EAGER GOLD-EN Rewards: removing barriers and supporting geoscience diversity leaders by revising evaluation and reward systems.

EAGER GOLD-EN 奖励：通过修改评估和奖励系统，消除障碍并支持地球科学多样性领导者。

• 批准号: 2037455
• 负责人: Megan Elwood Madden
• 金额: $ 29.99万
• 依托单位: University of Oklahoma Norman Campus
• 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 2023-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2037455&HistoricalAwards=false
• 关键词: EAGER; GOLD; EN; Rewards; removing

This EAGER proposal aims to identify, empower, and reward diversity, equity, and inclusion (DEI) champions within the geosciences by aligning hiring, promotion, award, and other evaluation systems with goals to promote diversity and inclusion within the field. The PIs will work with the Southwest Center for Human Relations Studies (SWCHRS) to learn from and work with national leaders in diversity, equity, and inclusion (DEI) initiatives in higher education to revise and re-envision evaluation and reward structures within academic units that recruit and train the next generations of geoscientists. PIs propose the following workplan to achieve project goals: 1) Collect DEI data from geoscience departments nationwide to capture a baseline. 2) Interview faculty in focus departments and survey geoscience programs nationally to establish how faculty are currently evaluated in geoscience departments; determine how DEI efforts fit within evaluation, tenure, promotion, and award frameworks; assess faculty attitudes on the value of DEI work; and identify barriers to engaging in and rewarding DEI efforts. 3) Work with expert consultants to develop example evaluation and reward structures that explicitly value DEI work that can be adopted/adapted by other geoscience departments. 4) Work with SWCHRS experts to develop and distribute two webinars focused on helping academic units explicitly value DEI efforts within hiring and evaluation systems. These webinars will be offered at no cost to the geoscience community. 5) Evaluate the impact of the webinars and faculty perceptions of revised evaluation systems that explicitly value and reward DEI efforts.This project proposes to employ social science methods to study barriers that hinder diversity in geosciences. Outcomes from the research will inform the production of resources that PIs will widely and freely disseminate, using a website highlighting 1- example questions, assessment rubrics, and decision trees departments can use to explicitly value DEI knowledge, skills, efforts, and impact in faculty hiring, tenure, promotion, and annual evaluation processes; 2- national geoscience faculty diversity data; and 3-webinars to help geoscience departments clearly and effectively value DEI knowledge and efforts in faculty hiring and evaluation processes. These resources will catalyze development of a diverse, globally competitive STEM workforce and engage full participation of UR scholars in geoscience and positively impact URM/marginalized faculty and students by both valuing the knowledge gained through their lived experiences and encouraging more faculty from diverse backgrounds to engage in DEI efforts, thus dispersing the load and broadening the impact, while also rewarding those who engage in DEI work, including previously “invisible” labor. The PIs will develop and share ways to reward faculty who engage in inclusive and active teaching practices, which have been shown to positively impact student learning across the board, while also closing the achievement gap for UR scholars and marginalized students.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EAGER提案旨在通过调整招聘、晋升、奖励和其他评估系统，以促进该领域的多样性和包容性，从而识别、授权和奖励地球科学领域的多样性、公平性和包容性（DEI）倡导者。pi将与西南人类关系研究中心（SWCHRS）合作，向高等教育多样性、公平性和包容性（DEI）倡议的国家领导人学习并与之合作，修改和重新设想招聘和培训下一代地球科学家的学术单位内的评估和奖励结构。为实现项目目标，项目负责人提出以下工作计划：1)收集全国地学部门的DEI数据，形成基线。2)采访重点部门的教师，并在全国范围内调查地球科学项目，以确定目前如何评估地球科学部门的教师；确定DEI工作如何适应评估、任期、晋升和奖励框架；评估教师对DEI工作价值的态度；并确定参与和奖励DEI努力的障碍。3)与专家顾问合作，开发明确重视DEI工作的示例评估和奖励结构，这些结构可以被其他地球科学部门采用/调整。4)与SWCHRS专家合作开发和分发两个网络研讨会，重点是帮助学术单位在招聘和评估系统中明确评估DEI的努力。这些网络研讨会将免费提供给地球科学社区。5)评估网络研讨会的影响和教师对修订后的评估系统的看法，这些评估系统明确地重视和奖励DEI的努力。本项目拟采用社会科学方法研究阻碍地球科学多样性的障碍。研究结果将告知pi将广泛和自由传播的资源的生产，使用一个突出示例问题，评估标准和决策树的网站，各部门可以使用它来明确评估DEI的知识，技能，努力以及在教师招聘，任期，晋升和年度评估过程中的影响；2-国家地学教师多样性数据；以及3个网络研讨会，帮助地球科学院系在教师招聘和评估过程中清晰有效地评估DEI知识和努力。这些资源将促进多样化的、具有全球竞争力的STEM劳动力的发展，并使URM学者充分参与地球科学，并积极影响URM/边缘化的教师和学生，通过重视他们从生活经验中获得的知识，鼓励更多来自不同背景的教师参与DEI工作，从而分散负担，扩大影响，同时也奖励那些从事DEI工作的人。包括以前的“隐形”劳动。pi将开发和分享奖励参与包容性和积极教学实践的教师的方法，这些教学实践已被证明对学生的全面学习产生积极影响，同时也缩小了大学学者和边缘化学生的成就差距。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。