ADVANCE Institutional Transformation Award: In the footsteps of Katharine Wright: Promoting STEM Women through LEADER

在代顿的学术机构中，女性在STEM部门的代表性不足，就像在全国范围内一样。代顿地区的四个机构具有不同的历史，使命和人口统计数据，形成了领导者联盟，目的是在代顿创业地区的学院启动公平。这些机构包括一所公立博士大学（赖特州立大学，主办机构），一所私立天主教机构（代顿大学），一所少数民族服务的公共机构（中央州立大学）和一所联邦研究生机构（空军理工学院）。它们都位于附近，并在STEM计划上进行常规合作。他们还共同致力于区域STEM教育、管道和经济发展，并认识到包容性，包括在STEM领域招募和支持女性的直接努力，是这一使命的必要组成部分。我们的ADVANCE合作将通过机构间协调和社会和组织心理学方法的独特结合来解决这些问题，以改善气候，从而改变个别参与机构。智力优势：女性在STEM学术院系中的代表性不足反映了招聘、支持和晋升方面的性别差异。在这些问题持续存在的基础上，是植根于个人往往无意识的态度和行为的制度氛围的特征。因此，在STEM学院实现性别平等需要体制结构和流程的转变，以及气候的转变。LEADER联盟将实施基于性别图式、说服理论和社会契约的社会/组织心理学模型，以改变支持STEM女性的制度氛围。我们将推动实施在之前的ADVANCE计划中验证的战略，以加强STEM女性终身教职的招聘、保留和晋升。在机构间问责制和行政架构框架内实施这些举措（领袖联盟）将促进机构内气候的转变，从而在基于STEM创新传统的区域内创造可持续的女性友好型STEM文化。LEADER的具体目标是：(a)对各机构中STEM女性的环境进行比较分析，从而确定与招聘、保留和晋升相关的最佳做法；(b)开展性别模式教育和以说服理论为基础的运动，以促进新的期望规范，从而促进这些最佳做法的实施；(c)在整个联盟中实施社会契约，促进气候转型的透明度和问责制，从而促进STEM女性的招聘、晋升和成功。实施和管理：社会科学研究将由一名社会心理学家和一名从事道德心理学和性别理论领域工作的哲学家进行。最初，各机构将对气候进行比较，为气候倡议提供信息。在单位和机构一级，主席和教员公平顾问将在中央领导行政办公室的协助下执行拟议的倡议。将在领导理事会（由每个机构的代表组成）的指导下，并在咨询委员会的外部监督下，利用公认的指标、形成性和总结性评价和持续改进，集中监测在征聘和提高妇女地位方面达到基准的责任。更广泛的影响：机构间的合作和问责制将显著提高女性在STEM学院的留任和晋升。更广泛地说，我们的ADVANCE项目旨在促进公平，这种模式可以应用于不同的目标人群。该联盟包括一个HBCU（中央州立大学）和一个致力于残疾人无障碍的机构（赖特州立大学）；因此，该项目应促进STEM女性社区中这两个人口群体的显著进步。我们选择首字母缩略词“LEADER”承认这种可转移性；今天在代顿地区提高STEM女性的地位，将为学院内部争取平等的努力提供榜样。

Women are underrepresented in STEM units in Dayton academic institutions, as they are nationwide. Four institutions in the Dayton region with diverse histories, missions and demographics form the LEADER consortium for the purpose of Launching Equity in the Academy across the Dayton Entrepreneurial Region. The institutions include a public doctoral university (Wright State University, host institution), a private Catholic institution (University of Dayton), a minority-serving public institution (Central State University) and a federal graduate institution (Air Force Institute of Technology). All are located in close proximity and collaborate routinely on STEM initiatives. They also share a commitment to regional STEM education, pipeline, and economic development, and recognition that inclusiveness, including directed efforts to recruit and support women in STEM, is a necessary component of that mission. Our ADVANCE collaborative will address these issues through a unique combination of inter-institutional coordination and approaches drawn from social and organizational psychology to improve climate and thereby transform the individual participating institutions. Intellectual Merit: The underrepresentation of women among academic STEM faculties reflects gender disparities in recruitment, support, and promotion. Underlying the persistence of these problems are features of institutional climate that are rooted in the often nonconscious attitudes and behaviors of individuals. Thus, progress toward gender equity in the STEM academy requires transformation of institutional structures and processes, and transformation of climate. The LEADER consortium will implement models of social/organizational psychology based on gender schemas, persuasion theory, and social contracts, to transform institutional climate in support of STEM women. We will facilitate implementation of strategies proven in prior ADVANCE initiatives to enhance recruitment, retention and advancement of tenure-track STEM women. Implementation of these initiatives within a framework of inter-institutional accountability and administrative architecture (the LEADER Consortium) will catalyze transformation of climate within institutions, thus creating a sustainable women-friendly STEM culture within a region built upon a legacy of STEM innovation. The specific aims of LEADER are: (a) to conduct a comparative analysis of climate for STEM women across the institutions and thereby identify best practices related to recruitment, retention, and advancement; (b) to initiate gender schema education and a campaign based on persuasion theory that will promote new norms of expectation and thereby facilitate implementation of those best practices; and (c) to implement social contracts across the consortium that promote transparency and accountability for transformation of climate, leading to recruitment, promotion and success of STEM women. Implementation and Management: Social science research will be undertaken by a social psychologist and a philosopher working in the area of moral psychology and gender theory. Initially climate will be compared across the institutions to inform climate initiatives. At the unit and institutional levels, chairs and faculty equity advisors will implement proposed initiatives with the assistance of a centralized LEADER administrative office. Accountability for achieving benchmarks in recruitment and advancement of women will be centrally monitored using accepted metrics, formative and summative evaluation, and continuous improvement under the direction of the LEADER Council (composed of representatives from each institution) and with external oversight from an Advisory Board. Broader Impacts: The inter-institutional collaboration and accountability should significantly increase retention and advancement of women in the STEM academy. More broadly, our ADVANCE program is designed to promote equity and that model can be applied to diverse target populations. The consortium includes an HBCU (Central State) and an institution committed to accessibility for the disabled (Wright State); as such, this project should promote significant gains in these two demographic groups within the community of STEM women. Our selection of the acronym "LEADER" recognizes this transferability; advancement of STEM women in the Dayton region today will provide leadership, by example, for efforts toward equity within the academy.