ADVANCE Partnership: Advancing Gender Equity in Computing and Engineering Academic Professions through Multi-Organization Collaboration

该项目团队旨在显著推进STEM领域的性别平等组织变革，特别是在计算和工程学术专业。最近的数据表明，STEM的终身教职员工中有26%是女性，特别是在工程和计算教师中（17%），这一比例进一步下降。对于这个项目，国家妇女和信息技术中心（NCWIT）将与妇女在工程主动网络（WEPAN）和Aspire联盟合作，以解决妇女在计算和工程学术工作场所面临的系统性障碍。该项目旨在利用集体影响力的做法，直接提高全国计算机和工程学术工作场所中跨学科女性的经验和职业机会。该方法是通过统一组织，协同提供资源，以解决系统和结构性变化，并针对计算和工程学术工作场所的政策，实践和规范。该项目旨在提高认识，并增加采用有效的，以研究为基础的多样性，公平和包容性（DEI）高等教育管理人员，教师和工作人员之间的变化努力，然后成为机构变革的领导者。该项目团队计划调整基于证据的资源和计划，以更好、更全面地解决与在多个机构层面的计算和工程工作场所招聘和留住跨学科女性相关的系统性问题。（机构，学院，部门，计划）。该项目的主要目标是为创建和广泛使用的第一个同类，可扩展的软件决策支持平台，专门设计用于使计算和工程部门能够实施系统的，可持续的方法，在学术工作场所创造包容性文化。合作伙伴组织共同努力，寻求1）整合其循证资源收集; 2）将这些资源整理成与NCWIT学术工作场所系统性变化模型相一致的子集合; 3）建立和扩展一个易于使用的在线平台，该平台嵌入了策划的资源子集合，指导计算和工程部门制定战略和跨部门方法，以解决创造包容性文化的系统性障碍;以及4）为计算和工程部门部署有指导的、基于社区的专业发展和战略规划经验。项目和协作基础设施计划是基于组织变革和相关研究的既定理论。该项目团队试图利用通过有针对性的焦点小组和基于社区的专业发展计划产生的见解，以创建和完善可以在全国范围内共享的上下文相关，易于采用的资源。NSF ADVANCE计划旨在通过重点识别和消除阻碍学术机构中不同教师充分参与和发展的组织障碍来促进性别平等。抑制平等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。ADVANCE“伙伴关系”奖为那些扩大证据的项目提供支持-基于系统的变革战略，以提高性别平等的STEM教师区域或国家。NSF ADVANCE计划旨在通过重点识别和消除组织的性别平等，阻碍学术机构中不同教师充分参与和发展的障碍。抑制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。ADVANCE“合作伙伴”奖为规模-提出基于证据的系统性变革战略，以提高STEM教师在地区或国家一级的性别平等。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。

The project team seeks to significantly advance organizational change for gender equity in STEM, particularly in computing and engineering academic professions. Recent data indicates that 26% of tenured faculty in STEM are women, which dwindles further when specifically looking at engineering and computing faculty (17%). For this project, the National Center for Women and Information Technology (NCWIT) will partner with the Women in Engineering ProActive Network (WEPAN) and the Aspire Alliance to address the systemic barriers women face in computing and engineering academic workplaces. This project seeks to leverage collective impact practices and directly enhance the experiences and career opportunities of intersectionally diverse women in computing and engineering academic workplaces nationally. The approach is by unifying organizations that collaboratively provide resources to address systemic and structural change and targeting policies, practices, and norms in computing and engineering academic workplaces. The project aims to raise awareness, and increase the adoption of effective, research-based diversity, equity, and inclusion (DEI) change efforts among higher education administrators, faculty, and staff, who then become institutional change leaders. The project team plans to adapt evidence-based resources and programs to better—and more comprehensively—address systemic issues related to recruiting and retaining intersectionally diverse women in computing and engineering workplaces at multiple institutional levels (institution, college, department, program).The primary goal of this project is to lay the foundation for the creation and widespread utilization of a first-of-its-kind, scalable software decision support platform specifically designed to empower computing and engineering departments to implement systemic, sustainable approaches to creating inclusive cultures in the academic workplace. Working together, the partner organizations seek to 1) integrate their evidence-based resource collections; 2) curate these resources into sub-collections aligned with the NCWIT Academic Workplace Systemic Change Model; 3) build out and scale an easy-to-use online platform, which embeds the curated resource sub-collections, to guide computing and engineering departments through the process of developing strategic and intersectional approaches for addressing systemic barriers to creating inclusive cultures; and 4) deploy a guided, community-based professional development and strategic planning experience for computing and engineering departments. The project and collaborative infrastructure plans are based on established theories of organizational change and relevant research. The project team seeks to utilize insights generated through targeted focus groups and a community-based professional development program to enable the creation and refinement of contextually relevant, easily adopted resources that can be shared on a national scale. Sound quantitative and qualitative evaluation methods will be utilized throughout the project.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 "Partnership" awards provide support for projects that scale-up evidence-based systemic change strategies to enhance gender equity for STEM faculty regionally or nationally.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 "Partnership" awards provide support for projects that scale-up evidence based systemic change strategies to enhance gender equity for STEM faculty regionally or nationally.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.