ADVANCE Partnership: Engineering Deans’ Gender Equity Initiative: Aligning Systems to Ensure Inclusion and Equity in Advancement of Faculty

当欢迎、支持和保留不同的专业知识时，科学、技术、工程和数学(STEM)学科能够更好地解决复杂的全球问题。然而，干细胞培养是由过去和现在主要是男性、白人、异性恋和健全的系统产生的，这导致了显性和隐性的做法，使STEM空间在很大程度上保持同质性，尽管劳动力和国家规范发生了变化。多样化人才的流失导致学科优势缩小，以及在压力时期解决问题、创新和恢复能力的能力下降。对创新的需求增加，加上人口结构的变化，以及最近新冠病毒19大流行和种族暴力的影响，导致了劳动力结果的性别和种族主义。这些影响导致迫切需要确保学术工程环境对不同的女性教员具有包容性和公平性，以便所有人才都能解决当前和未来需要工程专业知识的复杂全球问题。除非工程系统(例如，学术学院、工程认证机构、专业协会)确定并处理保持性别歧视和种族主义的结构、政策和做法，否则这一需求将无法得到满足。目前，学术工程系统松散地联系在一起，有时甚至是脱节的。调整这些工程系统并整合基于证据的政策和做法，以支持包容性的组织变革，将能够获得更丰富和多样化的工程人才以及STEM系统改革。这一倡议将扩展美国工程教育协会(ASEE)的高级适应工程院长性别平等(EDGE)倡议的工作，该倡议为成功地将基于社会科学的证据适应学术工程实践提供了资源和范例。知识倡议的目标是1)调整侧重于晋升和终身教职的学术工程学院和系的制度，以增加不同女性工程学教员的成功；2)使专业协会和教唆内部的认证管理制度保持一致并使之透明，增加多样化的女性教唆计划评估员和专员的数量，以使认证决策机构多样化，并提高领导层的问责制；以及3)最终，支持不同的人才和未来工程师中不同的女性取得公平的成功。将在不同实践社区的八个校园试行和部署知识变革模式。成果将通过合作伙伴网络、ASEE工程院长理事会、社交媒体和科学出版物传播。这项工作与NSF高级计划保持一致，该计划旨在通过重点确定和消除阻碍不同教员在学术机构充分参与和晋升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。先期“伙伴关系”奖为学术、非营利性高等教育机构和非学术非营利性组织适应和采用循证战略提供支持。该奖项反映了NSF的法定使命，并通过使用基金会的智力价值和更广泛的影响审查标准进行评估，被认为值得支持。

Science, technology, engineering, and mathematics (STEM) disciplines are better able to solve complicated global problems when diverse expertise is welcomed, supported, and retained. STEM cultures, however, result from systems that were, and are, predominately male, white, heterosexual, and able-bodied, which results in explicit and implicit practices that keep STEM spaces largely homogenous despite changes in the workforce and national norms. The loss of diverse talent results in the narrowing of disciplinary excellence and capacity for problem solving, innovation, and resilience in times of stress. Heightened demands for innovation, coupled with demographic shifts, and, most recently, the impacts of the COVID 19 pandemic and the racial violence, resulted in gendered and racialized workforce outcomes. These impacts create an urgent need to ensure that academic engineering environments are inclusive and equitable for diverse women faculty so that all talent is available to address current and future complex global problems requiring engineering expertise. This need will not be met unless engineering systems, (e.g., academic colleges, engineering accrediting bodies, professional societies) identify and address structures, policies, and practices that keep sexism and racism in place. Currently, academic engineering systems are loosely aligned and sometimes disconnected. Aligning these engineering systems and integrating evidence-based policies and practices that support inclusive organizational change will enable the availability of more abundant and diverse engineering talent as well as STEM system reform. This initiative will extend the work of the American Society of Engineering Education’s (ASEE’s) ADVANCE Adaptation Engineering Deans Gender Equity (EDGE) Initiative, which provided resources, and exemplars, for successful adaptation of social science-based evidence to academic engineering practice. The goals of the KnowlEDGE Initiative are 1) to align systems of academic engineering colleges and departments focused on promotion and tenure to increase the success of diverse women engineering faculty; 2) to align and make transparent the systems of accreditation governance within professional societies and ABET, and to increase the number of diverse women ABET Program Evaluators and Commissioners to diversify the accreditation decision-making bodies and increase leadership accountability; and 3) ultimately, to support diverse talent and equitable success of diverse women future engineers. The KnowlEDGE change model will be piloted and deployed on eight campuses within a diverse community of practice. Outcomes will be disseminated through partner networks, ASEE’s Engineering Deans Council, social media, and scientific publications. This work is aligned with the NSF ADVANCE program, which 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 the adaptation and adoption of evidence-based strategies to academic, non-profit institutions of higher education, and 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.