ADVANCE Institutional Transformation Award

该项目的目标是通过增加女性教师的数量来改变莱斯大学的科学与工程学院；以识别和重视每个人的独特技能并奖励贡献的方式加强气候的性别中立；增加女性担任领导职务并取得成功的机会。莱斯大学在科学、数学、工程和技术领域大约三分之一的教师将在未来8年内达到正常退休年龄。这应该提供一个绝佳的机会，以寻求大幅增加女性教师的数量，包括有色人种女性。ADVANCE项目将利用莱斯大学对性别平等的坚定承诺，以及与该校领导层的密切联系，解决影响学术界女性的招聘、保留和氛围等关键问题。为实现这一转变，正在追求三个具体目标：增加Rice Aspiration大学的女性人数：以更能反映学科内博士数量的水平招聘和保留女性教员。招聘活动：职业成功讲习班，合格申请人数据库，介绍最佳招聘做法，为妇女进入学院提供非传统的进入途径。保留活动：教师成功研讨会，服务和教学数据库，为主席和教职员工介绍最佳实践。2. 为Rice Aspiration公司的女性创造一个积极友好的工作环境：在气候调查中，女性和男性的满意度相似。个人活动：指导、指导和反向指导。机构活动：部门主席参与机构转型，更新机构政策以增加女性教师成功的机会，数据收集和分析，以及关于领导力的演讲。3. 评价促进妇女发展的措施并分享这方面的信息愿望：在专业期刊上发表的出版物和现成的材料。评估：由社会科学家进行的批判性评估，以产生可发表的数据以及有效行动的一般准则。传播：利用网站和联系作为机制，方便获取供其他机构改编的材料，并举办国家最佳做法讲习班。这个项目的成功为赖斯大学提供了一个机会，让人们认识到它良好的气候，以及它在强调和鼓励女教师成就方面所做的努力，这些活动可以被改编并应用于其他机构。以传播已开发材料为重点的一系列倡议使项目知识能够广泛地提供给从事变革倡议的其他机构。

The goal of this project is to transform the Schools of Science and Engineering at Rice University by increasing the number of women faculty; strengthening the gender-neutrality of the climate in a way that identifies and values the unique skills of each individual and rewards contributions; and enhancing opportunities for women to assume and succeed in leadership positions. Approximately one-third of the faculty in science, mathematics, engineering, and technology areas at Rice will reach normal retirement age within the next 8 years. This should provide an exceptional opportunity to seek to significantly increase the numbers of women faculty, including women of color. The ADVANCE program will capitalize on the strong commitment to gender equity at Rice University and robust linkages to the leadership of the institution to address the key issues of recruitment, retention, and climate that affect women in academia. To achieve this transformation, three specific goals are being pursued: 1. Increase the number of women at Rice Aspiration: Hiring and retention of women faculty at levels that better reflect available pools of Ph.D.s within disciplines.Recruitment Activities: Workshop for Career Success, database of qualified applicants, introducing best recruitment practices, engaging non-traditional entry tracks for women to enter the academy.Retention Activities: Workshop for Faculty Success, database of service and teaching, introducing best practices for chairs and staff. 2. Create a positive and welcoming work environment for women at Rice Aspiration: Women and men report similar levels of satisfaction in climate surveys. Individual Activities: Mentoring, coaching, and reverse mentoring. Institutional Activities: Engagement of department chairs in institutional transformation, updating institutional policies to increase opportunities for success of women faculty, data collection and analysis, and discourse on leadership. 3. Evaluate what works to advance women and share this information Aspiration: Publications in professional journals and materials made readily available. Evaluation: Critical assessment by social scientists to produce publishable data as well as general guidelines for effective action. Dissemination: Use of website and Connexions as mechanisms to provide easy access to materials for adaptation by other institutions and holding a national Workshop on Best Practices.The success of this program provides the opportunity to distinguish Rice for its excellent climate and for its efforts in highlighting and encouraging achievement of women faculty with model activities that can be adapted and applied to other institutions. The series of initiatives focused on dissemination of developed materials enables project knowledge to be broadly available to other institutions undertaking transformational initiatives.