Understanding the Role of Affinity Groups on the Advancement of Women of Color in the Engineering Academy a Workshop

了解亲和团体在提高工程学院有色人种女性地位方面的作用研讨会

• 批准号: 2024569
• 负责人: Iris Rivero
• 金额: $ 5万
• 依托单位: Rochester Institute of Tech
• 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: 2020-09-15 至 2022-10-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2024569&HistoricalAwards=false
• 关键词: Understanding; Role; Affinity; Groups; Advancement

This workshop will study the intersection of professional organizations and affinity groups within those organizations, and the role that they play for women of color (WoC) in engineering academia as they traverse their career pathways. The purpose of the workshop is to discover the reach, structure, and impact of affinity groups, and to learn from successful models from other professional societies. The dearth of WoC in the engineering academy and their advancement in the profession can be correlated to obstacles faced by this population. In contrast from the environment in the engineering academy for underrepresented groups (URGs), corporate settings have embraced and understood the value that diversity offers. Corporate settings have gone beyond the goal of achieving diversity, but recognize that inclusion is essential for the growth of their diverse environment. To foster an inclusive environment, corporations have learned that affinity groups within the organization are key as they provide a means for individuals to articulate concerns and impart change. The perception by WoC in the engineering academy is that industry offers a more tolerable environment supporting professional career advancement. Therefore, similar efforts as those in corporate settings have been implemented organically by WoC in large professional societies. This workshop will bring together leaders from government, academia, professional societies and industry to address critical issues around the entry, persistence and advancement of WoC in the engineering academy. Participants from diverse institutions (2-year, 4-year, research intensive, minority serving) will examine this critical element of community support and belonging in broadening participation. Strategic initiatives and cross-sector collaboratives will support the development of future and current faculty to advance through professional engagement in national settings. This work is aligned with the big ideas of NSF such as INCLUDES.This workshop will assess the effect of the presence of affinity groups within discipline-specific professional organizations on the promotion, tenure, and progression into leadership within the academy for WoC. Due to the limited availability of literature, the proposed workshop is designed to gain an understanding of the current landscape of discipline specific professional organizations, their affinity groups, and their roles leading to assess their reach and impact on the advancement of WoC in the engineering academy. A motivation driving the conceptualization of this workshop is to contribute towards supporting the career progression of underrepresented groups (URG) females in the engineering academy. To better understand how affinity groups can support the progression of WoC in the engineering academy this workshop will seek to answer the following research questions: (1) Can the reach that professional organizations and related affinity groups within those organizations have on engaging WoC be quantified? (2) Is there a prescribed structure within affinity groups that is associated with a proportion of its population achieving academic career advancement? (3) Can the impact that professional organizations and related affinity groups have on the advancement of WoC in engineering academia be quantified? (i.e. percentages of WoC promoted to full professor, percentages of WoC in academic leadership, etc.)This workshop will draw upon Positive Organizational Scholarship (POS) to conceptualize and design best practices for affinity groups of WoC in the engineering academy. This workshop will anchor in the POS research on career development to explore the potential of affinity groups with an emphasis on professional and psychosocial support, communal practices, mutual learning and growth, and network-based model of mentoring.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.

本研讨会将研究专业组织和这些组织内的亲和团体的交叉点，以及它们在工程学术界的有色人种女性 (WoC) 职业道路上所扮演的角色。研讨会的目的是发现亲和团体的范围、结构和影响，并向其他专业协会的成功模式学习。 工程学院中 WoC 的缺乏及其在职业中的进步可能与该人群面临的障碍有关。与工程学院中弱势群体 (URG) 的环境不同，企业环境已经接受并理解多样性所提供的价值。企业环境已经超出了实现多元化的目标，但认识到包容性对于多元化环境的发展至关重要。为了营造包容性的环境，企业已经认识到组织内的亲和团体至关重要，因为它们为个人提供了表达担忧和传递变革的手段。工程学院的 WoC 认为，工业界为支持职业生涯发展提供了更宽容的环境。因此，WoC在大型专业协会中有机地实施了与企业环境中类似的努力。 本次研讨会将汇集来自政府、学术界、专业协会和工业界的领导者，讨论有关WoC在工程学院的进入、持续和发展的关键问题。来自不同机构（两年制、四年制、研究密集型、少数族裔服务）的参与者将研究社区支持和归属感在扩大参与方面的这一关键要素。战略举措和跨部门合作将支持未来和现有教师的发展，通过在国家环境中的专业参与来取得进步。这项工作与 NSF 的宏伟理念（例如 INCLUDES）相一致。本次研讨会将评估特定学科专业组织中亲和团体的存在对 WoC 学院内的晋升、任期和领导层发展的影响。由于文献有限，拟议的研讨会旨在了解特定学科专业组织的当前状况、其亲和团体及其角色，从而评估其对工程学院 WoC 进步的影响力和影响。 推动本次研讨会概念化的一个动机是为支持工程学院中代表性不足群体 (URG) 女性的职业发展做出贡献。 为了更好地了解亲和团体如何支持工程学院中WoC的发展，本研讨会将寻求回答以下研究问题：（1）专业组织和这些组织内的相关亲和团体在参与WoC方面的影响力是否可以量化？ (2) 亲和团体内是否存在与其人口中实现学术职业发展的比例相关的规定结构？ （3）专业组织和相关亲和团体对WoC在工程学术界的进步的影响是否可以量化？ （即，WoC 晋升为正教授的百分比、WoC 在学术领导力中的百分比等）本研讨会将利用积极组织奖学金 (POS) 来概念化和设计工程学院中 WoC 亲和团体的最佳实践。该研讨会将以 POS 关于职业发展的研究为基础，探索亲和团体的潜力，重点是专业和社会心理支持、社区实践、相互学习和成长以及基于网络的指导模式。该奖项反映了 NSF 的法定使命，并通过使用基金会的智力优点和更广泛的影响审查标准进行评估，被认为值得支持。