ADVANCE Catalyst: Reflecting, Assessing, and Improving Intersectional Equitable Practices with STEM Faculty

ADVANCE Catalyst：与 STEM 教师一起反思、评估和改进交叉公平实践

• 批准号: 2216872
• 负责人: Chantelle Anfuso
• 金额: $ 30万
• 依托单位: Georgia Gwinnett College
• 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: 2022-12-15 至 2024-11-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2216872&HistoricalAwards=false
• 关键词: ADVANCE; Catalyst; Reflecting; Assessing; Improving

This project aims to assess equity among STEM faculty at Georgia Gwinnett College (GGC), a relatively young institution founded in 2006, which has a large, diverse STEM faculty who have worked at the institution since its early days. It has a significant percentage of faculty who identify as women (~50%) and with historically excluded (HE) racial/ethnic groups (~18%). GGC has several unique characteristics as compared to traditional institutions of higher education. This Catalyst Project offers a unique opportunity to understand the rapid evolution of a diverse faculty body over a short period; investigate the factors that attracted and retained a large number of HE faculty; and investigate any barriers that may have impeded their professional growth. GGC’s large number of HE STEM faculty provides a large sample size for data analysis that can provide statistically significant results. This has the potential of making significant contributions to the research on diversity and equity in STEM and ensuring equity in the long term for the GGC faculty.Through this project, Georgia Gwinnett College (GGC) aims to take a data-driven approach to assess equity among its STEM faculty, particularly among faculty identifying with historically excluded (HE) groups, such as those who identify as women and/or as belonging to specific racial/ethnic groups. This study will help identify the factors that contribute to the recruitment, retention, and advancement of HE faculty at a diverse, minority-serving, open-access institution. By collecting and analyzing data from multiple sources (such as demographic data, salary data, time at rank, surveys, focus groups, interviews, official policies and guidelines, annual evaluations, etc.), the study will identify the policies and practices that lead to recruitment, retention, and advancement of faculty identifying with HE groups in STEM disciplines. This data analysis will also help identify any inequities that might affect STEM faculty at the college. In collaboration with key administrators at GGC through an internal advisory board, the project aims to create a five-year strategic plan to address any inequities that are discovered during this self-assessment. This strategic plan will also identify existing practices that need to be retained to maintain an equitable workplace for STEM faculty at GGC and can be shared with the wider academic community for broader implementation. 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 an academic, non-profit institution 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.

该项目旨在评估格鲁吉亚格温内特学院（GGC）STEM教师之间的公平性，GGC是一所成立于2006年的相对年轻的机构，拥有一个庞大的，多样化的STEM教师，他们从成立之初就在该机构工作。它有一个显着的教师谁确定为女性（约50%）和历史上排除（HE）种族/民族群体（约18%）的百分比。与传统的高等教育机构相比，GGC有几个独特的特点。这个催化剂项目提供了一个独特的机会，以了解在短时间内多样化的教师群体的快速发展;调查吸引和保留了大量的高等教育教师的因素;并调查可能阻碍他们的专业成长的任何障碍。GGC的大量HE STEM教师为数据分析提供了大样本量，可以提供统计上显著的结果。这有可能对STEM多样性和公平性的研究做出重大贡献，并确保GGC教师的长期公平性。通过这个项目，格鲁吉亚Gwinnett学院（GGC）旨在采取数据驱动的方法来评估其STEM教师之间的公平性，特别是在历史上被排斥（HE）群体的教师中，例如那些自认为是妇女和/或属于特定种族/族裔群体人。这项研究将有助于确定的因素，有助于招聘，保留，并在一个多样化的，少数民族服务，开放获取的机构高等教育教师的进步。通过收集和分析来自多个来源的数据（如人口统计数据、工资数据、任职时间、调查、焦点小组、访谈、官方政策和指导方针、年度评估等），这项研究将确定政策和做法，导致招聘，保留和教师的进步认同与高等教育集团在STEM学科。这种数据分析还将有助于确定可能影响该学院STEM教师的任何不公平现象。该项目通过内部咨询委员会与GGC的主要管理人员合作，旨在制定一项五年战略计划，以解决在自我评估期间发现的任何不公平现象。该战略计划还将确定需要保留的现有做法，以保持GGC STEM教师的公平工作场所，并可以与更广泛的学术界分享，以实现更广泛的实施。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。