ADVANCE Adaptation: UMass Boston CARES: Communities, Acknowledgment, Recognition and Equity through a Culture of Sponsorship

这个项目解决了与社区参与的研究和关怀工作缺乏认可度和价值，以及女性教职员工和有色人种教师承担不公平服务负担有关的问题。重要的是，这些问题在高等教育中普遍存在，并已被证明导致了科学、技术、工程和数学(STEM)领域的女性教员和有色人种教员在经历和职业发展方面的不平等。为了解决性别和种族不平等问题，马萨诸塞大学波士顿社区、承认、认可和公平通过赞助文化(CARE)将实施两套主要战略，即政策核心和培训核心。政策核心将侧重于增加对终身教职和非终身教职教师在终身教职和晋升审查中的服务、社区参与的研究和关怀工作的公平认可。培训核心将以剧院增强的旁观者培训为中心，以解决和减轻教师人事审查中的性别和种族偏见。该项目还将为人事审查、旁观者干预和行为、赞助和共谋者工具制定以性别和种族平等为重点的指导方针。此外，该项目旨在发展一种重视关怀工作、服务和社区参与研究的机构文化，这将导致波士顿大学的系统性变化。结合波士顿大学国家科学基金会高级催化剂机构自我评估的结果，波士顿大学波士顿关怀项目的目标是使用交叉镜头来调整和实施校园范围的政策和旁观者干预，以促进结构和文化变革，增加STEM教职员工的性别和种族公平。该项目的具体目标是实施与终身教职跟踪和非终身教职跟踪的教师人事审查相关的公平意识政策和做法，并将大学文化转向以社区参与的研究、服务和关怀工作为中心的认可和奖励。该项目侧重于战略的两个核心，即政策核心和培训核心。政策核心的目的是通过一个工作组程序创建公平的教员人事审查，该程序将制定和实施具有公平意识的运营人员审查指导方针。培训核心的目的是为参与教师人事审查的教职员工和领导者提供剧院增强的旁观者干预。旁观者计划侧重于与关怀工作、服务和社区参与研究的评估特别相关的人事审查中的隐性偏见问题。预计该项目还将澄清社区参与的研究和关怀工作，以及如何认可和奖励这些教员活动，以支持女性教员和有色人种教员在STEM领域的经验和职业成果。该项目将导致系统性变化，显著改变波士顿大学的结构和文化，使其以公平的人事审查政策、做法和程序为中心。美国国家科学基金会高级计划旨在通过重点识别和消除阻碍不同教员在学术机构充分参与和进步的组织障碍来促进性别公平。 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。 高级适应奖为适应和采用基于证据的战略提供支持，以适应和采用基于证据的战略，以学术、非营利性高等教育机构以及非学术机构、非营利组织。该奖项反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

This project addresses issues related to lack of recognition and value for community engaged research and caring work, along with inequitable service loads shouldered by women faculty and faculty of color. Importantly, these issues are widespread in higher education and have been demonstrated to lead to inequities in the experiences and career advancement of women faculty and faculty of color in science, technology, engineering, and mathematics (STEM) fields. To address gender and racial inequities, the University of Massachusetts (UMass) Boston Communities, Acknowledgment, Recognition and Equity through a Culture of Sponsorship (CARES) will implement two major sets of strategies, the policy core and the training core. The policy core will focus on increasing the equitable recognition of service, community-engaged research, and caring work in tenure and promotion reviews for tenure-track and non-tenure-track faculty. The training core will center theater-enhanced bystander training to address and mitigate gender and racial bias in faculty personnel reviews. The project will also develop gender and racial equity-focused guidelines for personnel reviews, bystander interventions and behaviors, sponsorship, and co-conspirator tools. In addition, the project seeks to develop an institutional culture that values caring work, service, and community-engaged research which will lead to systemic change at UMass Boston.Grounded in the findings of UMass Boston’s National Science Foundation ADVANCE Catalyst institutional self-assessment, the UMass Boston CARES project’s goal is to use an intersectional lens to adapt and implement campus wide policy and bystander interventions to promote structural and cultural changes that increase gender and racial equity for STEM faculty. The specific objectives of the project are to implement equity-minded policies and practices related to tenure-track and nontenure-track faculty personnel reviews and to shift the culture of the university toward centering recognition and rewards for community-engaged research, service, and caring work. The project focuses on two cores of strategies, the policy core and the training core. The aim of the policy core is to create equitable faculty personnel reviews through a working group process that will develop and implement equity-minded operational personnel review guidelines. The aim of the training core is to provide theater enhanced bystander interventions for faculty and leaders involved in faculty personnel reviews. The bystander program focuses on issues of implicit bias in personnel reviews related specifically to the evaluation of caring work, service, and community-engaged research. The project is also expected to provide clarity about community-engaged research and caring work, and how those faculty activities are recognized and rewarded to support the experiences and career outcomes of women faculty and faculty of color in STEM fields. The project will lead to systemic change that significantly shifts the structures and culture of UMass Boston to center equitable personnel review policies, practices, and processes.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 institutions 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.