NSF ADVANCE Catalyst: Equity in STEM at Miami University

这个授予迈阿密大学的NSF高级催化剂奖，迈阿密大学STEM公平(ESTEAM)，将支持数据收集和自我评估，以确定在性别、种族和国际地位方面影响STEM教师的系统性不平等。这些不平等在危机时期可能会被放大，比如新冠肺炎大流行。迈阿密大学是一所R2公立文科大学，位于汉密尔顿、米德尔顿和俄亥俄州牛津的三个本地校区。这些校园致力于提高学生群体的社会经济、文化和种族多样性--这一点得益于不同的教职员工。虽然迈阿密为学生创造了一个充满活力的学习社区，但对迈阿密教师既是模范教师又是研究学者的期望，对教师的要求可能会导致职业倦怠。这些要求可能会在性别、种族和国际地位的基础上和交叉性上不成比例地影响教师公平。该项目旨在通过审查以下方面的机构数据，从数量和质量上确定和评价压力源：雇用和薪金方面的机构数据；关于雇用、晋升和终身教职、父母和探亲假以及研究假的机构政策和做法；以及用于评估教学和研究成果的机构工具。此外，该项目还将评估不平等在新冠肺炎危机期间可能如何加剧。该项目的目标是：1)通过找出影响STEM多样性的障碍和结构性障碍，为跨性别、种族和国际地位的教师战略性招聘和留用奠定基础；2)为授权期过后的机构转型奠定基础，以减少在全球危机期间和之外阻碍这些教师群体的不平等。研究小组将检查机构数据，并进行调查和面谈。这项评估的结果旨在帮助重塑政策，以支持留住和招聘不同的教师。在这项研究中获得的数据将使用多媒体方法进行报告，包括技术同行评议的期刊文章、会议报告和ESTEAM网站。迈阿密的STEM教师将有机会参与该项目发起的两个项目：1)ESTEAM教师学习社区，该社区将审查和讨论有关高等教育公平的文献，确定成功招聘、留住和提升不同教师的潜在解决方案，并开发可与行政人员、教师和学生共享的STEM-多样性演示模块；以及2)“STEM-Equity”指导计划，旨在改善所有STEM教师的氛围。这种辅导方法的结果将被记录下来，并通过该大学的ESTEAM网站和学术工作分发给其他大学。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。先进的“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。

This NSF ADVANCE Catalyst Award to Miami University, Equity in STEM at Miami University (ESTEAM), will support data collection and self-assessment to identify systemic inequities that impact STEM faculty related to gender, race, and international status. These inequities may be magnified during times of crisis, like the COVID- 19 pandemic. Miami University is an R2 public liberal arts university located on three local campuses in Hamilton, Middletown, and Oxford, Ohio. These campuses work to enhance the socio-economic, cultural, and racial diversity of the student body–something that benefits from diverse faculty. While Miami creates a vibrant learning community for students, the expectation for Miami faculty to be both exemplary teachers and research scholars creates demands on faculty that can lead to burnout. These demands may disproportionately impact faculty equity on the basis and intersectionality of gender, race, and international status. This project aims to identify and evaluate stressors both quantitatively and qualitatively through examination of institutional data on hiring and salaries; on institutional policies and practices on hiring, promotion and tenure, parental and family leaves, and research leaves; and on institutional tools used to evaluate teaching and research successes. Also, this project will evaluate how inequities may have been exacerbated during the COVID-19 pandemic.The goals of this project are 1) to lay the foundation for strategic recruitment and retention of faculty across gender, race, and international status by identifying barriers and structural impediments that impact STEM diversity, and 2) to set the stage for institutional transformation beyond the grant period to reduce inequities that hinder these groups of faculty during and outside of a global crisis. The research team will examine institutional data, and conduct surveys and in-person interviews. The results of this assessment aim to help reshape policies that will support retention and recruitment of diverse faculty. The data acquired in this study will be reported using multi-media methods, including technical peer-reviewed journal articles; conference presentations; and an ESTEAM website. STEM faculty at Miami will have opportunities to be involved in two programs initiated by this project: 1) An ESTEAM Faculty Learning Community that will review and discuss literature on equity in higher education, identify potential solutions for successful recruiting, retention, and promotion of diverse faculty, and develop ESTEAM Presentation Modules on STEM-diversity that can be shared with administrators, faculty, and students; and 2) a “STEM-Equity” mentoring program, which will aim to improve the climate for all STEM faculty. Results from this mentorship approach will be documented and distributed to other universities through the university’s ESTEAM website and through scholarly work. 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 academic, non-profit institutions 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.