Adaptation: DU MERISTEM - Mobilizing Equity to Raise Inclusivity in STEM

改编：DU MERISTEM - 调动公平性以提高 STEM 的包容性

• 批准号: 2121989
• 负责人: Mary Clark
• 金额: $ 99.08万
• 依托单位: University of Denver
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-01-01 至 2025-06-30
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2121989&HistoricalAwards=false
• 关键词: Adaptation; DU; MERISTEM; Mobilizing; Equity

Despite the fact that the proportion of females earning STEM degrees is now nearly equal to men, women account for less than a third of STEM faculty positions in American universities-- and even fewer faculty with intersectional identities. The University of Denver (DU) will address this problem with an interdivisional coalition and initiative called the DU-MERISTEM (pronounced “mer-ə-stem”). “Meristem” is a scientific term that refers to plant tissues with rapidly reproducing cells responsible for growth, development, and healing. Similarly, the DU programs will aim to promote the growth of the STEM leadership to be able to guide cultural change and hiring, develop mentoring structures and resources to ensure retention and promotion of marginalized groups, and work to heal both individual and institutional wrongs through effective accountability structures. The specific goals of DU-MERISTEM are to 1) improve hiring practices to increase diverse representation, 2) increase support across the career trajectory, particularly ensuring that new hires have a pathway to career success, and 3) make the climate more positive for women and other diverse hires through changes to departmental cultures. To advance these aims, DU-MERISTEM will use approaches based on ecological systems theory and Kotter’s change models, which emphasize sustainability and the critical role of leadership. Using this foundation, DU will develop and implement three programs informed by successes at other schools: 1) DU-GROW, in which chairs and others engaged in searches and promotion will receive special training in best practices to foster diversity and equity; 2) DU-DEVELOP, a mentor training program with a focus on helping new hires succeed; and 3) DU-HEAL, an accountability structure for leadership and clear mechanisms to address microaggressions and other conflicts, using specially trained “equity advocates.” Together, these initiatives are intended to shift the culture in such a way as to both increase numbers of women and other underrepresented groups as well as create an environment in which they are supported and can succeed. The products of the programs will not only help inform other similar institutions but will also impact the corporate and non-profit organizational space through DU’s Equity Labs, an immersive, experiential program based in DU’s Graduate School of Social Work (GSSW).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.

尽管获得STEM学位的女性比例现在几乎与男性持平，但女性在美国大学的STEM教师职位中所占的比例不到三分之一-具有交叉身份的教师甚至更少。丹佛大学（DU）将通过一个名为DU-MERISTEM（发音为“mer-meristem”）的部门间联盟和倡议来解决这个问题。 “分生组织”是一个科学术语，指的是具有负责生长、发育和愈合的快速繁殖细胞的植物组织。同样，DU计划将旨在促进STEM领导层的成长，以便能够指导文化变革和招聘，开发指导结构和资源，以确保边缘化群体的保留和促进，并通过有效的问责结构努力治愈个人和机构的错误。DU-MERISTEM的具体目标是：1）改善招聘实践，增加多元化代表性; 2）增加对整个职业生涯的支持，特别是确保新员工有一条通往职业成功的道路; 3）通过改变部门文化，为女性和其他多元化员工创造更积极的氛围。为了推进这些目标，DU-MERISTEM将使用基于生态系统理论和Kotter的变化模型的方法，这些方法强调可持续性和领导力的关键作用。利用这一基础，杜将制定和实施三个计划，在其他学校的成功通知：1）DU-GROW，其中椅子和其他从事搜索和推广将接受最佳实践的特殊培训，以促进多样性和公平; 2）DU-CUP，导师培训计划，重点是帮助新员工成功; 3）DU-HEAL，这是一个领导问责结构和明确的机制，利用经过专门培训的“公平倡导者”来解决微观攻击和其他冲突。这些举措旨在共同改变文化，既增加妇女和其他代表性不足群体的人数，又创造一个支持她们并使她们取得成功的环境。这些项目的产品不仅有助于通知其他类似的机构，而且还将通过杜的股权实验室影响企业和非营利组织空间，这是一个身临其境的，DU的社会工作研究生院（GSSW）的体验计划国家科学基金会的促进方案旨在通过重点查明和消除阻碍充分参与的组织障碍，促进学术机构的多元化教师。 阻碍公平的组织障碍可能存在于政策、流程、做法以及组织文化和氛围中。 ADVANCE“适应”奖为学术、非营利高等教育机构以及非学术、非营利组织提供基于证据的战略适应和采用支持。该奖项反映了NSF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。