ADVANCE Catalyst: Advancing kaulike (equity) focusing on STEM intersectional experiences at the University of Hawai‘i at Mānoa.

作为美国六所陆地、海洋、太空和阳光捐赠机构之一，夏威夷大学诺亚分校(MāNoa)吸引了许多想要在我们丰富的生态系统中探索、创新、研究、分享和教育的STEM专业人员。然而，从数字上看，STEM学术职业中的女性比例很低。包括不同人群的STEM领域在实现最佳解决方案、创新和在市场中竞争方面更有效。UHM的NSF高级催化剂将增加现有的丰富知识体系，了解妇女在地理上与世隔绝的、以岛屿为基础的、服务于土著的R1大学STEM的交叉经历。将进行机构自我评估，以调查STEM女教员对晋升的支持和障碍，试验围绕终身教职和晋升的组织变革战略的潜在活动，并制定STEM教员公平五年期计划。该项目将侧重于nwāHine或妇女的经历，特别是夏威夷原住民、菲律宾人和其他代表不足的群体，他们将作为妇女的经验集中在密歇根大学理工学院的STEM学术职业中。该项目将为其他少数群体和土著服务机构未来的性别平等模式提供信息，并为其在系统变革方面的工作提供支持，以改善STEM学科中女性教员的职业成果。该项目采用女权主义的交叉方法来考察女性在STEM职业中的经历，并打算将孤岛作为中介变量。方法包括收集和分析机构数据，实施结构化的无偏见问卷，以及焦点小组访谈。该项目将为哈佛大学提供战略计划，通过修改招聘、保留和晋升做法，增加在科技、经济、教育和教育领域任职人数不足的āHine教员的数量，包括修改UHM终身教职和晋升程序，指导，并创造招聘UHM毕业生进入教职职位的途径。该项目有四个主要的传播战略，包括：(I)与行政领导、院长、主任、STEM教职员工和学生进行内部交流；(Ii)在教务长办公室下建立一个网站，在UHM的主要网站上提供相关细节以及资源和出版物的链接；(Iii)每季度与ARC网络分享经验教训、产品和材料；以及(Iv)通过提交文章以供在影响较大的期刊上审议和在相关会议上介绍的方式进行外部传播。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。

As one of six US institutions that is a land-, sea-, space-, and sun-grant institution, University of Hawai‘i at Mānoa (UHM) attracts many STEM professionals who want to explore, innovate, study, share, and educate in our rich ecosystems. Yet, by the numbers, the presence of women in the STEM academic professions is low. STEM fields that include diverse peoples are more effective at achieving optimal solutions, innovating, and competing in the market. The NSF ADVANCE Catalyst at UHM will add to the existing and rich body of knowledge about the intersectional experiences of women in STEM at a geographically-isolated, island-based, indigenous-serving, R1 university. An institutional self-assessment will be conducted to investigate supports and barriers to advancements by women faculty in STEM, pilot potential activities towards an organizational change strategy around tenure and promotion, and develop a five-year STEM faculty equity plan. The project will focus on the experiences of na wāhine or women, in particular Native Hawaiian, Filipino and other underrepresented groups who center their experience as women in STEM academic professions at UHM. The project will inform future gender equity models at other minority- and indigenous-serving institutions, and provide support for their work toward systemic change that improves career outcomes for women faculty in the STEM disciplines. The project takes a feminist, intersectional approach to examine women’s experience in STEM professions, and intends to situate islandness as a mediating variable. Methods include the collection and analysis of institutional data, the implementation of a structured unbiased questionnaire, and focus group interviews. This project will provide UHM with strategic plans for increasing the number of underrepresented, wāhine faculty in the STEM fields through modified recruitment, retention, and promotion practices, including revamping the UHM Tenure and Promotion process, mentoring, and creating pathways to hiring UHM graduates into faculty positions. The project has four major communication strategies including (i) internal communication to executive leadership, deans, directors, STEM faculty, staff, and students, (ii) a website established under the Office of the Provost on the main UHM website with relevant details and links to resources and publications, (iii) sharing lessons learned, products and materials with the ARC Network on a quarterly basis, and (iv) external dissemination through the submission of articles for consideration in high impact journals and presentations at relevant conferences. 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.