ADVANCE - Catalyst: AGREE: Self-Assessment of Gender, Racial, and Ethnic Equity in STEM Faculty at Bucknell

ADVANCE - 催化剂：同意：巴克内尔 STEM 教师性别、种族和民族平等的自我评估

• 批准号: 2109488
• 负责人: Jiajia Dong
• 金额: $ 27.16万
• 依托单位: Bucknell University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-07-15 至 2024-06-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2109488&HistoricalAwards=false
• 关键词: ADVANCE; Catalyst; AGREE; Self; Assessment

The ADVANCE- Catalyst: AGREE project will support a two-year self-study at Bucknell University, a primarily undergraduate institution in rural Pennsylvania, to identify any existence of systemic inequities and advancement barriers related to gender, race and ethnicity in STEM faculty through an intersectional approach. Informed by quantitative and qualitative data, the project aims to develop and implement a plan to remove such barriers, solidify evidence-based best practices that support faculty success, establish a review mechanism that allows frequent reflection and improvements in institutional policies, build a supportive community where all members of Bucknell enjoy equitable resources and opportunities, thus extending the ADVANCE network, and produce generalizable strategies to extend the impact from this project to all faculty on Bucknell campus and those at institutions similar to Bucknell. This project will bring significant insights into issues facing women and underrepresented minority (URM) faculty that are unique to STEM disciplines and in a primarily undergraduate institution that strives to enhance diversity in students, faculty and staff.The ADVANCE- Catalyst: AGREE project aims to uncover systemic inequities centered around recruitment, retention, and promotion processes facing women and faculty members underrepresented in STEM disciplines. The project adopts an intersectional approach to collect quantitative and qualitative data from faculty through questionnaires and focused small group interviews followed by comprehensive analysis. The project will investigate factors that are unique at different career stages such as pre-hiring recruitment, tenure-review, and promotion and advancement to track the career progression of faculty of different genders and racial/ethnic backgrounds. The comprehensive self-study is expected to bring insights into addressing the historical and emerging barriers to equity and inclusion facing women and faculty who are underrepresented minorities in STEM. The outcomes of the self-study will enable the institution to improve strategies to support and retain more women and underrepresented minorities in all disciplines. The implementation of these strategies will also provide generalizable practices to liberal arts institutions. 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 "Catalyst" awards provide support for institutional equity assessments and the development of five-year faculty equity strategic plans at an academic, non-profit institution of higher education.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.

Advance-Catalyst：Agree项目将支持巴克内尔大学为期两年的自学，这是一所位于宾夕法尼亚州农村的主要本科生机构，旨在通过交叉方法确定STEM教职员工中是否存在与性别、种族和族裔有关的系统性不平等和晋升障碍。根据定量和定性数据，该项目旨在制定和实施一项计划，以消除此类障碍，巩固支持教师成功的循证最佳实践，建立一个允许经常反思和改进机构政策的审查机制，建立一个支持巴克内尔所有成员享受公平资源和机会的社区，从而扩大先进网络，并制定可概括的战略，将该项目的影响扩展到巴克内尔校区和类似巴克内尔的机构的所有教职员工。这个项目将对女性和代表不足的少数族裔(URM)教职员工面临的问题带来重要的见解，这些问题是STEM学科所独有的，而且是一个主要是本科生的机构，致力于加强学生、教职员工的多样性。Advance-Catalyst：Agree项目旨在揭示STEM学科中代表不足的女性和教职员工在招聘、保留和晋升过程中存在的系统性不平等。该项目采用交叉方法，通过问卷调查和重点小组访谈收集教职员工的定量和定性数据，然后进行综合分析。该项目将调查不同职业阶段的独特因素，如招聘前招聘、终身教职审查以及晋升和晋升，以跟踪不同性别和种族/民族背景的教师的职业发展。这项全面的自我研究预计将为解决STEM中代表不足的少数族裔妇女和教职员工在公平和包容方面面临的历史和新出现的障碍提供见解。自我研究的结果将使该机构能够改进战略，在所有学科中支持和留住更多妇女和代表性不足的少数群体。这些战略的实施也将为文科院校提供可推广的做法。NSF高级方案旨在通过重点确定和消除阻碍学术机构中不同教员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、流程、实践以及组织文化和氛围中。先期“催化剂”奖为学术、非营利性高等教育机构的机构公平评估和五年教师公平战略计划的制定提供支持。该奖项反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。