ADVANCE Catalyst: Improving Gender and Foreign-Born Equity among STEM Faculty at the University of North Dakota

北达科他州大学将实施ADVANCE Catalyst项目，对其STEM教师中存在的不平等现象进行机构自我评估，特别是女性、种族和少数民族以及外国出生的个人所经历的不平等现象。这些人口群体占了UND STEM教师的一半以上。现有的工资和任期以及其他就业条件的差异阻碍了个人的晋升，从而也阻碍了机构的晋升。为了更好地理解复杂而重要的社会文化过程和政策结构，这些过程和政策结构在其STEM教师中产生了相对和客观的劣势，UND将使用交叉性视角来分析自我认同于多种社会地位的个人如何同时在一个系统地对社会群体进行排序的组织中进行互动，从晋升和终身职位到实验室空间。开发计划署将利用来自机构自我评估的信息设计一项五年战略计划，以促进其STEM学科的可持续公平，并可作为非STEM学科的参考点。这个为期两年的项目旨在通过一系列方法技术，包括大学分析、政策分析、教师调查、焦点小组和个人深度访谈，确定不平等的类型、程度和原因。不同的策略在识别客观个体差异、组织安排和群体间感知方面是有利的，所有这些都旨在阐明不平等的背景和将微观社会身份与系统优势或劣势联系起来的中介社会文化过程。有了这些结果，该项目的更广泛范围（即交流STEM学科公平的可持续战略）可能有助于当前和未来STEM学者的进步。另一个影响是推进对工作场所动态社会身份的理论理解，这些知识可能会赋予不同的个人权力，并改善研究和劳动力市场创新。NSF ADVANCE项目旨在通过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、过程、实践以及组织文化和气候中。ADVANCE“Catalyst”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。

University of North Dakota will implement an ADVANCE Catalyst project to conduct an institutional self-assessment of existing inequalities among its STEM faculty, particularly as experienced by women, racial and ethnic minorities, and foreign-born individuals. These demographic groups constitute over half of the STEM faculty at UND. Existing differences in salary and tenure and other employment conditions hinder individual, and consequently institutional, advancement. To better understand the complex and important sociocultural processes and policy structures that generate these relative and objective disadvantages among its STEM faculty, UND will use an intersectionality perspective that analyzes how individuals who self-identify with multiple social statuses simultaneously interact within an organization that systematically rank orders social groups, from promotion and tenure to laboratory space. UND will use the information from the institutional self-assessment to design a five-year strategic plan that promotes sustainable equity in its STEM disciplines and may serve as a reference point for non-STEM disciplines.The two-year project aims to identify the types of, extent of, and reasons for, inequality through a range of methodological techniques, including university analytics, policy analysis, faculty surveys, focus groups, and individual in-depth interviews. The different strategies are advantageous with respect to identifying objective individual differences, organizational arrangements, and intergroup perceptions, all of which aim to shed light on the context of inequality and the mediating sociocultural processes that link micro social identities with systemic advantage or disadvantage. With these results, the broader scope of the project, which is to communicate sustainable strategies for equity in STEM disciplines, may contribute to the advancement of current and future STEM scholars. An additional implication centers on advancing theoretical understanding of dynamic social identities in the workplace, knowledge which may empower diverse individuals and improve research and labor market innovations. 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.