Advancing and Supporting Female STEM faculty at a University in Transition

ADVANCE计划旨在通过重点识别和消除阻碍学术机构中不同教师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、实践、文化和组织氛围等领域。 该先进的机构转型（ADVANCE-IT）轨道支持创新的组织变革战略在高等教育机构的发展，以提高科学，技术，工程和数学（STEM）学术劳动力的性别平等。维拉诺瓦大学（VU）是在领导，战略优先权的过渡时期，最重要的是其新的国家地位作为博士研究型大学。 PI建议有意管理这一过渡，以确保教师，特别是STEM女性和代表性不足的少数民族（URM）教师，在不断变化的气候中蓬勃发展。 为实现其目标，将协调三个主要方面。 第一个推力，变革管理，将包括务虚会的管理人员，特别注重多样性和包容性和教师研讨会的重点是在变化过程中的弹性。 招聘，晋升和评估，第二个重点，将包括求职者的多样性声明;多样性和包容性目标;将候选人带到校园的资金;广泛的利益相关者偏见培训;以及偏见政策审查。 最后的推力，提高文化的多样性，包容性和公平，将包括管理员和教师研讨会上创建一个多元化和公平的文化;关于盟友，包容性的教室和microaggressions研讨会;教师的交叉对话的扩展;领导活动;员工资源组（ERG）;和教师盟友的培训和支持。 这个先进的IT项目将导致新的战略，以确保所有干教师在机构过渡到增加教师的研究期望的公平。 .作为维拉诺瓦先进IT项目的一部分，将进行主席正念培训对部门气氛的影响的研究。当人们进行自动思维而不是控制思维时，偏见尤其普遍，当人们应对压力时，心理资源不足时，自动思维更有可能发生。 正念训练已被证明可以减轻压力，是心理学研究和实践的前沿。 鉴于这些因素，拟议的研究旨在衡量正念训练的部门主席的压力和部门的气氛从部门利益相关者的角度来看，潜在的变化的影响。 随机对照组的使用使得实验特别强大，可以隔离这种培训对部门气氛的影响。 此外，考虑到学术部门在向提高教师研究期望过渡的制度变革中的中心地位，这一重点尤其有希望。该奖项反映了NSF的法定使命，并被认为值得通过使用基金会的知识价值和更广泛的影响审查标准进行评估来支持。

The 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 diverse faculty in academic institutions. Organizational barriers that inhibit equity may exist in areas such as policy, practice, culture, and organizational climate. The ADVANCE Institutional Transformation (ADVANCE-IT) track supports the development of innovative organizational change strategies within an institution of higher education to enhance gender equity in the science, technology, engineering, and math (STEM) academic workforce.Villanova University (VU) is in a time of transition in leadership, strategic priority, and most importantly to its new national status as a Doctoral Research University. The PIs propose to intentionally manage this transition to ensure that faculty, specifically STEM female and underrepresented minority (URM) faculty, flourish in the changing climate. Three main thrusts will be orchestrated to accomplish their goals. The first thrust, change management, will include retreats for administrators with a special focus on diversity and inclusion and faculty workshops focused on resilience during change. Hiring, promotion, and assessment, the second thrust, will include diversity statements for job candidates; diversity and inclusion goals; funds for bringing candidates to campus; broad stakeholder bias training; and policy review for bias. The final thrust, improving the culture for diversity, inclusion, and equity, will include administrator and faculty workshops on creating a diverse and equitable culture; workshops on allies, inclusive classrooms, and microaggressions; the expansion of intersectional conversations for faculty; leadership activities; Employee Resource Groups (ERGs); and the training and support of faculty allies. This ADVANCE IT project will result in new strategies to ensure equity for all STEM faculty during institutional transitions to increased research expectations of faculty. . As part of the Villanova ADVANCE IT project, research on the effects of chairperson mindfulness training on departmental climate will be conducted. Biases are especially prevalent when people engage in automatic rather than controlled thinking and automatic thinking is more likely when psychological resources are low such as when people are coping with stress. Mindfulness training has been shown to reduce stress and is at the cutting edge of psychological research and practice. Given these elements, the proposed research intends to measure the impact of mindfulness training of department chairpersons' stress and the potential change in departmental climate from the perspective of departmental stakeholders. The use of a randomized control group makes the experiment especially powerful as a way to isolate the effects of this training on departmental climate. Furthermore, given the centrality of the academic department to institutional change during the transition to increasing research expectations of faculty, this focus is especially promising.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.