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.

本次研讨会将研究专业组织和这些组织内的亲和团体的交集，以及它们在工程学术界为有色人种女性（WoC）穿越职业道路时所扮演的角色。研讨会的目的是发现亲和团体的范围、结构和影响，并从其他专业团体的成功模式中学习。工程学院中WoC的缺乏以及他们在职业上的进步可能与这一群体面临的障碍有关。与工程院为未被充分代表的群体（urg）提供的环境相比，企业环境已经接受并理解了多样性所带来的价值。企业环境已经超越了实现多元化的目标，但要认识到包容性对其多元化环境的发展至关重要。为了营造一个包容的环境，公司已经认识到，组织内部的亲和团体是关键，因为它们为个人提供了表达关注和传递变化的手段。WoC在工程学院的看法是，工业提供了一个更宽容的环境，支持专业职业发展。因此，WoC在大型专业协会中有机地实施了与企业环境类似的努力。本次研讨会将汇集来自政府、学术界、专业协会和行业的领导人，讨论有关工程学院进入、坚持和推进WoC的关键问题。来自不同机构（两年制，四年制，研究密集型，少数民族服务）的参与者将研究社区支持和归属感在扩大参与方面的关键因素。战略举措和跨部门合作将支持未来和当前教师的发展，通过在国家环境中的专业参与来推进。这项工作与NSF的大想法一致，比如INCLUDES。本次研讨会将评估在特定学科的专业组织中亲和团体的存在对WoC学院的晋升、任期和晋升到领导层的影响。由于文献的可用性有限，建议的研讨会旨在了解特定学科专业组织的现状，他们的亲密群体，以及他们的角色，从而评估他们对工程学院WoC进步的影响和影响。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。为了更好地理解亲和团体如何支持工程学院WoC的进展，本次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相关亲和团体对参与WoC的影响能否量化？(2)亲和性群体内部是否存在一个规定的结构，该结构与该群体中一定比例的人口获得学术职业发展有关？(3)专业组织及相关亲和团体对工程学术界WoC推进的影响能否量化？（即WoC晋升为正教授的百分比，WoC在学术领导中的百分比等）本次研讨会将利用积极组织奖学金（POS）来概念化和设计工程院WoC亲和团体的最佳实践。本次工作坊将以POS的职业发展研究为基础，探讨亲和团体的潜力，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。