ADVANCE Institutional Transformation Award: Project UPWARD

该项目的目标是通过制度实践、政策、气候和文化的转变，促进国家科学和工程学术队伍的发展，包括各级教师和学术领导，特别是高级学术队伍中女性的充分参与。马里兰大学巴尔的摩分校（UMBC）提议实施一项为期五年的计划，以消除障碍，改变大学文化，并扩大女性的机会。这种转变将增加女性，特别是代表性不足的女性在STEM学术职业中的代表性和进步，从而有助于发展更多样化的科学和工程劳动力。通过改变政策和做法，影响STEM女性教师的招聘、选拔、晋升和向领导职位的过渡，UMBC寻求确保女性的人数等于或高于她们被选中的人数。在五年内，所有政策、程序、伙伴关系和流程都将到位并付诸实施，以确保在十年内实现这一目标。目标1：以所有STEM部门为重点，UMBC将合作制定和制度化新的政策，做法和资源，有效地鼓励招聘，选拔和雇用女性，特别是少数族裔女性，各级教师。UMBC将确定和发展网络机会，从中招募女性研究生和博士后学生到校园，创建一个名为“教师视野”的新项目，以UMBC成功的“研究生视野”项目为蓝本，招募女教师到校园，并为每个部门确定具有挑战性但可实现的目标，以招募、选择和雇用不同群体的女教师。目标2：建立一个有针对性的项目系统，为支持女性在科学、技术、工程和数学领域的努力创造一个清晰易懂的途径，以获得终身教职和晋升，并过渡到大学的领导职位。计划中的项目包括一个正式的指导项目，结构化的领导经验，为在应用教育项目中表现出色的讲师提供一个新的教师轨道，以及让教师有时间平衡家庭和医疗需求，为晋升、终身职位和晋升做准备，而不会对他们的职业生涯造成影响。目标3：制定选区建设计划，以便各级行政部门和每个部门支持项目的各个方面，并建立新的合作伙伴关系，将UMBC与更广泛的研究型大学社区联系起来，引领STEM女性教师的发展和进步。在五年的时间里，UMBC将从基层到高层管理，建立和制度化可持续发展所需的复杂支持系统。UMBC将确定或雇用一个人，他将直接向校长报告，与STEM教师合作，并提供设置课程和维护课程所需的领导。她/他将致力于开发和实施一种有效的性别意识培训模式，以解决学院中STEM的独特文化，并与全国其他研究机构建立伙伴关系，以收集和传播有效和可持续的实践。已经制定了一个广泛的评估过程，通过结果评估、反馈和持续的程序改进来指导转换过程。UMBC将在支持女性的职业选择和发展方面开辟新的领域，并相信这些新的机会将使STEM领域的男性和女性受益，在整个校园和全国范围内。ADVANCE团队在大学校长PI的领导下，得到了各级教职员工和行政部门的支持。大学的充分承诺确保有足够的资源来实现目标和目的。UMBC致力于为其社区的所有成员创造一个多样化的环境。至少，女性教师的比例将与它所吸引的候选人人数成比例。通过增加STEM女性教师的数量和参与度，该大学将更好地支持女学生，而女学生将在解决美国严重的劳动力短缺问题上发挥重要作用。

The goal of this project is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks, through the transformation of institutional practices, policies, climate, and culture. The University of Maryland, Baltimore County (UMBC) proposes to implement a five-year program to remove barriers, transform the culture of the university, and expand opportunities for women. This transformation will increase the representation and advancement of women, and in particular underrepresented women, in academic STEM careers, thereby contributing to the development of a more diverse science and engineering workforce. Through changes in policies and practices that affect the recruitment, selection, promotion, and transition of STEM women faculty to leadership positions, UMBC seeks to ensure women will be represented in numbers equal to or higher than parity with the pools from which they are selected. Within five years, all policies, procedures, partnerships, and processes will be in place and in motion to ensure this goal is achieved within ten years. Objective 1: With a focus on all STEM departments, UMBC will work collaboratively to develop and institutionalize new policies, practices, and resources that will effectively encourage the recruitment, selection, and hiring of women, and particularly minority women, to the faculty at all ranks. UMBC will identify and develop networking opportunities from which to recruit women graduate and post-doctoral students to the campus, create a new program called Faculty Horizons, modeled on UMBC's successful Graduate Horizons to recruit female faculty to the campus, and define challenging yet attainable goals for each department to recruit, select, and hire a diverse group of women faculty. Objective 2: Establish a system of targeted programs to create a clear and understandable pathway in support of women's efforts in science, technology, engineering, and mathematics to achieve tenure and promotion, and transition to leadership positions at the university.Planned programs include a formalized mentoring program, structured leadership experiences, a new faculty track for lecturers who have demonstrated excellence in applied education projects, and time for faculty to balance family and medical needs with preparation for promotion, tenure, and advancement without penalty to their careers. Objective 3: Develop programs for constituency building, such that all levels of administration and each department support all aspects of the project and create new partnerships to connect UMBC to the broader community of research universities leading in the development and advancement of STEM women faculty.Over five years, UMBC will create and institutionalize the complex system of support needed for sustainability, from the grass roots through the top administration. UMBC will identify or hire an individual who will report directly to the president, work collaboratively with STEM faculty, and provide the leadership needed to set the course and maintain it. She/he will work to develop and implement an effective model for gender awareness training that addresses the unique culture of STEM in the academy and develop partnerships with other research institutions across the country to both gather and disseminate effective and sustainable practices. An extensive evaluation process has been formulated to guide the transformation process through outcome assessment, feedback, and continual program improvement. UMBC will chart new territory in supporting women's career options and advancement and believes that these new opportunities will benefit both men and women in STEM, across the campus, and across the country. The ADVANCE team is supported by all levels of faculty, staff, and administration under the leadership of the PI, the president of the university. The full commitment of the university assures that adequate resources are available to achieve the goal and objectives.UMBC is committed to creating a diverse environment for all members of its community. At a minimum, women faculty will be represented in proportion to the available pool of candidates from which it draws. By increasing STEM faculty women's numbers and involvement, the university will better support its female students who in turn will play an important role in addressing the nation's critical workforce shortages.