Mentoring Women Faculty in Computer Science and Engineering

CRA-W（计算机研究协会妇女在计算机研究中的地位委员会）的目标是增加妇女的人数，包括少数民族妇女，她们在研究管道的每个阶段参与并成功地从事计算机科学研究。要实现这些目标，学术界就必须有越来越多的妇女开始并进入下一阶段。遗憾的是，妇女在授予博士学位的计算机科学和工程系担任学术职务的百分比表明，妇女的代表性仍然严重不足。未能利用女性研究人员的创造力，对美国经济和国家安全来说是一个巨大的机会成本，以提高我们国家在技术创新方面的领导地位。CRA-W将（1）制定方案，以增加女性CSE教师的数量和成功晋升为终身教授和正教授，（2）对我们方案的参与者与非参与者进行比较评估。我们的课程应用社会认知职业理论的统一框架，该框架发现，通过改善以下一项或多项的干预措施，将增加对特定职业道路的兴趣和选择：（1）成果预期（理解和重视特定结果的回报），（2）自我效能（一种相信自己能够成功实现目标的信念）;（3）帮助自己坚持并克服障碍的社会支持。我们的长期团体和个人辅导计划旨在使参与者意识到学术生涯的回报;帮助参与者通过增加知识，技能和信心来发展自我效能;并将参与者与计算研究和教育社区联系起来，并相互联系，以进一步取得成功。参与者和研究导师参加一个初始的小组研讨会，每年重新连接在小型辅导组，并满足每三到四个月电子。这个先进的付费项目旨在提高公平的纪律，通过一套协调的指导，角色塑造，社区建设和专业发展研讨会。该计划的调整是基于以前发表的研究和我们的经验和我们的投资组合中的程序的评估。例如，该计划使用的结果表明，个别教师在其他领域的指导，提高教师的成功方面的顶级场地出版，赠款资助的成功，并促进。 此外，CRA中心评估研究管道（CERP）将提供有史以来第一次，纵向和全国性的研究，导致教师在计算成功的学术生涯的因素。特别是，CERP将评估我们的CRA-W干预计划是否有效地提高了女教师在计算方面的参与和成功。 CERP的评估工作将产生一个国家教师比较数据库，这将成为CSE社区的一个强大的国家资源，并为更广泛的研究界提供关于影响学术生涯成功的信息。

The goal of CRA-W (Computing Research Association Committee on the Status of Women in Computing Research) is to increase the number of women, including minority women, who participate and succeed in computer science research at every stage of the research pipeline. Achieving these objectives requires that an increasing number of women in academia start and progress to the next stage. Alas, the percentages of women in academic positions in PhD-granting Computer Science and Engineering (CSE) departments indicate that women continue to be severely underrepresented. The failure to capitalize on the creativity of female researchers represents a huge opportunity cost to the U.S. economy and national security to grow our nations leadership in technical innovation. CRA-W will (1) develop programs to increase the number and successful promotion of women CSE faculty to tenured and full professor and (2) conduct comparative evaluation of participants in our programs versus non-participants. Our programs apply the unifying framework of Social Cognitive Career Theory, which finds that interest in and choice of a particular career path will be increased by interventions that improve one or more of the following: (1) outcome expectations (understanding and valuing the rewards of a particular outcome), (2) self-efficacy (a belief that one can successfully achieve an outcome), and (3) social supports that help one persist and overcome obstacles. Our long-term group and individual mentoring programs aim to make participants aware of the rewards of an academic career; to help participants develop self-efficacy through increased knowledge, skills, and confidence; and to connect participants to the computing research and education communities and to each other to further their success. Participants and research mentors attend an initial group workshop, re-connect in small mentoring groups yearly, and meet every three to four months electronically. This ADVANCE PAID project seeks to improve equity in the discipline, through a coordinated suite of mentoring, role modeling, community building, and professional development workshops. The program adaptations are based on prior published research and our experiences and evaluation of programs in our portfolio. For example, the programs use results that show that individual faculty mentoring in other fields improve faculty success with respect to top venue publication, grant funding success, and promotion. In addition, the CRA Center for Evaluating the Research Pipeline (CERP) will provide the first ever, longitudinal and national study of the factors that lead to successful academic careers for faculty in computing. In particular, CERP will evaluate whether our CRA-W intervention programs are effective at increasing the participation and success of faculty women in computing. The evaluation efforts of CERP will yield a national faculty comparison database that will become a powerful national resource for the CSE community and for informing the wider research community on influencing success within academic careers.