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

密苏里州科技大学(S)高级适应项目旨在提高女性在密苏里州S科技大学的教职员工队伍和领导职位上的代表性，特别是来自代表性较低的种族群体的女性。该大学输出的大量工程学毕业生影响了全国工程劳动力的多样性。增加密苏里州S分校的女教职员工人数，有可能改变该地区公民对成为工程师的定义，并使密苏里州S分校成为所有人真正的理想去处。该项目的具体目标是解决自学报告中确定的阻碍妇女招募和晋升的根本障碍，即：(1)培养包容各方的氛围；(2)打断和解决性别偏见问题；(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先期项目的循证战略调整到密苏里州S和T；独特的以STEM为重点的农村背景来实现这些目标。该项目将采用交叉的视角，通过调整活动并以考虑到项目参与者和受益者的性别、种族和等级的方式衡量结果。这些适应将允许测试先前先进战略对独特背景和不同身份的泛化能力。密苏里州科技大学(S；T)先进适应项目将采用先前先进项目中的三种主要基于证据的战略来实现其目标。第一个战略是提供教育和领导力发展，让现任和有抱负的领导者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：与国家公认的多样性、气候和性别问题专家一起举办一系列杰出的讲座；修改搜索委员会的偏见培训；提供领导力研讨会，向校园领导人提供培养包容性环境和改善公平的知识和工具；以及为职业生涯中期的教职员工举办辅导研讨会。第二个策略是透过部门资源增值补助金，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，同时获得有效做到这一点的支持、咨询和资源。第三个战略是转变体制结构、政策和做法，强调问责。这一战略将通过以下方式实现：实施学院研究员计划，为有抱负的领导者提供行政职位，以开展将发展和增强校园政策和资源的项目；将问责制注入领导实践；审查和修订晋升、终身教职和工作量政策；在教务长办公室设立一个监督办公室职位，以扩大教师的关切。该项目预计将改善气候，改变关键政策和做法，并最终改善女性教职员工的代表性、经验和成果，特别是来自历史上代表性不足的种族群体的女性。NSF高级项目旨在通过专注于发现和消除阻碍不同教师充分参与和提升学术机构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“适应”奖为学术、非营利性高等教育机构以及非学术、非营利性组织的适应和采用循证策略提供支持。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。

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.