Collaborative Research: ADVANCE PARTNERSHIP: STEM Intersectional Equity in Departments (SIEDS): A Partnership for Inclusive Work Cultures

STEM部门间公平(SIEDS)项目将密歇根州立大学、俄亥俄州立大学和韦恩州立大学三所大学纳入合作伙伴关系，以开发、实施和评估创建包容和公平的部门文化的工具包。研究文献表明，当所有教职员工在支持“完整的人”的环境中工作时，他们都会茁壮成长。该工具包将帮助部门领导创建和维持积极的部门环境，从而为所有教职员工带来成功。该项目将赋予系领导权力，以便他们能够创建对教师在多样性、公平、包容性和正义(DEIJ)(包容性评估)工作的评价，促进“全人”方法来认识和支持教师需求(跨教师生命周期的支持)，并培养具有DEIJ重点技能和战略的未来领导者(多样化领导)。SIEDS工具包将1)识别和解决晋升、任期和其他评估过程中的偏见，以创建包容性评估；2)认识到工作和生活任务相互作用的方式，以建立健康的部门文化；3)扩大对隐蔽和低提升性工作任务的概念化和测量，以增加对这些耗时任务的认识和重视；4)创建支持领导力发展的材料。这些工具包和经验教训将在每年召开的五大湖联盟会议上分享。在项目第四年，该工具包预计将由联盟成员改编，到达密歇根州、俄亥俄州、伊利诺伊州、印第安纳州和威斯康星州的所有R1和R2大学。这种适应将在项目的最后一年进行评估，这将有助于改进其他机构的工具包，并确定可能需要解决的实施问题。国家科学基金会高级计划旨在通过重点确定和消除阻碍不同教师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。 高级伙伴关系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和非学术机构为基础，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。

The STEM Intersectional Equity in Departments (SIEDS) project brings three universities, Michigan State University, The Ohio State University, and Wayne State University into a partnership to develop, implement, and assess a Toolkit for Creating an Inclusive and Equitable Departmental Culture. The research literature indicates that all faculty thrive when they work in environments that support the “whole person.” The toolkit will help department leaders create and sustain positive departmental environments that lead to success for all faculty. The project will empower department leaders so that they can, create assessments that credit faculty for their work in Diversity, Equity, Inclusion and Justice (DEIJ) (Inclusive Assessment), promote a “whole person” approach to recognizing and supporting faculty needs (Support across the Faculty Lifecycle), and cultivate future leaders with DEIJ-focused skills and strategies (Diversifying Leadership).The SIEDS toolkit will 1) identify and address biases during promotion, tenure, and other evaluation processes to create inclusive assessment; 2) recognize the ways that work- and life- tasks interact to build healthy department cultures; 3) expand conceptualizations and measurements of hidden and low-promotable work tasks to increase the recognition and valuing of these time-consuming tasks; and 4) create materials to support leadership development. The toolkit and lessons learned will be shared at the Great Lakes Consortium Convening annually. In project year four, the toolkit is expected to be adapted by the consortium members, reaching all the R1 and R2 universities in Michigan, Ohio, Illinois, Indiana, and Wisconsin. This adaptation will be evaluated in the final year of the project, which will help improve the toolkit for other institutions and identify implementation issues that may need to be addressed.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.