ADVANCE Partnership: Faculty Intervention Guide and Decision Tool for Improving the Academic Workplace

该项目解决了在学术工作环境中高效和有效地提高对偏见事件的认识的需求，同时也提高了STEM教师和大学领导者解决偏见事件的能力，从而为所有人带来更积极的结果。该项目将通过提高对科学研究和学习环境中用于解决隐性偏见的认识水平和干预措施，创造系统性的制度变革。新罕布什尔大学将与俄亥俄州立大学、弗吉尼亚大学和加州大学欧文分校这三个合作机构合作，采用严格的研究方法开发和扩大以证据为基础的互动干预资源。一旦在这些机构开发和试点，偏见意识指南和干预工具将在全国范围内分发。关于解决偏见事件的认识工具和决策指南的信息也将通过诸如妇女参与科学协会等专业协会广泛传播。开发这种偏见意识指南和决策工具的研究方法包括从合作机构的教师那里收集广泛的信息。因此，该合作伙伴关系使项目负责人能够对个人背景适合多个代表性不足类别的STEM教师进行抽样。通过这样做，研究人员能够将潜在的隐性偏见行为者之间的等级和社会身份差异，以及偏见事件接受者之间的等级和社会身份差异结合起来。因此，该项目抓住了教师的交叉性，他们的行为加强或破坏了平等的障碍，以及那些必须克服公平障碍的交叉性。新罕布什尔大学（University of New Hampshire）在其ADVANCE IT项目中进行的一项研究证实，学术场所的偏见事件为STEM女性教师和其他在各自领域拥有少数族裔地位的教师创造了一种负面氛围。他们的研究还表明，消极的氛围对STEM女性教师的工作满意度有显著的负面影响，并增加了她们的辞职意愿。先前的研究还表明，教师越相信同事在发生偏见事件时倾向于干预，偏见事件对工作场所气氛的影响就越小。因此，提高教师对偏见事件的认识和在偏见事件发生时处理偏见事件的个人技能，有助于最大限度地提高积极的工作场所气候结果。该项目的新贡献还包括使用视频片段来准确地将交叉教师的经历置于背景下，这反过来又将使采用偏见意识和干预工具的多个机构能够提高对其机构内多种类型和多种背景下的偏见事件的认识和干预倾向。NSF ADVANCE项目旨在通过识别和消除阻碍女性教师在学术机构充分参与和进步的组织障碍来促进性别平等。阻碍公平的组织障碍可能存在于政策、过程、实践以及组织文化和气候中。

This project addresses the need to efficiently and effectively increase awareness of bias incidents in the academic work environment while also enhancing STEM faculty and university leaders' abilities to address bias incidents in a manner that will result in more positive outcomes for all. The project will create systemic institutional change by scaling up the levels of awareness about and interventions used to address implicit bias in scientific research and learning settings. The University of New Hampshire UNH, working with three partner institutions, Ohio State University, University of Virginia, and University of California at Irvine, will use rigorous research methods to develop and scale up the evidence-based, interactive intervention resources. Once developed and piloted at these institutions, the bias awareness guide and intervention tool will be distributed nationally. Information about the awareness tool and decision guide for addressing bias incidents will also be distributed broadly via professional associations such as The Association for Women in Science.The research methodologies for developing this bias awareness guide and decision tool include the collection of extensive information from faculty across the partnering institutions. Thus, the partnership enables the project leaders to oversample STEM faculty whose personal backgrounds fit multiple underrepresented categories. In so doing, the researchers are able to incorporate rank and social identity differences between persons potentially acting in implicitly biased ways as well as rank and social identity differences among those on the receiving end of bias incidents. The project therefore captures intersectionality of faculty whose actions reinforce or disrupt barriers to equality as well as the intersectionality of those who must navigate equity barriers. Research conducted at the University of New Hampshire as part of its ADVANCE IT program confirms that bias incidents in the academic workplace create a negative climate for STEM women faculty and for other faculty with minority status in their respective fields. Negative climate, their research also shows, has a significant negative impact on STEM women faculty members' job satisfaction and increases their intention to quit. Prior research also shows that the greater faculty members' beliefs in their colleagues' propensity to intervene when bias incidents occur, the lower the impact of bias incidents on workplace climate. Thus, increasing both faculty members' awareness of bias incidents and individual skills for addressing bias incidents when they occur helps to maximize positive workplace climate outcomes. The project's novel contributions also include the use of video vignettes to accurately contextualize intersectional faculty experiences, which will in turn enable the multiple institutions who adopt the bias awareness and intervention tools to raise awareness about and propensity for intervening in bias incidents of multiple kinds and in multiple contexts across their institutions. The NSF ADVANCE program is designed to foster gender equity through a focus on the identification and elimination of organizational barriers that impede the full participation and advancement of women faculty in academic institutions.  Organizational barriers that inhibit equity may exist in policies, processes, practices, and the organizational culture and climate.