ADVANCE Adaptation: American University Creating Gender and Racial Equity Among STEM Faculty

美国大学（AU） ADVANCE Adaptation项目将改善所有教师的专业和学术环境，重点是保留STEM领域的女性和代表性不足的种族和少数民族（URM）教师。这一重点来自于先前在ADVANCE Catalyst资助下所做的工作，该工作表明，教师招聘做法的变化正在增加新教师的多样性，但不同教师的离职，特别是URM女性的离职是一个主要问题。Catalyst的研究还发现，教师在长期和终身职业道路上的经历和支持不公平。因此，ADVANCE AU项目的重点是改善女性和URM STEM教师的整体学术环境，包括终身教职、终身教职和定期教职。该项目的目标是：1。通过对导师和学员的培训，加强教师指导；2. 审查和修订部级政策，实施“博伊尔式”的任期、晋升和连任改革；3. 通过各种策略提升、认可和奖励非盟教师所做的多样性、公平性和包容性工作；和4。在教务长办公室设立一个机构管理职位，负责教员的多样性和公平性。推进非盟项目将澄清现有政策，制定和执行新的任期、晋升和连任指导方针，这些指导方针将融合包容和反种族主义原则。该项目的这方面和其他方面预计将增加STEM教师在其部门和非盟的归属感。博伊尔启发的框架，选择对抗“教学与研究”的二分法，将教师工作分为四个不同但重叠的功能：1)发现的学术研究；2)整合学术；3)申请奖学金；4)教学学术。预计该框架的使用将增加非传统教师工作的可见度，并扩大与终身教职和晋升有关的教师工作的定义。该项目的调查结果有望揭示如何通过项目和部门的政策和实践，让学术领袖参与到关于种族和性别不平等长期存在的重要而“艰难的对话”中。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“适应”奖为高等教育的学术、非营利机构以及非学术、非营利组织适应和采用循证战略提供支持。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。

The American University (AU) ADVANCE Adaptation project will improve the professional and academic environment for all faculty with a focus on the retention of women and underrepresented racial and ethnic minority (URM) faculty in STEM fields. This focus is informed by prior work done with an ADVANCE Catalyst grant, which showed that changes to faculty hiring practices were achieving increased diversity in new faculty, but departures of diverse faculty, particularly URM women was a major issue. The Catalyst work also found inequitable experiences and support for faculty on term and tenure-track career pathways. Thus, the ADVANCE AU project focuses on improving the overall academic climate for women and URM faculty in STEM including tenure track, tenured, and term faculty. The goals of the project are to: 1. Enhance faculty mentoring through training for both mentors and mentees; 2. Review and revise department level policies with “Boyer-inspired” tenure, promotion, and reappointment reforms; 3. Elevate, recognize, and reward the diversity, equity, and inclusion work done by AU faculty through various strategies; and 4. Create an institutional administrative position with responsibilities for faculty diversity and equity in the provost office.The ADVANCE AU project will clarify existing policies and develop and execute new tenure, promotion, and reappointment guidelines that integrate inclusive and antiracist principles. This and other aspects of the project are expected to increase STEM faculty feelings of belongingness in their departments and at AU. The Boyer-inspired framework, selected to combat the “teaching versus research” dichotomy, categorizes faculty work into four distinct but overlapping functions: 1) the scholarship of discovery; 2) the scholarship of integration; 3) the scholarship of application; and 4) the scholarship of teaching. The utilization of the framework is expected to increase the visibility of non-traditional faculty work and to expand the definition of faculty work as related to tenure and promotion. Findings from the project are expected to shed light on how to engage academic leaders in important and “difficult conversations” about the perpetuation of racial and gender inequities via policies and practices in programs and departments. 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 "Adaptation" awards provide support for the adaptation and adoption of evidence-based strategies to academic, non-profit institutions of higher education as well as non-academic, non-profit organizations.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.