NSF ADVANCE Catalyst: Equity in STEM at Miami University

这个NSF ADVANCE催化剂奖给迈阿密大学，平等在干在迈阿密大学（ESEAM），将支持数据收集和自我评估，以确定系统性的不平等影响干教师有关性别，种族和国际地位。 在危机时期，如COVID- 19大流行期间，这些不平等可能会被放大。迈阿密大学是一所R2公立文科大学，位于米德尔敦的汉密尔顿和俄亥俄州的牛津。这些校园致力于提高学生群体的社会经济、文化和种族多样性，这得益于多样化的教师队伍。虽然迈阿密为学生创造了一个充满活力的学习社区，但对迈阿密教师的期望是模范教师和研究学者，这对教师提出了要求，可能导致倦怠。这些要求可能会不成比例地影响教师的性别，种族和国际地位的基础上和交叉性的公平。该项目的目的是通过审查关于雇用和工资的机构数据;关于雇用、晋升和终身制、育儿假和探亲假以及研究假的机构政策和做法;以及用于评价教学和研究成果的机构工具，从数量和质量上查明和评价压力因素。此外，该项目还将评估COVID-19大流行期间可能加剧的不平等。该项目的目标是：1）通过识别影响STEM多样性的障碍和结构性障碍，为跨性别，种族和国际地位的教师战略招聘和保留奠定基础，以及2）为赠款期之后的机构转型奠定基础，以减少在全球危机期间和之外阻碍这些教师群体的不公平现象。研究小组将审查机构数据，并进行调查和面对面访谈。这项评估的结果旨在帮助重塑政策，以支持留住和招聘多样化的教师。本研究中获得的数据将使用多媒体方法报告，包括技术同行评审期刊文章;会议演示文稿;和ESEAM网站。迈阿密的STEM教师将有机会参与本项目发起的两个项目：1）ESTEAM教师学习社区，将审查和讨论高等教育公平的文献，确定成功招聘，保留和促进多元化教师的潜在解决方案，并开发ESTEAM演示模块，可以与管理员，教师和学生分享;以及2）“STEM公平”指导计划，旨在改善所有STEM教师的环境。这种指导方法的结果将被记录下来，并通过大学的ESEAM网站和学术工作分发给其他大学。NSF ADVANCE计划旨在通过重点确定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、流程、做法以及组织文化和氛围中。ADVANCE“催化剂”奖项为学术性、非营利高等教育机构的机构公平评估和五年期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。

This NSF ADVANCE Catalyst Award to Miami University, Equity in STEM at Miami University (ESTEAM), will support data collection and self-assessment to identify systemic inequities that impact STEM faculty related to gender, race, and international status. These inequities may be magnified during times of crisis, like the COVID- 19 pandemic. Miami University is an R2 public liberal arts university located on three local campuses in Hamilton, Middletown, and Oxford, Ohio. These campuses work to enhance the socio-economic, cultural, and racial diversity of the student body–something that benefits from diverse faculty. While Miami creates a vibrant learning community for students, the expectation for Miami faculty to be both exemplary teachers and research scholars creates demands on faculty that can lead to burnout. These demands may disproportionately impact faculty equity on the basis and intersectionality of gender, race, and international status. This project aims to identify and evaluate stressors both quantitatively and qualitatively through examination of institutional data on hiring and salaries; on institutional policies and practices on hiring, promotion and tenure, parental and family leaves, and research leaves; and on institutional tools used to evaluate teaching and research successes. Also, this project will evaluate how inequities may have been exacerbated during the COVID-19 pandemic.The goals of this project are 1) to lay the foundation for strategic recruitment and retention of faculty across gender, race, and international status by identifying barriers and structural impediments that impact STEM diversity, and 2) to set the stage for institutional transformation beyond the grant period to reduce inequities that hinder these groups of faculty during and outside of a global crisis. The research team will examine institutional data, and conduct surveys and in-person interviews. The results of this assessment aim to help reshape policies that will support retention and recruitment of diverse faculty. The data acquired in this study will be reported using multi-media methods, including technical peer-reviewed journal articles; conference presentations; and an ESTEAM website. STEM faculty at Miami will have opportunities to be involved in two programs initiated by this project: 1) An ESTEAM Faculty Learning Community that will review and discuss literature on equity in higher education, identify potential solutions for successful recruiting, retention, and promotion of diverse faculty, and develop ESTEAM Presentation Modules on STEM-diversity that can be shared with administrators, faculty, and students; and 2) a “STEM-Equity” mentoring program, which will aim to improve the climate for all STEM faculty. Results from this mentorship approach will be documented and distributed to other universities through the university’s ESTEAM website and through scholarly work. 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 academic, non-profit institutions 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.