ADVANCE: Catalyzing Gender Equity at a Research Institution in the Deep South

路易斯安那州立大学(路易斯安那州立大学)将实施一个高级催化剂项目，以进行机构自我评估，以调查学术领导和研究中的性别不平等，并制定一项有意义的公平战略计划，以解决这些不平等问题。路易斯安那州立大学的区域特点混淆了来自不同背景的妇女的经历，并提供了一个重要的体制背景，有助于理解和推动解决位于该国最多样化地区之一的研究型大学内系统性性别不平等问题的办法。路易斯安那州立大学高级催化剂项目将专注于了解大学内部的微气候，通过机构数据分析和战略沟通传达教师成功的包容性和创新性计划，并制定包容性的五年公平行动计划。路易斯安那州立大学的项目还将调查战略沟通，将其作为在不同情况下推进变革的体制变革杠杆。路易斯安那州立大学先进催化剂项目将建立在性别组织理论的基础上，并使用人类绩效技术(HPT)模型，该模型提供了一种系统和全面的方法，通过调查员工(即教职员工)的生活经历、他们所做的工作以及他们进行工作的环境，来改善组织中个人的工作绩效。利用这一模式，路易斯安那州立大学将审查教员经验和组织实践中的不平等。总体而言，路易斯安那州立大学先进催化剂将为校园在多个层面上参与公平战略计划奠定基础，重点是提高教师生产力和创新能力。这一机构背景也提供了一个独特的交叉视角，从这个角度来研究这些问题，并制定干预措施，促进所有教师的成功，无论他们的身份如何。NSF高级计划旨在通过专注于发现和消除阻碍不同教师充分参与和提升学术机构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“催化剂”奖为学术、非营利性高等教育机构的机构公平评估和五年教师公平战略计划的制定提供支持。该奖项反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

Louisiana State University (LSU) will implement an ADVANCE Catalyst project to conduct an institutional self-assessment to investigate gender inequities in academic leadership and research and to develop a meaningful equity strategic plan to address those inequities. The regional characteristics of LSU confound the experiences of women from diverse backgrounds and provide an important institutional context for understanding and advancing approaches to address systemic gender inequities within a research university, located in one of the most diverse regions of the country. The LSU ADVANCE Catalyst project will focus on understanding micro-climates within the university, communicating an inclusive and innovative plan for faculty success through institutional data analyses and strategic communication, and developing an inclusive five-year equity action plan. The LSU project will also investigate strategic communication as an institutional change lever for advancing change in diverse contexts. The LSU ADVANCE Catalyst project will build on gendered organizations theories and use the human performance technology (HPT) model, which provides a systematic and comprehensive approach to improving the work performance of individuals in an organization by investigating the lived experiences of workers (i.e. faculty members), the work that they do, and the environment in which they conduct their work. Drawing on this model, LSU will examine the inequities in the faculty experience and organizational practices. Overall, the LSU ADVANCE Catalyst will lay the groundwork for engaging the campus at multiple levels in an equity strategic plan with a focus on advancing faculty productivity and innovation. This institutional context also provides a unique intersectional lens from which to study these problems and develop interventions that promote the success of all faculty regardless of their diverse identities.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 "Catalyst" awards provide support for institutional equity assessments and the development of five-year faculty equity strategic plans at an academic, non-profit institution of higher education.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.