ADVANCE Partnerships for Adaptation, Implementation and Dissemination Award: Partnership for Faculty Equity and Diversity

加州大学（UC）系统的五个南加州校区提出了一系列针对高级学术管理人员的讲习班和研讨会。合作校区包括：欧文分校（UCI）、洛杉矶分校（UCLA）、河滨分校（UCR）、圣地亚哥分校（UCSD）和圣巴巴拉分校（UCSB）。提议的讲习班和研讨会允许传播经验教训和最佳实践，这些经验和实践使UCI在ADVANCE奖期间（2001年9月至今）大大增加了STEM领域对女性和代表性不足的少数民族的雇用。虽然UCI在招募妇女方面取得了很大进展，但该伙伴关系将侧重于保留和提升妇女和少数民族教师的战略。这些研讨会促进了理解，促进了培训，并鼓励在尔湾校区和其他ADVANCE倡议中开发的新项目的实施。研究机构转型和教师多样性的专家一致认为，最高管理层必须对院长和系主任的多样性负责，以实施有效的策略，招聘、留住和提升多元化的教授。为了让变革“向下过滤”到院系层面，高层管理者需要制定策略，让院长对自己的单位负责，这样院长就会制定策略，让院系负责。主席是高层管理人员和教员之间的关键纽带。系主任在实施新政策方面发挥着关键作用，比如加州大学的家庭友好政策，再加上不断更换系主任的挑战，这些系主任可能没有获得公平实施所必需的人际关系和官僚技巧，这意味着迫切需要对系主任进行培训。系主任作为“气候监管者”，在确保利用此类政策的教员不会遭到系内同事的报复方面发挥着至关重要的作用。加州大学是美国最大的公立大学，拥有10个校区，20多万名学生，8000多名高级教师。该系统的学生人口相当多样化，但教师人口仍以白人和男性为主。近年来，许多校园增加了聘用女性和少数族裔教员的比例，但要想通过严格的审查程序留住这些有前途的学者，就需要管理人员有能力实施新政策（例如，家庭友好政策），同时确保一个欢迎来自不同背景的教员的工作环境。实施团队由不同学科、种族和性别的学者和专业人员组成。这个团队的多样性将是实施一个项目的关键，该项目吸引来自广泛背景的管理人员，并在整个计划的项目中对性别和种族问题保持敏感。人们期望这些面向教务长、院长和主席的项目能成为其他关心教员公平和多样性的机构的榜样。

The five southern California campuses of the University of California (UC) system propose an ongoingseries of workshops and seminars targeting senior academic administrators. The Partnership campusesare: Irvine (UCI), Los Angeles (UCLA), Riverside (UCR), San Diego (UCSD), and Santa Barbara (UCSB). The proposed workshops and seminars allow dissemination of lessons learned and best practices that have enabled UCI to dramatically increase hiring of women and underrepresented minorities in STEM fields during the ADVANCE award (September 2001-present). While excellent progress has been made in recruiting women to UCI, the Partnership will focus on strategies to retain and advance women and minority faculty. The workshops promote understanding, facilitate training, and encourage implementation of the novel programs developed at the Irvine campus and by other ADVANCE initiatives. Experts on institutional transformation and faculty diversity agree that the top administration must provide accountability for diversity for deans and department chairs to implement effective strategies for recruiting, retaining, and advancing a diverse professoriate. In order for changes to "filter down" to the departmental level, higher administrators need to develop strategies for holding deans accountable for their units so that the deans will then develop strategies for holding departments accountable. Chairs are the key link between upper level administrators and the faculty. Department chairs' key role in implementing new policies, like the UC family friendly policies, coupled with the challenge of constantly shifting chairs who may not have gained the interpersonal relations and bureaucratic skills essential for equitable implementation, implies a pressing need for chairs' training. Department chairs, as "climate regulators", serve an essential function in ensuring that faculty members who make use of such policies do not experience retaliation by their departmental colleagues.The University of California is the largest public university in the United States with over 200,000 studentson ten campuses employing more than 8,000 ladder-rank faculty members. The system's studentpopulation is quite diverse, yet the faculty population remains predominantly white and male. In recentyears, many campuses have increased the rate of hiring women and minority faculty members, yetretention of these promising scholars through the rigorous review process will require that administratorsare capable of implementing new policies (e.g., family friendly policies) while at the same time ensuring awork environment that welcomes faculty from diverse backgrounds. The Implementation Team involvesscholars and professionals who are diverse in terms of discipline, ethnicity, and gender. The diversity ofthis team will be key in implementing a program that appeals to administrators from broad backgroundsand weaves sensitivity to gender and ethnic issues throughout the planned programming. The expectation is that the programs for provosts, deans and chairs become a model for other institutions that care about faculty equity and diversity.