ADVANCE Adaptation: Project SAGES: Striving to Achieve Gender Equity in STEM

奥尔巴尼大学是一所致力于卓越研究的博士生机构。它号称拥有高度多元化的本科生人口，并努力作为一个多元化和包容性的校园社区而出类拔萃；然而，在STEM系的教职员工队伍中，女性和有色人种女性的比例较低。智者计划的目标是创造一个环境，让各种背景和身份的妇女都能茁壮成长，并最大限度地发展她们的职业潜力。为了实现这一目标，智者计划试图通过积极主动的招聘和不偏不倚的招聘程序来增加STEM领域的女科学家数量，并通过创造一种氛围和文化来留住她们，在这种氛围和文化中，女性感到得到支持，茁壮成长，并在从助理到助理到正教授的职业生涯中取得进步。SAGES项目的目标有三个：目标1旨在通过博士后访问计划来确定职位空缺的有竞争力的候选人，并通过对搜索委员会和决策者进行包容性、不偏不倚的搜索过程的教育，来增加STEM教师搜索的申请者池的多样性。为了促进多样化的申请者池，搜索主席将收到关于池的实时反馈，以便在多样性不符合该领域的国家标准时采取积极措施。目标2旨在通过微妙地改变部门规范和文化来改善校园氛围。部门干预措施将包括对主席的认识培训、部门气候委员会的成立以及对男性和女性的联合培训，所有这些都是为了创造一个更具包容性的环境。此外，将实施一致和透明的政策和程序，以满足不同教职员工的需求。Aim 3旨在支持女性的研究成功。针对女性教职员工和有色人种女性的网络计划和试点资助计划将允许STEM的女性建立合作研究团队。另一个新的外部赞助项目提供了额外的支持，在该项目中，女性助理教授与来自另一所大学的知名专家配对，后者将就网络、资金、出版和实现终身教职的最佳战略提供持续指导。通过这些干预措施，SAGES项目旨在推动奥尔巴尼大学的持续体制变革，目标是实现STEM的包容性卓越，更好地反映该大学高度多样化的学生群体。这些干预措施将为不同身份的女科学家创造一个更有利于养育和家庭友好的环境，并通过全面的专业支助结构和公平的任期和晋升程序最大限度地扩大她们的成功。智者项目的成果将通过包括网站在内的多个渠道传播。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“适应”奖为学术、非营利性高等教育机构以及非学术、非营利性组织提供调整和采用循证策略的支持。该奖项反映了NSF的法定使命，并通过使用基金会的智力价值和更广泛的影响审查标准进行评估，被认为值得支持。

The University at Albany is a doctoral institution with a strong commitment to research excellence. It boasts a highly diverse undergraduate population and strives to excel as a diverse and inclusive campus community; yet, women and women of color are underrepresented in the faculty ranks of STEM departments. The goal of Project SAGES is to create an environment in which women of all backgrounds and identities can thrive and develop their careers to their fullest potential. To accomplish this goal, Project SAGES seeks to increase the number of women scientists in STEM fields through proactive recruitment and unbiased hiring procedures and retain them by creating a climate and culture in which women feel supported, thrive, and advance in their careers from assistant to associate to full professor. The aims of Project SAGES are threefold: Aim 1 seeks to increase the diversity of applicant pools for faculty searches in STEM through a postdoctoral visitation program to identify competitive candidates for job vacancies and by education of search committees and decision makers on inclusive, unbiased search processes. To promote diverse applicant pools, search chairs will receive real-time feedback about pools to permit proactive measures if diversity does not meet national norms for the field. Aim 2 seeks to improve the campus climate by subtly shifting departmental norms and cultures. Departmental interventions will comprise awareness training for chairs, the formation of department climate committees, and ally training for men and women, all with the goal of creating a more inclusive environment. In addition, consistent and transparent policies and procedures will be implemented that meet the needs of a diverse faculty. Aim 3 seeks to support women’s research success. A networking program for women faculty and women of color and a pilot funding program will allow women in STEM to build collaborative research teams. Additional support is provided with a novel external sponsor program in which female assistant professors are paired with a prominent expert from another university who will provide ongoing guidance on best strategies for networking, funding, publishing, and achieving tenure. Through these interventions, Project SAGES aims to bring about sustained institutional transformation at the University at Albany with the goal of achieving inclusive excellence in STEM that better reflects the university’s highly diverse student body. The interventions will lead to a more nurturing and family-friendly environment for women scientists of diverse identities and maximize their success through comprehensive professional support structures and an equitable tenure and promotion process. Outcomes from Project SAGES will be disseminated through multiple outlets including a website. 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 "Adaptation" awards provide support for the adaptation and adoption of evidence-based strategies to academic, non-profit institutions of higher education as well as non-academic, non-profit organizations.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.