Advancement of Women in STEMM: A Multi-level Research and Action Project

描述（由申请人提供）：尽管在许多研究领域，女性和男性在早期职业水平上几乎是平等的，但女性在高级职位上的代表性不足，使她们对科学、技术、工程、数学和医学（STEMM）的重要贡献的全部潜力没有得到充分实现。美国国家科学院（National Academies of Science）调查了stem领域女性职业发展不平等的原因，得出的结论是，根深蒂固的性别偏见——有时是有意识的，但更多的是无意识的——是性别平等的最大障碍。提出的研究通过三个具体目标来解决这个问题：澄清系内气氛、学术生产力、工作满意度、离职意向和男女教员的人员流失之间的关系。这将通过对STEMM教师现有调查数据、新调查浪潮和公开数据的路径分析和结构方程建模来完成。具体目标2。测试偏见扫盲研讨会对教师的影响(a)无偏见回应的动机，(b)公平自我效能感，(c)积极的公平结果预期；还有部门氛围。这将包括45对匹配的STEMM部门机构的组随机对照试验和结合成人学习和故意行为改变原则的研讨会干预。具体目标#3。通过语言和非语言提示检查对公平干预（偏见扫盲讲习班）的接受和抵制。这将通过在讲习班试点发展期间对录像的谈话分析来完成。这项工作利用了跨学科研究团队的协同专业知识，对1100多名STEMM教师的两波调查数据，以及威斯康星大学麦迪逊分校的规模，使90个部门的STEMM小组能够匹配。该项目预计将产生：1)与有意义的结果相关的院系氛围形式的制度变化测量，2)偏见扫盲研讨会作为准备传播的公平干预措施，以及3)关于教师反应模式和实时沟通策略的分类和一套数字视频材料，可用于提高公平干预的有效性。公共卫生相关性：医学研究所呼吁增加学术卫生科学领导者的多样性，作为减少和消除该国人口之间健康差距的一项有效干预措施。这项工作的目标是通过了解部门氛围对成功职业发展的重要性，并通过教育学术界成员认识到偏见并促进对所有女性群体的平等行为，促进stem学术领导者的性别多样性。

DESCRIPTION (provided by applicant): Although women and men are near parity at early career levels in many research fields, women are underrepresented in senior ranks, leaving unrealized the full potential of their vital contributions to science, technology, engineering, mathematics, and medicine (STEMM). The National Academies of Science examined the reasons for inequities in the career advancement of women in STEMM and concluded that biases deeply rooted in assumptions about gender - sometimes conscious but more frequently unconscious - pose the greatest barrier to gender equity. The proposed research confronts this issue through three Specific Aims: Specific Aim #1. Clarify the relationships among department climate, academic productivity, job satisfaction, intent to leave, and attrition for male and female faculty members. This will be accomplished using path analysis and structural equation modeling of existing survey data of STEMM faculty, a new survey wave, and publicly available data. Specific Aim #2. Test the impact of a Bias Literacy Workshop on faculty (a) motivation to respond without bias, (b) equity self-efficacy, (c) positive equity outcomes expectations; and department climate. This will involve a group-randomized controlled trial with 45 matched pairs of STEMM departmental bodies and a workshop intervention that incorporates principles of adult learning and intentional behavioral change. Specific Aim #3. Examine receptivity and resistance to an equity intervention (Bias Literacy Workshop) through verbal and non-verbal cues. This will be accomplished through conversation analysis of video recordings during pilot development of the workshops. This work capitalizes on the synergistic expertise of an interdisciplinary research team, two waves of survey data on over 1100 STEMM faculty and the size of the University of Wisconsin-Madison which enables matching 90 departmental STEMM groups. This project is expected to yield: 1) a measure of institutional change in the form of department climate that correlates with meaningful outcomes, 2) a Bias Literacy Workshop as an equity intervention ready for dissemination, and 3) a taxonomy and set of digital video materials on patterns of faculty responses and real-time communicative strategies that can be used to enhance the effectiveness of the equity intervention. PUBLIC HEALTH RELEVANCE: The Institute of Medicine calls for increasing the diversity of leaders in academic health sciences as one effective intervention to reduce and eliminate health disparities among populations in this country. The goal of the proposed work is to promote gender diversity in STEMM academic leaders by understanding the importance of department climate in successful career development and by educating members of the academic community to recognize bias and promote egalitarian behavior toward all groups of women.