ADVANCE Partnership: Transforming HSI STEM Departmental Climate for Faculty Success

拉丁裔是美国增长最快的人口之一，但在科学、技术、工程和数学（STEM）职业中，拉丁裔教师的比例仍然不足。部门和机构环境必须欢迎和促进拉丁裔教师的参与和职业发展，以便在学术界取得成功。该项目认识到学术部门气候在拉丁裔的招聘、保留和发展中的重要性。预计的STEM部门气候转型的重点是为系主任及其变革团队提供所需的资源，以将其部门的文化转变为拉丁裔和其他代表性不足的少数族裔教师心理健康的工作场所。该项目利用学术和专业组织的多方面、多组织合作伙伴关系中的影响力、专业知识和资源，战略性地利用从NSF-ADVANCE项目中获得的知识和见解，但不限于此。该项目旨在促进更广泛地适应以证据为基础的性别平等和系统性变革战略，从而使STEM学术工作场所和专业更加多样化和包容性。通过多样化的STEM教师，我们的项目希望加强STEM管道，提高学生的成绩，并最终加强美国的STEM劳动力和全球竞争力。该项目的目标是将STEM部门的气候和文化转变为心理健康的工作场所，在那里，拉丁裔教师可以以最大限度地提高学术生产力和进步的方式茁壮成长。项目范围包括四个目标和相关活动：1)通过新创建的推进拉丁裔STEM实践社区（CoP），让部门变革领导者了解多样性、公平和包容（DEI）信息和基于证据的实践；2)在一年一度的春季推进拉丁裔教师STEM峰会上邀请STEM部门变革领导人进行网络和资源共享；3)让STEM部门主席领导的年度变革团队在经验丰富的辅导员/教练的指导下，通过密集的工作来改造他们的部门；4)通过社会科学研究，考察针对系主任的赋权驱动的健康工作场所干预计划如何改善拉丁裔在STEM领域的多样性、气候、福祉和生产力。通过实践社区和系主任干预实施和应用战略，将提高有关促进或阻碍拉丁裔STEM教师成功的关键和影响因素的知识。我们广泛的合作伙伴关系将向各利益相关者传播有关最佳实践的信息，以为拉丁裔STEM教师创造和维持包容和支持的环境。NSF ADVANCE项目旨在通过识别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、过程、实践以及组织文化和气候中。ADVANCE“伙伴关系”奖为学术、非营利高等教育机构和非学术非营利组织适应和采用基于证据的战略提供支持。该奖项反映了美国国家科学基金会的法定使命，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。

Latinas represent one of the fastest-growing populations in the US, yet Latina faculty in science, technology, engineering, and mathematics (STEM) careers remain underrepresented. Departmental and institutional environments must welcome and foster the engagement and career development of Latina faculty to be successful in academia. This project recognizes the importance of academic departmental climates in the recruitment, retention, and advancement of Latinas. The anticipated STEM department climate transformation focuses on equipping department chairs and their change teams with the resources needed to transform their departments' cultures into psychologically healthy workplaces for Latina and other underrepresented minority faculty. The project leverages the influence, expertise, and resources embedded within a multifaceted, multi-organizational partnership of academic and professional organizations and strategically draws on the knowledge and insights gained from, but not limited to, NSF-ADVANCE projects. The project is designed to facilitate broader adaptation of evidence-based gender equity and systemic change strategies, resulting in more diverse and inclusive STEM academic workplaces and professions. By diversifying STEM faculty, our project aspires to enhance the STEM pipeline, improve student outcomes, and ultimately strengthen the U.S. STEM workforce and global competitiveness.The goal of this project is to transform STEM departmental climates and cultures into psychologically healthy workplaces where Latina faculty can thrive in ways that maximize their scholarly productivity and advancement. The project scope encompasses four objectives, and related activities: 1) expose department change leaders to Diversity, Equity, and Inclusion (DEI) information and evidence-based practices via a newly created Advancing Latina Faculty in STEM Community of Practice (CoP); 2) engage STEM department change leaders in an annual spring Advancing Latina Faculty in STEM Summit for networking and resource sharing; 3) enable annual cohorts of STEM department chair-led change teams to transform their departments through intensive work guided by experienced facilitators/coaches; and 4) examine via social science research how empowerment-driven healthy workplace intervention programs for department chairs lead to improved diversity, climate, well-being, and productivity for Latinas in STEM. Implementing and applying strategies through the community of practice and department chair intervention will sharpen knowledge regarding the critical and influential factors that facilitate or hinder the success of Latina STEM faculty. Our broad partnership will disseminate information to various stakeholders on best practices to create and sustain inclusive and supportive climates for Latina STEM faculty. 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 "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.