Eastern Washington University ADVANCE Institutional Transformation Catalyst

东华盛顿大学（EWU） NSF推进机构转型（IT）催化剂将调查与机构性别不平等相关的原因，并计划有效的补救措施。具体而言，计划的活动包括：1)确定和审查与教师招聘、保留和晋升相关的政策，并考虑政策沉默的领域；2)对东吴各级教师进行气候调查；3)使用意义生成方法（Sense-Making Methodology， SMM）对目前从事STEM学科的女性教师进行访谈，以更好地了解女性教师面临的隐性挑战；4)对过去三年内申请EWU教师职位的所有个人进行调查，以评估招聘策略和流程的包容性和吸引力；5)分析与教师职位广告相关的分布、时机和营销实践，以及新招聘实践开始前后的申请筛选过程；6)性别、多样性和残疾在最终申请人选择池中的代表性比较；7)与CSHE和CSBS的系主任就有形和无形的激励、实践和期望进行重点访谈；8)与教师组织市政厅会议，征求意见，并为制度的发展激励个人。智力价值：该项目利用意义构建方法作为提取有关制度文化的定性数据的手段。这反映了在深入了解吸引和支持STEM领域女性教师的因素方面迈出的重要一步。收集到的数据将通过更全面地了解女教员面临的问题来补充现有的数据。此外，它将使华盛顿和其他具有类似使命和构成的大学对影响女性的核心因素有一个基本的了解，并激发变革的努力。更广泛的影响：EWU将是第一所区域性综合性大学，主要是本科，以教学为重点，在华盛顿获得ADVANCE支持。因此，该机构将成为高等教育协调委员会和华盛顿乃至全国其他机构的榜样。预计这将对STEM领域的女学生在攻读研究生课程和就业时产生间接影响。用于数据收集的战略有可能影响其他研究进程，并继续加强对公平的追求。

The Eastern Washington University (EWU) NSF ADVANCE Institutional Transformation (IT) Catalyst will investigate reasons associated with institutional gender inequities and plan effective remedies. Specifically, planned activities include: 1) Identification and review of policies relevant to the recruitment, retention, and promotion of faculty along with consideration of areas in which policy is silent; 2) Administration of a climate survey to faculty in all ranks and positions at EWU; 3) Interview of female faculty currently in STEM disciplines using Sense-Making Methodology (SMM) to better understand the unspoken challenges facing female faculty; 4) Survey of all individuals who applied for faculty positions at EWU within the previous three years to evaluate the inclusiveness and attractiveness of recruitment strategies and processes; 5) Analysis of the distribution, timing, and marketing practices associated with faculty position advertisements as well as the application screening process before and after the initiation of the new recruitment practice; 6) Comparison of the representativeness of gender, diversity, and disability in final applicant selection pools; 7) Focused interviews with department chairs in CSHE and CSBS regarding tangible and intangible incentives, practices, and expectations; 8) Orchestration of town hall meetings with faculty to solicit ideas as well as energize individuals for institutional evolution. Intellectual Merit: This project utilizes sense-making methodologies as a means of extracting qualitative data regarding institutional culture. This reflects an important step for having an in-depth understanding of the factors that attract and support women faculty in the STEM fields. Collected data will complement that already available by giving a more complete picture of issues faced by women faculty. Furthermore, it will allow other universities in Washington and elsewhere with a similar mission and make-up to have a baseline understanding of the core factors impacting women and stimulate transformative endeavors. Broader Impact: EWU will be the first regional comprehensive, primarily undergraduate, teaching-focused university to receive ADVANCE support in Washington. As such, this institution will serve as a model for the Higher Education Coordinating Board and other institutions in Washington and the country as whole. It is anticipated that from this there will be an indirect impact on women students in the STEM fields as they pursue graduate programs and the workforce. Strategies utilized for data gathering have the potential to impact other research processes and continue to strengthen pursuits for equity.