ADVANCE Partnership: Building Community Understanding of the Institutional Compensation System

该项目旨在将教师薪酬最佳实践的知识显著扩展到更广泛的高等教育社区，并提供关键的见解来指导薪酬实践。薪酬结果和薪酬实践与工作生活质量密切相关，并让我们了解什么(以及谁)对组织来说是重要的。在这一领域，权力的制度结构和制度具有影响力。女性的收入一直低于男性，即使在控制人口和背景变量的情况下也是如此；有色人种女性的工资差距会扩大。在高等教育中，这一差距在教职员工中持续存在，特别是在研究水平最高的机构。该项目的目标是通过更广泛地理解薪酬结构，改善机构对薪酬公平的理解，并影响有关薪酬公平的行动。项目活动有三个目标：第一，在大学领导层的支持下，与行政单位(人力资源、机构研究、多样性/包容性、法律和学术事务)建立协作关系。第二，加强薪酬决策者对薪酬决定的理解和依据，以及他们与个人沟通其薪酬是如何确定的能力。第三，增加教师对机构薪酬实践的了解，同时强调包容性和机构价值观的重要性。这项工作的预期成果包括改善机构政策和实践，教师对薪酬公平的看法，薪酬决策者的领导技能，以及项目合作伙伴以外的机构参与。该项目涉及与三个大学合作伙伴维拉诺瓦、德雷克塞尔和加拉德特、美国大学女性协会(AAUW)的合作，NSF包括Hub和ASPIRE联盟。这三所合作大学将采取行动：促进包容性的工作环境和了解其薪酬财务模式的知情教职员工群体；将大学资源与机构价值相结合，以促进更好的公平；并通过薪酬干预措施的制度化，支持系统性、可持续的变化。该项目将采用多框架组织分析方法，整合组织理论的结构、人力资源、政治和象征方面，以更好地了解每个合作伙伴大学。合作伙伴将通过研讨会、培训课程和组织行动计划，探索薪酬分配、程序、人际和信息方面的多个层面的正义。正在进行的形成性评估将包括有色人种妇女、聋人和重听妇女的意见。该项目的影响范围将通过与美国大学女性协会、NSF包括Hub和ASPIRE联盟的合作伙伴关系扩展到更多的机构。预期结果包括实施与薪酬相关的问责措施，提高教师对薪酬实践的理解，提高薪酬决策者对公平的理解，以及改变基础设施以支持持续进展。 高级计划旨在通过专注于识别和消除阻碍学术机构中不同教员充分参与和提升的组织障碍来促进性别公平。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。 高级合作伙伴奖为那些扩大基于证据的系统性改革战略的项目提供支持，以提高地区或国家的性别公平。该奖项反映了国家科学基金会的法定使命，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。

This project aims to significantly expand knowledge of best practices for faculty compensation to a broader community in higher education and provide critical insights to guide compensation practices. Salary outcomes and pay practices are closely related to the quality of work life and inform our knowledge of what (and who) is important to the organization. In this domain, institutional structures and systems of power are influential. Women consistently earn less than men, even when controlling for demographic and background variables; a wage gap that increases for women of color. In higher education, this gap persists among faculty, particularly at institutions with the highest levels of research. This project’s objective is to improve institutional understanding and influence actions regarding pay equity through broader comprehension of compensation structures. Project activities have three aims: First, engage administrative units (Human Resources, Institutional Research, Diversity/Inclusion, Legal, and Academic Affairs) in a collaborative relationship supported by university leadership. Second, enhance pay decision-makers’ understanding of and basis for pay decisions, and their ability to communicate to individuals how their pay is determined. Third, increase faculty knowledge of institutional pay practices while emphasizing the importance of inclusion and institutional values. Expected outcomes from this work include improvements in institutional policies and practices, faculty perceptions of pay equity, leadership skills of pay decision-makers, and institutional engagement beyond the project partners.The project involves collaborations with three university partners Villanova, Drexel, and Gallaudet, the American Association of University Women (AAUW), and the NSF INCLUDES Hub and the ASPIRE Alliance. The three partner-universities will undertake actions to: promote an inclusive work environment and informed faculty community that understands its financial model about compensation; align university resources with institutional values to promote enhanced equity; and support systemic, sustainable change through institutionalization of compensation interventions. The project will employ a multi-frame organizational analysis approach, integrating structural, human resource, political, and symbolic aspects of organizational theory, to better understand each partner-university. The partner cohort will explore multiple dimensions of justice regarding salary – distributive, procedural, interpersonal, and informational – through workshops, coaching sessions, and organizational action plans. Ongoing formative assessment will include input from women of color and deaf and hard-of-hearing women. The project’s reach will expand to additional institutions through the partnerships with the American Association of University Women, NSF INCLUDES Hub, and the ASPIRE Alliance. Expected outcomes include implementation of compensation-related accountability measures, improved faculty understanding of pay practices, increased comprehension of equity among salary decision-makers, and infrastructure changes to support ongoing progress. 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 "Partnership" awards provide support for projects that scale-up evidence based systemic change strategies to enhance gender equity for STEM faculty regionally or nationally.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.