ADVANCE Partnership: Building Community Understanding of the Institutional Compensation System

该项目旨在将教师薪酬最佳实践的知识扩展到更广泛的高等教育社区，并为指导薪酬实践提供关键见解。薪酬结果和薪酬实践与工作生活的质量密切相关，并告诉我们什么（以及谁）对组织很重要。在这一领域，制度结构和权力体系具有影响力。即使在控制人口统计和背景变量的情况下，女性的收入始终低于男性；有色人种女性的工资差距在扩大。在高等教育中，这种差距在教师之间持续存在，特别是在研究水平最高的机构。该项目的目标是通过更广泛地理解薪酬结构，提高机构对薪酬公平的理解并影响有关行动。项目活动有三个目标：首先，让行政部门（人力资源、机构研究、多样性/包容性、法律和学术事务）在大学领导的支持下建立合作关系。第二，提高薪酬决策者对薪酬决策的理解和依据，以及他们与个人沟通薪酬决定方式的能力。第三，增加教师对机构薪酬实践的了解，同时强调包容性和机构价值的重要性。这项工作的预期成果包括机构政策和实践的改进，教师对薪酬公平的看法，薪酬决策者的领导技能，以及项目合作伙伴以外的机构参与。该项目涉及与三所大学合作伙伴Villanova， Drexel和Gallaudet，美国大学妇女协会（AAUW）以及NSF INCLUDES Hub和ASPIRE联盟的合作。这三所合作大学将采取行动：促进包容性的工作环境和知情的教师社区，了解其薪酬的财务模式；将大学资源与院校价值结合，促进公平；并通过薪酬干预的制度化来支持系统性的、可持续的变革。该项目将采用多框架组织分析方法，整合组织理论的结构、人力资源、政治和象征方面，以更好地了解每个合作伙伴大学。合作伙伴群体将通过研讨会、辅导课程和组织行动计划，探索薪酬公平的多个维度——分配、程序、人际关系和信息。正在进行的形成性评估将包括有色人种妇女、聋哑妇女和听力障碍妇女的意见。通过与美国大学妇女协会、美国国家科学基金会INCLUDES中心和ASPIRE联盟的合作，该项目的覆盖范围将扩大到更多的机构。预期的结果包括实施与薪酬相关的问责措施，提高教师对薪酬实践的理解，增加对薪酬决策者公平的理解，以及基础设施的改变以支持正在进行的进展。NSF ADVANCE项目旨在通过识别和消除阻碍学术机构中不同教师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、过程、实践以及组织文化和气候中。 ADVANCE“伙伴关系”奖为扩大基于证据的系统性变革战略的项目提供支持，以增强STEM教师在地区或国家的性别平等。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。

This project aims to significantly expand knowledge of best practices for faculty compensation to a broader community in higher education and provide critical insights to guide compensation practices. Salary outcomes and pay practices are closely related to the quality of work life and inform our knowledge of what (and who) is important to the organization. In this domain, institutional structures and systems of power are influential. Women consistently earn less than men, even when controlling for demographic and background variables; a wage gap that increases for women of color. In higher education, this gap persists among faculty, particularly at institutions with the highest levels of research. This project’s objective is to improve institutional understanding and influence actions regarding pay equity through broader comprehension of compensation structures. Project activities have three aims: First, engage administrative units (Human Resources, Institutional Research, Diversity/Inclusion, Legal, and Academic Affairs) in a collaborative relationship supported by university leadership. Second, enhance pay decision-makers’ understanding of and basis for pay decisions, and their ability to communicate to individuals how their pay is determined. Third, increase faculty knowledge of institutional pay practices while emphasizing the importance of inclusion and institutional values. Expected outcomes from this work include improvements in institutional policies and practices, faculty perceptions of pay equity, leadership skills of pay decision-makers, and institutional engagement beyond the project partners.The project involves collaborations with three university partners Villanova, Drexel, and Gallaudet, the American Association of University Women (AAUW), and the NSF INCLUDES Hub and the ASPIRE Alliance. The three partner-universities will undertake actions to: promote an inclusive work environment and informed faculty community that understands its financial model about compensation; align university resources with institutional values to promote enhanced equity; and support systemic, sustainable change through institutionalization of compensation interventions. The project will employ a multi-frame organizational analysis approach, integrating structural, human resource, political, and symbolic aspects of organizational theory, to better understand each partner-university. The partner cohort will explore multiple dimensions of justice regarding salary – distributive, procedural, interpersonal, and informational – through workshops, coaching sessions, and organizational action plans. Ongoing formative assessment will include input from women of color and deaf and hard-of-hearing women. The project’s reach will expand to additional institutions through the partnerships with the American Association of University Women, NSF INCLUDES Hub, and the ASPIRE Alliance. Expected outcomes include implementation of compensation-related accountability measures, improved faculty understanding of pay practices, increased comprehension of equity among salary decision-makers, and infrastructure changes to support ongoing progress. 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 "Partnership" awards provide support for projects that scale-up evidence based systemic change strategies to enhance gender equity for STEM faculty regionally or nationally.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.