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.

该研讨会将研究这些组织中专业组织和亲和力小组的交集，以及他们在工程学术界中对有色女性（WOC）扮演的角色，因为她们穿越了自己的职业道路。研讨会的目的是发现亲和力群体的影响力，结构和影响，并向其他专业社会的成功模型中学习。 工程学院的WOC缺乏及其在该行业中的进步可能与该人群所面临的障碍有关。与代表性不足的群体（URG）工程学院的环境相比，公司环境已经接受并理解了多样性所提供的价值。公司环境已经超出了实现多样性的目标，但认识到包容对于其多样化环境的增长至关重要。为了促进包容性的环境，公司了解到，组织内的亲和力群体是关键，因为它们为个人提供了一种表达关注并带来变化的手段。 WOC在工程学院的看法是，行业提供了支持职业职业发展的更可容忍的环境。因此，WOC在大型专业社会中有机地实施了与公司环境中类似的努力。 该研讨会将召集政府，学术界，专业社会和行业的领导人，以解决工程学院中WOC进入，坚持和进步的关键问题。来自不同机构的参与者（2年，4年，研究密集，少数派服务）将研究社区支持的这一关键要素，并属于扩大参与。战略举措和跨部门合作将支持未来和现任教职员工的发展，以通过在国家环境中的专业参与来发展。这项工作与NSF的巨大思想相符。该研讨会将评估特定于学科的专业组织中亲和力小组在WOC学院内晋升为领导力的影响。由于文献的可用性有限，因此拟议的研讨会旨在了解纪律特定专业组织，其亲和力小组的当前景观，以及他们的角色，以评估他们的影响力和对工程学院WOC进步的影响。 推动该研讨会概念化的动机是为了支持工程学院中代表性不足的群体（URG）女性的职业发展做出贡献。 为了更好地了解，亲和力小组如何支持工程学院中的WOC的进步，该研讨会将寻求回答以下研究问题：（1）能够量化这些组织中专业组织及相关亲和力小组的影响吗？ （2）亲和力小组内是否有规定的结构，与其人口的一部分相关，以实现学术职业发展？ （3）可以量化专业组织及相关亲和力小组对工程学术界WOC进步的影响吗？ （即，晋升为全部教授的WOC的百分比，学术领导中的WOC等百分比等）该研讨会将利用积极的组织奖学金（POS）来概念化和设计工程学院亲和力小组的最佳实践。该研讨会将奠定有关职业发展的研究研究，以探索亲和力小组的潜力，重点是专业和心理社会支持，社区实践，相互学习和成长以及基于网络的指导模型。该奖项反映了NSF的法定使命，并通过该基金会的知识优点和广泛的影响来评估NSF的法定任务。