ADVANCE Catalyst: Organizational Change for Gender Equity in STEM Academic Professions

随着国家继续关注高等教育中科学、技术、工程和数学（STEM）教育者多样性的重要性和意义，许多大学正在密切关注他们的招聘实践和他们的公平和包容文化。有证据表明，多样化的STEM劳动力对未来科学家的教育至关重要。要解决阻碍发展一支多元化和受支持的STEM教师队伍的系统性障碍，特别是对女性和有色人种女性而言，需要在招聘、晋升和保留等各个层面进行变革。为了强调对交叉性的关注，我们将把女性、有色人种女性、酷儿女性和STEM领域中具有交叉性边缘身份的女性称为STEM中的女性教师。尽管获得科学博士学位的女性人数正在增加，但研究表明，学术界的女性在STEM部门被招聘、晋升和保留的可能性低于男性。由于工作场所的各种障碍，成为STEM终身教职员工的女性在晋升到领导职位时往往比男性慢。对试图纠正性别偏见的项目的抵制，以及对女性在STEM领域面临的偏见进行研究的贬低或忽视的倾向仍在继续。这种情况要求对一个机构的文化采取变革的方法。该项目旨在增加女性STEM教师的招聘、雇用、晋升和保留。该项目旨在专注于三个目标，直接解决招聘、保留和晋升的每个领域：(1)对教师招聘和招聘实践的每个阶段实施严格的数据跟踪；(2)探索教师教学和服务负荷中公平和透明度的看法和现实；(3)审查与终身教职和晋升领导相关的政策和实践。该项目将产生一项合作制定的五年计划，以加强和支持CSUB STEM教师的多样性。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“催化剂”奖为学术、非营利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。

As the nation continues to focus on the importance and significance of diversity in science, technology, engineering, and mathematics (STEM) educators within higher education, many universities are taking a closer look at their hiring practices and their culture of equity and inclusion. Evidence suggests that a diverse STEM workforce is essential to the education of future scientists. Addressing systemic barriers to developing a diverse and supported STEM faculty, particularly for women and women of color, requires transformative change at all recruitment, promotion, and retention levels. In the interest of emphasizing a focus on intersectionality, we will refer to women, women of color, queer women, and women with intersectional marginalized identities in STEM fields as womxn faculty in STEM. Even though the number of womxn receiving doctorates in the sciences is increasing, research has shown that womxn in academia are less likely than men to be recruited, promoted, and retained in STEM departments. Womxn who become STEM faculty members in tenure-track positions are often promoted slower than men into leadership positions because of a variety of barriers in the workplace. Resistance to programs that attempt to correct gender bias and an inclination to devalue or dismiss research on the biases that womxn in STEM face continue to persist. This situation calls for a transformative approach to an institution's culture. This project aims to increase female-identifying STEM faculty recruitment, hiring, promotion, and retention. This project aims to focus on three goals directly addressing each area of recruitment, retention, and promotion: (1) implement rigorous data tracking for each stage of faculty recruitment and hiring practices, (2) explore perceptions and realities of equity and transparency in faculty teaching and service loads, and (3) review policies and practices related to tenure and promotion to leadership. The project will result in a collaboratively developed five-year plan to enhance and support faculty diversity in STEM at CSUB.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.