ADVANCE Adaptation: Advancing Equity through Systemic Strategies to Improve Leadership, Departmental Collegiality, and Data Transparency at Texas Tech University

德克萨斯理工大学(TTU)位于德克萨斯州农业和农村地区。TTU是一家大型的公共拉美裔服务机构(HSI)，拥有卡内基R1最高研究活动称号。TTU的先进适应项目--“通过系统性战略促进公平，以改善德克萨斯理工大学的领导力、部门合作和数据透明度”，将解决该机构的性别、种族和族裔系统性问题。系统性的不平等可能阻碍教员的成功，尤其是女性和人数不足的小规模教员(URM)。此外，这些不平等加剧了有毒的大学氛围，导致教员流失和不满。TTU将采用以前和现有先期接受者的循证战略来应对这些挑战。此外，TTU将利用现有的和制定新的战略，包括建立一个教师成功中心和一个教师资源网络，以提供教师的专业发展和指导需求，以及产生和传播支持确保公平的最佳做法的研究。这些已确定的战略将使TTU能够实现其目标，即通过其政策和实践以及提高教师满意度和留校率，系统地将机构转变为公平的机构。TTU的高级项目活动旨在消除阻碍教师工作生活公平的组织障碍，特别是STEM教师。通过自学确定的三个制度挑战被解决：1)对系主任领导的不满；2)对STEM部门的部门合议制的不满；以及3)缺乏组织基础设施和专业发展机会来支持教师的成功。应对这些挑战的目标是：1)通过跨部门方法培养部门主任的领导力；2)加强数据基础设施和业务政策，以支持数据驱动的决策、问责和公平；3)建立组织基础设施并提供专业发展，以促进发展和领导能力。在组织理论的框架下，解决这些组织障碍的战略侧重于机构学习，以确保发生变化，消除历史上影响教师的障碍，特别关注性别、种族、民族、性别认同、就业状况和残疾的交叉。将在所有STEM学科中实施来自先前和现有先进机构的循证战略、现有的TTU倡议和新战略。如果成功，项目的结果将是TTU在最深层次的组织学习中学习，并通过其政策和实践证明发生了变化。NSF高级方案旨在通过重点确定和消除阻碍学术机构中不同教员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、流程、实践以及组织文化和氛围中。先期“适应”奖为学术、非营利性高等教育机构以及非学术、非营利性组织的适应和采用循证策略提供支持。该奖项反映了NSF的法定使命，并通过使用基金会的智力价值和更广泛的影响审查标准进行评估，被认为值得支持。

Texas Tech University (TTU) is located in the agricultural and rural South Plains region of the state of Texas. TTU is a large, public, Hispanic-serving institution (HSI), with a Carnegie R1 highest research activity designation. TTU’s ADVANCE Adaptation project, “Advancing Equity through Systemic Strategies to Improve Leadership, Departmental Collegiality, and Data Transparency at Texas Tech University,” will address gender, race, and ethnicity systemic issues at the institution. Systemic inequities can hinder the success of faculty, and most specifically women and underrepresented minoritized faculty (URM). In addition, these inequities contribute to a toxic university climate that leads to faculty attrition and dissatisfaction. TTU will adapt evidence-based strategies from prior and existing ADVANCE recipients to address these challenges. In addition, TTU will leverage existing and develop new strategies including the establishment of a Faculty Success Center and a Faculty Resource Network to provide professional development and mentoring needs for faculty as well as to produce and disseminate research that supports best practices for ensuring equity. These identified strategies will enable TTU to reach its goals of systematically changing the institution to one that is equitable, evidenced through its policies and practices as well as increased faculty satisfaction and retention.TTU’s ADVANCE project activities are designed to eliminate organizational barriers that prevent equity in the work life of faculty, with specific focus on STEM faculty. Three institutional challenges, identified through self-study, are addressed: 1) dissatisfaction with department chair leadership; 2) dissatisfaction with department collegiality in STEM departments; and 3) lack of organizational infrastructure and professional development opportunities to support faculty success. The goals to address these challenges are: 1) leadership development of department chairs through intersectional approaches; 2) enhance data infrastructure and operating policies to support data-driven decision-making, accountability, and equity; and 3) establish organizational infrastructure and provide professional development for advancement and leadership. The strategies to address these organizational barriers, framed by organizational theory, are focused on institutional learning to ensure change occurs that eliminates the barriers that historically have affected faculty, with specific focus on the intersections of gender, race, ethnicity, sexual identity, employment status, and disability. Adapted evidence-based strategies from prior and existing ADVANCE institutions, existing TTU initiatives, and new strategies will be implemented across all STEM disciplines. If successful, the project outcome will be that TTU learns at the deepest level of organizational learning, with evidence of change occurring through its policies and practices. 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 diverse faculty in academic institutions. Organizational barriers that inhibit equity may exist in policies, processes, practices, and the organizational culture and climate. ADVANCE "Adaptation" awards provide support for the adaptation and adoption of evidence-based strategies to academic, non-profit institution of higher education as well as non-academic, non-profit organizations.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.