ADVANCE Partnerships for Adaptation, Implementation, and Dissemination (PAID) Award: SEEDS at the University of Miami

迈阿密大学的SEEDS（科学家和工程师扩大多样性和成功）计划有两个主要目标：1)实施创新和经过验证的教师招聘和保留计划；2)利用这些计划来推动更大的机构承诺，以确保机构变革的连续性和持久性。澳大正在建立一个大学级别的SEEDS办公室，作为澳大所有三个校区的多元化项目的重点，建立一个最佳实践委员会来评估政策的公平性，资助一个互动剧院倡议，以帮助在多元化问题上教育学术人群，并赞助一项全面的气候调查，以确定澳大的性别和种族问题。SEEDS办公室将协调倡议，开发一个全面的网站，并与最佳实践委员会合作，就多样性问题对各部门、系主任和招聘委员会进行教育，这些工作由澳大资助。NSF的资金将支持7个项目，其中5个基于成熟的项目：SEEDS网络、高级学者讲座、职业研讨会、“你选择”领导机会和跨越差异的指导，以及两个新项目：“早期职业研究会议”和“内部工作促进部门转型”。这些策略借鉴了大量关于科学和工程领域性别和种族平等的文献，以有效地积极招募妇女和代表性不足的少数民族。总的来说，这些项目和活动利用了UM教师更换和扩张的关键时期，当催化招聘和保留计划可以显着增加教师多样性时。机会是巨大的：UM现在有302名SEM教师，预计在未来五年内将有100多名终身职位的SEM教师。UM位于通往美洲的门户迈阿密，西班牙裔的成功故事随处可见，我们的本科生中有27%是西班牙裔，10%是非裔美国人。然而，我们的科学、工程和数学学院只有5%的少数族裔。因此，我们非常渴望招募和留住有色人种的女性。因为迈阿密对西班牙裔人特别有吸引力，而且由于我们的几个研究领域都有大量的西班牙裔女性代表，我们希望在了解、庆祝、提升、招募和留住西班牙裔女性的努力中取得很大的成功。智力优势：SEEDS创新地将对代表性不足的少数民族的关注与经过验证的新颖项目结合起来，既广泛地吸引了整个大学社区，又集中地改变了目标部门。新颖的“早期职业研究会议”在前沿研究会议上展示了年轻女性和未被充分代表的少数族裔科学家，从而直接促进了她们的职业发展，并在当地和全国范围内突出了她们。一个新颖的“从内部工作”项目结合了教育系主任的倡议、行政倡导和对选定的女性教师领导的财政支持，这些女性教师领导配备了“转型工具包”，以解决自己部门内的具体问题。更广泛的影响：SEEDS将减轻孤立，促进职业发展，教育学术界，并在整个机构的招聘和晋升方面进行变革，很有可能改善气氛，并在教员扩张的关键时期增加对妇女和代表性不足的科学家的招聘和保留。

The University of Miami's SEEDS (Scientists and Engineers Expanding Diversity and Success) initiative has two main objectives: 1) to implement innovative and proven programs for faculty recruitment and retention and 2) to use these to leverage a larger institutional commitment that will assure continuity and permanence of institutional change. UM is establishing a University-level SEEDS office as a focus for diversity programs across all three UM campuses, establishing a Best Practices Committee to assess equity in policies, funding an Interactive Theatre initiative to help educate academic populations in diversity issues, and sponsoring a comprehensive climate survey to identify gender and ethnicity issues at UM. The SEEDS office will orchestrate initiatives, develop a comprehensive website and work with the Best Practices Committee to educate departments, department chairs and search committees on diversity issues, efforts funded by UM. NSF funding will support seven programs, including five based on proven programs: SEEDS Networking, Senior Scholar Lectureships, Career Workshops, "You Choose" Leadership Opportunities and Mentoring Across Differences, and two novel programs: "Early Career Research Conferences" and "Working From Within For Departmental Transformation". These strategies draw from an extensive literature on gender and race equity in science and engineering to effectively recruit women and underrepresented minorities actively.Taken together, these programs and activities capitalize on a critical period of faculty replacement and expansion at UM, when catalyzing recruitment and retention initiatives can significantly increase faculty diversity. The opportunity is substantial: UM now has 302 SEM faculty and anticipates more than 100 tenure-track SEM faculty searches in the next five years. UM is located in Miami, the gateway to the Americas, where the Hispanic success story is palpable at every turn, and where our undergraduates are 27% Hispanic and 10% African-American. However, our Science, Engineering and Mathematics faculty has only 5% underrepresented minorities. We thus have a substantial eagerness for recruiting and retaining women of color. Because Miami is particularly attractive for Hispanic peoples and since several of our research fields have a strong pipeline representation of Hispanic women, we expect a good measure of success in our efforts to learn about, celebrate, promote, recruit and retain Hispanic women. Intellectual merit: SEEDS innovatively combines a focus on underrepresented minorities with proven and novel programs to both broadly engage an entire university community, and focally transform target departments. Novel "Early Career Research Conferences" showcase young women and underrepresented minority scientists in cutting edge research conferences, thereby directly promoting their careers and highlighting them for local and national searches. A novel "Working from Within" program combines an initiative to educate department chairs with an administrative advocacy and financial support of selected women faculty leaders who are armed with a "Transformational Toolkit" to remedy specific concerns within their own departments. Broader impact: SEEDS will alleviate isolation, foster career development, educate the academic community and infuse changes in hiring and promotion institution-wide with a high probability of improved climate as well as increased hiring and retention of women and underrepresented scientists during a critical period of faculty expansion.