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

ADVANCE 合作伙伴关系：工程学院院长性别平等倡议：调整系统以确保教师进步的包容性和公平性

• 批准号: 2204520
• 负责人: Jacqueline El-Sayed
• 金额: $ 100万
• 依托单位: American Society For Engineering Education
• 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: 2022-09-01 至 2027-08-31
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2204520&HistoricalAwards=false
• 关键词: ADVANCE; Partnership; Engineering; Deans; Gender

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.

当欢迎，支持和保留潜水员专业知识时，科学，技术，工程和数学（STEM）学科可以更好地解决复杂的全球问题。然而，STEM培养物是由男性，白人，异性恋和健全的系统产生的，这导致了显式和隐性实践，从而使茎空间保持在很大程度上同质的劳动力和国家规范的变化。在压力时期，潜水员人才的丧失导致纪律上的卓越和解决能力的能力缩小。对创新的需求提高，加上人口变化，最近，Covid 19大流行和种族暴力的影响导致了性别和种族化的劳动力成果。这些影响迫切需要确保学术工程环境对潜水员的教师包容和公平，以便所有健谈都可以解决需要工程专业知识的当前和未来复杂的全球问题。除非工程系统（例如学术学院，工程认证机构，专业社会）识别并解决将性别歧视和种族主义保持在适当的结构，政策和实践，否则将无法满足这一需求。目前，学术工程系统是松散地对齐的，有时是断开连接的。使这些工程系统保持一致，并整合支持包容性组织变革的基于证据的政策和实践，将使更丰富和多样化的工程人才以及STEM系统改革的可用性。这项倡议将扩大美国工程教育学会（ASEE）的提前适应工程院长性别平等（Edge）倡议，该计划提供了资源和示例，以成功地适应基于社会科学的证据对学术工程实践。知识计划的目标是1）使专注于晋升和任期的学术工程学院和部门的系统保持一致，以增强多样性女性工程教师的成功； 2）使专业社会和教a内的认证治理体系保持一致并透明，并增加妇女Abet计划评估人员和专员的多样性数量，以使认证决策机构多样化并提高领导责任感； 3）最终，支持不同女性未来工程师的分歧和公平成功。知识变化模型将在一个不同的实践社区中进行试验并部署在八个校园中。成果将通过合作伙伴网络，ASEE工程院长委员会，社交媒体和科学出版物传播。这项工作与NSF Advance计划保持一致，该计划旨在促进性别平等，专注于识别和演变的组织障碍，这些组织障碍阻碍了潜水员在学术机构中的全面参与和进步。抑制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。提前的“伙伴关系”奖项为适应和采用基于循证的策略对高等教育的学术，非营利机构和非学术非营利组织提供了支持。该奖项反映了NSF的法定使命，并通过使用基金会的知识和更广泛的影响来审查Criteria，通过评估来诚实地通过评估来诚实地支持。