Collaborative Research: AGEP ACA to Engage Leaders to Improve Diversity among STEM Faculty

合作研究：AGEP ACA 让领导者参与改善 STEM 教师的多样性

• 批准号: 2149204
• 负责人: Mala Htun
• 金额: $ 19.49万
• 依托单位: University of New Mexico
• 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: 2022-03-15 至 2024-06-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2149204&HistoricalAwards=false
• 关键词: Collaborative; Research; AGEP; ACA; Engage

This NSF AGEP Catalyst Alliance project is piloting an institutional change strategy of broad national significance, which focuses on mobilizing STEM leader engagement and commitment to expand opportunities for doctoral students, post-doctoral research fellows, and faculty who are members of racial and ethnic groups historically underrepresented in STEM. Consisting of leaders with considerable expertise in diversity promotion at the University of New Mexico, Arizona State University and University of Oregon, this NSF AGEP Catalyst Alliance team is expanding knowledge about the shared and specific challenges facing these doctoral students, post-doctoral research fellows and faculty in STEM fields and contributing to best practices to promote equitable and inclusive institutional transformation. This NSF AGEP Catalyst Alliance is identifying challenges, engaging leaders, developing a strategic plan, and consolidating an effective working team between the three partner institutions. The partners are public institutions of higher education, have a Carnegie classification of Doctoral Universities: Very High Research Activity, are located in Western states, and share a commitment to advancing the success of people with backgrounds that are historically underrepresented in the science and technology enterprise. The project team focuses on four primary activities during the project period. First, the team is implementing institutional assessment studies at each partner institution through surveys and individual interviews. Second, the team is creating leader engagement committees of STEM administrators and faculty to analyze study results and review menus of national best practices. The committees are generating a sense of buy-in and ownership from participants. Third, the partners are developing a five-year equity strategic plan, which outlines change strategies suggested by the leader engagement committees. Finally, the team is refining a collaborative relationship between project leaders at the three partner universities through weekly meetings, while consulting with an external advisory board of distinguished STEM leaders.Improving equity and inclusion is critical to advancing STEM faculty, educating America’s future STEM workforce, fostering individual opportunity and contributing to a thriving U.S. economy. The NSF AGEP program, therefore, funds grants that advance and enhance the systemic factors that support equity and inclusion and, consequently, mitigate the systemic inequities in the academic profession and workplace. NSF AGEP Catalyst Alliances design and implement one or more organizational self-assessment(s) to collect and analyze data that will identify inequities affecting doctoral students, post-doctoral research fellows, and faculty who are members of racial and ethnic groups historically underrepresented in STEM. NSF AGEP Catalyst Alliances also pilot equity strategies and develop a five-year equity strategic plan. These grants fund similar institutions of higher education to generate the foundational work necessary for long-term institutional transformation. Ultimately, advancing institutional equity and inclusion in faculty hiring, retention and promotion policies and practices will increase the number of faculty who are members of racial and ethnic groups historically underrepresented in STEM. This NSF AGEP Catalyst Alliance is using an intersectional analysis to study the variation in the experiences of and challenges faced by members of racial and ethnic groups historically underrepresented in STEM. This analysis includes examining within and between group similarities and differences. The team is also adapting the Frank Dobbin’s and Alexandra Kalev’s managerial engagement approach, and Shelley Correll’s “Small Wins” change model, to address the goal of improving diverse faculty representation in STEM. Together these methods will contribute to successful project implementation and outcomes. Internal evaluation of the project work will be conducted by Kristine Denman, the Director of the New Mexico Statistical Analysis Center. External assessment of this NSF AGEP Catalyst Alliance work will be led by Lynn Nordstrom from the Cornelius Management Group.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.

这个NSF AgeP催化剂联盟项目是试行一项具有广泛国家意义的机构变革策略，该策略的重点是动员STEM领导者的参与度和致力于扩大博士生的机会，博士后研究研究员以及种族和族裔群体在STEM中占历史悠久的人数不足的教职员工。 NSF AgeP Catalyst联盟团队由新墨西哥大学，亚利桑那州立大学和俄勒冈大学的领导者组成，在多样性促进方面具有丰富的专业知识，正在扩大有关这些博士生，后者研究后的研究员和茎领域中的专家的共同和具体挑战的知识，并为最佳实践和最佳实践提供了促进的公寓和置于促进性的实践。这个NSF AgeP Catalyst Alliance正在确定挑战，吸引领导者，制定战略计划，并合并三个合作伙伴机构之间的有效工作团队。合作伙伴是高等教育的公共机构，对博士学位的卡内基分类：非常高的研究活动，位于西方州，并承诺促进具有历史上代表性不足的科学和技术企业中代表性不足的人的成功。项目团队专注于项目期间的四项主要活动。首先，该团队正在通过调查和个人访谈在每个合作伙伴机构实施机构评估研究。其次，该团队正在制定STEM管理员和教职员工的领导者参与承诺，以分析研究结果并评论国家最佳实践的男性。这些承诺正在从参与者那里产生一种买入和所有权感。第三，合作伙伴正在制定五年的股权战略计划，该计划概述了领导者参与承诺提出的改变战略。最后，该团队通过每周会议来完善三个合作伙伴大学的项目领导者之间的合作关系，同时与杰出的STEM领导者的外部顾问委员会进行咨询。Improve公平和包容对于促进STEM教师，教育美国未来的STEM员工，促进个人机会并为美国蓬勃发展的美国经济贡献个人机会至关重要。因此，NSF AGEP计划为授予并增强支持公平和包容性的系统因素提供资金，从而减轻学术界和工作场所的系统不平等。 NSF AgeP催化剂联盟设计和实施一个或多个组织自我评估，以收集和分析数据，这些数据将确定影响博士生，博士后研究研究员以及历史上历史上缺乏人数不足的种族和种族成员的不平等现象。 NSF AgeP催化剂联盟还试行股权策略并制定五年股权战略计划。这些赠款资助了类似的高等教育机构，以产生长期制度转型所必需的基础工作。最终，将机构平等和纳入教师雇用，保留和晋升政策和实践的推进将增加，这些教师数量是种族和种族的成员，历史上缺少STEM的代表性不足。这个NSF AGEP催化剂联盟正在使用交叉分析来研究种族和族裔群体成员在STEM中代表性不足的种族和族裔成员所面临的挑战的差异。该分析包括检查组相似性和差异之间。该团队还改编了弗兰克·多宾（Frank Dobbin）和亚历山德拉·卡列夫（Alexandra Kalev）的管理互动方法，以及雪莱·科雷尔（Shelley Correll）的“小胜利”变更模型，以解决改善STEM中潜水员教师代表的目标。这些方法共同有助于成功的项目实施和结果。新墨西哥统计分析中心主任克里斯汀·丹曼（Kristine Denman）将对项目工作进行内部评估。该NSF AGEP催化剂联盟工作的外部评估将由Cornelius管理小组的Lynn Nordstrom领导。该奖项反映了NSF的法定任务，并通过使用该基金会的知识分子优点和更广泛的影响审查标准来评估NSF的法定任务。