Workshop: Fostering gender and work-life inclusion for faculty in Business Schools and Understudied Contexts: An Organizational Science Lens - West Lafayette, IN - Oct 1-2, 2018

工作与生活的需求是女性、少数族裔教师和研究科学家职业发展、包容和保留的关键障碍；然而，与其他平等领域相比，实施差距受到的科学关注较少。尽管在STEM（科学、技术、工程、数学）部门对这些问题进行了一些研究，但很少有知识转移到专业学校和其他学科，这些学科在经济增长中发挥着关键作用，例如“大数据”和创业工作。为了解决这些差距，本次研讨会将聚集跨学科专家，讨论在商学院和未被充分研究的背景下，关于性别平等、职业成功和工作与生活融合的组织科学现状。讲习班的成果将有助于促进性别多样性和妇女？通过识别科学差距，优先考虑研究，帮助S和少数族裔在大学、商业和社会上取得事业成功；并解决组织科学中一个研究不足的关键领域。制定的研究议程将鼓励未来关于性别平等和工作与生活融合的跨学科学术研究，帮助政策制定者参与循证实践。将在组织科学方面培养新的见解，以促进更多的性别和工作-生活包容性的企业和大学，并将在提高女性教师的吸引力、晋升、保留和职业寿命的战略方面推进科学知识；解决社会不平等问题。讲习班产品包括一个网站和出版物，将分发给公众和决策者。该讲习班讨论了与增加妇女和少数民族的劳动力市场平等有关的一个关键的国家政策领域。尽管科学界越来越多地关注在大学，特别是专业学校中提高女性和少数族裔的地位，但性别和相关的工作生活融合前景仍然黯淡。解决性别不平等问题需要对组织的科学进行更多的双重科学探究，包括更有效地实施正式的工作生活政策，如延长任期或双重职业雇佣激励，以及创造“工作生活包容的气候”。工作生活包容的氛围是指教职员工不会觉得为了在工作角色中取得成功而不得不牺牲自己的家庭和非工作身份。本次跨学科研讨会的目标是：(1)从组织科学的角度评估商学院和未被充分研究的背景下的工作-生活和职业问题及其与教师性别包容和多样性的联系；(2)定义教师性别与工作-生活包容和交叉性联系的科学领域；(3)增加在未被充分研究的教师环境中促进性别、工作-生活融合、职业成功和组织变革的科学知识；(4)促进与思想领袖、研究人员和模范关键决策者的跨学科对话，以确定科学前提、结果和未来的研究差距。研讨会的成果将广泛分发给公众、研究人员、大学决策者和政策制定者，包括一个研讨会网站，其中包含思想论文摘要和研讨会报告；全国演讲，一个开放获取的同行评审出版物。该奖项反映了美国国家科学基金会的法定使命，并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，被认为值得支持。

Work-life demands are a critical barrier to the career advancement, inclusion, and retention of women and minority faculty and research scientists; yet implementation gaps have received less scientific attention than other equality areas. Although some research has been conducted on these issues in STEM (Science, Technology, Engineering, Math) departments, little knowledge has transferred over to professional schools and other disciplines, which play a key role in economic growth, such as in "big data" and entrepreneurial jobs. Addressing these gaps, this workshop will gather interdisciplinary experts to discuss the state of organizational science regarding gender equality, career success, and work-life inclusion in business schools and understudied contexts. The results of the workshop will help advance gender diversity, and women?s and minorities' career success in universities, business, and society by identifying scientific gaps, prioritizing studies; and addressing an under-researched critical area of organizational science. The research agenda developed will encourage future interdisciplinary scholarship on gender equality and work-life inclusion that can help policymakers to engage in evidence-based practices. New insights will be fostered on the organizational science regarding how to foster more gender and work-life inclusive businesses and universities and will advance scientific knowledge on strategies enhancing the attraction, advancement, retention, and career longevity of women faculty; and addressing societal inequality. The workshop products include a website and publications that will be disseminated to the public and policymakers. This workshop addresses a critical national policy area related to increasing labor market equality for women and minorities. Despite growing scientific attention to advancing women and minorities in universities generally, and in professional schools specifically, the gender and related work-life inclusion picture remains bleak. Addressing gender inequality requires greater dual scientific inquiry into the science of organizations involving the more effective implementation of formal work-life policies such as extending the tenure clock or dual career hire incentives, and the creation of "work-life inclusive climates." A work-life inclusive climate is defined as one where a faculty member would not feel s/he would have to sacrifice their family and non-work identities in order to succeed in the job role. The goals of this interdisciplinary workshop is (1) to assess work-life and career issues and linkages to faculty gender inclusion and diversity in business schools and understudied contexts from an organizational science perspective; (2) to define the scientific terrain of faculty gender and work-life inclusion and intersectionality linkages; (3) to increase knowledge of the science of fostering gender, work-life inclusion, career success and organizational change in understudied faculty contexts; and (4) to foster interdisciplinary conversation with thought leaders, researchers and exemplary key decision-makers in order to identify scientific antecedents, outcomes and future research gaps. The results of the workshop will be widely distributed to inform the public, researchers, university decision-makers, and policymakers including a workshop website with thought paper abstracts and a workshop report; national presentations, an open-access peer-reviewed publication.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.