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

ADVANCE Catalyst：推进 kaulike（公平），重点关注夏威夷大学马诺阿分校的 STEM 交叉经验。

• 批准号: 2200748
• 负责人: Michael Bruno
• 金额: $ 31万
• 依托单位: University of Hawaii
• 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: 2022-07-15 至 2024-12-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2200748&HistoricalAwards=false
• 关键词: ADVANCE; Catalyst; Advancing; kaulike; equity

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.

作为六个美国机构之一，这是一个土地，海洋，空间，和太阳赠款机构，夏威夷大学在马诺阿（UHM）吸引了许多STEM专业人士谁想要探索，创新，研究，分享，并在我们丰富的生态系统教育。然而，从数字上看，STEM学术专业中的女性人数很少。包括不同人群的STEM领域在实现最佳解决方案、创新和市场竞争方面更有效。在UHM的NSF ADVANCE催化剂将增加有关妇女在STEM中的交叉经验的现有和丰富的知识体系在地理上孤立的，基于岛屿的，土著服务的，R1大学。 将进行机构自我评估，以调查支持和障碍，以促进妇女教师在干，试点潜在的活动，以实现围绕终身制和晋升的组织变革战略，并制定一个为期五年的干教师公平计划。该项目将侧重于na wāhine或妇女的经验，特别是夏威夷土著人，菲律宾人和其他代表性不足的群体，他们将自己的经验集中在UHM的STEM学术专业中。该项目将为其他少数民族和土著服务机构未来的性别平等模式提供信息，并为他们的工作提供支持，以实现系统性变革，改善STEM学科女教师的职业成果。该项目采用女权主义、跨部门的方法来审查妇女在STEM专业中的经验，并打算将岛屿性作为一个中介变量。方法包括收集和分析机构数据，实施结构化的无偏问卷调查和焦点小组访谈。 该项目将提供UHM的战略计划，通过修改招聘，保留和晋升的做法，包括修改UHM终身教职和晋升过程，指导，并创造途径，以雇用UHM毕业生进入教师职位，增加在STEM领域的代表性不足，wāhine教师的数量。该项目有四个主要的沟通策略，包括（一）内部沟通的行政领导，院长，董事，STEM教师，工作人员和学生，（二）下建立的网站在主UHM网站上的教务长办公室与相关的细节和链接到资源和出版物，（三）分享经验教训，产品和材料与ARC网络每季度，及（iv）透过提交文章供高影响力期刊考虑及在有关会议上发表，向外传播。NSF ADVANCE计划旨在通过重点确定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、流程、做法以及组织文化和氛围中。ADVANCE“催化剂”奖项为学术性、非营利高等教育机构的机构公平评估和五年期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。