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

NSF AGEP催化剂联盟项目正在试行一项具有广泛全国意义的机构变革战略，该战略的重点是动员STEM领导者参与和承诺，为博士生、博士后研究员和教师扩大机会，这些人是历史上在STEM中代表性不足的种族和民族群体的成员。这个NSF AGEP催化剂联盟团队由新墨西哥州大学、亚利桑那州立大学和俄勒冈州大学在多样性促进方面具有相当专业知识的领导人组成，正在扩大对这些博士生、博士后研究员和教师在STEM领域面临的共同和具体挑战的了解，并为促进公平和包容性的机构转型的最佳实践做出贡献。这个NSF AGEP催化剂联盟正在确定挑战，吸引领导者，制定战略计划，并巩固三个合作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，拥有卡内基博士大学分类：非常高的研究活动，位于西部各州，并共同致力于推动具有历史上在科技企业中代表性不足的背景的人的成功。项目组在项目期间重点开展四项主要活动。首先，该小组正在通过调查和个别访谈，对每个伙伴机构进行机构评估研究。其次，该团队正在创建STEM管理员和教师的领导者参与委员会，以分析研究结果并审查国家最佳实践菜单。这些委员会正在从参与者那里产生一种认同感和主人翁感。第三，合作伙伴正在制定一项五年期股权战略计划，该计划概述了领导者参与委员会建议的变革战略。最后，该团队正在通过每周会议改善三所合作大学的项目负责人之间的合作关系，同时与杰出的STEM领导者组成的外部顾问委员会进行咨询。改善公平性和包容性对于提升STEM教师队伍、教育美国未来的STEM劳动力、促进个人机会以及促进美国经济繁荣至关重要。NSF AGEP计划，因此，资金赠款，推进和加强支持公平和包容的系统性因素，从而减轻学术界和工作场所的系统性不平等。 NSF AGEP催化剂联盟设计和实施一个或多个组织的自我评估（S），以收集和分析数据，这些数据将识别影响博士生，博士后研究员和教师的不公平现象，这些人是历史上在STEM中代表性不足的种族和民族群体的成员。NSF AGEP催化剂联盟还试点股权战略，并制定五年股权战略计划。这些赠款资助类似的高等教育机构，以开展长期体制改革所需的基础工作。最终，推进机构公平和教师招聘，保留和晋升政策和做法的包容性将增加教师谁是历史上在干代表性不足的种族和民族群体的成员的数量。NSF AGEP催化剂联盟正在使用交叉分析来研究历史上在STEM中代表性不足的种族和族裔群体成员的经历和面临的挑战的变化。这种分析包括研究组内和组间的相似性和差异。该团队还采用了Frank Dobbin和Alexandra Kalev的管理参与方法以及Shelley Correll的“小赢”变革模式，以实现提高STEM多元化教师代表性的目标。这些方法将共同促进项目的成功实施和成果。项目工作的内部评价将由新墨西哥州统计分析中心主任Kristine登曼进行。NSF AGEP催化剂联盟工作的外部评估将由科尼利厄斯管理集团的林恩诺德斯特龙领导。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。

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.