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。

The University of Missouri – St. Louis (UMSL) will implement an NSF ADVANCE Adaption project to develop and enhance institutional structures, policies, and processes that will lead to gender equity among STEM faculty and cultivate an organizational climate where women as well as African Americans, Hispanics, and other historically underrepresented groups in STEM will thrive. The UMSL ADVANCE project has three primary objectives: 1. Recruit, retain, and advance more women STEM and SBS faculty, particularly African American and Hispanic women, in tenured and tenure-track positions to better reflect the projected demographics of the UMSL student body and workforce needs; 2. Educate and empower UMSL faculty, staff, and administrators on evidence-based methods from other ADVANCE institutions to address gender- and racial/ethnic-related biases and challenges that affect the recruitment, retention, and advancement of women faculty, particularly African American and Hispanic women, and other historically underrepresented groups in academic STEM and SBS careers; and 3. Modify and restructure institutional policies and processes to support gender equity among STEM and SBS faculty, and cultivate an inclusive workplace climate where women faculty, particularly African American and Hispanic women, and other historically underrepresented groups in STEM and SBS academic professions will thrive.The project will result in knowledge about the scalability and replicability of previous ADVANCE initiatives while considering intersectional issues to learn which initiatives are more or less impactful for different faculty in STEM. The project will adapt practices from the University of Michigan, University of Texas Rio Grande Valley, and Case Western Reserve related to search practices, search data collection, and accountability procedures. In addition, the project will adapt Launch Committees from the University of California Davis and Florida International University to improve retention and advancement. UMSL plays an important role in educating the St. Louis region and improvements to faculty equity at UMSL is expected to have a positive impact on the local region which has a large percent of STEM workers.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.