Effects of ADVANCE in the STEM Disciplines: Faculty Diversity, Women in Leadership, and Institutional Transformation

哈佛大学的弗兰克·多宾斯（Frank Dobbins）提出了一个为期三年的项目，对1990年至2014年间美国1000所大学的多元化政策和公平项目改革进行调查和分析。在他和他的合作者对美国公司多元化项目的有效性进行研究的基础上，他们开发了几种新的调查工具，用于对美国大学的多元化项目进行研究评估。特别是，他们将评估促进多样性和公平的政策和项目对教师个人和机构本身的影响。这类项目包括指导活动、网络、职业发展活动、职业生活平衡政策和其他政策变化。他们进一步比较了个人和机构层面的平等结果，这些机构接受了国家科学基金会（National Science Foundation）的资助，以促进性别平等，并获得了ADVANCE项目的奖励。他们将使用来自美国国家科学基金会博士学位获得者调查和综合高等教育数据系统的数据，并从各院校自己收集新数据。利用这些数据库，PI和他的团队将进行定量研究，以评估股权改革的效果、股权改革的持续性以及此类改革在各类机构中的扩散。这项研究的结果有可能极大地改变美国大学解决性别平等问题的方式，因为这项研究应该确定最有效实现性别平等的政策和项目。PI团队将使用多层次建模方法，将他们通过新调查收集的数据与他们已经可用的大数据集结合起来，以实现上述目标。在他们对公司公平项目的研究中，首席调查员基于社会学和社会心理学的四个见解，提出了一种基于证据的不平等补救理论。他们将在学术背景下检验这些理论前提。他们结合了工作自主和自我决定文献、标签和自我决定理论、女权主义理论和问责制理论的见解，建立了模型来检验关于如何在大学环境中实现公平的理论。检验这些理论将推动学术界和职场性别不平等的研究。这将是第一个利用ADVANCE和同行机构的综合纵向数据来评估多样性和公平性方案影响的研究。

Frank Dobbins, of Harvard University, proposes a three-year project to conduct and analyze a survey of diversity policies and equity program reforms at 1,000 universities in the United States between 1990 and 2014. Building upon work that he and his collaborators conducted on the effectiveness of diversity programs at corporations in the United States, they develop several new survey instruments to conduct a research evaluation of diversity programming at universities in the United States. In particular, they will assess the impact of policies and programs to promote diversity and equity on individual faculty members as well as on the institutions themselves. These kinds of programs include mentoring activities, networking, professional development activities, career life balances policies and other policy changes. They further compare equity outcomes for individuals and at the institutional level at institutions that have received funding from the National Science Foundation to promote gender equity, awards from the ADVANCE program. They will use data from the National Science Foundation Survey of Doctorate Recipients and the Integrated Postsecondary Education Data System as well as collect new data from the institutions themselves. Using these databases, the PI and his team will conduct a quantitative study to assess the effects of equity reforms, the persistence of equity reforms, and the diffusion of such reforms across types of institutions. Findings from this research has the potential to dramatically change the ways that universities in the United States address issues of gender equity because the study should result in identifying policies and programs that are most effective at achieving equity.The PI team will use a multi-level modeling methodology incorporating the data that they collect through the new surveys with the big data sets already available to them to fulfill the goals discussed above. In their research on corporate equity programs the Principal Investigators developed an evidence-based theory of the remediation of inequality built on four insights from sociology and social psychology. They will test those theoretical premises in the academic context. They incorporate insights from the work-autonomy and self-determination literatures, the labeling and self-determination theories, feminist theory, and accountability theory to build the models to test theories on how equity may be achieved in university settings. Testing these theories will advance research on gender inequality in academia and at work more generally. This will be the first study to utilize comprehensive longitudinal data from ADVANCE and peer institutions to evaluate the impact of diversity and equity programming.