ADVANCE Catalyst: Researching Equity Surrounding Hiring and Promotion Experiences (RESHAPE)

密西西比大学将进行一项机构自我评估，以确定潜在的组织不平等（不公正或不公平）政策和做法，这些政策和做法导致一些STEM教师的专业成果差异。ADVANCE Catalyst项目将产生一项针对密西西比大学背景和机构数据量身定制的五年STEM教师权益计划，该计划将指导机构采取行动，解决拨款期间发现的任何问题。该项目将采用一个新颖的框架来研究政策、程序和经验如何在机构的各个层面上相互作用，并影响STEM的不同教师。该机构的自我评估和五年战略计划将为改善该机构STEM教师的公平奠定基础。由于制度政策的相互关联性质，这项工作将使STEM学科和非STEM学科受益。Catalyst项目的结果将定期与密西西比大学社区进行沟通。研究结果和策略旨在适用于多个机构，并将与其他高等教育机构分享，特别是大型旗舰机构和位于美国南部的机构。NSF ADVANCE项目旨在通过识别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、过程、实践以及组织文化和气候中。ADVANCE“Catalyst”奖为学术、非营利性高等教育机构的机构评估和五年教师权益战略计划的制定提供支持。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 University of Mississippi will undertake an institutional self-assessment to identify potential organizational inequities (unjust or unfair) policies and practices that result in differential professional outcomes for some STEM faculty. The ADVANCE Catalyst project will result in a five-year STEM faculty equity plan tailored to the University of Mississippi context and institutional data that will guide institutional actions to address any issues identified during the grant. This project will employ a novel framework to examine how policies, procedures, and experiences interact across levels of an institution and affect different faculty in STEM.The institutional self-assessment and five-year strategic plan will set a foundation to improve equity for STEM faculty at the institution. This work will benefit STEM disciplines as well as non-STEM disciplines due to the interconnected nature of institutional policy. Results of the Catalyst project will be regularly communicated with the University of Mississippi community. The findings and strategies aim to be applicable to multiple institutions and they will be shared with other higher education institutions—especially large flagship institutions and those located within the southern United States.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 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.