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，这些政策和做法会导致一些STEM教员出现不同的专业结果。高级催化剂项目将产生一个根据密西西比大学的背景和机构数据量身定做的为期五年的STEM教师公平计划，该计划将指导机构采取行动，解决在赠款期间发现的任何问题。这个项目将使用一个新的框架来研究政策、程序和经验如何在一个机构的各个层面上相互作用，并影响到STEM的不同教师。机构的自我评估和五年战略计划将为改善该机构STEM教师的公平性奠定基础。由于体制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。催化剂项目的结果将定期与密西西比大学社区进行沟通。这些发现和战略旨在适用于多个机构，并将与其他高等教育机构共享--特别是大型旗舰机构和位于美国南部的机构。NSF高级项目旨在通过重点识别和消除阻碍不同教师在学术机构充分参与和晋升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、流程、实践以及组织文化和氛围中。先进的“催化剂”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 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.