A Catalyst for Intersectional Gender Equity in STEM at the University of Nebraska at Omaha

内布拉斯加大学奥马哈分校将进行一项机构自我评估，以确定潜在的组织不公平(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教职员工出现不同的专业结果。高级催化剂项目将产生一项针对内布拉斯加大学奥马哈分校的五年期STEM教职员工公平计划，并提供机构数据，指导机构采取行动，解决赠款期间发现的任何问题。本项目将研究政策、程序、实践和其他因素如何在一个机构的不同层面上相互作用，并影响STEM的不同教员。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内布拉斯加大学奥马哈分校交流。该项目预计将增加我们对非R1、授予博士学位的地区性大学中STEM教师公平问题的理解。该项目由NSF Advance和已建立的激励竞争性研究计划共同资助。NSF高级方案旨在通过重点确定和消除阻碍学术机构中不同教员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、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公平评估和五年教师公平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 Nebraska at Omaha 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 Nebraska at Omaha context and institutional data that will guide institutional actions to address any issues identified during the grant. This project will examine how policies, procedures, practices, and other factors 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 Nebraska at Omaha community. The project is expected to add to our understanding of STEM faculty equity issues at non-R1, doctoral-granting regional universities.This project is jointly funded by NSF ADVANCE and the Established Program to Stimulate Competitive Research. 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 equity assessments and the development of five-year faculty equity strategic plans at academic, non-profit institutions 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.