ADVANCE Adaptation: Creating a Destination of Choice at Missouri University of Science & Technology

高级适应：在密苏里科技大学创建首选目的地

• 批准号: 2204537
• 负责人: Jessica Cundiff
• 金额: $ 100万
• 依托单位: Missouri University of Science and Technology
• 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 2025-08-31
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2204537&HistoricalAwards=false
• 关键词: ADVANCE; Adaptation; Creating; Destination; Choice

The Missouri University of Science & Technology (S&T) ADVANCE Adaptation project aims to increase the representation of women, especially women from underrepresented racial-ethnic groups, across faculty ranks and leadership positions at Missouri S&T. The university’s considerable output of engineering graduates influences the diversity of the national engineering workforce. Increasing the representation of women faculty at Missouri S&T has the potential to transform what it means to become an engineer to citizens in the region and make Missouri S&T a true destination of choice for all. The specific goals of the project are to address underlying barriers to women’s recruitment and advancement identified in a self-study, namely: (1) cultivate an inclusive climate, (2) interrupt and address gender bias, and (3) facilitate equitable access to and distribution of resources and opportunities. The project aims to achieve these goals by adapting evidence-based strategies from prior ADVANCE projects to the unique STEM-focused and rural context of Missouri S&T. It will apply an intersectional lens by adapting activities and measuring outcomes in ways that consider the gender, race-ethnicity, and rank of program participants and beneficiaries. These adaptions will allow tests of the generalizability of prior ADVANCE strategies to unique contexts and diverse identities.The Missouri University of Science & Technology (S&T) ADVANCE Adaptation project will adapt three primary evidence-based strategies from prior ADVANCE projects to achieve its goals. The first strategy is to provide education and leadership development to engage current and aspiring leaders as equity-minded cultural change agents. Approaches to execute this strategy includes: implementing a distinguished lecture series with nationally recognized experts in diversity, climate, and gender issues; revising bias training for search committees; providing leadership workshops to equip campus leaders with knowledge and tools for cultivating inclusive climates and improving equity; and giving mentoring workshops for mid-career faculty. The second strategy is to provide targeted support to individual units through Department Enhancement Grants. These grants will empower departments to develop their own strategies to address equity-related problems of their own choosing while receiving support, consultation, and resources to do so effectively. The third strategy is to transform institutional structures, policies, and practices, emphasizing accountability. This strategy will be achieved by: implementing a Faculty Fellows program that provides aspiring leaders administrative placements to work on projects that will develop and enhance campus policies and resources; infusing accountability into leadership practices; reviewing and revising promotion, tenure, and workload policies; and creating an Ombud position in the Provost’s Office to amplify faculty concerns. The project is expected to improve climate, change key policies and practices, and ultimately improve women faculty representation, experiences, and outcomes, especially women from historically underrepresented racial-ethnic groups.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 institution 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.

密苏里州科技大学（S T）ADVANCE适应项目旨在提高密苏里州科技大学教师队伍和领导职位中女性的代表性，特别是来自代表性不足的种族-族裔群体的女性。该大学的工程毕业生的相当大的输出影响了国家工程劳动力的多样性。增加密苏里州科技大学女教师的代表性有可能改变成为工程师对该地区公民的意义，并使密苏里州科技大学成为所有人真正的首选目的地。该项目的具体目标是解决在一项自我研究中查明的妇女征聘和晋升的潜在障碍，即：（1）培养包容性的气氛，（2）中断和解决性别偏见，以及（3）促进公平获得和分配资源和机会。该项目旨在通过将先前ADVANCE项目的循证策略适应密苏里州ST独特的以STEM为重点的农村环境来实现这些目标。它将采用交叉透镜，调整活动并以考虑性别、种族-民族以及方案参与者和受益者的等级的方式衡量成果。这些调整将允许测试先前的ADVANCE策略的可推广性，以独特的背景和不同的idents.The密苏里州科技大学（ST）ADVANCE适应项目将适应三个主要的循证策略，从先前的ADVANCE项目，以实现其目标。第一项战略是提供教育和领导力发展，使现任和有抱负的领导人成为具有公平意识的文化变革推动者。执行这一战略的方法包括：与国家认可的多样性，气候和性别问题专家一起实施一系列杰出的讲座;修订搜索委员会的偏见培训;提供领导力研讨会，为校园领导者提供培养包容性气候和改善公平的知识和工具;并为中期职业教师提供辅导研讨会。第二项策略是透过部门发展赠款，为个别单位提供有针对性的支援。这些赠款将使各部门能够制定自己的战略，以解决自己选择的与公平有关的问题，同时获得支持、咨询和资源，以便有效地这样做。第三个战略是改革体制结构、政策和做法，强调问责制。这一战略将通过以下方式实现：实施教师研究员计划，该计划为有抱负的领导者提供行政职位，以便在开发和加强校园政策和资源的项目上工作;将问责制注入领导实践;审查和修订晋升，任期和工作量政策;并在教务长办公室创建一个监察员职位，以扩大教师的关注。该项目预计将改善气候，改变关键的政策和做法，并最终提高女教师的代表性，经验，和成果，特别是妇女从历史上代表性不足的种族-ethnic groups.The NSF ADVANCE计划旨在通过对识别和消除组织障碍，阻碍了学术机构的全面参与和发展，以促进性别平等的重点。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“适应”奖为学术、非营利高等教育机构以及非学术、非营利组织提供基于证据的战略适应和采用支持。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。