AGEP FC-PAM: Alliance for Relevant and Inclusive Sponsorship of Engineering Researchers (ARISE) to Increase the Diversity of the Biomedical Engineering Faculty

AGEP教师职业途径联盟模式（FC-PAM）“工程师相关和包容性赞助联盟”（ARISE）促进工程高等教育的公平和包容。AGEP ARISE联盟的目标是在招聘实践中应用学科相关，包容性和交叉赞助和系统性变革，以增加黑人和非洲裔美国人，拉丁裔和西班牙裔美国人，美洲原住民印第安人，阿拉斯加原住民，夏威夷原住民和太平洋岛民生物医学工程博士候选人，博士后研究学者，以及布朗大学、约翰霍普金斯大学、哥伦比亚大学和耶鲁大学的早期职业教师。这个AGEP FC-PAM正在AGEP ARISE联盟的博士候选人，博士后研究学者和早期职业教师的家乡机构之外建立有效和专业的赞助关系。赞助与导师制不同，因为它较少涉及个人之间的知识转移，而更多地涉及通过促进AGEP ARISE联盟的博士候选人，博士后研究学者和专业网络内的早期职业教师的权力转移。博士候选人，博士后研究生和早期职业教师围绕种族，民族，性别，性取向，残疾和照顾者身份的交叉身份通知与赞助商配对，他们正在参加关于赞助中交叉性重要性的培训。AGEP ARISE联盟还将密歇根大学ADVANCE计划的教师招聘最佳实践应用于博士后研究学者和早期职业教师招聘政策和实践。提高公平性和包容性对于促进STEM教师，教育美国未来的STEM劳动力，促进个人机会以及促进美国经济繁荣至关重要。NSF AGEP计划，因此，资金赠款，推进和加强支持公平和包容的系统性因素，从而减轻学术界和工作场所的系统性不平等。FC-PAM奖项旨在支持联盟模式的开发、实施、评估和制度化，这些模式将在类似的高等教育机构内促进AGEP人口。FC-PAM合作者还研究社会文化，经济，结构，领导和制度变量如何影响FC-PAM的形成，以及合作者实施的战略或干预措施，以促进AGEP人口。该项目的中间成果是增加AGEP ARISE联盟博士候选人，博士后研究学者，和早期职业教师，并提高赞助商的文化和多样性意识。从长远来看，这些进步转化为AGEP ARISE联盟学术部门更加多样化的教师。内部和外部咨询委员会定期审查AGEP ARISE联盟的进展，制定未来步骤的战略，并与赞助商和赞助商进行接触。一名内部评价员正在领导该项目的自学和对实施情况的形成性评估，招聘做法的变化，以及博士候选人、博士后研究学者和早期职业教师的知识、愿望、价值观和联盟活动所产生的专业活动的变化。一名外部评估人员正在使用一个基于理论的框架提供总结性评估，以评估AGEP ARISE联盟在发展包容性的、培养生物医学工程领域各种博士候选人、博士后研究学者和早期职业教师网络方面的有效性;这些人如何提高他们的知名度、网络、合作和职业成功;该项目对培养促进公平和包容的体制气候的影响;以及促进AGEP人口在生物医学工程领域寻求教师职位。AGEP ARISE联盟团队正在开发和传播赞助和招聘指南以及项目成果，这些成果通过同行评审和一般出版物、AGEP ASPIRE联盟网站以及科学和专业会议上的演讲进行分享。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。

The AGEP Faculty Career Pathways Alliance Model (FC-PAM) “Alliance for Relevant and Inclusive Sponsorship of Engineers” (ARISE) promotes equity and inclusion in engineering higher education. The goal of the AGEP ARISE Alliance is to apply discipline-relevant, inclusive, and intersectional sponsorship and systemic change in hiring practices to increase the visibility, networks, collaborations, and professional success of Black and African American, Latine and Hispanic American, Native American Indian, Alaska Native, Native Hawaiian, and Native Pacific Islander biomedical engineering doctoral candidates, postdoctoral research scholars, and early career faculty members at Brown University, Johns Hopkins University, Columbia University, and Yale University. This AGEP FC-PAM is building effective and professional sponsorship relationships outside the home institutions of the AGEP ARISE Alliance’s doctoral candidates, postdoctoral research scholars, and early career faculty members. Sponsorship is differentiated from mentorship as it is concerned less with the transfer of knowledge between individuals and more with the transfer of power through the promotion of the AGEP ARISE Alliance’s doctoral candidates, postdoctoral research scholars, and early career faculty members within professional networks. The doctoral candidates’, postdoctoral research scholars’, and early career faculty members’ intersecting identities around race, ethnicity, gender, sexual orientation, disability, and caregiver status informs pairings with sponsors, who are participating in training on the importance of intersectionality in sponsorship. The AGEP ARISE Alliance is also adapting faculty hiring best practices from the University of Michigan’s ADVANCE program to both postdoctoral research scholar and early career faculty hiring policies and practices. Improving equity and inclusion is critical to advancing STEM faculty members, educating America’s future STEM workforce, fostering individual opportunity, and contributing to a thriving U.S. economy. The NSF AGEP program, therefore, funds grants that advance and enhance the systemic factors that support equity and inclusion and, consequently, mitigate the systemic inequities in the academic profession and workplace. FC-PAM awards are intended to support the development, implementation, evaluation, and institutionalization of Alliance models that will advance AGEP populations, within similar institutions of higher education. FC-PAM collaborators also study how socio-cultural, economic, structural, leadership and institutional variables affect the formation of the FC-PAM, and the strategies or interventions the collaborators implement to advance AGEP populations.The intermediate outcomes of the project are increases in the visibility, networks, opportunities, and collaborations of AGEP ARISE Alliance doctoral candidates, postdoctoral research scholars, and early career faculty members and improved cultural and diversity awareness among sponsors. Longer term these advances translate into more diverse faculty in the AGEP ARISE Alliance academic departments. Internal and external advisory boards routinely review the AGEP ARISE Alliance’s progress, strategize on future steps, and engage with sponsors and sponsees. An internal evaluator is leading the project’s self-study and formative assessment of implementation, changes in hiring practices, and changes in doctoral candidates’, postdoctoral research scholars’ and early career faculty members’ knowledge, aspirations, values, and professional activities resulting from Alliance activities. An external evaluator is providing summative assessment using a theory-based framework to assess the effectiveness of the AGEP ARISE Alliance in developing inclusive, nurturing networks of diverse doctoral candidates, postdoctoral research scholars, and early career faculty members in biomedical engineering; the ways those individuals have increased their visibility, networks, collaborations, and professional success; the impact of the project on fostering institutional climates that promote equity and inclusion; and the advancement of AGEP populations pursuing faculty positions in biomedical engineering. The AGEP ARISE Alliance team is developing and disseminating sponsorship and hiring guides, and project results, that are shared through peer-reviewed and general publications, an AGEP ASPIRE Alliance website, and presentations at scientific and professional meetings.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.