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

AGEP教师职业道路联盟模式（FC-PAM）“相关和包容性工程师赞助联盟”（ARISE）促进工程高等教育的公平性和包容性。AGEP ARISE联盟的目标是在招聘实践中应用与学科相关的、包容性的、交叉的赞助和系统性的变革，以提高黑人和非裔美国人、拉丁裔和西班牙裔美国人、美洲印第安人、阿拉斯加原住民、夏威夷原住民和太平洋岛民的生物医学工程博士候选人、博士后研究学者的知名度、网络、合作和专业成功。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庭机构之外建立了有效和专业的赞助关系。赞助不同于指导，因为它不太关注个人之间的知识转移，而更关注通过促进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来转移权力。博士候选人、博士后研究学者和早期职业教师在种族、民族、性别、性取向、残疾和照顾者状况方面的交叉身份，为他们与赞助商的配对提供了信息，赞助商正在参加有关赞助中交叉性重要性的培训。AGEP ARISE联盟还将密歇根大学ADVANCE项目的最佳教师招聘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。改善公平和包容对于提高STEM教师的水平、教育美国未来的STEM劳动力、培养个人机会以及为繁荣的美国经济做出贡献至关重要。因此，美国国家科学基金会AGEP项目的资助旨在促进和加强支持公平和包容的系统性因素，从而减轻学术专业和工作场所的系统性不平等。FC-PAM奖励旨在支持联盟模型的开发、实施、评估和制度化，这些模型将在类似的高等教育机构中推进AGEP人口。FC-PAM合作者还研究了社会文化、经济、结构、领导和制度变量如何影响FC-PAM的形成，以及合作者为促进AGEP人口而实施的战略或干预措施。该项目的中期成果是AGEP ARISE联盟博士候选人、博士后研究学者和早期职业教师的知名度、网络、机会和合作的增加，以及赞助商之间文化和多样性意识的提高。从长远来看，这些进步转化为AGEP ARISE联盟学术部门的更多样化的教师。内部和外部顾问委员会定期审查AGEP ARISE联盟的进展，制定未来步骤的战略，并与赞助商和被赞助商进行接触。一名内部评估员负责对项目的实施、招聘实践的变化、博士生、博士后研究学者和早期职业教师的知识、抱负、价值观和由联盟活动引起的专业活动的变化进行自我学习和形成性评估。外部评估员使用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，培养生物医学工程领域多样化博士候选人，博士后研究学者和早期职业教师网络方面的有效性；这些人提高知名度、网络、合作和职业成功的方式；项目对营造促进公平和包容的制度氛围的影响；以及AGEP人口追求生物医学工程教师职位的进步。AGEP ARISE联盟团队正在开发和传播赞助和招聘指南以及项目结果，并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报告进行分享。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。

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.