NSF ADVANCE Catalyst: Tracking Recognition and Engagement of Women in Low-Prestige/High-Workload Service Activities at Kent State University

计数是实现两性平等的一个有力工具，因为它：（1）推动组织变革;（2）消除“这里不存在性别偏见”的神话;（3）确定体制变革目标;（4）建立问责制;（5）记录变革努力的效力。 我们的目标是通过透明地量化自我认同的交叉性别和种族/民族身份（IGRE身份），以跟踪干女教师在肯特州立大学（KSU）的保留和晋升，建立在以前的先进举措。妇女完成更多的高工作量/低地位的服务任务，这可能成为她们在学术界向上流动的障碍。因此，必须透明地量化服务工作量的差异。与男子相比，妇女更有可能担任几乎没有知名度或声望的服务职位。我们有经验证据表明，在堪萨斯州立大学，女性比男性从事更多的服务工作：2017年堪萨斯州立大学的一项气候调查发现，表示感到服务责任负担沉重的女性教师（47%）多于男性教师（34%），而且本科研究导师中女性比例不成比例。我们提出的在线仪表板将通过NSF认可的STEM字段、排名和IGRE来汇总服务负担。我们将衡量与教师服务活动相关的声望，工作量和成就感的主观感受，以确定那些服务工作量最不公平的STEM领域。我们将分析在过去十年中从大学分离的教师那里收集的离职面谈数据，以确定他们的IGRE身份和服务负担是否/如何促成了他们的离职决定。最后，我们将建立STEM妇女支持网络，以促进与服务工作量有关的社区建设和指导。我们的项目的一个关键优势是其重点是进行体制改革，以纠正结构性不平等。我们的项目解决了服务负担，性别不平等的一个具体的上游原因，以提高在KSU干女教师的保留和进步。我们的项目的具体目标是通过交叉性别和种族/民族身份（IGRE身份），同时保持教师的匿名性，透明地量化服务承诺中的不平等。我们的方法建立在以前的NSF ADVANCE工作（NSF赠款#1463898）报告这种透明度是一种有效的干预措施，以减少服务中的性别差异。这个时机对我们的项目来说是完美的，这将涉及定量（即，关于服务承诺和看法的在线匿名调查）以及定性研究方法（例如，二次数据分析的离职面谈的答复和优点审查材料），因为它与堪萨斯州立大学最近发布的战略DEI计划。KSU是一所拥有八个校区的博士学位授予公立机构，拥有约42，000名学生，最近被授予最高研究卡内基分类（即，R1），是一个理想的先进奖得主。我们多元化的研究团队拥有强大的机构支持。我们的KSU STEM教师服务数据的中央存储库将通过自我识别的IGRE身份透明地跟踪服务承诺，以提高女性STEM教师通过终身教职/行政级别的向上流动性，在STEM教授中消除宏观层面的性别不平等。此外，我们的方法可以很容易地适应，以解决IGRE在世界各地的大学和机构环境中的不平等。其他更广泛的影响包括：赠款“有效期”结束后记录保持透明度，扩大妇女的声音，以及为处于不同职业阶段的受训人员提供跨学科研究培训和传播机会。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。

Counting is a powerful tool for achieving gender equity because it: (1) motivates organizational change; (2) dispels myths that “gender bias doesn’t happen here”; (3) identifies institutional change targets; (4) creates accountability; and (5) documents the efficacy of change efforts. Our goal is to build upon previous ADVANCE initiatives by transparently quantifying self-identified intersecting gender and racial/ethnic identities (IGRE identities) to track STEM women faculty’s retention and promotion at Kent State University (KSU). Women complete more high-workload/low-status service tasks, which can be an obstacle to their upward mobility in academia. Therefore, transparently quantifying disparities in service workload is imperative. Relative to men, women are disproportionately more likely to hold service positions with little visibility or prestige. We have empirical evidence that women engage in more service work than men at KSU: A 2017 KSU climate survey found more women (47%) than men (34%) faculty reported feeling burdened by service responsibilities, and women disproportionately comprise undergraduate research mentors. Our proposed online dashboard will aggregate service burden by NSF-recognized STEM fields, rank, and IGREs. We will measure subjective perceptions of the prestige, workload, and fulfillment associated with faculty members’ service activities to identify those STEM fields with the greatest service workload inequities. We will analyze exit interview data collected across the last decade from faculty who separated from the university to determine whether/how their IGRE identities and service burdens contributed to their departure decision. Finally, we will establish a STEM Women’s Support Network to promote community building and mentorship pertaining to service workloads. A key strength of our project is its focus on making institutional change to remedy structural inequities. Our project addresses service burden, a specific upstream cause of gender inequity, to improve retention and advancement of STEM women faculty at KSU. The specific aim of our project is to transparently quantify inequities in service commitments by intersecting gender and racial/ethnic identities (IGRE identities) while maintaining faculty anonymity. Our approach builds on previous NSF ADVANCE work (NSF Grant #1463898) reporting such transparency is an efficacious intervention for reducing gender disparities in service. The timing is perfect for our project, which will involve quantitative (i.e., online anonymous surveys about service commitments and perceptions) as well as qualitative research methodology (e.g., secondary data analyses of exit interview responses and merit review materials), because it dovetails with KSU's recently released strategic DEI plan. KSU, an eight-campus, doctoral-granting public institution with ~42,000 students, which was recently granted the highest research Carnegie Classification (i.e., R1), is an ideal ADVANCE award recipient. Our diverse research team has strong institutional support. Our central repository of KSU STEM faculty service data will transparently track service commitments by self-identified IGRE identities to improve upward mobility of women STEM faculty through tenure/administration ranks, chipping away at macro-level gender inequalities in the STEM professoriate. Moreover, our approach can be readily adapted to address IGRE inequalities in university and institutional contexts across the world. Other broader impacts include continued transparency in record-keeping beyond the “life” of the grant, amplification of women’s voices, and interdisciplinary research training and dissemination opportunities for trainees at various career stages. 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.